{"id":616,"date":"2026-10-01T13:48:50","date_gmt":"2026-10-01T13:48:50","guid":{"rendered":"https:\/\/utuhukuk.com\/ihbar-tazminati\/"},"modified":"2026-10-01T15:13:25","modified_gmt":"2026-10-01T15:13:25","slug":"notice-pay","status":"publish","type":"post","link":"https:\/\/utuhukuk.com\/en\/ihbar-tazminati\/","title":{"rendered":"Notice Pay: Conditions, Notice Periods and Calculation"},"content":{"rendered":"<div class=\"pm\" data-utu-pm=\"1\">\n<p class=\"pm-giris\"><strong>Notice pay<\/strong>, is the compensation payable by the party that terminates an employment contract of indefinite duration without complying with the statutory notice period. The receivables that arise when an employment contract ends vary according to who terminated the contract and on what ground. In this article, we consider the conditions under which notice pay may be claimed, the notice periods and how the compensation is calculated. We limit our review to employment relationships within the scope of the Labour Law No. 4857.<\/p>\n<aside class=\"pm-ozet\" aria-label=\"In brief\">\n<p class=\"pm-etiket\">In brief<\/p>\n<ul>\n<li>Notice pay is the compensation paid by the party that terminates an employment contract of indefinite duration without granting a notice period; its legal basis is Article 17 of the Labour Law No. 4857.<\/li>\n<li>Notice periods are 2, 4, 6 and 8 weeks depending on the employee\u2019s length of service; they may be increased by contract but cannot be reduced below the statutory limits.<\/li>\n<li>In the calculation, the gross wage including fringe benefits is divided by thirty and multiplied by the number of days in the notice period.<\/li>\n<li>No notice pay arises in an immediate termination for just cause or a termination within a valid probationary period.<\/li>\n<li>For contracts ending after 25 October 2017, the limitation period is five years from termination; applying to mediation before bringing an action is mandatory.<\/li>\n<\/ul>\n<\/aside>\n<details class=\"pm-ic\" open>\n<summary>Contents<\/summary>\n<ol>\n<li><a href=\"#ihbar-tazminati-nedir\">What is notice pay?<\/a><\/li>\n<li><a href=\"#belirsiz-sureli-sozlesme\">Requirement of an employment contract of indefinite duration<\/a><\/li>\n<li><a href=\"#ihbar-tazminati-sartlari\">Conditions for notice pay<\/a><\/li>\n<li><a href=\"#hakli-fesih-deneme-suresi\">Termination for just cause and the probationary period<\/a><\/li>\n<li><a href=\"#ihbar-sureleri\">How long are the notice periods?<\/a><\/li>\n<li><a href=\"#is-arama-izni\">Leave to seek employment during the notice period<\/a><\/li>\n<li><a href=\"#ihbar-tazminati-hesaplama\">How is notice pay calculated?<\/a><\/li>\n<li><a href=\"#fesih-bildiriminin-sekli\">Form of the termination notice<\/a><\/li>\n<li><a href=\"#zamanasimi-arabuluculuk\">Limitation period and mediation<\/a><\/li>\n<li><a href=\"#kontrol\">Pratik kontrol listesi<\/a><\/li>\n<li><a href=\"#sss\">Frequently asked questions<\/a><\/li>\n<li><a href=\"#iletisim\">Consultation request<\/a><\/li>\n<\/ol>\n<\/details>\n<section id=\"ihbar-tazminati-nedir\">\n<h2>What Is Notice Pay? Definition and Purpose<\/h2>\n<p>As a rule, a party wishing to end an employment relationship of indefinite duration by termination with notice must allow the other party time to prepare. During this period, the employee may look for a new job, and the employer may assess how the departure will affect the organisation of the workplace and make the necessary preparations.<\/p>\n<p class=\"pm-tanim\">Ending the contract without granting the required period gives rise, for the terminating party, to <strong>notice pay<\/strong> an obligation to pay.<\/p>\n<p>When examining severance pay and notice pay, the provisions on which these two receivables are based must be distinguished. While Article 14 of Law No. 1475 continues to apply to severance pay, we assess notice pay under Article 17 of Law No. 4857. Indeed, Article 120 of Law No. 4857 kept in force only Article 14 of the former Labour Law, which concerns severance pay.<\/p>\n<div class=\"pm-ikili\">\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Severance pay<\/p>\n<p>Its legal basis is Article 14 of Law No. 1475, which was kept in force.