The legal and financial consequences of ending an employment contract depend on how it is ended. A termination made without following procedure can lead to a reinstatement case and several months of extra cost.
Notice periods
| Seniority | Notice |
|---|---|
| Under 6 months | 2 weeks |
| 6 months – 1.5 years | 4 weeks |
| 1.5 – 3 years | 6 weeks |
| Over 3 years | 8 weeks |
Periods can be increased by contract, not reduced. If notice is not given, the wage for the period is paid as notice pay; the employer may also terminate by paying it in advance. During notice the employee gets 2 hours a day for job seeking. Notice period calculator
Scope of job security
If the workplace employs 30 or more workers and the employee has at least 6 months' seniority, the employer may terminate an indefinite contract only for a valid reason:
- Reasons related to the employee's capability (poor performance, frequent illness)
- Reasons related to the employee's conduct (disrupting work, breaking rules)
- Reasons arising from the requirements of the business, workplace or work (restructuring, downsizing)
Before termination for conduct or performance, the employee's defence must be taken. Notice must be in writing with the reason stated clearly and precisely. Business managers and deputies, and employer representatives with authority to hire and fire, are outside job security.
Immediate termination for just cause (art. 25)
For health reasons, breaches of morality and good faith, force majeure and detention, the employer may terminate without notice. Just cause must be used within 6 business days of learning of it and in any case within 1 year (no 1-year limit where the employee obtained a material benefit). For breach of morality and good faith (art. 25/II), no severance or notice pay is due.
Reinstatement process
- The employee applies to a mediator within 1 month of notification of termination.
- If mediation fails, a case is filed at the labour court within 2 weeks of the final minutes.
- If the court finds the termination invalid, the employee applies to return within 10 business days of finality.
- If the employer does not reinstate within 1 month, 4–8 months' wages are paid as compensation for non-reinstatement, plus up to 4 months' wages for the idle period and other entitlements.
The parties can settle in mediation on non-reinstatement compensation and idle-period pay; the settlement minutes have the force of a judgment.
Payments on termination
Final month's wage, unused annual leave (always), severance and notice pay where conditions are met, overtime and other claims if any. Severance, notice and leave calculator · Exit codes: Termination codes · Unemployment benefit
Employer checklist
- Reason for termination documented (performance records, warnings, minutes)
- Defence taken for conduct or performance reasons
- Written, reasoned notice served
- Notice given or paid in advance
- 6-business-day limit observed for just cause
- Final payments via bank; release signed at least 1 month after termination
- Termination notification filed within 10 days with the correct code
Sources
Labour Law No. 4857 arts. 17, 18, 19, 20, 21, 24, 25, 26; Labour Courts Law No. 7036 art. 3 (mandatory mediation); Turkish Code of Obligations No. 6098 art. 420 (release).