{"id":137540,"date":"2026-04-07T13:44:07","date_gmt":"2026-04-07T13:44:07","guid":{"rendered":"https:\/\/my.legal500.com\/guides\/?post_type=comparative_guide&#038;p=137540"},"modified":"2026-04-07T13:52:46","modified_gmt":"2026-04-07T13:52:46","slug":"turkiye-employment-and-labour-law","status":"publish","type":"comparative_guide","link":"https:\/\/my.legal500.com\/guides\/chapter\/turkiye-employment-and-labour-law\/","title":{"rendered":"Turkey: Employment and Labour Law"},"content":{"rendered":"","protected":false},"template":"","class_list":["post-137540","comparative_guide","type-comparative_guide","status-publish","hentry","guides-employment-and-labour-law","jurisdictions-turkiye"],"acf":[],"appp":{"post_list":{"below_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Umay Legal<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2026\/03\/Image-4.jpg\"\/><\/span><\/div>"},"post_detail":{"above_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Umay Legal<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2026\/03\/Image-4.jpg\"\/><\/span><\/div>","below_title":"<span class=\"guide-intro\">This country specific Q&amp;A provides an overview of Employment and Labour Law laws and regulations applicable in Turkey<\/span><div class=\"guide-content\"><div class=\"filter\">\r\n\r\n\t\t\t\t<input type=\"text\" placeholder=\"Search questions and answers...\" class=\"filter-container__search-field\">\r\n\t\t\t<\/div>\r\n\r\n\t\t\t\r\n\r\n\r\n\t\t\t<ol class=\"custom-counter\">\r\n\r\n\t\t\t\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer need a reason to lawfully terminate an employment relationship? If so, state what reasons are lawful in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. Under Turkish law, when job security rules apply, termination of an employment contract must be based on a legal ground. This is clearly required by law.<\/p>\n<p>There are two types of grounds: just cause and valid reason.<\/p>\n<ul>\n<li>Just cause is strictly defined in the law and is limited in number. These are serious and clear situations. They may arise from either the employee or the employer.<\/li>\n<li>Valid reason is broader. It can also arise from the employee or the employer:<\/li>\n<li>From the employee side, it may relate to the employee\u2019s behavior or performance.<\/li>\n<li>From the employer side, it relates to the needs of the business or workplace.<\/li>\n<\/ul>\n<p>Although the law explicitly requires a reason mainly in job security cases, in practice it is always advisable to provide a clear reason for termination. The only common exception is during the probation period.<\/p>\n<p>In all cases, the reason for termination should be properly justified.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if large numbers of dismissals (redundancies) are planned?  How many employees need to be affected for the additional considerations to apply?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes, there are rules on collective redundancies under Turkish law.<br \/>\nWhether a dismissal qualifies as a collective redundancy depends on the number of employees affected and the total number of employees in the workplace. The law sets specific thresholds. If the number of dismissed employees falls within these thresholds, the process is considered a collective redundancy. Accordingly:<\/p>\n<ul>\n<li>in workplaces employing between 20 and 100 employees, the dismissal of at least 10 employees;<\/li>\n<li>in workplaces employing between 101 and 300 employees, the dismissal of at least 10% of the workforce; and<\/li>\n<li>in workplaces employing 301 or more employees, the dismissal of at least 30 employees,<\/li>\n<\/ul>\n<p>within a 30-day period will constitute a collective redundancy.<\/p>\n<p>In such cases, the process is subject to a different regime than individual dismissals.<\/p>\n<p>Employers must take additional steps, including providing 30 days prior notice to the relevant regional offices of the Turkish Employment Agency (\u0130\u015eKUR), and the Social Security Institution.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if a worker\u2019s employment is terminated in the context of a business sale?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>A business sale is not, in itself, a valid ground for termination. In principle, automatic transfer rules apply. This means that when a business is transferred, the employees assigned to that business are automatically transferred to the new employer. The new employer may still terminate employment if there is a valid reason arising from the business, workplace, or operational needs. In such cases, the termination must be properly and clearly justified.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Do employees need to have a minimum period of service in order to benefit from termination rights?  If so, what is the length of the service requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>As noted above, employees who benefit from job security provisions are protected against termination without a valid reason.<\/p>\n<p>To benefit from this protection:<\/p>\n<ul>\n<li>The employee must have at least six months\u2019 service with the employer; and<\/li>\n<li>The workplace must employ at least 30 employees.<\/li>\n<\/ul>\n<p>In practice, for multinational companies, the global headcount is generally taken into account when assessing the 30-employee threshold.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, is the minimum notice period to terminate employment?  Are there any categories of employee who typically have a contractual notice entitlement in excess of the minimum period?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Notice periods are regulated under Turkish law and vary depending on the employee\u2019s length of service.