Accurate monitoring of working hours is one of the most critical pillars of modern labor law and human resources management. With the widespread adoption of digitalization, remote work, and flexible employment models, the concept of "working time" has ceased to be limited solely to the time physically spent at the workplace; instead, it has become a strategic element that must be measured, evidenced, and managed. This transformation has elevated Personnel Attendance Control Systems (PDKS) from a purely operational tool to an indispensable infrastructure component in terms of payroll accuracy, legal compliance, and organizational efficiency.

With the Decision of the Personal Data Protection Board published in the Official Gazette dated October 1, 2025 and numbered 33034, amendments have been made to the exemption criteria regarding the obligation to register with VERBİS (Data Controllers' Registry Information System), which is carried out pursuant to Article 16 of the Law on the Protection of Personal Data No. 6698.

Termination of the employment contract refers to the unilateral ending of the contract, exercised by either the employee or the employer. It should be noted that the procedure and principles governing termination of the employment contract are primarily regulated under the Turkish Labour Law No. 4857 ("Labour Law").

In the Labour Law, it is regulated that an employment contract may be terminated unilaterally either for just cause or for valid cause, and it is also possible for the employer or the employee to terminate the employment contract without any cause, provided that certain obligations are fulfilled. The point emphasized with the existence of just cause or valid cause is that, in cases where the contract is terminated without any cause, certain obligations will arise, whereas if such causes exist objectively, these legal obligations will not arise.