Overview
Employment law regulates the relationship between employee and employer: formation of the employment contract, working conditions, wages, working hours, health and safety, and termination. Disputes may concern not only employees’ claims but also the employer’s rights, workplace damage and social security obligations.
Special rules apply to mandatory mediation and to strict filing periods, so each case is assessed against its own facts and the legislation in force. Foreign employees’ claims are subject to the same rules, with work permit status also taken into account.
What we handle
Employee claims
Severance pay, notice pay, bad-faith compensation, unpaid wages, overtime, weekly rest and public holiday pay, and unused annual leave.
Reinstatement
Employees covered by job security who are dismissed without a valid reason may seek reinstatement, starting with mandatory mediation within one month of the termination notice.
Workplace accidents
Damages, recourse claims and social security procedures following workplace accidents and occupational diseases.
Uninsured or under-declared work
Actions to establish periods of employment not reported to the Social Security Institution.
Pensions and social security
Retirement and survivor’s pensions, cancellation of pensions, recovery of overpayments and premium debts.
Advice for employers
Employment contracts, disciplinary procedures, terminations, and claims against employees for damage or breach of loyalty.
How the process works
Reviewing the termination
Form and reason for termination, length of service, wages and working hours; is the reinstatement period running?
Calculating claims
Claims calculated from payslips and bank records.
Mandatory mediation
Mediation meetings, a precondition to suing for wage claims and reinstatement.
Lawsuit and enforcement
If no settlement, a lawsuit; then enforcement if necessary.
Before your meeting
Bring originals or legible copies of whichever of the following you have. You don’t need everything — missing items are identified together.
- Employment contract
- Termination notice or resignation letter
- Payslips and bank payment records
- Social security service record (e-Devlet)
- Messages or records showing working hours
- Names of potential witnesses
Key deadlines
| Matter | Period | Starts from |
|---|---|---|
| Applying to mediation for reinstatement | 1 month | Service of termination notice |
| Reinstatement lawsuit after failed mediation | 2 weeks | Final mediation report |
| Severance, notice, wage and leave claims | 5 years | End of employment / claim arising |
| Service determination action | 5 years | End of the year in which the work was performed |
These are general rules; special provisions or a different starting date may apply in a particular case. It is best to have the deadline assessed on the day you receive a notification.
Frequently asked questions
Who is entitled to severance pay?
Employees with at least one year’s service whose contract ended in one of the statutory ways — e.g. dismissal without just cause, resignation for just cause, retirement conditions being met, military service, marriage (for female employees, within a year) or death. Resigning without just cause generally does not give rise to severance pay.
What are the conditions for reinstatement?
At least 30 employees at the workplace, at least six months’ service and an indefinite-term contract; senior managers acting for the employer are excluded. You must apply to mediation within one month.
Can I sue directly for unpaid wages?
No. Mediation is a precondition to suing for severance, notice, wages, overtime and reinstatement. Workplace accident damages claims are exempt.
The information on this page is general and does not constitute legal advice, a guarantee of outcome or an undertaking in respect of any specific matter. Periods and amounts are subject to change by legislation.
