Labor Law No. 4857

The Labor Law No. 4857 is the fundamental law regulating the rights, responsibilities, and working conditions of workers and employers in Türkiye.
The primary aim of the law is to ensure stability in working life and, in particular, to protect the worker against the employer.
The legal bond and agreement established between an employee and an employer is called an employment contract.
Employment contracts are not subject to any formal requirements unless otherwise specified by law; however, contracts with a duration of one year or more must be in writing.
Employment contracts can be for a fixed term or an indefinite term.
According to the law, employment contracts may include a probationary period of up to two months; this period can be extended up to four months through collective bargaining agreements.
During the trial period, the parties may terminate the contract without notice and without compensation.

According to the Labor Law, the general maximum weekly working time is 45 hours.
Work exceeding 45 hours per week is considered overtime, and pay is increased by 50% for each hour worked.
Daily working hours, under no circumstances, may exceed 11 hours.
Workers must be given at least 24 hours of uninterrupted weekly rest within a seven-day period.
Employees who have worked at a workplace for at least one year are entitled to annual paid leave, the amount of which varies according to their seniority.
It is not legally possible for an employee to waive their annual leave entitlement, and this leave must be taken, even if it is divided into installments.
Mid-working hours, workers are given breaks of varying duration depending on the daily working time.

Wages are the monetary amount paid to a worker by an employer or third parties in exchange for work performed.
Unless there is a force majeure event, workers' wages must be paid at least once a month.
For wages not paid on time, the highest business interest rate applied to deposits will be charged, and the employee may refuse to work.
The party wishing to terminate an employment contract must comply with the notice periods determined according to the employee's seniority.
The party that fails to comply with the notice periods is obligated to pay the other party severance pay equivalent to the wages for that period.
An employee who has worked for the same employer for at least one year is entitled to severance pay when their contract is terminated for justifiable reasons or due to retirement.
Severance pay is calculated as 30 days' gross salary, including benefits, for each full year of service.

In workplaces employing thirty or more workers, employees with at least six months of seniority are covered by job security provisions.
An employer who terminates the contract of an employee covered by job security provisions must provide a valid reason (employee's inadequacy, conduct, or workplace requirements).
An employee whose contract has been terminated without a valid reason has the right to apply to a mediator and file a lawsuit for reinstatement within one month.
Article 24 of the Labor Law grants the employee, and Article 25 grants the employer, the right to terminate the contract immediately for just cause.
Health reasons, morality