{"id":906,"date":"2025-10-10T13:02:27","date_gmt":"2025-10-10T10:02:27","guid":{"rendered":"https:\/\/tureliceylan.com\/en\/?p=906"},"modified":"2025-10-10T13:02:28","modified_gmt":"2025-10-10T10:02:28","slug":"severance-notice-turkey-eligibility-calculation","status":"publish","type":"post","link":"https:\/\/tureliceylan.com\/en\/severance-notice-turkey-eligibility-calculation\/","title":{"rendered":"Severance &amp; Notice Compensation in Turkey: Eligibility, Calculation, and Next Steps"},"content":{"rendered":"\n<p><strong>T\u00fcreli &amp; Ceylan Law Firm \u2013 Labour &amp; Employment Practice<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Severance (k\u0131dem):<\/strong>\u00a0Payable to employees with\u00a0<strong>\u22651 year<\/strong>\u00a0service if the contract ends under qualifying grounds;\u00a0<strong>30 days of gross pay per full year<\/strong>\u00a0(Law No. 1475 Art. 14 via Law No. 4857).<\/li>\n\n\n\n<li><strong>Notice (ihbar):<\/strong>\u00a0Due when a\u00a0<strong>fixed statutory notice period<\/strong>\u00a0is not observed (Law No. 4857 Art. 17).<\/li>\n\n\n\n<li><strong>Mandatory mediation:<\/strong>\u00a0A\u00a0<strong>precondition<\/strong>\u00a0to lawsuits since 2018 (Law No. 7036 Art. 3).<\/li>\n<\/ul>\n\n\n\n<p><strong>2) Who Qualifies for Severance?<\/strong><\/p>\n\n\n\n<p>Typical qualifying scenarios:&nbsp;<strong>unjust\/invalid dismissal<\/strong>,&nbsp;<strong>employee\u2019s just-cause resignation<\/strong>&nbsp;(unpaid wages, health risks, harassment),&nbsp;<strong>military service (male)<\/strong>,&nbsp;<strong>resignation within 1 year after marriage (female)<\/strong>,&nbsp;<strong>retirement eligibility<\/strong>.<\/p>\n\n\n\n<p>A purely voluntary resignation without legal cause&nbsp;<strong>does not<\/strong>&nbsp;trigger severance.&nbsp;<strong>Forced resignations<\/strong>&nbsp;may be treated as&nbsp;<strong>constructive dismissal<\/strong>.<\/p>\n\n\n\n<p><strong>3) Severance \u2013 How to Calculate<\/strong><\/p>\n\n\n\n<p><strong>Formula:<\/strong>&nbsp;(Gross base pay + regular monetary benefits) \u00d7 30 days per full year (+ prorata)<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ceiling:<\/strong>\u00a0An annual\u00a0<strong>statutory cap<\/strong>\u00a0applies (indicative 2025 figure\u00a0<strong>~TRY 41,000\/year<\/strong>, subject to official circulars).<\/li>\n\n\n\n<li><strong>Tax:<\/strong>\u00a0Severance is\u00a0<strong>exempt from income tax<\/strong>;\u00a0<strong>stamp tax<\/strong>\u00a0applies.<br><strong>Example:<\/strong>\u00a06 years \u00d7 TRY 30,000 (gross) =\u00a0<strong>TRY 180,000<\/strong>\u00a0(if under cap).<\/li>\n<\/ul>\n\n\n\n<p><strong>4) Notice \u2013 Periods &amp; Amount<\/strong><\/p>\n\n\n\n<p><strong>Notice periods:<\/strong>&nbsp;&lt;6 months: 2 weeks | 6\u201318 months: 4 weeks | 18\u201336 months: 6 weeks | &gt;36 months: 8 weeks.<br>If notice is not honored, the other party may claim&nbsp;<strong>gross pay + regular benefits<\/strong>&nbsp;for the&nbsp;<strong>missing period<\/strong>.<br><strong>Tax:<\/strong>&nbsp;Notice compensation is&nbsp;<strong>subject to income tax<\/strong>&nbsp;(and assessed for social security per practice).<\/p>\n\n\n\n<p><strong>5) Extra Protections<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Bad-faith compensation (Art. 17\/6):<\/strong>\u00a0For employees\u00a0<strong>outside<\/strong>\u00a0job-security coverage; up to\u00a0<strong>3\u00d7<\/strong>\u00a0the notice period if terminated in bad faith.