Which employees does the Press Labor Law apply to?
Law No. 5953 on the Regulation of Relations between Employees and Employers in the Press Profession is referred to in practice as the “Press Labor Law”. In determining the scope of the Law, it is not sufficient that the workplace is a media organization; the nature of the work the employee does and whether the relationship between the parties genuinely rests on an employment contract are examined together.
The basic elements of being regarded as a journalist
According to Article 1 of the Law, persons who work for pay in intellectual and artistic work at newspapers, internet news sites and periodicals published in Türkiye, and at news and photograph agencies, and who fall outside the definition of employee under Labor Law No. 4857, are regarded as “journalists” under this special regime.
With the amendment by Law No. 7418 of 2022, internet news sites were expressly added to the scope of Law No. 5953. This amendment has made outdated the approach, frequently seen in older articles, that “internet journalists do not fall within the Press Labor Law”.
In the decision of the 9th Civil Chamber of the Court of Cassation (Yargıtay 9. Hukuk Dairesi) dated 03.11.2025, E.2025/7054, K.2025/8330, it was also emphasized that employees who directly contribute to the formation of journalistic activity, such as writers, reporters, editors, proofreaders, translators, photographers and camera operators, may be regarded as covered; whereas work such as technical manager, driver, secretary, accounting, sales and marketing does not make a person a journalist merely because it is performed in a media workplace.
Special importance for employees of internet news sites
Not everyone working at an internet news site automatically falls within the Press Labor Law. Intellectual and artistic work directly contributing to news production, editorial work, photo-video journalism, editing or the formation of the news, together with a relationship of dependent work, must be present. The legal status of those working in software, sales, advertising, accounting, technical support or general administrative duties is determined separately.
If there is no written contract, do the journalist’s rights disappear?
Article 4 of the Law makes it mandatory that the press employment contract be in writing. However, in practice the determination of which law the relationship is subject to depends not only on the title of the contract or the name the parties give it. In the decision of the 10th Civil Chamber of the Court of Cassation dated 14.11.2023, E.2022/8123, K.2023/11238, it was expressly stated that whether the relationship falls within Law No. 5953 or Law No. 4857, according to the nature of the work performed, is a matter of legal characterization, and that the name the parties give the relationship is not decisive on its own.
For this reason, the employer’s not having made a written contract does not mean that, if there is in fact work within the Press Labor Law, the journalist’s rights arising from the law disappear merely because of the lack of form. However, the absence of a written contract may create serious problems as regards proof, the press card and administrative obligations.
How should a press employment contract be formed?
A written contract is mandatory
Under Article 4 of Law No. 5953, the employment contract between the journalist and the employer must be made in writing. The Law provides that the written contract must contain at a minimum the following elements:
- The type of work,
- The amount of the wage,
- The journalist’s seniority.
When the type of work or the wage changes, the change must also be entered in the contract.
Determining the basis of promotion in the contract
The Law regulates the promotion right of a journalist who has worked for two years at a newspaper and provides that promotion will be made at the percentage rate determined in the contract. For this reason, it is important that the wage-increase mechanism be regulated in the contract in a clear, calculable manner that leaves no doubt.
Headings that are useful to regulate separately in the contract
Apart from the minimum content of the Law, expressly writing the following matters in practice helps prevent disputes that may arise in the future:
- Job title and area of editorial responsibility,
- Workplace and remote/hybrid working arrangement,
- Daily and weekly work organization,
- Shift and night work,
- How overtime will be recorded,
- Components of the wage, bonuses and premiums,
- Reimbursement of expenses and assignment costs,
- Annual leave and other leave procedure,
- Provisions on intellectual property rights,
- Work tools, devices and account access,
- Personal data and confidentiality of news sources,
- The term of the contract and the termination procedure.
Can a journalist work in another job?
According to Article 13 of the Law, unless otherwise agreed in the contract, the journalist is free to do other work outside, whether related to the press or not. In addition, provisions limiting the journalist’s freedom to practice the profession for the period after the end of the employment contract have been declared invalid by the Law.