<\/p>\n<\/div>\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Notice pay<\/p>\n<p>Its legal basis is Article 17 of the Labour Law No. 4857.<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section id=\"belirsiz-sureli-sozlesme\">\n<h2>Requirement of an Employment Contract of Indefinite Duration<\/h2>\n<p>In a claim for notice pay, the legal nature of the contract must first be determined. If a validly concluded fixed-term contract ends because the agreed end date has been reached, notice pay cannot be claimed. Where such a contract is unlawfully terminated early, however, other compensation provisions may come into play.<\/p>\n<div class=\"pm-not\">\n<p class=\"pm-etiket\">Dikkat<\/p>\n<p>That said, writing an end date into the contract is not sufficient on its own; the conditions required by Article 11 for a fixed-term contract must also be met.<\/p>\n<\/div>\n<\/section>\n<section id=\"ihbar-tazminati-sartlari\">\n<h2>Conditions for Notice Pay: Who May Claim It and When?<\/h2>\n<p>Who may claim notice pay is determined by examining who terminated the contract and whether the notice obligation was fulfilled. Where the employer dismisses the employee immediately in the absence of any circumstance removing the notice requirement, the employee may claim compensation. Likewise, an employee who leaves the job without granting the required period may be liable to the employer. Completion of one year\u2019s service is not a condition for this receivable; the length of service determines how many weeks\u2019 notice is required.<\/p>\n<p>In the light of these explanations, the following elements are assessed together in a claim for notice pay:<\/p>\n<ul class=\"pm-liste\">\n<li><strong>Nature of the contract:<\/strong> There must be an employment contract of indefinite duration.<\/li>\n<li><strong>Feshi yapan taraf:<\/strong> The compensation is paid by the party that terminates the contract without complying with the notice period.<\/li>\n<li><strong>Notice obligation:<\/strong> There must be no circumstance removing the notice requirement.<\/li>\n<li><strong>Length of service:<\/strong> No one-year service requirement applies; the length of service determines the length of the notice period.<\/li>\n<\/ul>\n<p>The other option available to the employer is, instead of having the employee work throughout the notice period, to pay the equivalent of that period in advance. The payment must be calculated in accordance with the wage principles in Article 17. Choosing this route does not affect severance pay, where its conditions are met, or the employee\u2019s other receivables. For employees who benefit from job security, the termination must also comply with those provisions.<\/p>\n<\/section>\n<section id=\"hakli-fesih-deneme-suresi\">\n<h2>Termination for Just Cause and the Probationary Period Exception<\/h2>\n<p>In certain events, the Law permits the employment relationship to be ended without waiting for the notice period. This right, regulated in Article 24 for the employee and Article 25 for the employer, covers health-related circumstances, conduct contrary to morality and good faith, and force majeure. For the employer, absence caused by police custody or detention exceeding the statutory notice period is also regulated separately. However, stating one of these grounds in the termination letter is not sufficient; the conditions required for termination for just cause must have been met in the specific case.<\/p>\n<p>Where the conditions for immediate termination for just cause are met, the terminating party does not pay notice pay because it has not granted the notice period. An employee who terminates cannot claim notice pay for themselves on the basis of this departure; severance pay and other receivables are dealt with according to their own conditions.<\/p>\n<div class=\"pm-not\">\n<p class=\"pm-etiket\">Exception \u00b7 Probationary period<\/p>\n<p>Furthermore, if the contract contains a valid probationary clause, there is no notice obligation for a termination within the probationary period under Article 15. However, wages for the days worked during the probationary period and other accrued rights must be paid.