In order to ensure notification, delivery, information, and documentation, the Social Security Institution (SSI) has stipulated that documents required to be served under the Social Insurances and General Health Insurance Law No. 5510, the Law on the Procedure for the Collection of Public Receivables No. 6183, and other relevant legislation, shall be served through electronic notification.

In this context, Article 88 of Law No. 5510 explicitly regulates that electronic notification shall be carried out. In addition, the "Regulation on Notifications to be Made Electronically by the Social Security Institution" which entered into force on October 1, 2021, and Circular No. 2021/38 dated November 10, 2021, set out in detail the procedures and principles regarding electronic notification.

Occupational disease can be defined as health problems, either permanent or temporary, that occur during the course of employment due to the nature of the work or the conditions under which the work is performed. Indeed, Article 14 of the Social Insurance and General Health Insurance Law No. 5510 ("Law No. 5510") explicitly states that "occupational disease refers to the temporary or permanent disease, physical or mental disabilities, caused by a reason reiterated due to the nature of the work performed by the insured or by the working conditions". Similarly, the Occupational Health and Safety Law No. 6331 ("Law No. 6331") defines in Article 3 that "occupational disease means a disease arising as a result of exposure to occupational risks".

One of the fundamental concepts forming the basis of working life is undoubtedly the minimum wage. This critical regulation, which falls within the scope of Labor Law, directly affects employees, employers, and the overall economic balance. That is why, at the end of each year, all eyes turn to the meetings of the Minimum Wage Determination Commission, where the following year's minimum wage is set. So, what is the minimum wage as of 2025 in Türkiye? How is this amount determined, and what are its implications for both employees and employers? In this article, we will examine all these questions in detail.