<\/p>\n<ul>\n<li>Up to 6 months of service: 2 weeks<\/li>\n<li>6 months to 1.5 years of service: 4 weeks<\/li>\n<li>1.5 to 3 years of service: 6 weeks<\/li>\n<li>More than 3 years of service: 8 weeks<\/li>\n<\/ul>\n<p>These are statutory minimum periods and, as a rule, cannot be reduced to the detriment of the employee.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to make a payment to a worker to end the employment relationship instead of giving notice?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes, instead of observing the notice period, the employer may terminate employment by making a payment in lieu of notice. In this case, the employee is paid the salary corresponding to the notice period, and the termination takes effect immediately.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to be on garden leave, that is, continue to employ and pay a worker during their notice period but require them to stay at home and not participate in any work?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Garden leave is not expressly recognised under Turkish law or court practice.<br \/>\nHowever, in practice, especially among multinational companies, it is sometimes used. If implemented properly, it can be applied without major issues.<\/p>\n<p>To ensure a smooth process:<\/p>\n<ul>\n<li>The employee should be clearly informed,<\/li>\n<li>The employee must continue to receive full salary and benefits, and<\/li>\n<li>All employment rights during this period must be respected.<\/li>\n<\/ul>\n<p>When these requirements are met, garden leave can be considered a practical and workable approach.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer have to follow a prescribed procedure to achieve an effective termination of the employment relationship? If yes, describe the requirements of that procedure or procedures. Is an employee entitled to appeal against their termination?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. First, the termination must be based on one of the valid or justified grounds we mentioned. The employee must then be notified through a written termination notice.<\/p>\n<p>The notice must clearly state the reason for termination. Turkish employment law applies a strict written form requirement. In practice, this means that simple methods such as email are not sufficient. The notice is typically:<\/p>\n<ul>\n<li>Delivered to the employee in person against signature, or<\/li>\n<li>Served through a notary public.<\/li>\n<\/ul>\n<p>After termination, the employee has the right to challenge the dismissal. The employee may claim that the termination is invalid or unjustified and may seek:<\/p>\n<ul>\n<li>Reinstatement, and<\/li>\n<li>Other related employment claims (over time, bonus, annual leave, severance pay, notice pay, etc.).<\/li>\n<\/ul>\n<p>These rights remain fully available to the employee.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">If the employer does not follow any prescribed procedure as described in response to question 8, what are the consequences for the employer?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>In such cases, if the employee claims that the termination is invalid and seeks reinstatement, they must first apply to mandatory mediation. If no settlement is reached, the employee may then file a lawsuit. If the employee is successful:<\/p>\n<ul>\n<li>The employee is entitled to be reinstated to their former position, and<\/li>\n<li>The employee is awarded up to 4 months\u2019 salary for the period not worked.<\/li>\n<\/ul>\n<p>If the employer does not reinstate the employee:<\/p>\n<ul>\n<li>The employer must pay compensation for non-reinstatement, typically between 4 and 8 months\u2019 salary, and<\/li>\n<li>Still pay up to 4 months\u2019 salary for the period not worked.<\/li>\n<\/ul>\n<p>In addition, litigation costs are borne by the employer. The burden of proof lies with the employer to demonstrate that the termination was based on a valid or just ground.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How, if at all, are collective agreements relevant to the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Employees covered by a collective bargaining agreement also benefit from job security provisions. There is no separate or additional protection specifically granted for these employees under the law. They are subject to the same rules and protections as other employees.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does the employer have to obtain the permission of or inform a third party (e.g local labour authorities or court) before being able to validly terminate the employment relationship? If yes, what are the sanctions for breach of this requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>In case of collective bargaining agreement, a notification to trade union is required.<\/p>\n<p>Notification requirements apply also in collective redundancy situations. As explained above, in those cases the employer must notify the Turkish Employment Agency (\u0130\u015eKUR) and the Social Security Institution.<\/p>\n<p>These are notification requirements, not an approval process.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What protection from discrimination or harassment are workers entitled to in respect of the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There are clear provisions in both the Constitution and the Labour Law. Employers must comply with the principle of equal treatment. This applies to all stages of employment (i.e. hiring, continuation of the employment relationship, and termination).<\/p>\n<p>Employees must not be discriminated against on any grounds. The law lists examples such as language, race, religion, gender, disability, philosophical belief, political opinion and similar factors.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the possible consequences for the employer if a worker has suffered discrimination or harassment in the context of termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>It is important to distinguish between discrimination and harassment, mobbing.