2026 Turkey Employment Contract Termination 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:

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 53,919.68 Turkish Lira annually (2025).

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.

Types and Procedures for Employment Termination in Turkey

Termination for Just Cause (Employer-Initiated Dismissal)

The employer must provide the employee with a written termination notice clearly stating the reason for termination. The employment contract may only be formally terminated after receiving the employee’s written defense statement.

Disciplinary Procedure:

• Issue a written notice to the employee specifying the grounds for dismissal
• Provide the employee with an opportunity to defend themselves
• If the employee fails to provide a satisfactory defense, issue a formal termination notice clearly stating the reason for dismissal

Employee Resignation

Employees may resign at any time by submitting a signed written resignation letter in accordance with the notice period specified in the employment contract. Resignation via email is generally acceptable.

Mutual Termination Agreement

The employer and employee may mutually agree to terminate the employment relationship for any reason. Common scenarios include:

• Potential dispute risks or possible litigation involving the employee
• Both parties have reached a termination agreement

Termination During the Probation Period

During the probation period, either the employer or employee may terminate the employment relationship at any time without any special procedural requirements. Common reasons for termination include poor performance, misconduct, repeated lateness, or absenteeism.

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.