Article 109 of the Labour Code No. 4857 was amended just under one (1) year ago. This amendment confirmed, in particular, that certain documents may be sent to employees via registered email (KEP).
During this period, a legal uncertainty has arisen regarding the notification of documents under the Labour Code and the provisions governing the acceptance of such documents.
To elaborate, KEP is, in fact, a method of notification. Therefore, provided the other conditions set out in Article 109 of the Labour Code are met, a notification via KEP must constitute valid notification. In practical terms, this means that the notification of a document not subject to the employee’s acceptance via KEP is sufficient for the document to take effect. For example, the notification of an internal code of conduct policy in this manner renders the policy binding on the employee.