<\/li>\n\n\n\n<li><strong>Reinstatement:<\/strong>\u00a0With\u00a0<strong>30+ employees<\/strong>,\u00a0<strong>\u22656 months<\/strong>\u00a0seniority, and indefinite contracts; invalid dismissal may yield\u00a0<strong>reinstatement<\/strong>, up to\u00a0<strong>4 months\u2019 back pay<\/strong>, and\u00a0<strong>4\u20138 months\u2019 compensation<\/strong>, plus standard receivables.<\/li>\n<\/ul>\n\n\n\n<p><strong>6) If You Weren\u2019t Paid \u2013 What To Do<\/strong><\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>Written demand<\/strong>\u00a0to the employer.<\/li>\n\n\n\n<li><strong>Mandatory mediation<\/strong>\u00a0application.<\/li>\n\n\n\n<li>If no settlement,\u00a0<strong>Labour Court<\/strong>\u00a0claim.<br><strong>Limitation:<\/strong>\u00a0<strong>5 years<\/strong>\u00a0for wage-type claims (incl. notice);\u00a0<strong>10 years<\/strong>\u00a0typically cited for severance\u2014precise accrual dates matter, so case-specific review is key.<\/li>\n<\/ol>\n\n\n\n<p><strong>7) How We Help<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Free eligibility screening<\/strong>\u00a0and exposure analysis.<\/li>\n\n\n\n<li>Representation in\u00a0<strong>mediation<\/strong>\u00a0and, if needed,\u00a0<strong>litigation\/enforcement<\/strong>.<\/li>\n\n\n\n<li><strong>Accurate calculations<\/strong>: gross, prorata, benefits, overtime, bonuses.<\/li>\n\n\n\n<li>Building the\u00a0<strong>evidence file<\/strong>: witnesses, payrolls, SGK data, correspondence.<\/li>\n<\/ul>\n\n\n\n<p><strong>8) FAQs<\/strong><\/p>\n\n\n\n<p><strong>Paid off the books\u2014can I prove it?<\/strong>&nbsp;Yes: witnesses, emails\/messages, bank data,&nbsp;<strong>SGK<\/strong>&nbsp;records.<br><strong>I resigned under pressure\u2014am I out of luck?<\/strong>&nbsp;Likely&nbsp;<strong>constructive dismissal<\/strong>; severance\/notice may still be due.<br><strong>Underpaid\u2014can my employer retaliate if I sue?<\/strong>&nbsp;<strong>No.<\/strong>&nbsp;Access to courts is a&nbsp;<strong>constitutional right<\/strong>; retaliation is unlawful.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>T\u00fcreli &amp; Ceylan Law Firm \u2013 Labour &amp; Employment Practice 2) Who Qualifies for Severance? Typical qualifying scenarios:&nbsp;unjust\/invalid dismissal,&nbsp;employee\u2019s just-cause resignation&nbsp;(unpaid wages, health risks, harassment),&nbsp;military service<span class=\"excerpt-hellip\"> [\u2026]<\/span><\/p>\n","protected":false},"author":1,"featured_media":907,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[474,473],"tags":[475,476,477,478],"class_list":["post-906","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-eligibility","category-eligibility-rules","tag-eligibility","tag-notice-period-labour-law","tag-reinstatement-claim-turkey","tag-severance-pay-calculation-turkey"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.1.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Severance &amp; Notice in Turkey: Eligibility and Calculation Guide<\/title>\n<meta name=\"description\" content=\"Clear guide to severance and notice in Turkey: cap, eligibility rules, notice periods, calculation, tax, and mandatory mediation.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/tureliceylan.com\/en\/severance-notice-turkey-eligibility-calculation\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Severance &amp; 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