{"id":619,"date":"2026-10-07T10:00:00","date_gmt":"2026-10-07T07:00:00","guid":{"rendered":"https:\/\/utuhukuk.com\/?p=619"},"modified":"2026-10-07T15:29:18","modified_gmt":"2026-10-07T12:29:18","slug":"idle-period-pay","status":"publish","type":"post","link":"https:\/\/utuhukuk.com\/en\/bosta-gecen-sure-ucreti\/","title":{"rendered":"Idle-Period Pay: Conditions, Included Items and Calculation"},"content":{"rendered":"<div class=\"pm\" data-utu-pm=\"1\">\n<p class=\"pm-giris\"><strong>Idle-period pay<\/strong>, that is, the wages and other entitlements paid to an employee who wins a reinstatement action for the period during which they were not employed until the judgment became final, up to a maximum of four months, is examined in this article. The two heads of claim we most frequently encounter in Reinstatement Actions are idle-period pay and compensation for non-reinstatement. In this article we will discuss what Idle-Period Pay is and how it is calculated.<\/p>\n<aside class=\"pm-ozet\" aria-label=\"In brief\">\n<p class=\"pm-etiket\">In brief<\/p>\n<ul>\n<li>Idle-period pay consists of the wages and other entitlements accrued, up to a maximum of four months, for the period during which the employee was not employed in a reinstatement action; its legal basis is Article 21 of the Labour Law.<\/li>\n<li>Entitlement requires the reinstatement judgment to become final and the employee to notify the employer within the prescribed period of their wish to return to work.<\/li>\n<li>As a rule, the calculation is made on the basis of the gross wage including fringe benefits (\u201cdressed wage\u201d); regular bonuses, premiums, meal allowance and social benefits are added.<\/li>\n<li>Travel allowance provided as a shuttle service, bonuses dependent on actual work and accommodation allowance are excluded from the calculation.<\/li>\n<li>The highest interest rate applied by banks to deposits applies as interest; the limitation period is 5 years.<\/li>\n<\/ul>\n<\/aside>\n<details class=\"pm-ic\" open>\n<summary>Contents<\/summary>\n<ol>\n<li><a href=\"#bosta-gecen-sure-ucreti-nedir\">What is idle-period pay?<\/a><\/li>\n<li><a href=\"#hak-kazanma-kosullari\">Conditions for entitlement<\/a><\/li>\n<li><a href=\"#dahil-edilen-kalemler\">Items included and excluded<\/a><\/li>\n<li><a href=\"#yol-yemek-yardimi\">Travel and meal allowances<\/a><\/li>\n<li><a href=\"#barinma-sosyal-yardimlar\">Accommodation allowance and social benefits<\/a><\/li>\n<li><a href=\"#bosta-gecen-sure-ucreti-hesaplama\">How is idle-period pay calculated?<\/a><\/li>\n<li><a href=\"#faiz-zamanasimi\">Interest and limitation period<\/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=\"bosta-gecen-sure-ucreti-nedir\">\n<h2>What Is Idle-Period Pay?<\/h2>\n<p class=\"pm-tanim\"><strong>Idle-Period Pay<\/strong> is an institution aimed at compensating the economic loss suffered by the employee as a result of an unlawful termination and at ensuring job security.<\/p>\n<p>In other words, it is the consideration for the wages of which an employee dismissed by the employer has been deprived because they did not, and could not, actually work.<\/p>\n<p>Article 21 of the Labour Law provides: &#8220;For the period during which the employee was not employed until the judgment became final, the employee shall be paid the wages and other entitlements accrued for up to a maximum of four months.&#8221;<\/p>\n<blockquote class=\"pm-kanun\">\n<p>\u201cFor the period during which the employee was not employed until the judgment became final, the employee shall be paid the wages and other entitlements accrued for up to a maximum of four months.\u201d<\/p>\n<p><cite>Labour Law, Art. 21<\/cite><\/p><\/blockquote>\n<div class=\"pm-not\">\n<p class=\"pm-etiket\">Upper limit \u00b7 4 months<\/p>\n<p>Accordingly, however many months the employee was in fact not employed, idle-period pay is awarded for a maximum of 4 months.