Turkey Employment Guide

Navigating Employment Termination in Turkey: A Guide for International Employers

Terminating employment relationships in Turkey requires careful adherence to complex legal frameworks and country-specific regulations. The separation process must be handled collaboratively between employers and key stakeholders, often involving special considerations and mandatory procedures depending on the termination circumstances.

Valid Grounds for Employment Termination

Turkish employment law provides specific circumstances under which employment contracts can be legally terminated. Beyond probationary periods, employers cannot terminate employment arbitrarily and must demonstrate valid justification.

Compliant termination pathways include:

• Employee-initiated resignation
• Mutual agreement between parties
• Employer-initiated termination based on:
  • Probationary period assessment
  • Immoral, dishonorable, or malicious conduct
  • Health conditions preventing job performance
  • Sexual harassment allegations
  • Significant misconduct violations
  • Disciplinary dismissal procedures
• Contract expiration

Notice Period Requirements

Turkey mandates minimum notice periods that escalate with employment duration, providing employees with adequate transition time.

No notice period applies during probationary arrangements.

Severance Pay Obligations

Employees terminated with valid justification after completing at least one year of service qualify for severance compensation. The calculation amounts to one month's salary per year of service, capped at 41,828.42 Turkish Lira annually.

For instance, an employee with five years of service earning below the cap would receive five months' salary as severance. SailGlobal implements proactive severance accrual strategies for all Turkish employment agreements, mitigating unexpected financial exposures during termination events. With extensive global litigation management expertise, SailGlobal's accrual calculations incorporate current legal standards and local best practices. Should employees resign or become ineligible for severance, unused accruals are fully returned to clients.

Practical Considerations for International HR

Global companies operating in Turkey should establish clear termination protocols that address documentation requirements, consultation procedures, and potential legal challenges. Recent cases demonstrate that proper documentation of performance issues and consistent application of disciplinary procedures significantly reduce legal risks. SailGlobal's Turkey-specific compliance framework helps multinational organizations navigate these complexities while maintaining ethical employment practices.