<\/p>\n<\/div>\n<p>The grounds for termination for just cause are <a href=\"https:\/\/utuhukuk.com\/en\/employees-right-to-immediate-termination-for-just-cause\/\">the employee\u2019s right of immediate termination for just cause<\/a> and <a href=\"https:\/\/utuhukuk.com\/en\/employers-right-to-immediate-termination-for-just-cause\/\">the employer\u2019s right of immediate termination for just cause<\/a> discussed in detail in our articles.<\/p>\n<\/section>\n<section id=\"ihbar-sureleri\">\n<h2>How Long Are the Notice Periods?<\/h2>\n<p>How much longer the employment relationship continues after notice depends on the employee\u2019s length of service. The minimum periods adopted in Article 17 of the Labour Law and their equivalents in days can be shown as follows:<\/p>\n<p class=\"pm-tablo-baslik\" id=\"tablo-ihbar-sureleri\">Notice periods under Article 17 of Labour Law No. 4857<\/p>\n<div class=\"pm-tablo-kap\">\n<table class=\"pm-tablo\" aria-labelledby=\"tablo-ihbar-sureleri\">\n<thead>\n<tr>\n<th scope=\"col\">Employee\u2019s length of service<\/th>\n<th scope=\"col\">Notice period<\/th>\n<th scope=\"col\">Equivalent in days<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Less than six months<\/td>\n<td>2 hafta<\/td>\n<td>14 days<\/td>\n<\/tr>\n<tr>\n<td>From six months to one and a half years<\/td>\n<td>4 hafta<\/td>\n<td>28 days<\/td>\n<\/tr>\n<tr>\n<td>From one and a half years to three years<\/td>\n<td>6 hafta<\/td>\n<td>42 days<\/td>\n<\/tr>\n<tr>\n<td>More than three years<\/td>\n<td>8 hafta<\/td>\n<td>56 days<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<figure class=\"pm-gorsel\">\n<img src=\"https:\/\/utuhukuk.com\/wp-content\/uploads\/2026\/10\/ihbar-sureleri-ihbar-tazminati-hesaplama.jpg\" alt=\"\u0130hbar s\u00fcreleri infografi\u011fi: alt\u0131 aydan az \u00e7al\u0131\u015fana 2 hafta (14 g\u00fcn), alt\u0131 aydan bir bu\u00e7uk y\u0131la kadar 4 hafta (28 g\u00fcn), bir bu\u00e7uk y\u0131ldan \u00fc\u00e7 y\u0131la kadar 6 hafta (42 g\u00fcn), \u00fc\u00e7 y\u0131ldan fazla 8 hafta (56 g\u00fcn); \u00f6rnek hesap 45.000 TL \u00f7 30 \u00d7 42 = 63.000 TL br\u00fct ihbar tazminat\u0131\" width=\"1600\" height=\"1000\" loading=\"lazy\" decoding=\"async\"><figcaption>Minimum notice periods under Art. 17 of the Labour Law and a sample calculation. Figures are for illustration only.<\/figcaption><\/figure>\n<p>The parties may provide for a longer notice period by contract; they cannot reduce these periods below the statutory limits. If the notice period has been duly completed, notice pay cannot also be claimed.<\/p>\n<div class=\"pm-not\">\n<p class=\"pm-etiket\">Indivisibility of the period<\/p>\n<p>The indivisibility of the period should also be borne in mind here. A unilateral practice of having the employee work part of the period and paying for the remainder is not sufficient for the notice obligation to be deemed properly fulfilled.<\/p>\n<\/div>\n<\/section>\n<section id=\"is-arama-izni\">\n<h2>Leave to Seek New Employment During the Notice Period<\/h2>\n<p>While continuing to work at the workplace they are leaving, the employee needs time to apply for a new job. Article 27 therefore provides that at least two hours on each working day during the notice period must be set aside for job seeking, without any reduction in wages. This leave also applies where the notice is given by the employee. An employee wishing to use the leave collectively must inform the employer in advance and use the accumulated hours in the days before their departure.<\/p>\n<p>Failure to grant the time required for job seeking, in whole or in part, entitles the employee to claim wages for the hours concerned. If the employer has made the employee work during these hours, the payment is calculated differently: in addition to the normal wage to which the employee is entitled because of the leave, the work performed is paid at a 100 per cent increase.<\/p>\n<\/section>\n<section id=\"ihbar-tazminati-hesaplama\">\n<h2>How Is Notice Pay Calculated?