EMPLOYEE RIGHTS · EMPLOYER ADVISORY
Legal support on employment contracts, termination, severance and notice pay, reinstatement and employment claims. Advice, mediation representation, litigation.
Request an Employment Law ConsultationIn an employment dispute, we examine not only the amount claimed but also the nature of the employment relationship, the working arrangement, the reason for termination and the conditions of proof together.
Let us assess your situation regarding dismissal, unpaid wages, overtime, reinstatement, pressure or social security records. Bring to the meeting any termination, resignation, mutual termination (ikale) and release (ibra) documents you are asked to sign.
Let us review your contract and record-keeping arrangements from hiring through termination. Let us determine the legal risk and an appropriate action plan in performance, discipline, transfer of the workplace (işyeri devri), inspection and mediation processes.
ADVISORY · NEGOTIATION · LITIGATION
Each guide explains the scope of the service and the relevant legal distinctions. Whether claims are pursued together or separately is determined according to the parties, the facts and the conditions for application.
Assessment of termination for just cause and termination for valid reason, resignation and mutual termination; severance (kıdem tazminatı), notice pay (ihbar tazminatı), job security and the process of re-employment.
Termination, reinstatement and compensation guideWages, overtime, holidays, leave, bonuses and fringe benefits; review of the actual wage, payroll, payment and the expert calculation.
Employment receivables and evidence guideContracts and personnel files, discipline and performance, subcontracting employer arrangements (alt işverenlik), transfer of the workplace, non-compete obligations and employee data.
Employer advisory and compliance guideAssessment of loss, fault and disability; uninsured or under-reported work, earnings records and disputes with the Social Security Institution (SGK).
Work accidents and social security guideDetermination of harassment and discrimination, trade union safeguards, foreign employees and the legal status of public employees.
Mobbing and employment rights guideMediation as a condition precedent to litigation and its exceptions, claim items, negotiation, payment and security conditions, and the scope of the settlement agreement.
Mediation and settlement guideIn a reinstatement claim, an application must be made to a mediator within one month from service of the notice of termination. The conditions for job security are reviewed separately.
If no agreement is reached in mediation, a reinstatement action may be filed within two weeks from the date the final record is issued.
A five-year statute of limitations applies to wages and certain other receivables listed in the law. The starting point, transitional provisions and grounds for suspension are assessed separately.
Legal basis: Law No. 4857 Art. 20, Art. 32 and Supplementary Art. 3; Law No. 7036 Art. 3. After reinstatement, the application to return to work and re-employment are also subject to separate time limits. This table does not apply on its own to work accidents, service determination (hizmet tespiti) and employees with special status.
Review the conditions for termination and reinstatementCapacity as employee or employer, type of contract, notice and any upcoming application are determined.
Length of service, actual wage, payroll, bank, attendance and leave records are compared.
The legal route, claim items, defense and negotiation plan are prepared.
The outcome and next steps are explained; legal remedies, re-employment or collection are monitored.
We evaluate shift records together with wage payments, and the reason for termination together with defense statements, performance or operational-decision documents. Missing records and disputed calculation items are identified. The scope of the service, the method of communication for updates, and the fee and expenses are clarified in the consultation.
Güneş & Güneş Law Firm was founded in Kemer in 1999 and has carried on its professional practice, based in Antalya, since 2007. In employment disputes anywhere in Türkiye, the authority with subject-matter and territorial jurisdiction, the evidence, the hearing and the representation plan are determined according to the circumstances of the file.
Working arrangements and special legislation are assessed in tourism, accommodation, construction, services and other sectors. For foreign employees and assignments abroad, the applicable law, work permit and social security are distinguished. Communication in Turkish, English, German and Russian supports the meeting and document preparation.
Ordinary resignation differs from the employee’s termination for just cause and from the cases of ending employment regulated by law, such as retirement, military service and a female employee’s marriage. The heading in the petition alone is not decisive; the real reason, the time limits and the evidence are examined.
An application must be made to a mediator within one month from service of the notice of termination. If no agreement is reached, the two-week period for filing the action from the issuance of the final record is monitored separately. The conditions for job security are assessed first.
A claim of actual wage is assessed with bank transactions, the contract, comparable wages, correspondence and other lawful evidence. The calculation and proof conditions are not the same for every receivable.
Determination, objection and recourse actions related to pecuniary and non-pecuniary damages arising from work accidents and occupational diseases fall within the exception to mediation as a condition precedent to litigation. Other claims of the same person, such as wage receivables, are examined separately.
Without examining the type and scope of the document, the intent and the payment conditions, no such conclusion can be stated. The legal regimes of a release, a mutual termination agreement and a mediation agreement differ.
Advisory services are considered within the scope of the employment contract, wage and bonus arrangements, personnel file, working hours, discipline, performance, termination and inspection preparation. The concrete scope of work is determined in the consultation.
The duration of proceedings varies according to the evidence, the expert examination and legal remedies. The attorney’s fee, court fees, expert and other expenses are explained according to the scope of the file; no definite outcome or end date is promised. Legal aid may be considered if its conditions are met.
Depending on the stage of the file and the claim, the following regulations are assessed together.
This content is general information. Information and documents you share are kept confidential and used for legal assessment and within the agreed scope of service. An inquiry alone does not create an attorney–client relationship and does not stop time limits. The legal conditions of the specific matter are reviewed separately.