Because of this special provision, non-compete clauses in press employment contracts must be assessed differently from, and more cautiously than, those in general employment contracts.
How long is the probationary period?
According to Article 10 of Law No. 5953, the probationary period for journalists entering the profession for the first time is at most three months. During this period the parties may end the employment contract without being subject to a notice period or an obligation to pay compensation.
The important point of this provision is that the special three-month probationary period is regulated in the Law for “journalists entering the profession for the first time”. In a contract made with an experienced journalist, it should not be assumed that the same provision applies automatically.
How and when is a journalist’s wage paid?
The wage is paid monthly in advance
According to Article 14 of Law No. 5953, the agreed wage is paid in advance each month. This provision of the Law is a special provision in the journalist’s favor that differs from the general monthly payment system in Labor Law No. 4857.
Employers within the scope of the obligation to pay through a bank must deposit wages, premiums, bonuses and similar entitlements into the relevant bank account.
Beware of the old information about “5 percent extra payment per day”
In older sources, explanations may be seen to the effect that an extra payment of five percent will be made for each day if the wage is not paid on time. However, this special sanction in Article 14/2 of Law No. 5953 was annulled by the Constitutional Court’s decision of 25.12.2019, E.2019/108, K.2019/101.
Similarly, the provision of Supplementary Article 1 providing for a five percent extra payment per day if overtime pay is not paid on time was annulled by the Constitutional Court’s decision of 19.09.2019, E.2019/48, K.2019/74.
Therefore, in actions to be filed today, it is not correct to make an automatic “5 percent per day” claim calculation under the old text without taking these two annulment decisions into account.
The right to a bonus
Article 14 provides for journalists, at the end of each year of service, a bonus of at least one month’s wage as the proportionate share of the profit the employer has made that falls to their labor. The element of “the profit made by the employer” in the text of the Law must be examined separately in bonus disputes as regards the employer’s profitability and the basis of the payment.
How are working time and overtime calculated?
The daily normal working time is eight hours
According to Supplementary Article 1 of Law No. 5953, the daily working time for journalists who work continuously is eight hours in both night and day periods.
The calculation of overtime in press labor law is not entirely identical to the system centered on 45 hours a week in the general Labor Law. In the decisions of the 9th Civil Chamber of the Court of Cassation dated 29.12.2022, E.2022/12059, K.2022/18197, and dated 22.10.2024, E.2024/9133, K.2024/14048, it was emphasized that for a journalist the system of daily work and Supplementary Article 1 must be taken as the basis.
Which work counts as overtime?
- Work above eight hours a day,
- Work on national holidays and public holidays,
- Work on weekly rest days,
are within work in excess hours under the Law.
The work of a journalist who takes their weekly rest on a day other than Sunday, on a Sunday, is not additionally counted as overtime merely because it is a Sunday.
How much is overtime pay?
For each overtime hour, 50 percent more than the normal hourly wage is paid.
For the portion of overtime in addition to the daily normal working time that falls after 24:00, the pay is one times more, that is, on the basis of twice the normal hourly wage.
In calculating overtime hours, a period of less than half an hour is regarded as half an hour; a period exceeding half an hour is regarded as one hour.
The daily overtime limit
Overtime cannot exceed three hours a day. The Court of Cassation also expressly states that Law No. 5953 does not contain the annual limit of 270 hours in Law No. 4857.
Inclusion of overtime pay in the monthly wage
The Court of Cassation may, under certain conditions, give effect to contract clauses stating that overtime pay is included in the monthly wage. However, its validity is assessed together with the wage level and the content of the contract.
In the decision of the Civil General Assembly (Hukuk Genel Kurulu) dated 21.12.2021, E.2019/8, K.2021/1720, it was held that, where the wage in the contract of a journalist working under the Press Labor Law is set at the minimum wage, a provision that overtime pay is included in the monthly wage is not valid.
