{"id":831,"date":"2025-08-21T12:13:39","date_gmt":"2025-08-21T09:13:39","guid":{"rendered":"https:\/\/tureliceylan.com\/en\/?p=831"},"modified":"2025-08-21T12:14:18","modified_gmt":"2025-08-21T09:14:18","slug":"determining-the-type-of-termination-in-reinstatement-lawsuits-the-current-approach-of-the-turkish-court-of-cassation","status":"publish","type":"post","link":"https:\/\/tureliceylan.com\/en\/determining-the-type-of-termination-in-reinstatement-lawsuits-the-current-approach-of-the-turkish-court-of-cassation\/","title":{"rendered":"Determining the Type of Termination in Reinstatement Lawsuits: The Current Approach of the Turkish Court of Cassation"},"content":{"rendered":"\n<p><strong>T\u00fcreli &amp; Ceylan Law Firm<\/strong><\/p>\n\n\n\n<p>In disputes arising from the termination of an employment contract by the employer, determining whether the termination was based on&nbsp;<strong>just cause<\/strong>&nbsp;or&nbsp;<strong>valid cause<\/strong>&nbsp;is of critical importance\u2014not only for adjudicating reinstatement claims, but also for calculating the&nbsp;<strong>severance pay, notice compensation<\/strong>, and other entitlements due to the employee.<\/p>\n\n\n\n<p>In this regard, the recent decision of the&nbsp;<strong>9th Civil Chamber of the Court of Cassation dated 11 September 2023<\/strong>emphasizes the necessity of clearly specifying the&nbsp;<strong>type of termination<\/strong>&nbsp;in reinstatement lawsuits, thereby establishing a significant precedent.<\/p>\n\n\n\n<p><strong>Why Must the Type of Termination Be Determined?<\/strong><\/p>\n\n\n\n<p>In reinstatement lawsuits, whether the dismissal was based on a&nbsp;<strong>valid<\/strong>&nbsp;or&nbsp;<strong>justified<\/strong>&nbsp;ground may not always alter the outcome of the reinstatement claim. However, this distinction plays a crucial role in determining the employee\u2019s entitlement to&nbsp;<strong>severance<\/strong>,&nbsp;<strong>notice pay<\/strong>, and other claims:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>If the termination is based on\u00a0<strong>just cause<\/strong>, the employer is\u00a0<strong>not obligated<\/strong>\u00a0to pay compensation.<\/li>\n\n\n\n<li>If the termination is based merely on\u00a0<strong>valid cause<\/strong>, even if reinstatement is denied, the employee\u00a0<strong>may still be entitled<\/strong>\u00a0to certain compensations.<\/li>\n<\/ul>\n\n\n\n<p><strong>Uncertainty and Diverging Judicial Practices<\/strong><\/p>\n\n\n\n<p>In practice, some courts clearly determine the type of termination, while others only focus on the reinstatement claim and refrain from making an explicit classification. Common examples of such ambiguous rulings include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cAlthough the termination was not based on just cause, there is at least valid cause.\u201d<\/li>\n\n\n\n<li>\u201cThe type of termination should be determined in the subsequent compensation lawsuit.\u201d<\/li>\n\n\n\n<li>\u201cIn light of the specific circumstances, the reinstatement claim should be rejected.\u201d<\/li>\n<\/ul>\n\n\n\n<p>Such vague expressions often lead to re-litigation of the termination grounds in follow-up lawsuits for receivables, resulting in unnecessary delays and legal uncertainty.<\/p>\n\n\n\n<p><strong>What Does the Court of Cassation Say? (E. 2023\/14011, K. 2023\/11613)<\/strong><\/p>\n\n\n\n<p>In its decision dated&nbsp;<strong>11 September 2023<\/strong>, the&nbsp;<strong>9th Civil Chamber of the Court of Cassation<\/strong>&nbsp;held that&nbsp;<strong>determining the exact type of termination is mandatory<\/strong>&nbsp;in reinstatement lawsuits, based on the following rationale:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Every\u00a0<strong>just cause<\/strong>\u00a0also qualifies as a\u00a0<strong>valid cause<\/strong>; however, not every\u00a0<strong>valid cause<\/strong>\u00a0constitutes a\u00a0<strong>just cause<\/strong>.<\/li>\n\n\n\n<li>Leaving the assessment of just cause to a later stage undermines\u00a0<strong>procedural economy<\/strong>.<\/li>\n\n\n\n<li>Unless there are pending criminal proceedings or similar circumstances that would impact the outcome, the court must determine the type of termination\u00a0<strong>based on available evidence<\/strong>\u00a0at the time of judgment.