In the realm of employment in Turkey, the concept of annual leave holds significant importance, serving as a well-deserved break for employees who have dedicated themselves to their workplaces for a minimum of one year.
To ensure a fair and transparent allocation of annual leave in Turkey, it is imperative for both employers and employees to familiarize themselves with the governing rules and regulations.
Article 53 of the Turkish Labor Act No. 4857 outlines the criteria for determining the entitlement to annual leave, considering both the age and years of service of the employee. This nuanced approach aims to tailor the leave allocation to the individual circumstances of each worker.
According to the Turkish Labor Law, the standard workweek consists of six days. Consequently, one week of annual leave is typically considered as six days. However, companies operating on a five-day workweek adapt their calculation accordingly, deeming one week of annual leave as five days.
Distinct provisions are in place for employees falling under the age of 18 or surpassing the age of 50. To safeguard their well-being, these employees are entitled to a minimum of 20 days of annual leave. It is noteworthy that employment contracts and collective agreements possess the authority to augment this minimum requirement, providing an additional layer of flexibility.
The Turkish Labor Law categorizes employees into three groups based on their years of service, each corresponding to a specific minimum paid annual leave entitlement. These categories are as follows:
1-5 years of service: Employees falling within this range are entitled to a minimum of 14 days of paid annual leave. This recognizes the commitment of those in the early stages of their careers.
More than 5 to less than 15 years of service: As employees accumulate a more substantial tenure, their entitlement increases to a minimum of 20 days of annual leave. This acknowledges the dedication of individuals who have contributed significantly to their workplaces.
15 years of service or more: For those who have surpassed the 15-year milestone, a well-earned break of a minimum of 26 days is mandated. This extended leave period recognizes the prolonged and dedicated service of these employees.
Employment contracts and collective agreements play a pivotal role in shaping the landscape of annual leave entitlements. These documents have the power to augment the statutory minimums, providing both employers and employees with the flexibility to tailor leave arrangements to their specific needs and circumstances.
Annual leave in Turkey is a fundamental employment benefit that reflects the commitment and dedication of the workforce. As outlined in Article 53 of the Turkish Labor Act No. 4857, the calculation of annual leave takes into account both age and years of service, ensuring a nuanced and fair allocation. The provisions for specific age groups and tenure-based entitlements add layers of protection and recognition for employees, underscoring the importance of work-life balance in the Turkish employment landscape. Employers and employees alike should be well-versed in these regulations to foster a harmonious and legally compliant work environment.
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.