Weekly rest and annual paid leave rights
Weekly rest
According to Article 19 of the Law, after every six days of actual work the journalist must be given one day of paid rest. For a journalist whose duty requires continuous night work, the weekly rest is two days.
Annual leave of a journalist working in a daily periodical
A journalist working in a daily periodical is entitled, if they have worked for at least one year, to four weeks of fully paid leave a year. A journalist whose service in the journalistic profession exceeds ten years is given six weeks of paid leave.
Non-daily periodicals
For journalists working in non-daily publications, two weeks of paid leave is provided in each six-month period of work.
How is seniority for leave calculated?
For annual leave, seniority is not limited to service with the present employer; the length of service in the journalistic profession is taken into account.
Unused annual leave
For a journalist whose employment contract is ended by the employer, the pay for the leave period not used must be paid. Article 29 of the Law contains, in addition, administrative sanctions and arrangements for payments to the journalist regarding the failure to grant annual leave or to pay leave pay.
In calculating the annual leave claim, the date of the incident, the manner of ending of the employment contract and the current approach of the Court of Cassation should be addressed together.
How is the contract terminated by the journalist?
Ordinary termination
A journalist may terminate an indefinite-term press employment contract, under Article 7 of the Law, by giving written notice at least one month in advance. The parties may increase this minimum period by contract.
If the journalist wishes to leave without waiting for the notice period, the consequences of the amount of pay corresponding to the notice period may come up within the framework of Article 5 in the specific case.
The journalist’s immediate termination for a special reason
Article 11 of the Law regulates as a special ground for termination for the journalist the occurrence of an obvious change in the direction and character of the publication in a way that violates the journalist’s honor, reputation or moral interests in general.
When this right is exercised, the journalist may claim the compensation provided by the Law. The provision is a guarantee specific to the Press Labor Law that protects the intellectual and expressive side of the journalistic profession.
How can the employer terminate a press employment contract?
Notice periods
For termination of an indefinite-term contract by the employer, the uninterrupted length of service with the present employer is important:
- With less than five years of uninterrupted service with the same employer: one month,
- With at least five years of uninterrupted service with the same employer: three months.
These periods may be increased by contract; they cannot be reduced below the minimum periods of the Law.
The employer’s right of immediate termination
According to Article 11 of the Law, a journalist’s committing, knowingly or through gross negligence, in matters relating to the performance of their duty, an act or conduct that would harm the reputation or honor of the publication may be regarded for the employer as a ground for immediate termination.
By contrast, the employer’s asking the journalist to perform an act that would harm the journalist’s honor or reputation and the journalist’s refusing to do so does not give the employer a right of immediate termination.
Termination because of illness
According to Article 12 of the Law, a journalist’s falling ill is not by itself a ground for termination. If the illness lasts more than six months, termination by paying compensation may come up. For this reason, in termination for health reasons, the special regulation of the Press Labor Law must be examined before the general provisions of the Labor Law are applied directly.
A journalist’s job security and the right to reinstatement
Article 6 of Law No. 5953 expressly provides that Articles 18, 19, 20, 21 and 29 of Labor Law No. 4857 apply by analogy. For this reason, journalists who meet the necessary conditions can benefit from the provisions on job security and reinstatement.
The reinstatement periods in older articles are no longer current
In older sources it may be written that a lawsuit must be filed directly before the labor court within one month from service of the notice of termination. In the current system, however, Article 20 of Law No. 4857 and Labor Courts Law No. 7036 apply together in respect of a reinstatement claim.
A journalist within the scope of job security:
- Must apply to a mediator within one month from service of the notice of termination.
- If no agreement is reached in mediation, must file a reinstatement action before the labor court within two weeks from the date the final report was drawn up.
These periods are preclusive periods.
The consequences of a reinstatement decision
If the termination is held invalid, the current provisions of Article 21 of Law No. 4857 apply by analogy. The employee’s timely application to start work, compensation for failure to reinstate and the rights relating to the period of idleness are calculated separately in the specific file.
