Release deed: when and how is it valid?
The validity conditions for an employee releasing the employer under article 420 of the Turkish Code of Obligations, the one-month period, the type and amount of the claim, payment through a bank, the receipt effect, the difference from a mediation agreement and a sample arrangement for employers.
After parting ways with an employee, employers want a document signed stating "I have no further claims". But this document only protects the employer if it meets the conditions in the Law. A release deed that does not meet them is, at best, merely a payment receipt.
Validity conditions
The Turkish Code of Obligations makes an employee's waiver of claims against the employer (release) subject to strict conditions. For a release deed to be valid:
| # | Condition | Why it matters |
|---|---|---|
| 1 | It must be in writing | An oral release is invalid |
| 2 | It must be made at least one month after the contract ends | A release deed signed before this period expires is absolutely void |
| 3 | The type and amount of the released claim must be stated clearly | General wording such as "I have received all my rights" is not enough |
| 4 | Payment must be made in full, matching the amount due | If payment is short, the release deed is invalid and remains a receipt |
| 5 | Payment must be made through a bank | Payment in cash does not meet this condition |
Example: good and bad release deeds
Invalid example:
"I have received all my rights from the workplace and have no remaining claims. I irrevocably release the employer." (Signed on the day of leaving.)
This text is invalid both because it was signed without waiting for the one-month period and because it does not contain the type and amount of the claims.
An arrangement meeting the conditions:
"In respect of my employment contract that ended on 15.09.2026, I acknowledge that gross TRY 182,400 as severance pay, gross TRY 46,000 as notice pay and gross TRY 17,640 as pay for 12 days of unused annual leave were paid, after statutory deductions, into my account at Bank X on 20.10.2026; and I release the employer in respect of these items."
The figures are examples. To calculate the items: Severance pay · Notice · Annual leave
Frequently asked questions
Is a blank release deed signed at hiring of any use? No. Release deeds signed at hiring or while the employment relationship continues are void because they do not meet the one-month condition. This practice also creates a strong impression against the employer in labour courts.
Can I not pay before the month has passed? You can and should; severance and wage claims should not be delayed. After payment, once the one-month period has passed, a release deed showing the items paid can be signed. A document signed before the period expires only acts as a receipt for the amount paid.
Is a mediation agreement different from a release deed? Yes. A settlement record signed before a mediator is not subject to the one-month condition of a release deed and has the force of a court judgment. If you want a final solution right after termination, mediation is a safer route: Mediation in labour law
Must a release deed be made before a notary? It is not compulsory; however, if who the signature belongs to may become disputed, notarisation or keeping a wet-signed copy is recommended.
Recommendations for employers
- Make all payments through a bank, with an item-by-item description.
- Keep payment receipts, the payroll and the calculation table in the employee file.
- Draw up the release deed after the period has expired, showing items and amounts.
- If a dispute is possible, consider mediation instead of a release deed.
- For the other steps in the leaving process: Employee exit checklist
Our related service: Mutual termination and release deed
Legal basis: Turkish Code of Obligations No. 6098 art. 420; Labour Courts Law No. 7036 art. 3.