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Av. Çağatay KISALaw & Consultancy

Employment Lawyer

Employment Law

If you have been dismissed, the path to severance pay, notice pay, and reinstatement begins with compulsory mediation. For reinstatement, you must apply to a mediator within 1 month of the termination; employee receivables are subject to a 5-year limitation period.

Employment law exists to redress the imbalance of power between employee and employer, and its deadlines and procedures are strict. Missing a critical threshold — such as the 1-month preclusive period for a reinstatement application — causes irreparable loss.

When acting for employees, our office establishes and collects severance, notice, overtime, annual leave, and public holiday (UBGT) receivables, and handles reinstatement and mobbing proceedings. When acting for employers, we draft employment contracts, manage disciplinary procedures and terminations for valid or just cause, and provide defense in employment litigation.

Services We Provide in This Area

  • Severance and notice pay claims
  • Reinstatement actions
  • Overtime, annual leave, public holiday (UBGT), and bonus receivables
  • Mobbing (workplace psychological harassment) claims
  • Compensation claims arising from workplace accidents and occupational diseases
  • Actions to establish unregistered (uninsured) employment
  • Drafting employment contracts and managing terminations
  • Employer advisory and HR process compliance

Frequently Asked Questions

Employment Law: Frequently Asked Questions

For an assessment of your specific case, please book an appointment.

The workplace must employ at least 30 workers, the employee must have at least 6 months of seniority, and the employment contract must have been terminated without a valid reason. An application to a mediator must be made within 1 month of the termination notice.

It is calculated at 30 days of the gross 'dressed' wage (including transport, meal allowances, and bonuses) for each full year of service, and is capped at the statutory severance ceiling. Periods exceeding a full year are prorated. No deduction other than stamp duty is made.

As a rule, an employee who resigns cannot claim severance pay; however, entitlement arises in cases of termination for just cause (unpaid wages, unregistered employment, mobbing), military service, marriage (for female employees, within 1 year), and retirement.

It can be proven through workplace records, timesheets, e-mails, phone (HTS) records, and witness testimony. Where no written evidence exists, proof by witnesses is possible, but the court may apply an equitable reduction. Recording a reservation when signing payroll slips is important.

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