Because the employer’s failure to reinstate after reinstatement may give rise to a new termination date, whether a new mediation application is needed for termination-related receivables such as severance, notice and leave must be checked separately. The decision of the 9th Civil Chamber of the Court of Cassation dated 18.04.2024, E.2024/5116, K.2024/7086 shows the importance of this distinction.
Severance pay: what did the 2023 Constitutional Court decision change?
This heading is one of the most important areas of updating of the old article.
The five-year professional seniority condition was annulled
The first paragraph of Article 6 of Law No. 5953 used to contain the provision that “seniority rights are recognized for journalists who have worked at least five years in the profession”. The Constitutional Court annulled this paragraph by its decision dated 04.05.2023, E.2021/62, K.2023/89. The decision was published in the Official Gazette of 14.06.2023.
The 9th Civil Chamber of the Court of Cassation, in its decision dated 21.09.2023, E.2023/11975, K.2023/12541, also applied this annulment decision to a pending dispute and did not regard as legally sustainable the rejection of a severance claim merely on the ground that the five-year professional seniority was lacking.
The exclusion of the remainder of less than six months was also annulled
The same Constitutional Court decision also annulled the sentence that did not take into account, in the calculation of severance pay, the portion of annual service remaining under six months. Thus the old disadvantage in calculating fractions of a year was removed.
The provision “this amount is not calculated in the first contract year” continues
Apart from the parts annulled by the Constitutional Court decision, the sentence in Article 6 of the Law, “this amount is not calculated in the first contract year”, is in force. For this reason, in the assessment of severance pay, the five-year professional seniority condition removed by the Constitutional Court decision and the regulation still in force relating to the first contract year with the present employer must not be confused.
From which date is seniority calculated?
The Law established a system of its own that takes journalistic seniority as the basis from the date of first entry into the profession. However, periods for which severance pay has previously been paid, service with a later employer and the reason for the ending of the contract must be examined together.
Is there a ceiling on severance pay?
In the decisions of the 9th Civil Chamber of the Court of Cassation dated 03.11.2025, E.2025/7054, K.2025/8330, and dated 04.11.2025, E.2025/6803, K.2025/8423, it was stated that in Law No. 5953 there is no ceiling on severance pay.
Interest on severance pay
The same current case law emphasizes that Law No. 5953 does not contain a special provision, as in Law No. 1475, providing for the application of the highest deposit interest from the date of termination, and that statutory interest and the starting date of interest must be determined according to the specific claim and default.
Death compensation
According to Article 18 of Law No. 5953, when the employment contract ends because of the journalist’s death, to the spouse and children, or, if there are none, to the family members whose livelihood depends on the journalist, death compensation in the amount of the seniority entitlement, not less than three times the monthly wage of the deceased journalist, is paid.
Although death compensation is linked to severance pay, it is a separate payment regime arising from a special statutory provision. In terms of the right holders and the calculation, the special regulation in Article 18 should be taken as the basis.
A journalist’s rights if the publication is suspended or closed
According to Article 17 of the Law, if the publication is suspended for any reason whatsoever, journalists continue to receive their wages for two months from the date of suspension. The Law provides that the journalists’ statutory compensation is also to be paid with priority.
After digital publishing and internet news sites were brought within the scope, in applying these provisions to new publishing models the nature of the incident and whether the employer’s activity has in fact ended must be examined separately.
The fixed-term press employment contract and the Turkish Code of Obligations
References in older articles to Articles 338, 339 and 347 of the repealed Code of Obligations No. 818 are no longer current. Today, for the supplementary general law, the Turkish Code of Obligations No. 6098 should be taken as the basis.
Within the framework of TBK Article 430, a fixed-term service contract ends automatically at the expiry of the term unless otherwise agreed. If the parties continue the relationship after the term expires and the statutory conditions are met, the contract may become indefinite-term. In successive fixed-term contracts, whether there is an objective reason is also important.
On matters where there is a special provision in the Press Labor Law, the special law applies first; in areas where there is a gap, the TBK and other supplementary provisions are assessed to the extent that they fit its nature.
