SGK exit codes: how to choose the right code
The meaning of exit codes on the SGK leaving notification, the most commonly used codes, their link with unemployment benefit and severance pay, codes 42–50 and correcting a wrong code.
When an employee leaves, the reason for leaving is shown on the leaving notification with a two-digit exit code. This code looks like a small detail; yet it determines whether the employee can receive unemployment benefit and stands as the employer's statement in any later lawsuit.
First define the event
Before choosing the code, answer these three questions:
- Who ended the contract? The employee, the employer, or did the contract end by itself?
- What type of contract is it? With probation, indefinite-term, fixed-term.
- Is there a reason? Just cause, health, compelling reason, retirement, military service, marriage…
The most commonly used codes
| Code | Reason for leaving | Unemployment benefit |
|---|---|---|
| 01 | Termination by the employer of a contract with probation | Can be received if conditions are met |
| 02 | Termination by the employee of a contract with probation | Cannot be received |
| 03 | Termination by the employee of an indefinite-term contract (resignation) | Cannot be received |
| 04 | Termination by the employer without stating just cause | Can be received if conditions are met |
| 05 | Expiry of a fixed-term contract | Can be received if conditions are met |
| 08 | Retirement (old age) or lump-sum payment | Cannot be received |
| 12 | Military service | Cannot be received |
| 13 | Marriage of a female employee | Cannot be received |
| 14 | Completion of retirement conditions other than age | Cannot be received |
| 15 | Collective dismissal | Can be received if conditions are met |
| 17 | Closure of the workplace | Can be received if conditions are met |
| 22 | Other reasons | Depends on the case |
| 24 | Termination by the employee for health reasons | Can be received if conditions are met |
| 25 | Termination by the employee due to the employer's conduct contrary to morality and good faith | Can be received if conditions are met |
| 34 | Transfer of the workplace or change in the nature of the work | Can be received if conditions are met |
| 42–50 | Termination by the employer due to the employee's conduct contrary to morality and good faith | Cannot be received |
"If conditions are met" refers to conditions such as enough premium days in the last three years and uninterrupted service in the last 120 days: Unemployment benefit conditions
Codes 42–50
Previously, all terminations by the employer for just cause were reported with a single code (29). Since 2021 this code has been abolished, and a separate code has been introduced for each subparagraph of Labour Law art. 25/II:
| Code | Labour Law 25/II | Example |
|---|---|---|
| 42 | (a) | Misleading the employer by giving false information when hired |
| 43 | (b) | Words or conduct offending the employer's honour |
| 44 | (c) | Sexually harassing another employee |
| 45 | (d) | Assault, coming to work drunk or using drugs at the workplace |
| 46 | (e) | Breach of trust, theft, disclosing trade secrets |
| 47 | (f) | An offence at the workplace punishable by more than seven days' imprisonment |
| 48 | (g) | Absence without permission or just cause |
| 49 | (h) | Persistent refusal to perform duties despite being reminded |
| 50 | (ı) | Endangering work safety, causing serious damage or loss |
Termination under one of these codes removes the employee's unemployment benefit and severance pay. So the event must be documented with written records, a request for a defence statement, witnesses and correspondence.
Common situations
"The employee resigned but wants unemployment benefit; will you enter 04?" This request comes up often. A false notification may come to light in later checks by SGK and İŞKUR; the unemployment benefit paid is reclaimed with interest and the employer may also face an administrative fine. In addition, if the employee later claims severance pay, the "termination by employer" code becomes evidence against you.
Settlement in mediation: for relationships ended by agreement of the parties in mediation, the code is determined by the content of the settlement; it is recommended that the reason for termination be stated clearly in the record. See Mediation
Fixed-term contract: for a contract ending on expiry, the code is 05. However, fixed-term contracts renewed in succession may be treated as indefinite-term.
If you entered the wrong code
The leaving notification can be cancelled and resubmitted through e-Bildirge within a certain period; if the period has passed, an application is made to SGK by petition. Keep the documents supporting the correction (resignation letter, termination notice) in the file: Employee exit checklist
List of all codes: Exit codes table · Calculations: Severance pay · Notice period · Unemployment benefit
Legal basis: Law No. 5510 art. 9; Labour Law No. 4857 arts. 17, 24 and 25; Unemployment Insurance Law No. 4447 art. 51; SGK Circular 2021/9.