<\/h2>\n<p>Hesaplamaya ba\u015flarken i\u015f\u00e7inin son br\u00fct \u00fccreti belirlenir. Ard\u0131ndan, kanun veya s\u00f6zle\u015fme gere\u011fince sa\u011flanan ve parasal de\u011feri hesaplanabilen d\u00fczenli ek menfaatler de\u011ferlendirilir. \u00d6rne\u011fin yemek ve yol yard\u0131mlar\u0131 ya da s\u00fcreklilik g\u00f6steren ikramiyeler, ilgili d\u00f6neme d\u00fc\u015fen tutarlar\u0131yla hesaba kat\u0131labilir. B\u00f6ylece uygulamada <a href=\"https:\/\/utuhukuk.com\/en\/gross-wage-including-fringe-benefits\/\">giydirilmi\u015f br\u00fct \u00fccret<\/a> olarak ifade edilen hesaplama tutar\u0131na ula\u015f\u0131l\u0131r.<\/p>\n<ol class=\"pm-adimlar\">\n<li><strong>Last gross wage<\/strong><span>The employee\u2019s last gross wage is determined.<\/span><\/li>\n<li><strong>Regular additional benefits<\/strong><span>Benefits whose monetary value can be calculated, such as meal and transport allowances and recurring bonuses, are added.<\/span><\/li>\n<li><strong>Daily amount<\/strong><span>The gross wage including fringe benefits is divided by thirty.<\/span><\/li>\n<li><strong>Notice period<\/strong><span>The daily amount is multiplied by the number of days in the notice period.<\/span><\/li>\n<li><strong>Net tutar<\/strong><span>Statutory deductions are calculated separately for the net payment.<\/span><\/li>\n<\/ol>\n<p>In a calculation based on the monthly wage, the gross wage including fringe benefits is first divided by thirty to find the daily amount. The resulting amount is multiplied by the number of days in the notice period. For example, suppose that the monthly gross wage including fringe benefits of an employee who has worked for two years is TRY 45,000. If the contract contains no provision extending the period, a six-week, i.e. 42-day, period is taken as the basis:<\/p>\n<div class=\"pm-hesap\">\n<div><span>Monthly gross wage including fringe benefits<\/span><strong>45.000 TL<\/strong><\/div>\n<div><span>Notice period (two years\u2019 service)<\/span><strong>42 days<\/strong><\/div>\n<div class=\"pm-hesap-vurgu\"><span>Gross notice pay<\/span><strong>63.000 TL<\/strong><em>45.000 TL \u00f7 30 \u00d7 42<\/em><\/div>\n<\/div>\n<p>This gives the amount of compensation before deductions. To determine the net payment to the employee, the statutory deductions must also be calculated.<\/p>\n<\/section>\n<section id=\"fesih-bildiriminin-sekli\">\n<h2>Form of the Termination Notice: Written Form and the 2025 Amendment<\/h2>\n<p>When assessing the form of the termination notice, the 2025 legislative amendment must not be overlooked. Article 109, amended by Article 23 of Law No. 7555 and in force since 24 July 2025, requires written procedure to be followed for notices aimed at ending the contract. In view of this provision, we cannot regard the written form rule as limited to notices given by the employer. If the addressee of the notice refuses to sign, the refusal must be documented in a record.<\/p>\n<p>The existence of the written form rule and the consequences of breaching it must be considered separately. The effect of the new provision is debatable, particularly for terminations outside the scope of job security. It would therefore be wrong to state in advance that an oral statement will be ineffective in every case, or that written form in a notice given by the employee is always relevant only as a matter of proof. The assessment must be made on the basis of the type of termination and the applicable provisions.<\/p>\n<h3>Clear statement of the ground for termination<\/h3>\n<p>In a termination by an employer subject to the job security provisions, the procedure required by Articles 18 and 19 must be followed. When notifying its decision in writing, the employer must also explain unambiguously the specific ground on which it relies. Where the employee\u2019s conduct or performance is cited as the reason, the employee must, save for the statutory exception, be given the opportunity to present a defence before the decision is taken. These steps are taken into account when the validity of the termination is examined.