Ankara Reinstatement Lawyer

First, it must be established whether the notice of termination was in writing, what reason it gives and on what date it was served. In reinstatement lawsuits, the peremptory limitation period is one month from service of the notice of termination, and mediation is mandatory beforehand. As there is no remedy once these time limits are missed, it is risky to postpone consulting an Ankara reinstatement lawyer.

Where an employer terminating a contract is subject to the job security provisions, the procedure required by Articles 18 and 19 of Labour Law No. 4857 must be followed. When notifying its decision in writing, the employer must state the specific reason on which it relies; where the employee’s conduct or performance is cited as the reason, it must first obtain the employee’s defence statement, save for the exception provided in the law. Article 109, as amended by Law No. 7555 and in force since 24 July 2025, also requires the written form for notices aimed at ending the contract. These steps are taken into account when the validity of termination is examined.

Yes. Giving sufficient notice or paying notice pay does not by itself settle whether the reason for termination is valid. An employee covered by job security may seek reinstatement, where the conditions are met, even if notice pay has been paid.

Idle-period wages are the wages and other entitlements paid, in a reinstatement lawsuit, for the period during which the employee was not employed; their legal basis is Article 21 of Labour Law No. 4857. For the period in which they were not employed until the judgment becomes final, the employee is paid the wages and other entitlements accrued for up to a maximum of four months. As a rule, the calculation is based on the gross wage including benefits; regular premiums, bonuses, meal allowances and social benefits are added.

Within the statutory period (ten working days) from service of the finalised court judgment, the employee must notify the employer that they wish to return to work. An employee who fails to give this notice is deemed not to have exercised the right to reinstatement and is not entitled to idle-period wages either. Entitlement to idle-period wages, however, does not depend on whether or not the employee is actually reinstated; compensation for non-reinstatement is a separate claim item.

Yes. Provided there is no conflict of interest in the same case, we act as counsel for both employees and employers. For the employer, it is important that the notice of termination is made in writing and that any refusal to sign is documented in a written report; the employee may resort to the courts under Articles 18, 20 and 21 of the Law, claiming that the termination does not comply with the grounds set out in Art. 25 of Labour Law No. 4857.