<\/p>\n<\/div>\n<\/section>\n<section id=\"hak-kazanma-kosullari\">\n<h2>Conditions for Entitlement after a Reinstatement Action<\/h2>\n<p>To be entitled to idle-period pay, the employee must bring a reinstatement action within the statutory period and the action must be decided in their favour. Thereafter, the employee must notify the employer, again within the statutory period (ten working days) from service of the final court judgment, that they wish to return to work. However, entitlement to idle-period pay is not conditional on whether or not the employee is reinstated. If the employee does not give notice of their wish to return to work within that period, they will be deemed not to have exercised the right to reinstatement and, consequently, will not be entitled to idle-period pay either. In short, what matters is that the employee has applied to the employer for reinstatement.<\/p>\n<p>To explain step by step:<\/p>\n<ol class=\"pm-adimlar\">\n<li><strong>Action brought in time<\/strong><span>A reinstatement action must have been brought within the prescribed period<\/span><\/li>\n<li><strong>Judgment in favour<\/strong><span>The action must have been decided in the employee\u2019s favour (a reinstatement judgment must have been given)<\/span><\/li>\n<li><strong>Finality<\/strong><span>The court judgment must have become final<\/span><\/li>\n<li><strong>Notice of return to work<\/strong><span>The employee must notify the employer within the prescribed period that they wish to exercise the right to reinstatement.<\/span><\/li>\n<\/ol>\n<\/section>\n<section id=\"dahil-edilen-kalemler\">\n<h2>Items Included in and Excluded from Idle-Period Pay<\/h2>\n<p>Bo\u015fta ge\u00e7en s\u00fcre \u00fccreti kural olarak i\u015f\u00e7inin <a href=\"https:\/\/utuhukuk.com\/en\/gross-wage-including-fringe-benefits\/\">giydirilmi\u015f \u00fccreti<\/a> \u00fczerinden hesaplan\u0131r. Dolay\u0131s\u0131yla i\u015f\u00e7inin \u00e7\u0131plak \u00fccretinden ibaret de\u011fildir. \u0130\u015f\u00e7inin bo\u015fta ge\u00e7en s\u00fcre zarf\u0131nda fiilen \u00e7al\u0131\u015fmad\u0131\u011f\u0131 ancak kanun gere\u011fi \u00e7al\u0131\u015fm\u0131\u015f say\u0131larak maddi olarak u\u011frad\u0131\u011f\u0131 ekonomik kayb\u0131n telafi edilmesi ama\u00e7land\u0131\u011f\u0131 unutulmamal\u0131d\u0131r. Bu nedenle i\u015f\u00e7inin \u00fccretinin yan\u0131 s\u0131ra i\u015fbu \u00fccrete ek olarak i\u015f\u00e7iye d\u00fczenli olarak sa\u011flanan di\u011fer parasal veyahut para ile \u00f6l\u00e7\u00fclebilen de\u011ferler bo\u015fta ge\u00e7en s\u00fcre \u00fccretinin hesaplanmas\u0131nda dikkate al\u0131nacakt\u0131r.<\/p>\n<p class=\"pm-tablo-baslik\" id=\"tablo-kalemler\">Items in the calculation of idle-period pay<\/p>\n<div class=\"pm-tablo-kap\">\n<table class=\"pm-tablo\" aria-labelledby=\"tablo-kalemler\">\n<thead>\n<tr>\n<th scope=\"col\">Item<\/th>\n<th scope=\"col\">Included in the calculation?<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Last gross wage (including pay rises)<\/td>\n<td>Included<\/td>\n<\/tr>\n<tr>\n<td>Regularly paid bonuses and premiums<\/td>\n<td>Included as a rule<\/td>\n<\/tr>\n<tr>\n<td>Turnover, target and sales quota bonuses<\/td>\n<td>Not included<\/td>\n<\/tr>\n<tr>\n<td>Travel allowance in cash<\/td>\n<td>Included<\/td>\n<\/tr>\n<tr>\n<td>Travel allowance in kind (shuttle service)<\/td>\n<td>Not included<\/td>\n<\/tr>\n<tr>\n<td>Meal allowance (in cash or in kind)<\/td>\n<td>Included<\/td>\n<\/tr>\n<tr>\n<td>Accommodation allowance<\/td>\n<td>Not included<\/td>\n<\/tr>\n<tr>\n<td>Regular social benefits<\/td>\n<td>Included<\/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\/bosta-gecen-sure-ucreti-hesaplama-dahil-kalemler.jpg\" alt=\"Idle-period pay infographic: included are the last gross wage, regular bonuses and premiums, travel allowance in cash, meal allowance and regular social benefits; excluded are bonuses dependent on actual work, shuttle service and accommodation allowance; maximum 4 months\" width=\"1600\" height=\"1000\" loading=\"lazy\" decoding=\"async\"><figcaption>Main items included in and excluded from the calculation of idle-period pay (Labour Law Art. 21).