<\/p>\n<div class=\"pm-not\">\n<p class=\"pm-etiket\">Notice pay and reinstatement<\/p>\n<p>Bildirim i\u00e7in yeterli zaman b\u0131rak\u0131lmas\u0131 veya ihbar kar\u015f\u0131l\u0131\u011f\u0131n\u0131n \u00f6denmesi, fesih sebebinin ge\u00e7erli olup olmad\u0131\u011f\u0131 sorununu kendili\u011finden \u00e7\u00f6zmez. Dolay\u0131s\u0131yla i\u015f g\u00fcvencesinden yararlanan bir i\u015f\u00e7i, ihbar tazminat\u0131 kendisine \u00f6denmi\u015f olsa da ko\u015fullar\u0131 varsa <a href=\"https:\/\/utuhukuk.com\/en\/idle-period-pay\/\">i\u015fe iade<\/a> yoluna ba\u015fvurabilir.<\/p>\n<\/div>\n<\/section>\n<section id=\"zamanasimi-arabuluculuk\">\n<h2>Limitation Period and Mediation for Notice Pay<\/h2>\n<h3>Limitation period<\/h3>\n<p>In a claim for notice pay, determining the termination date correctly is also necessary for calculating the limitation period. The five-year period under Additional Article 3 of the Labour Law begins to run upon termination, when the receivable becomes due. This rule applies to employment contracts ending after 25 October 2017. For earlier terminations, the relationship established by Provisional Article 8 with the previous periods must be examined separately.<\/p>\n<h3>Mandatory mediation<\/h3>\n<p>If a notice pay dispute is to be resolved through litigation, the first step is <a href=\"https:\/\/utuhukuk.com\/en\/mediation-amicable-dispute-resolution\/\">arabuluculuk<\/a> the application. Article 3 of the Labour Courts Law No. 7036 requires that, in claims by both the employee and the employer concerning this receivable, mediation be pursued first. If the negotiations fail, an application may be made to the labour court. The period between the date of application to the mediation office and the final record is not counted towards the limitation period; the period is suspended during this time.<\/p>\n<ol class=\"pm-adimlar\">\n<li><strong>Mediation application<\/strong><span>An application is made to the mediation office before filing a lawsuit.<\/span><\/li>\n<li><strong>Negotiations<\/strong><span>The limitation period is suspended from the application until the final record.<\/span><\/li>\n<li><strong>Labour court<\/strong><span>If the negotiations fail, an application may be made to the labour court.<\/span><\/li>\n<\/ol>\n<\/section>\n<section id=\"kontrol\">\n<h2>Practical Checklist<\/h2>\n<p>When preparing the application, the contract, length of service, wage records and documents showing how the departure took place should be assessed together. For both employees and employers, the following points help the process run smoothly:<\/p>\n<div class=\"pm-ikili\">\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">For employees<\/p>\n<ul class=\"pm-tik\">\n<li>Check whether your employment contract is fixed-term or of indefinite duration.<\/li>\n<li>Document your length of service with your start and end dates.<\/li>\n<li>Keep your payslips and records of additional payments such as meal and transport allowances.<\/li>\n<li>Obtain a written copy of the termination notice; note the termination date.<\/li>\n<\/ul>\n<\/div>\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">For employers<\/p>\n<ul class=\"pm-tik\">\n<li>Give the termination notice in writing; document any refusal to sign in a record.<\/li>\n<li>Apply the notice period appropriate to the employee\u2019s length of service.<\/li>\n<li>Allow at least two hours\u2019 leave per day for job seeking during the notice period.<\/li>\n<li>If payment is to be made in advance, use the gross wage including fringe benefits as the basis.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/section>\n<p class=\"pm-dipnot\">Related legislation: <a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuat?MevzuatNo=4857&amp;MevzuatTur=1&amp;MevzuatTertip=5\" target=\"_blank\" rel=\"noopener\">Labour Law No. 4857<\/a> (mevzuat.gov.tr)<\/p>\n<section id=\"sss\" class=\"pm-sss\">\n<h2>Notice Pay: Frequently Asked Questions<\/h2>\n<details open>\n<summary>What is notice pay?<\/summary>\n<div>\n<p>Notice pay is the compensation paid to the other party by the party that terminates an employment contract of indefinite duration without complying with the statutory notice period. Its legal basis is Article 17 of the Labour Law No. 4857.