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12Mart2021

Remote Work Regulation Is Announced

Remote work is defined as below in Article 14 of the Labor Law No. 4857;

"Remote work is a business relationship established in writing based on the principle that the employee fulfills their job at home or outside the workplace with technological communication tools."

Based on this article, the Remote Work Regulation has been published in the Official Gazette dated March 10, 2021 and numbered 31419.

Regulation details are as below:

Purpose

The purpose of the regulation is defined in the below article;

ARTICLE 1 - (1) The purpose of this Regulation is to determine the tasks that cannot be done remotely and procedures & principles of remote work

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Yazar Erdoğdu Onur Erol, Kategori Social Security Law and Legislation, Labor Law

12Mart2021

Supreme Court Decisions on Fixed-Term Contracts

As it is known, after the closure of the 22nd Legal Office of the Supreme Court of Appeals, the disputes with the 9th 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.

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Yazar Erdoğdu Onur Erol, Kategori Social Security Law and Legislation, Labor Law

09Mart2021

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."

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Yazar Erdoğdu Onur Erol, Kategori Social Security Law and Legislation, Labor Law

15Şubat2021

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:

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Yazar Erdoğdu Onur Erol, Kategori Social Security Law and Legislation, Labor Law

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