Mediation and the competent court in employee claims
Disputes of the employment relationship arising from Law No. 5953 are heard in the labor courts. Under the system in force of Labor Courts Law No. 7036, applying to a mediator before filing suit is, as a rule, a condition of suit in claims for employee or employer receivables and compensation and in reinstatement claims.
For this reason, in claims such as wages, overtime, leave pay, severance and notice pay, the mediation condition must be checked before suit is filed directly.
A single limitation period should not be assumed
Not every claim in press labor law may be subject to the same limitation period. Depending on whether the claim is of the nature of wages, overtime, annual leave, compensation or a contractual right, Law No. 4857, the TBK No. 6098, the transitional provisions and the relevant special regulations must be examined together.
In particular for work in earlier periods, the entry-into-force and transitional provisions of changes in the limitation legislation must be separately taken into account.
Are the press card and the scope of the Press Labor Law the same thing?
No. The press card is an official identity document assessed separately within the framework of Press Law No. 5187 and the related regulations. Whether a person is a journalist within the scope of Law No. 5953 is determined according to the actual work, the nature of the work and the employment relationship.
However, because under the Press Law, for some types of card, having made a contract in accordance with Law No. 5953 is important in a press card application, the employer’s presenting the employee under the wrong legal regime may also affect the press card process.
A document checklist for the journalist and the employer
On hiring
- A written press employment contract,
- Duties and job description,
- Wage and seniority information,
- Promotion/increase rate,
- Workplace and shift pattern,
- Overtime recording system,
- SGK and payroll records,
- Contract/application documents required for the press card.
During work
- Monthly wage and bank records,
- Overtime schedules,
- News assignments,
- Shift and night work records,
- Leave forms,
- Bonus and premium records,
- Additional work outside the duty and wage records,
- Contract amendments.
Before and after termination
- Notice of termination,
- Reason for termination and evidence,
- Defense or explanation records,
- Calculation of the notice period,
- Severance and leave calculation,
- Conditions of reinstatement,
- Date of the mediation application,
- Final report,
- Payment payrolls and bank receipts (dekont).
The basic differences between the Press Labor Law and Labor Law No. 4857
| Subject | Press Labor Law No. 5953 | Basic difference from Labor Law No. 4857 |
|---|---|---|
| Scope | Journalists doing intellectual and artistic work at newspapers, internet news sites, periodicals, and news/photograph agencies | General employment relationships |
| Written contract | Expressly mandatory in the Law | There is no general formal requirement to the same extent for every employment contract |
| Wage | Monthly in advance | Generally at the latest once a month |
| Daily work | In principle 8 hours | The general system is centered on 45 hours a week |
| Overtime | Work above 8 hours a day and work on holidays; at most 3 hours a day | The general overtime regime is different |
| Annual leave | 4 weeks in a daily publication; 6 weeks if professional seniority exceeds 10 years | 14/20/26 days according to length of service |
| Employer’s notice of termination | 1 or 3 months according to service with the present employer | Between 2 and 8 weeks |
| Job security | Labor Law Arts. 18-21 apply by analogy | Applies directly |
| Severance pay | The special Art. 6 system; the 2023 Constitutional Court annulments must be taken into account; no ceiling | The Law No. 1475 Art. 14 regime and a ceiling |
| Death compensation | Special regulation, not less than 3 times the monthly wage | The general regime is different |
Common mistakes
Thinking that everyone working at an internet news site is a journalist
This is wrong. Besides the nature of the workplace, whether the employee does intellectual and artistic work and whether there is a dependent employment relationship are investigated.
Assuming that the Press Labor Law does not apply if there is no written contract
This is wrong. Although a written contract is mandatory, legal characterization is made according to the actual work and the nature of the work.
Still applying the five-year seniority condition
This is not current. The five-year professional seniority condition in Law No. 5953 Article 6/1 was annulled by the 2023 Constitutional Court decision.