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>How many months must one work to be entitled to notice pay?<\/summary>\n<div>\n<p>\u0130hbar tazminat\u0131 i\u00e7in bir y\u0131ll\u0131k k\u0131demin tamamlanmas\u0131 \u015fart de\u011fildir; hizmet s\u00fcresi, ka\u00e7 haftal\u0131k bildirim gerekti\u011fini belirler. Alt\u0131 aydan az \u00e7al\u0131\u015fan i\u015f\u00e7i i\u00e7in bildirim s\u00fcresi 2 haftad\u0131r.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>How long are the notice periods?<\/summary>\n<div>\n<p>\u0130\u015f Kanunu\u2019nun 17. maddesine g\u00f6re \u00e7al\u0131\u015fma s\u00fcresi alt\u0131 aydan az olan i\u015f\u00e7i i\u00e7in 2 hafta, alt\u0131 aydan bir bu\u00e7uk y\u0131la kadar 4 hafta, bir bu\u00e7uk y\u0131ldan \u00fc\u00e7 y\u0131la kadar 6 hafta, \u00fc\u00e7 y\u0131ldan fazla olan i\u015f\u00e7i i\u00e7in 8 haftad\u0131r. Taraflar s\u00f6zle\u015fmeyle daha uzun s\u00fcre \u00f6ng\u00f6rebilir, bu s\u00fcreleri k\u0131saltamaz.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Is notice pay calculated gross or net?<\/summary>\n<div>\n<p>Hesaplama giydirilmi\u015f br\u00fct \u00fccret \u00fczerinden yap\u0131l\u0131r: Giydirilmi\u015f br\u00fct \u00fccret otuza b\u00f6l\u00fcn\u00fcr ve ihbar s\u00fcresindeki g\u00fcn say\u0131s\u0131yla \u00e7arp\u0131l\u0131r. Bu i\u015flem kesintilerden \u00f6nceki tutar\u0131 verir; i\u015f\u00e7iye yap\u0131lacak net \u00f6deme i\u00e7in yasal kesintilerin de hesaplanmas\u0131 gerekir.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Can an employee who resigns receive notice pay?<\/summary>\n<div>\n<p>\u0130hbar tazminat\u0131n\u0131, bildirim s\u00fcresine uymadan s\u00f6zle\u015fmeyi fesheden taraf \u00f6der. Gerekli s\u00fcreyi tan\u0131madan i\u015fi b\u0131rakan i\u015f\u00e7i i\u015fverene kar\u015f\u0131 sorumlu olabilir. Hakl\u0131 nedenle derhal fesih yapan i\u015f\u00e7i de bu ayr\u0131l\u0131\u011fa dayanarak kendisi i\u00e7in ihbar tazminat\u0131 isteyemez; k\u0131dem tazminat\u0131 ve di\u011fer alacaklar\u0131 kendi ko\u015fullar\u0131na g\u00f6re ele al\u0131n\u0131r.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Is notice pay paid to an employee dismissed during the probationary period?<\/summary>\n<div>\n<p>S\u00f6zle\u015fmede ge\u00e7erli bir deneme kayd\u0131 varsa, deneme d\u00f6nemi i\u00e7indeki fesihte \u0130\u015f Kanunu\u2019nun 15. maddesi gere\u011fince ihbar y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc bulunmaz. Deneme s\u0131ras\u0131nda \u00e7al\u0131\u015f\u0131lm\u0131\u015f g\u00fcnlere ait \u00fccretler ve do\u011fmu\u015f di\u011fer haklar ise \u00f6denmelidir.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Can an employee who has been paid notice pay bring a reinstatement action?<\/summary>\n<div>\n<p>Evet. Bildirim i\u00e7in yeterli zaman b\u0131rak\u0131lmas\u0131 veya ihbar kar\u015f\u0131l\u0131\u011f\u0131n\u0131n \u00f6denmesi, fesih sebebinin ge\u00e7erli olup olmad\u0131\u011f\u0131 sorununu kendili\u011finden \u00e7\u00f6zmez. \u0130\u015f g\u00fcvencesinden yararlanan bir i\u015f\u00e7i, ihbar tazminat\u0131 kendisine \u00f6denmi\u015f olsa da ko\u015fullar\u0131 varsa i\u015fe iade yoluna ba\u015fvurabilir.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>What is the limitation period for notice pay?<\/summary>\n<div>\n<p>\u0130\u015f Kanunu\u2019nun ek 3. maddesindeki be\u015f y\u0131ll\u0131k zamana\u015f\u0131m\u0131 s\u00fcresi, fesihle birlikte i\u015flemeye ba\u015flar. Bu kural 25 Ekim 2017 tarihinden sonra biten i\u015f s\u00f6zle\u015fmeleri i\u00e7in ge\u00e7erlidir; daha eski fesihlerde ayr\u0131ca inceleme yap\u0131lmal\u0131d\u0131r.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Is mediation mandatory before bringing a notice pay action?<\/summary>\n<div>\n<p>Evet. 7036 say\u0131l\u0131 \u0130\u015f Mahkemeleri Kanunu\u2019nun 3. maddesi, hem i\u015f\u00e7inin hem de i\u015fverenin ihbar tazminat\u0131na ili\u015fkin davalar\u0131nda \u00f6nce arabuluculu\u011fa gidilmesini arar. G\u00f6r\u00fc\u015fmeler sonu\u00e7suz kal\u0131rsa i\u015f mahkemesine ba\u015fvurulabilir.