In Turkey, the termination of an employment contract is a significant event that requires adherence to specific guidelines outlined in Turkey’s Labor Law No. 4857. Whether initiated by the employer or the employee, both parties are legally obligated to notify the other party in advance of the termination. This article explores the minimum notification periods based on the duration of employment as stipulated in Article 17 of the Labor Law.
The minimum periods of notification before terminating an employment contract are directly tied to the duration of an employee’s service with the company. The specified notice periods are as follows:
- Two Weeks: Applicable to employment durations ranging from one to six months.
- Four Weeks: Relevant for employment periods extending from six months to eighteen months.
- Six Weeks: Applicable to employment spanning eighteen months to thirty-six months.
- Eight Weeks: Required for termination in cases where employment exceeds thirty-six months.
Compliance with these notice periods is crucial to ensure a fair and lawful termination process. These stipulations provide a structured framework that considers the length of an employee’s service, acknowledging the impact of the termination on both parties involved.
To navigate the intricacies of probation periods and termination procedures in Turkey, it is advisable to seek guidance from experts well-versed in the country’s labor laws. The San Global team comprises seasoned professionals who can provide comprehensive insights into legal requirements, ensuring that your expansion endeavors align with Turkish labor regulations.
Terminating an employment contract in Turkey involves more than a simple decision between an employer and an employee; it involves legal obligations and considerations. Understanding the minimum notification periods based on the duration of employment, as outlined in Turkish Labor Law No. 4857, is crucial for a fair and lawful termination process.
By adhering to the specified notice periods — two weeks for employment durations of one to six months, four weeks for six to eighteen months, six weeks for eighteen to thirty-six months, and eight weeks for employment exceeding thirty-six months — both employers and employees contribute to a transparent and respectful termination process.
For businesses looking to expand their operations in Turkey, seeking guidance from experts like San Global ensures that they navigate the complexities of Turkish labor laws effectively. Book a demo with San Global today to ensure that your termination processes align with the legal framework, promoting fair and compliant employment practices in Turkey.
San Global is well-equipped to assist you with your Employer of Record (EOR) and payroll requirements (also known as the Umbrella Company) in Turkey. We are capable of handling your HR (Recruitment) needs, even in the absence of a legal entity in Turkey.