Labor Law

12March2021

Supreme Court Decisions on Fixed-Term Contracts

As it is known, after the closure of the 22^nd Legal Office of the Supreme Court of Appeals, the disputes with the 9^th Civil Chamber of the Supreme Court decision were discussed and the final decisions were announced.

You can find below the details of the policy decisions on fixed-term employment contracts:

1) Regarding whether it is possible for the employer to claim that there are no objective conditions for a fixed-term employment contract:

Although, there is no objective condition to conduct or renew a fixed term employment contract;

If a fixed-term contract is conducted and the employer terminates it without a valid reason, the employee can request the remaining portion of the wages, the employer cannot request notice payment.

Author Erdoğdu Onur Erol, Category Social Security Law and Legislation, Labor Law

09March2021

Termination Ban and Pandemic Unpaid Leave are Extended to 17.05.2021

Cash wage support/pandemic unpaid leave and termination ban due to Covid19 have been extended to May 17, 2021.

The decision was published in the Official Gazette dated 09.03.2021 and numbered 31418.

The related regulations are located on the Labor Law Temporary Article 10 as below:

"TEMPORARY ARTICLE 10 - Regardless of whether this Law covers it or not, any employment or service contract cannot be terminated by the employer for three months from the effective date of this article other than these cases: if they do not comply with the rules of ethics and good faith that are stated in item (II) of the first paragraph of Article 25 and the relevant provisions of other Laws and in similar cases, if fixed-term work or service contracts expire, if the workplace closes for any reason or its activities stop, if there are any kinds of services purchased in accordance with the relevant legislation and if the work is over in the construction work.

The employer may leave the worker entirely or partially on unpaid leave for a period of three months from the effective date of this article. Being entitled to unpaid leave under this article does not give the employee the right to terminate the contract based on the justified reason.

In violation of the provisions of this article, the employer or his/her representative, who terminates the employment contract, is given an administrative fine at the monthly gross minimum wage amount for the employee whose contract is terminated.

The President is authorized to extend the three-month periods in the first and second paragraphs up to six months."

Author Erdoğdu Onur Erol, Category Social Security Law and Legislation, Labor Law

15February2021

Disabled Employment Obligation

Per the Article 30 of the Labor Law numbered 4857, workplaces employing fifty or more employees in the private sector are obliged to employ "three percent disabled" employees.

Points to Consider for the Employment of the Disabled Employees

Employers should pay attention to the below points per the Article 30 of the Labor Law:

Author Erdoğdu Onur Erol, Category Social Security Law and Legislation, Labor Law

04February2021

R&D and Technology Development Zone Regulations

With the Law No. 7263 published in the Official Gazette No. 31384 on February 3^rd, 2021; new regulations regarding Technology Development Zones and R&D activities have been announced.

The new regulations can be summarized as below:

Regulations regarding Technology Development Zones Law (No. 4691);

Author Erdoğdu Onur Erol, Category Social Security Law and Legislation, Labor Law