Employment Law and Labour Law

İş güvencesi, iş hukukunun en önemli alanlarından biri olup; iş sözleşmesinin işveren tarafından keyfi biçimde sona erdirilmesini önlemeyi amaçlamaktadır. İş güvencesine ilişkin düzenlemeler ile işverenin fesih hakkı sınırlandırılmakta, çalışana ise geçersiz sebebe dayalı feshe karşı işe iade talebinde bulunma imkanı tanınmaktadır.

Job security is one of the most important areas of labor law; and it aims to prevent the arbitrary termination of an employment contract by the employer. Regulations regarding job security limit the employer’s right to terminate and grant the employee the right to request reinstatement in the event of termination based on an invalid reason.

The Turkish Personal Data Protection Board has issued a landmark principle decision addressing the processing of biometric data for employee attendance tracking purposes. This decision establishes critical guidelines for employers regarding the lawful collection and use of sensitive biometric information in workplace settings. Understanding these new regulatory requirements is essential for organizations operating in Turkey to ensure compliance with data protection obligations.

The Turkish Data Protection Authority has issued new guidance addressing the proliferation of complaints regarding security camera usage in workplaces and residential buildings. These announcements establish critical compliance requirements for data controllers who process personal data through video surveillance systems, with non-compliance potentially resulting in administrative sanctions under Turkish law.

Turkey has introduced a comprehensive new regulation restructuring occupational health and safety training requirements for employees, significantly expanding employer obligations and introducing stricter compliance measures.

The obligation to employ former convicts is not merely an employment policy to be considered within the scope of social responsibility; it is also an obligation that gives rise to direct legal and financial consequences for employers.

Özet: Çalışanlar tarafından ödenen hayat/şahıs sigorta primlerinin işverenler tarafından ücret matrahından indirimi ile ücretlinin ödeyeceği gelir vergisi azaltılarak vergi anvantajı sağlanmaktadır.

Disability employment obligation is not merely a matter of social responsibility; it is a statutory obligation under employment law in Turkey, supported by binding sanctions and subject to administrative fines in case of non-compliance.

A mobbing lawsuit is not merely an employee-employer dispute; it is the legal response to a systematic attack on personality rights, dignity, and reputation. This process of psychological harassment in the workplace is often perceived by the victim as merely a “difficult period” or a “personal conflict.”

İş hukuku, tarihsel gelişimi ile uyum içinde, yalnızca normatif bir sistem değil, aynı zamanda dinamik bir uygulama alanıdır.

Labour law, in harmony with its historical development, is not merely a normative system but also a dynamic field of practice.

Notice pay is a compensation item with a primary function to place the termination process within a legal framework and to protect the parties against the consequences of abrupt terminations. From the employee’s perspective, sudden termination by the employer may result in loss of income and unemployment risk.