Excluding the remainder of less than six months from the severance calculation
This is not current. This sentence was also annulled by the same Constitutional Court decision.
Automatically adding 5 percent a day to late-paid wages and overtime
After the Constitutional Court decisions of 2019, this result cannot be reached directly on the basis of the old texts.
Applying directly to court for reinstatement
In the current system, the route followed is compulsory mediation first within the one-month period and, if no agreement is reached, a reinstatement action within two weeks.
Conclusion
A press employment contract is not merely an ordinary employment contract adapted to the media sector. Law No. 5953 contains provisions of its own, from payment of the wage in advance to the daily working order, from the employer’s one-month and three-month notice periods to the special right of termination protecting the journalist’s professional reputation, and from annual leave based on professional seniority to special severance and death compensation.
As of 2026, three points in particular must be updated in a file review: that internet news sites are now within the scope, that the provisions on 5 percent extra payment per day were annulled by the Constitutional Court decisions of 2019, and that the Constitutional Court decision of 2023 removed the five-year professional seniority condition in severance pay and the limitation for the remainder of less than six months.
In addition, in job security disputes, compulsory mediation after Law No. 7036 and the current preclusive periods should be taken as the basis. Because the law a journalist is subject to, the real wage, working hours, the start of seniority and the reason for termination can directly affect the outcome of the file, the contract, payroll, duty records, work schedules and termination documents should be assessed together.
Frequently Asked Questions
Does the Press Labor Law apply to journalists working at internet news sites?
Yes; with the amendment made in 2022, internet news sites were expressly brought within the scope of the Law. However, the person must work in news production or the related intellectual and artistic work, and the relationship must rest on an employment contract.
Must a press employment contract be in writing?
Yes. Article 4 of Law No. 5953 makes a written contract mandatory and requires the type of work, the wage and the journalist’s seniority to be shown in the contract.
If no written contract was made, does the journalist lose their rights?
No. The absence of a written contract may constitute a violation of the law on the employer’s part; which law the relationship is subject to is determined according to the actual work and the nature of the work.
How many hours is a journalist’s normal working time?
For a journalist who works continuously, the daily normal working time is eight hours. Overtime cannot exceed three hours a day.
How much extra is overtime paid to a journalist?
Each overtime hour is paid at 50 percent more than the normal hourly wage. For overtime hours in addition to the daily normal work that fall after 24:00, the pay is one times more.
How many weeks is a journalist’s annual leave?
For a journalist who has worked at least one year in a daily periodical, annual leave is four weeks. If their service in the journalistic profession exceeds ten years, it is six weeks. For non-daily publications, two weeks of leave is provided for each six-month period of work.
Must a journalist work five years for severance pay?
The five-year professional seniority condition in the old provision of the Law was annulled by the Constitutional Court’s decision dated 04.05.2023, E.2021/62, K.2023/89. However, the remaining provisions of Article 6, the manner of ending of the employment contract and the “first contract year” regulation must be examined separately.
Is a ceiling applied to a journalist’s severance pay?
In the current 2025 decisions of the 9th Civil Chamber of the Court of Cassation, it is accepted that Law No. 5953 has no ceiling on severance pay.
Can a journalist file a reinstatement action directly?
No. A journalist within the scope of job security must apply to a mediator within one month from service of the notice of termination; if no agreement is reached, must file suit before the labor court within two weeks from the final report.
Can the employer prohibit the journalist from competing after the contract?
Article 13 of Law No. 5953 treats as void provisions that limit the journalist’s freedom to practice the profession for the period after the end of the employment contract.
Is there a special compensation in the event of a journalist’s death?
Yes. Article 18 of the Law provides for death compensation to the spouse and children, or, if there are none, to the family members whose livelihood depends on the journalist, in the amount of the seniority entitlement and not less than three times the monthly wage.
Sources
Legislation
- Law No. 5953 on the Regulation of Relations between Employees and Employers in the Press Profession (Basın Mesleğinde Çalışanlarla Çalıştıranlar Arasındaki Münasebetlerin Tanzimi Hakkında Kanun).
