Labor law in Turkey

Labor law in the Republic of Türkiye mainly governs the relationship between an employee and an employer. The Turkish terms işçi and işveren mean employee and employer, while an employment contract is an iş sözleşmesi. The İş Kanunu is the central labor law for many workplaces, but special rules can apply to public servants, seafarers, domestic work, and other groups. The first step is to identify which employment category covers the person. An employment relationship normally includes work performed personally, under the employer’s direction, in exchange for pay. Written contracts are important because they show the job, pay, workplace, working pattern, and other agreed conditions. Employers generally have duties concerning wages, social security registration, workplace records, equal treatment, and occupational health and safety. Workers generally have duties to perform the job carefully, follow lawful instructions, protect workplace information, and respect safety rules. Working time, rest, weekly rest, public holidays, annual leave, and sick leave are regulated subjects. Exact rights can depend on the contract, the workplace, the worker’s status, and the applicable law. Ending employment may happen through resignation, dismissal, expiry of a fixed term, mutual agreement, or other legally recognized reasons. Notice, severance, unused leave, and protection against unlawful dismissal can depend on the facts and the worker’s length of service. When a dispute arises, the parties may use workplace records, payroll documents, messages, attendance data, medical records, and witness evidence. Labor disputes often involve mandatory or practical steps such as mediation before a court case, depending on the claim. The Social Security Institution, called SGK, is important for insurance registration, health coverage, work accidents, and retirement records. A worker should check that employment and insurance information is recorded correctly. The system offers protection through written rules and formal remedies, but procedures can be technical and evidence can decide the result. A person with a serious dismissal, injury, discrimination, wage, or status problem should seek qualified local advice early.