Merhaba! I am Shun Yoshida from Tokyo Consulting Firm Turkey Office.<\/p>\n
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In this week, I would like to share some more information to note regarding \u201cPoints to Note regarding Fixed-term Employment Contract\u201d following the previous blog.<\/p>\n
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\u2463<\/u><\/strong>Termination of the Contract<\/u><\/strong><\/p>\n 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.<\/p>\n \u00a0<\/u><\/strong><\/p>\n \u2464<\/u><\/strong>Prohibition of Differential Treatment between Fixed-Term and Indefinite<\/u><\/strong><\/p>\n 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.<\/p>\n <\/p>\n \u2465<\/u><\/strong>Advance Termination of the Contract by the Employer<\/u><\/strong><\/p>\n 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.<\/p>\n <\/p>\n 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\u2019 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.<\/p>\n <\/p>\n That is all for this week.<\/p>\n We also offer free meeting (online\/offline) regarding establishment and business development in Turkey.<\/p>\n If you have any question other than the above, please do not hesitate to contact us.<\/p>\n <\/p>\n Thank you very much for your time to read until the end.<\/p>\n <\/p>\n Reference<\/p>\n \u30fbTurkish Laborlaw<\/p>\n https:\/\/turkishlaborlaw.com\/turkish-labor-law-4857\/19-4857-labor-law-english-by-article\/<\/a><\/p>\n \u5f0a\u793eYouTube\u30c1\u30e3\u30f3\u30cd\u30eb\u300e\u4e45\u91ce\u5eb7\u6210\u306e\u6bce\u65e5\u304c\u6709\u7d66\u4f11\u6687!!\u300f<\/a>\u3092\u958b\u8a2d\u3044\u305f\u3057\u307e\u3057\u305f\uff01<\/p>\n \u300c\u4e45\u91ce\u5eb7\u6210\u306e\u6bce\u65e5\u304c\u6709\u7d66\u4f11\u6687!!\u300d\u3067\u306f\u3001\u4ee3\u8868\u306e\u4e45\u91ce\u304c\u4f5c\u3063\u305f365\u306e\u91d1\u8a00\u3092 \u30c1\u30e3\u30f3\u30cd\u30eb\u540d\u306b\u3042\u308b\u901a\u308a\u3001\u300c\u6bce\u65e5\u304c\u6709\u7d66\u4f11\u6687\u300d\u306b\u306a\u308b\u3088\u3046\u306a\u751f\u304d\u65b9\u306e\u30c4\u30dc\u3068\u30b3\u30c4\u3092\u767a\u4fe1\u3057\u3066\u304a\u308a\u307e\u3059\u306e\u3067 \u307e\u305f\u3001\u4ee3\u8868\u306e\u4e45\u91ce\u304c\u57f7\u7b46\u3057\u305f
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