- Labor Law No. 4857, in particular Articles 18, 19, 20, 21 and 29.
- Labor Courts Law No. 7036, Article 3.
- Turkish Code of Obligations No. 6098, in particular Article 430 on the fixed-term service contract.
- Law No. 7418 Amending the Press Law and Certain Laws, 18.10.2022.
Constitutional Court decisions
- Constitutional Court, E.2019/48, K.2019/74, 19.09.2019 - annulment of the rule of 5 percent extra payment per day for late overtime pay in Supplementary Article 1 of Law No. 5953.
- Constitutional Court, E.2019/108, K.2019/101, 25.12.2019 - annulment of the rule of 5 percent extra payment per day for late wages in Article 14/2 of Law No. 5953.
- Constitutional Court, E.2021/62, K.2023/89, 04.05.2023, Official Gazette 14.06.2023/32221 - annulment of the five-year professional seniority condition in Article 6 and of the sentence excluding the remainder of less than six months.
Selected Court of Cassation decisions
- Court of Cassation 10th Civil Chamber, E.2022/8123, K.2023/11238, 14.11.2023 - determining by the actual work and legal characterization whether the relationship is subject to the Press Labor Law.
- Court of Cassation 9th Civil Chamber, E.2022/12059, K.2022/18197, 29.12.2022 - daily work, overtime and the absence in the Press Labor Law of the annual 270-hour limit.
- Court of Cassation Civil General Assembly, E.2019/8, K.2021/1720, 21.12.2021 - the clause that overtime is included in the wage for a minimum-wage journalist.
- Court of Cassation 9th Civil Chamber, E.2023/11975, K.2023/12541, 21.09.2023 - the effect of the 2023 Constitutional Court annulment decision on a severance dispute.
- Court of Cassation 9th Civil Chamber, E.2024/9133, K.2024/14048, 22.10.2024 - calculation of a journalist’s overtime and the effect of the Constitutional Court annulment decisions.
- Court of Cassation 9th Civil Chamber, E.2024/5116, K.2024/7086, 18.04.2024 - mediation as a condition of suit for termination-related receivables after failure to reinstate.
- Court of Cassation 9th Civil Chamber, E.2025/7054, K.2025/8330, 03.11.2025 - ceiling and interest on severance pay.
- Court of Cassation 9th Civil Chamber, E.2025/6803, K.2025/8423, 04.11.2025 - calculation of severance/notice pay and interest.
Academic and institutional sources
- Nazlı Elbir, “5953 Sayılı Basın Mesleğinde Çalışanlarla Çalıştıranlar Arasındaki Münasebetlerin Tanzimi Hakkında Kanun Uyarınca Gazetecilerin Kıdem Tazminatı” (Severance Pay of Journalists under Law No. 5953), Dokuz Eylül Üniversitesi Hukuk Fakültesi Dergisi, Vol. 26, No. 2, 2024.
- Sevde Bulun Tokkaş, “Basın İş Kanunu’nda Kıdem Tazminatı Hakkı: Anayasa Mahkemesi’nin İptal Kararına İlişkin Bir Değerlendirme” (The Right to Severance Pay in the Press Labor Law: An Assessment of the Constitutional Court’s Annulment Decision), Erciyes Üniversitesi Hukuk Fakültesi Dergisi, Vol. 19, No. 1, 2024.
- Özge Doğan Gökada, “Kısmi Süreli İş Sözleşmesi ile Çalışan Gazetecilere Uygulanabilecek Yasal Düzenlemeler” (Statutory Provisions Applicable to Journalists Working under a Part-Time Employment Contract), Çalışma ve Toplum, 2026/2 (89), pp. 893-920.
- Ministry of Labor and Social Security, “Basın Mesleğinde Çalışanlar / Çalıştırılanlar - Sıkça Sorulan Sorular” (Employees / Employers in the Press Profession – Frequently Asked Questions), accessed: 25.10.2026.