Eti Mah. Toros Sok. No: 15/5, Hikmet Ünal Business Centre, 06570 Çankaya / Ankara, Türkiye
Practice area
Severance and reinstatement claims, mandatory mediation and employer advisory.
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Turkish employment law is protective of employees, and most claims must pass through mandatory mediation before reaching the labour court. For employers, the cost of a poorly documented termination is often far higher than the cost of doing it right.
We represent employees and employers in termination disputes, mediation and litigation, and advise foreign-owned companies on employment contracts, work permits and internal procedures.
At a glance
Employees with at least one year of service are entitled to severance pay of thirty days’ gross wages per year of service if terminated other than for just cause, or if they resign for just cause, retire or are called up for military service. Severance pay is capped by a ceiling updated twice a year. Notice pay applies where the employer terminates without observing the notice period.
Run an estimate with our severance pay calculator.
Employees with at least six months’ service in a workplace employing thirty or more workers enjoy job security: the employer must base the termination on a valid reason. An employee may apply to mediation within one month of the termination notice and, if no agreement is reached, sue for reinstatement within two weeks of the final mediation report.
Overtime, unpaid wages, annual leave, public holiday and weekend work claims are commonly brought together with severance claims. Evidence — payslips, time records, messages and witnesses — determines the outcome.
Mediation is mandatory before suing for wages, severance, notice pay and reinstatement. Agreements reached in mediation are final and enforceable, so the scope of any settlement should be reviewed carefully before signing.
Following a work accident or occupational disease, the employee or surviving relatives may claim material and moral damages from the employer, in addition to benefits from the Social Security Institution (SGK). The employer’s fault and the employee’s contributory fault are determined by expert reports.
For employers we draft employment contracts and workplace policies, manage disciplinary and termination procedures, and represent them in inspections by the Ministry of Labour and Social Security.
Related articles
Generally yes, for work performed in Türkiye, although parties may choose a foreign law subject to mandatory Turkish rules protecting the employee. Foreign employees also need a work permit.
Ordinarily yes, but not if you resign for just cause — for example unpaid wages or unpaid overtime — or retire, or (for women) within one year of marriage.
Discuss your labour and social security law matter
Tell us briefly what happened and whether any deadline is running; we will explain the options and next steps. We work in English, French and Turkish.
Guides
Labour and Social Security Law3 min read
Who is entitled to severance pay in Türkiye, how it is calculated and capped, statutory notice periods, job security and reinstatement, and mandatory mediation.
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Service determination and social security
Unregistered or under-declared employment can be challenged in a service determination action, which must generally be filed within five years of the end of the year in which the work was performed.