Merhaba! I am Shun Yoshida from Tokyo Consulting Firm Turkey Office.
In this week, I would like to share some more information to note regarding “Points to Note regarding Fixed-term Employment Contract” following the previous blog.
④Termination of the Contract
A fixed-term employment contract will be automatically terminated on the expiration date which is stated in the employment contract. The employment contract is automatically transformed into an indefinite contract if parties implicitly continue the employment relationship after the expiration date.
⑤Prohibition of Differential Treatment between Fixed-Term and Indefinite
In the Article 12 of Turkish Labor Law, it is strictly prohibited to differentiate the compensation package on working wages between the fixed-term and indefinite employment contract except the case there is a justified reason.
⑥Advance Termination of the Contract by the Employer
In case the employers terminate the fixed-term employment contract prior to the expiration date, justified reasons set force in the Article 25 of Turkish Labor Law 4857 will be required. (1)Health, (2)Immoral, Dishonorable or Malicious Conduct or Other Similar Behaviour and (3)Force Majeure will be considered as the justified reasons previously descrived . Agreement between the employer and the employee needs to be made if there is no justified reason. Otherwise, the employer-side needs to pay the total salary amount which the employee is supposed to get paid for the period from the actual end date until the expiration date which is stated in the employment contract.
Turkey is known as the country with plenty of labour disputes. In case the employee sues the employer for the reason of unfair dismissal, labour court is inclined to give a decision in favor of a plaintiff (employee). Therefore, the employer-side needs to take extra cautions on the employees’ working conditions and the provide thorough compliance of Turkish Labour Law regardless of the form of the employment. Considering the above situation, employers should not make a fixed-term employment contract without discretion.
That is all for this week.
We also offer free meeting (online/offline) regarding establishment and business development in Turkey.
If you have any question other than the above, please do not hesitate to contact us.
Thank you very much for your time to read until the end.
Reference
・Turkish Laborlaw
https://turkishlaborlaw.com/turkish-labor-law-4857/19-4857-labor-law-english-by-article/
～▶YouTuberになりました！～
弊社YouTubeチャンネル『久野康成の毎日が有給休暇!!』を開設いたしました！
「久野康成の毎日が有給休暇!!」では、代表の久野が作った365の金言を
『久野語録』として日めくりカレンダーにまとめ、内容を毎日解説していきます。
チャンネル名にある通り、「毎日が有給休暇」になるような生き方のツボとコツを発信しておりますので
ぜひ一度ご覧頂ければと思います！
また、代表の久野が執筆した
『国際ビジネス・海外赴任で成功するための賢者からの三つの教え 今始まる、あなたのヒーロー』
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東京コンサルティングファーム・トルコ拠点
吉田瞬
※）記載しました内容は、作成時点で得られる情報を基に、細心の注意を払って作成しておりますが、その内容の正確性及び安全性を保障するものではありません。当該情報に基づいて被ったいかなる損害についても情報提供者及び弊社（株式会社東京コンサルティングファーム並びにTokyo Consulting Firm Private Limited, Tokyo Consulting Firm Human Resources Private Limited）は、一切の責任を負うことはありませんので、ご了承ください。