<\/p>\n<p>If an employee is subject to discrimination, the Labour Law clearly provides that the employee may claim:<\/p>\n<ul>\n<li>Up to 4 months\u2019 compensation, and<\/li>\n<li>Any rights they were deprived of due to discrimination.<\/li>\n<\/ul>\n<p>If there is harassment or mobbing that also results in discrimination, these rules will likewise apply.<\/p>\n<p>Even where harassment or mobbing does not amount to discrimination, Turkish court practice accepts that the employee may:<\/p>\n<ul>\n<li>Terminate the employment with just cause, and<\/li>\n<li>Claim compensation from the employer.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any categories of worker (for example, fixed-term workers or workers on family leave) entitled to specific protection, other than protection from discrimination or harassment, on the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Under Turkish law, a fixed-term employment contract can only be concluded if there is an objective reason justifying it. Otherwise, even if labelled as fixed-term, the contract may be treated as an indefinite-term contract.<\/p>\n<p>In addition, both female and male employees are entitled to maternity and paternity leave, which are protected by law.<\/p>\n<p>While there is no absolute prohibition on termination during these periods, any dismissal in this context is closely scrutinised. In particular, it will be assessed whether the termination constitutes discrimination.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are workers who have made disclosures in the public interest (whistleblowers) entitled to any special protection from termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no specific regulation on whistleblowing under Turkish employment law. However, in practice, having a whistleblowing or ethics reporting mechanism is generally viewed positively.<\/p>\n<p>When implementing such systems, particular attention should be paid to data protection rules, and personal rights of employees. An effectively operated whistleblowing system may also serve as evidence in court proceedings.<\/p>\n<p>That said, there is no specific statutory protection or well-established case law granting special protection to whistleblowers.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">In the event of financial difficulties, can an employer lawfully terminate an employee\u2019s contract of employment and offer re-engagement on new less favourable terms?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Economic reasons may constitute a valid ground for termination under Turkish law. However, there is an important principle known as the \u201clast resort\u201d principle.<\/p>\n<p>This means that termination should be used only if there is no other reasonable alternative. In practice, courts expect employers to demonstrate that they have considered and, where possible, implemented alternative measures before proceeding with termination. These may include, offering the employee a different position, proposing a role with a lower salary, or reducing working hours with a corresponding adjustment in pay.<\/p>\n<p>Although these measures are not explicitly required by law, they are regarded as good practice and are taken into account by the courts. In addition, if the employer\u2019s economic situation improves, giving priority to previously dismissed employees for re-employment is also viewed positively in practice.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, risks are associated with the use of artificial intelligence in an employer\u2019s recruitment or termination decisions? Have any court or tribunal claims been brought regarding an employer\u2019s use of AI or automated decision-making in the termination process?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is currently no specific legislation, policy or a case law on this issue.Therefore, it is assessed based on general legal principles, and the key requirement is that the situation must be properly justified.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What financial compensation is required under law or custom to terminate the employment relationship? How is such compensation calculated?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>If the employer terminates the employment with just cause, the employee is entitled only to, accrued salary, any earned bonus, and unused annual leave.<\/p>\n<p>If the termination is based on a valid reason, statutory payments apply. These include:<\/p>\n<ul>\n<li>Notice compensation, if the notice period is not observed, and<\/li>\n<li>Statutory severance pay, where applicable.<\/li>\n<\/ul>\n<p>Statutory severance pay is calculated as one month\u2019s gross salary per year of service. For periods exceeding one year, a pro rata calculation is made. The salary used for this calculation is subject to a statutory cap, which is updated twice a year by the government. As of now, the applicable severance pay cap in Turkey is approximately TRY 64,948.77 per month.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer reach agreement with a worker on the termination of employment in which the employee validly waives his rights in return for a payment? If yes, in what form, should the agreement be documented?  Describe any limitations that apply, including in respect of non-disclosure or confidentiality clauses.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Mutual termination agreements are not expressly regulated by law, but they are recognised in practice and supported by case law. Through such agreements, the employment is terminated by mutual consent between the employer and the employee. Even if the termination is initiated by the employer, the agreement is generally considered valid by the courts if the employee receives an additional compensation beyond their statutory entitlements. In practice:<\/p>\n<ul>\n<li>The additional compensation should not be less than 4 months\u2019 salary, and<\/li>\n<li>Depending on factors such as the employee\u2019s length of service, a higher amount may be expected.