<\/p>\n<\/div>\n<\/details>\n<\/section>\n<section id=\"iletisim\" class=\"pm-form-kap\">\n<div class=\"pm-form-sol\">\n<p class=\"pm-etiket\">Consultation request<\/p>\n<h2>Do you have a question about notice pay?<\/h2>\n<p>As UTU Hukuk Dan\u0131\u015fmanl\u0131k, we provide legal advisory and representation services to employees and employers in disputes arising from notice pay, severance pay and the termination of employment contracts. We handle the assessment of notice periods, the calculation and collection of compensation claims, mediation negotiations and litigation according to the circumstances of each case.<\/p>\n<p>Fill in the form and we will call you. You can also contact us directly:<\/p>\n<ul class=\"pm-kanal\">\n<li><a href=\"tel:+905365931600\">+90 536 593 16 00<\/a><\/li>\n<li><a href=\"mailto:bilgi@utuhukuk.com\">bilgi@utuhukuk.com<\/a><\/li>\n<\/ul>\n<\/div>\n<form class=\"pm-form\" data-alan=\"\u0130\u015f Hukuku\" novalidate action=\"\">\n<div class=\"pm-alan\"><label for=\"pm-ad\">Full name *<\/label><input id=\"pm-ad\" name=\"ad\" type=\"text\" autocomplete=\"name\" required><\/div>\n<div class=\"pm-alan\"><label for=\"pm-tel\">Phone *<\/label><input id=\"pm-tel\" name=\"tel\" type=\"tel\" autocomplete=\"tel\" inputmode=\"tel\" required><\/div>\n<div class=\"pm-alan\"><label for=\"pm-mail\">Email<\/label><input id=\"pm-mail\" name=\"mail\" type=\"email\" autocomplete=\"email\"><\/div>\n<div class=\"pm-alan\"><label for=\"pm-konu\">Your situation in brief<\/label><textarea id=\"pm-konu\" name=\"konu\" rows=\"4\" placeholder=\"\u00d6rne\u011fin: \u0130\u015f s\u00f6zle\u015fmem bildirim s\u00fcresi verilmeden feshedildi, ihbar tazminat\u0131 isteyip isteyemeyece\u011fimi \u00f6\u011frenmek istiyorum.\"><\/textarea><\/div>\n<div class=\"pm-bal\" aria-hidden=\"true\"><label for=\"pm-web\">Website<\/label><input id=\"pm-web\" name=\"website\" type=\"text\" tabindex=\"-1\" autocomplete=\"off\"><\/div>\n<p><label class=\"pm-onay\"><input name=\"kvkk\" type=\"checkbox\" required> <span>I consent to the processing of my personal data for this request and to being contacted.<\/span><\/label><br \/>\n<button type=\"submit\">Send request<\/button><\/p>\n<p class=\"pm-durum\" role=\"status\" aria-live=\"polite\">\n<input type=\"hidden\" name=\"trp-form-language\" value=\"en\"\/><\/form>\n<\/section>\n<footer class=\"pm-imza\">\n<div class=\"pm-imza-logo\" aria-hidden=\"true\">UTU<\/div>\n<div>\n<p class=\"pm-imza-ad\">UTU Hukuk ve Dan\u0131\u015fmanl\u0131k<\/p>\n<p>Since 2016 it has been providing legal and advisory services in Ankara in many areas, labour law in particular. <a href=\"https:\/\/utuhukuk.com\/en\/employment-law\/\">Our labour law practice \u2192<\/a><\/p>\n<p class=\"pm-uyari\">This article is for general information only and does not constitute legal advice. You are advised to consult a lawyer about your specific situation.<\/p>\n<\/div>\n<\/footer>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Who is entitled to notice pay? Notice periods of 2-8 weeks under Article 17 of the Labour Law, a sample calculation, limitation period and mediation.<\/p>","protected":false},"author":1,"featured_media":738,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_canvas","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[],"class_list":["post-616","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-is-hukuku"],"_links":{"self":[{"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/posts\/616","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/comments?post=616"}],"version-history":[{"count":4,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/posts\/616\/revisions"}],"predecessor-version":[{"id":740,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/posts\/616\/revisions\/740"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/media\/738"}],"wp:attachment":[{"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/media?parent=616"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/categories?post=616"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/tags?post=616"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}