<\/li>\n<\/ul>\n\n\n\n<p>Accordingly,&nbsp;<strong>first-instance courts<\/strong>&nbsp;must clearly state in their rulings whether the termination was based on&nbsp;<strong>just cause<\/strong>&nbsp;or&nbsp;<strong>valid cause<\/strong>.<\/p>\n\n\n\n<p><strong>Implications in the Appeal Process<\/strong><\/p>\n\n\n\n<p>This approach has also been embraced by the&nbsp;<strong>Regional Courts of Appeal<\/strong>. In practice, judgments that contain ambiguous wording regarding termination are often&nbsp;<strong>reversed<\/strong>&nbsp;on appeal and&nbsp;<strong>remanded<\/strong>&nbsp;to the first-instance court for clarification.<\/p>\n\n\n\n<p>This contributes to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Avoiding contradictory judgments between reinstatement and compensation lawsuits<\/li>\n\n\n\n<li>Ensuring\u00a0<strong>legal certainty<\/strong>\u00a0and\u00a0<strong>coherence<\/strong>\u00a0throughout the judicial process<\/li>\n<\/ul>\n\n\n\n<p><strong>Impact on Compensation Claims<\/strong><\/p>\n\n\n\n<p>According to the Court of Cassation\u2019s jurisprudence, the reasoning on the type of termination in a&nbsp;<strong>finalized reinstatement decision<\/strong>&nbsp;is&nbsp;<strong>binding<\/strong>&nbsp;in subsequent lawsuits for compensation. Therefore:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>If the court has ruled that the dismissal was based on a\u00a0<strong>valid cause<\/strong>, the employer\u00a0<strong>cannot later claim<\/strong>\u00a0that it was for just cause in a compensation lawsuit.<\/li>\n\n\n\n<li>Conversely, if the termination is deemed to be based on\u00a0<strong>just cause<\/strong>, the employee\u00a0<strong>cannot claim<\/strong>\u00a0severance or notice compensation.<\/li>\n<\/ul>\n\n\n\n<p>Thus, clarity in the&nbsp;<strong>type of termination<\/strong>&nbsp;directly affects the employee\u2019s right to compensation.<\/p>\n\n\n\n<p><strong>Recommendations from T\u00fcreli &amp; Ceylan Law Firm<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Employers<\/strong>\u00a0should carefully draft their termination notices and support them with sufficient documentation demonstrating just cause.<\/li>\n\n\n\n<li><strong>Employees<\/strong>\u00a0should analyze the content and legal basis of the dismissal before filing suit and develop a strategy accordingly.<\/li>\n\n\n\n<li>In reinstatement lawsuits, legal counsel should frame arguments and demands around the\u00a0<strong>type of termination<\/strong>.<\/li>\n\n\n\n<li>To avoid unnecessary procedural disputes in subsequent lawsuits, courts should ensure that reinstatement decisions are\u00a0<strong>well-reasoned<\/strong>\u00a0and precise.<\/li>\n<\/ul>\n\n\n\n<p>Determining the type of termination in reinstatement cases is vital not only for protecting the rights of the parties but also for ensuring the&nbsp;<strong>efficiency and predictability<\/strong>&nbsp;of Turkish labour litigation. The&nbsp;<strong>Court of Cassation\u2019s ruling dated 11 September 2023<\/strong>&nbsp;marks a pivotal point in clarifying the legal framework and strengthening procedural consistency.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>T\u00fcreli &amp; Ceylan Law Firm In disputes arising from the termination of an employment contract by the employer, determining whether the termination was based on&nbsp;just cause&nbsp;or&nbsp;valid<span class=\"excerpt-hellip\"> [\u2026]<\/span><\/p>\n","protected":false},"author":1,"featured_media":832,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[281,282,279,284,275,280,278,283,276,277],"class_list":["post-831","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-genel","tag-dismissal-classification","tag-employment-litigation","tag-labour-law-turkey","tag-legal-reasoning-in-dismissal","tag-reinstatement-lawsuit","tag-severance-pay-rights","tag-turkish-court-of-cassation","tag-turkish-employment-law","tag-type-of-termination","tag-valid-vs-just-cause"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.1.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Determining the Type of Termination in Reinstatement Lawsuits: The Current Approach of the Turkish Court of Cassation - T\u00fcreli &amp; 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