Who is covered by employment protection?
Employment protection guards qualifying employees on indefinite contracts against dismissal without a valid reason. This article describes the general Turkish-law framework; special legislation, later amendments and case law can change the result in an individual matter.
Concept, scope and requirements
1. Concept and scope Workforce size, service length, managerial status and contract type are assessed together. A valid reason differs from just cause. Legal characterization follows the real facts and current rule rather than the label chosen by the parties. The same expression can have different consequences in another field of law. 2. Conditions and proof Contracts, service records, bank entries, registry documents, correspondence and minutes should be assessed chronologically. Burden of proof, lawful acquisition and document integrity are separate questions. A missing document does not always prove no right exists, but it can affect procedure and outcome.
Procedure and cautions
1. Practical route Written grounds, defense process, service and mandatory mediation calendar should be checked promptly. Reinstatement claims may have short forfeiture periods. The competent body, filing method and start of any deadline should be verified from an official current source. Mandatory mediation, an administrative application or another precondition may make an immediate lawsuit the wrong route. 2. Limits and cautions This is general information, not a pleading, contract or case-specific legal opinion. Deadlines, monetary thresholds and competent bodies can change. If there is a risk of losing rights, service of process or an active file, the documents should be shown promptly to a qualified legal professional.