Labor law is a specialized field of law that regulates the employment relationship between employee and employer, defines their rights and obligations, and resolves disputes arising upon termination of the employment contract.
Key issues such as severance pay, notice pay, overtime claims, workplace harassment (mobbing), reinstatement lawsuits, and unfair dismissal are among the most common labor law disputes in Turkey.
Attorney Selin Özceviz provides meticulous legal services in labor law for both employees and employers, including contract drafting, risk assessment, and litigation management.
Effective legal representation in labor law disputes is not limited to filing lawsuits. It is based on the following principles:
Each case is evaluated individually, taking into account the nature of the employment relationship and the legal position of the parties, with a tailored strategy that protects both financial and legal interests.
1. What are the conditions to be entitled to severance pay?
The employee must have worked for at least one year and the employment contract must be terminated under conditions defined by Turkish law.
2. What is the time limit to file a reinstatement claim?
An application to a mediator must be made within one month from the notification of termination.
3. How is overtime pay calculated?
Work exceeding 45 hours per week is considered overtime and is paid at 150% of the hourly wage.
4. Can an employer terminate employment for just cause?
Yes, if the conditions specified under Turkish Labor Law are met, the employer may terminate immediately.
5. What evidence is required for a mobbing claim?
Witness statements, written communications, performance records, and psychological reports can be used as evidence.
6. Is mediation mandatory in labor disputes?
Yes, mediation is a mandatory pre-condition before filing lawsuits for employee receivables and reinstatement claims in Turkey.
7. When is notice pay applicable?
Notice pay arises when an indefinite-term employment contract is terminated without complying with statutory notice periods.