<\/li>\n<\/ul>\n<p>This is a commonly used method. It is also possible to reach such an agreement through voluntary mediation after termination, which can effectively prevent further legal disputes.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from working for competitors after the termination of employment? If yes, describe any relevant requirements or limitations.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes, this is possible. Employers may include non-compete and non-solicitation clauses in employment contracts. However, these restrictions must be reasonable and proportionate. They are typically appropriate only for employees who have access to the employer\u2019s confidential information or trade secrets. In addition:<\/p>\n<ul>\n<li>The restriction must be limited in terms of scope, duration, and geographical area, and<\/li>\n<li>It should not go beyond what is necessary to protect the employer\u2019s legitimate interests.<\/li>\n<\/ul>\n<p>Providing compensation in return for the non-compete obligation is not always mandatory, but it significantly strengthens the enforceability of such clauses.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from soliciting customers or clients, or employees of the employer, after the termination of employment? If yes, describe any relevant requirements or limitations (including any payments that must be made to the worker for the restriction to be valid and enforceable).<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. Employees may be bound by confidentiality obligations, and these are widely recognised and enforceable. In fact, the duty to protect trade secrets and confidential information is also regulated under other laws, not only employment law.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to keep information relating to the employer confidential after the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The only specific legal obligation in this respect is the employer\u2019s duty to provide a certificate of employment. This document confirms that the employee worked at the company and states the duration of employment. In practice, if the employee consents, prospective employers may also contact the former employer for references. This is not regulated by law but is a common practice.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are employers obliged to provide references to new employers if these are requested?  If so, what information must the reference include? What duties apply to employers giving references?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The only specific legal obligation in this respect is the employer\u2019s duty to provide a certificate of employment. This document confirms that the employee worked at the company and states the duration of employment.<\/p>\n<p>In practice, if the employee consents, prospective employers may also contact the former employer for references. This is not regulated by law but is a common practice.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, in your opinion, are the most common difficulties faced by employers in your jurisdiction when terminating employment and how do you consider employers can mitigate these?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>One of the most common challenges is meeting the burden of proof in reinstatement cases. In such cases, it is the employer\u2019s obligation to prove that the termination was based on a valid or just ground. This can be difficult, as the rules of evidence under Turkish law are relatively strict and, in employment matters, are often interpreted in favour of the employee. While this approach provides strong protection for employees, it can be challenging for employers in practice. For this reason, employers often prefer to use alternative solutions, such as mutual termination agreements, in order to minimise litigation risk.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any legal changes planned that are likely to impact the way employers in your jurisdiction approach termination of employment? If so, please describe what impact you foresee from such changes and how employers can prepare for them?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>We do not expect any major new developments in this area. Mandatory mediation was introduced into the legislation some time ago (back in 2018), and its application has become clearer in recent years. Previously, reinstatement claims were filed directly before the courts. Now, a statutory mediation process must be completed first. This allows disputes to be resolved more quickly, as mediation must generally be concluded within four weeks. In addition, voluntary mediation is also widely used by both employers and employees. It may be used as an effective way to manage and mitigate litigation risk.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\r\n<div class=\"word-count-hidden\" style=\"display:none;\">Estimated word count: <span class=\"word-count\">3027<\/span><\/div>\r\n\r\n\t\t\t<\/ol>\r\n\r\n<script type=\"text\/javascript\" src=\"\/wp-content\/themes\/twentyseventeen\/src\/jquery\/components\/filter-guides.js\" async><\/script><\/div>"}},"_links":{"self":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide\/137540","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide"}],"about":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/types\/comparative_guide"}],"wp:attachment":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/media?parent=137540"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}