Step-by-step conveyancing and procedure stages

Intake and document review

We start with a short call and review the contracts, payroll and correspondence. Within a day or two you get a clear read on where you stand and the deadlines that matter.

Fixed-fee scope and strategy

We set out the options — comply, negotiate or litigate — with a recommended path and a fixed or capped fee per workstream, so you know the cost before any work begins.

Drafting, permits or notices

Depending on the matter we prepare the contracts and policies, file the work-permit application, or issue the termination notice correctly and on time.

Pre-litigation mediation

Where the law requires it, we prepare for and represent you at the mandatory mediation, aiming to resolve the dispute quickly and on sensible terms.

Labour Court litigation

If mediation fails, we run the case before the Labour Court and, where needed, on appeal — with the evidence and procedure built to win.

Enforcement and close-out

We enforce or implement the outcome — payment, reinstatement or release — and leave you with the documents and process to avoid a repeat.

Critical statutory deadlines and calendar windows

Employment deadlines that decide the outcome

6 working days~~The right to terminate for just cause based on the other side's conduct lapses six working days after you learn of the act (Art. 26, Law No. 4857). Act later and the just-cause route is gone.~~

2-8 weeks~~Statutory notice period, running from two to eight weeks with the employee's length of service (Art. 17, Law No. 4857). End the contract without it and notice pay is owed.~~

2 weeks~~If mandatory mediation fails, the reinstatement suit must be filed within two weeks (Labour Courts Law No. 7036).~~

1 monthA dismissed employee must apply to a mediator within one month of the notice of termination; miss it and the reinstatement claim is generally lost (mediation is a precondition under Art. 3, Law No. 7036).

6 months~~Minimum seniority an employee needs before the job-security regime and a reinstatement claim are open to them (Arts. 18-21, Law No. 4857).~~

1 year~~Minimum completed service before severance pay (kidem tazminati) is owed on a qualifying termination (Art. 14 of the former Labour Code No. 1475, kept in force by Law No. 4857).~~

What to put together before you act

Whether you are hiring, ending a contract or answering a claim, the same short file of documents and checks decides how the matter runs. Gather these first.

Pull the written contract and check whether it is indefinite or fixed-term, and whether a fixed term rests on a genuine objective reason.
Confirm which code governs the relationship - Labour Code No. 4857 or the service-contract provisions of the Obligations Code No. 6098 - because notice, severance and job security turn on it.
Check the two job-security thresholds for the workplace: at least 30 employees, and at least six months' seniority for the employee concerned.
Collect SGK registration records and payroll, and verify that premiums were paid on the true wage rather than a declared minimum.
Diary the deadlines that apply to your facts: the six-working-day just-cause window, the one-month mediation application, and the two weeks to file a reinstatement suit.
Confirm the severance ceiling in force on your termination date - it is reset every January and July - and, for a work permit, the current-year minimum salary tariff before filing.
If you are outside Türkiye, arrange a power of attorney signed at a Turkish consulate, or notarised and apostilled at home and translated, so notices, permit filings and mediation can be handled locally.

Governing statutory provisions under Turkish law

4857~~LAW NO.~~

Labour Code (İş Kanunu) · Arts. 17, 18-21, 24-26

Governs most employment in Türkiye: notice periods, just-cause termination on both sides, the six-working-day window, and the job-security and reinstatement regime.

6735~~LAW NO.~~

International Labour Force Law

Governs work permits for foreign staff, granted by the Ministry of Labour and Social Security, which also serve as a residence permit for their validity period.

7036~~LAW NO.~~

Labour Courts Law · Art. 3

Makes mediation a precondition to most employment claims and sets the jurisdiction of the Labour Courts once mediation fails.

Turkish Employment Disputes: Mandatory Mediation, Severance & Reemployment Stages