About Hiring & Firing Law in Turkey:
Hiring and firing laws in Turkey are governed by the Turkish Labor Law, which sets out the rights and obligations of both employers and employees. These laws regulate various aspects of the employment relationship, including recruitment, termination, and severance pay.
Why You May Need a Lawyer:
You may need a lawyer when dealing with issues such as wrongful termination, discrimination, harassment, or disputes over severance pay. A lawyer can provide valuable legal advice, negotiate on your behalf, and represent you in court if necessary.
Local Laws Overview:
In Turkey, employers are required to provide written employment contracts to their employees outlining the terms and conditions of the employment. Termination of employment must be justified and follow specific procedures outlined in the Labor Law. Employers must also provide severance pay to employees who are terminated without just cause.
Frequently Asked Questions:
1. Can I be fired without a valid reason in Turkey?
No, under Turkish labor law, employees can only be terminated for just cause. If you believe you were wrongfully terminated, you can appeal the decision.
2. How is severance pay calculated in Turkey?
Severance pay in Turkey is calculated based on the length of service and the employee's last gross salary. The Labor Law sets out specific formulas for calculating severance pay.
3. Can I sue my employer for discrimination in Turkey?
Yes, Turkish labor law prohibits discrimination based on factors such as race, gender, religion, or disability. If you believe you have been discriminated against, you can file a complaint with the relevant authorities.
4. What is the probation period in Turkey?
The probation period in Turkey is typically two months for most employees. During this period, either the employer or the employee can terminate the employment relationship without notice.
5. Can employers change employees' working conditions without their consent?
Employers cannot unilaterally change employees' working conditions without their consent. Any changes must be mutually agreed upon and documented in writing.
6. Are collective bargaining agreements common in Turkey?
Collective bargaining agreements are common in Turkey, especially in certain industries such as manufacturing and transportation. These agreements set out the terms and conditions of employment for workers within the industry.
7. Are there any restrictions on hiring minors in Turkey?
Employers in Turkey are prohibited from hiring minors under the age of 15. Employers must also comply with restrictions on the working hours and conditions for employees under the age of 18.
8. Can employees be terminated during pregnancy or maternity leave?
No, under Turkish labor law, employees cannot be terminated during pregnancy or maternity leave. Termination during this period is considered discriminatory and is prohibited.
9. How long do employees have to file a wrongful termination claim in Turkey?
Employees have one year from the date of termination to file a claim for wrongful termination in Turkey. It is important to act quickly to protect your rights.
10. Can employees be terminated for joining a trade union in Turkey?
No, under Turkish labor law, employees cannot be terminated for joining a trade union or engaging in union activities. Employers who terminate employees for these reasons can face legal consequences.
Additional Resources:
If you need legal advice or assistance with hiring and firing in Turkey, you can contact the Ministry of Family, Labor, and Social Services or a local labor union for guidance. It may also be helpful to consult with a qualified labor law attorney who can provide personalized advice.
Next Steps:
If you are facing legal issues related to hiring and firing in Turkey, it is important to seek legal advice as soon as possible. Contact a labor law attorney to discuss your rights and options for resolving the situation. Remember to keep all relevant documents and evidence handy for your attorney to review.
Disclaimer:
The information provided on this page is intended for informational purposes only and should not be
construed as legal advice. While we strive to present accurate and up-to-date information, we cannot
guarantee the accuracy, completeness, or currentness of the content. Laws and regulations can change
frequently, and interpretations of the law can vary. Therefore, you should consult with qualified legal
professionals for specific advice tailored to your situation.
We disclaim all liability for actions you take or fail to take based on any content on this page. If you
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