<\/figcaption><\/figure>\n<p>Other monetary benefits or benefits measurable in money in addition to the wage vary according to the nature of each job and workplace, but below we address the items we encounter most frequently:<\/p>\n<h3>Wages<\/h3>\n<p>The most fundamental element of idle-period pay is the employee\u2019s last gross wage. The point to note here is that, although the employee\u2019s wage at the date of the action is taken into account in determining the last wage, pay rises applied to the employee\u2019s wage during the period between the date of termination and the date of the action must also be taken into account. Accordingly, the last wage here is not merely the employee\u2019s wage on the date of dismissal; the wage the employee would have earned had they continued to work (the wage including pay rises) will also be taken into account.<\/p>\n<h3>Bonuses and premiums<\/h3>\n<p>Bonuses and premiums paid regularly to the employee are, as a rule, included in idle-period pay. However, receivables dependent on the employee\u2019s actual work are excluded from the calculation. Accordingly, for example, turnover bonuses, target bonuses (bonuses dependent on the achievement of certain targets) and sales quota bonuses are not included.<\/p>\n<div class=\"pm-ikili\">\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Included<\/p>\n<p>Bonuses and premiums paid regularly to the employee.<\/p>\n<\/div>\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Not included<\/p>\n<p>Receivables dependent on actual work, such as turnover bonuses, target bonuses and sales quota bonuses.<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section id=\"yol-yemek-yardimi\">\n<h2>Are Travel and Meal Allowances Added to Idle-Period Pay?<\/h2>\n<p>As is well known, the employer may provide travel and meal allowances at the workplace either in kind or in cash. The circumstances in which travel and meal allowances are added to idle-period pay have been shaped by the case law of the Court of Cassation.<\/p>\n<h3>Travel allowance<\/h3>\n<p>Where the travel allowance is provided in cash, its monetary value is added to idle-period pay. Where the travel allowance is provided in kind, in other words where the employee is provided with a shuttle service, it cannot be included in idle-period pay, since the employee did not actually work and therefore did not commute to work.<\/p>\n<p>This is because, according to the case law of the Court of Cassation, it is not included on the ground that the employee suffered no loss of income in a positive sense, nor was there any amount the employee was unable to save or that was lost from their assets.<\/p>\n<div class=\"pm-not\">\n<p class=\"pm-etiket\">If the amount cannot be determined<\/p>\n<p>Another point shaped by the case law of the Court of Cassation is as follows. If the amount of the travel allowance at the date of the action cannot be ascertained, the travel allowance&#8217;s monetary value is determined by reference to 7 per mille of the minimum wage. Within the jurisdiction of Istanbul, it is observed that the monthly subscription fee of the \u0130stanbulkart is generally taken into account.<\/p>\n<\/div>\n<h3>Meal allowance<\/h3>\n<p>The case law of the Court of Cassation has made it clear that the meal allowance must be added to idle-period pay in all cases, whether it is provided in cash or in kind (that is, where the employer provides the employee with meals at the workplace).<\/p>\n<p>Although it was considered that the shuttle service allowance should not be added to idle-period pay because the employee would not be commuting to work during the period in which they did not go to work, it was held that the meal allowance, whether provided in kind or in cash, must in all cases be added to idle-period pay, because during the 4-month period in which the employee did not commute to work they had to meet their meal needs from their own means and make good themselves the gap created by the loss of the meal allowance.<\/p>\n<div class=\"pm-not\">\n<p class=\"pm-etiket\">If the amount cannot be determined<\/p>\n<p>Another point shaped by the case law of the Court of Cassation is as follows. If the amount of the meal allowance at the date of the action cannot be ascertained (for example, where it has been proved by witness statements that meal cards were provided at the workplace but the amount cannot be precisely determined), the meal allowance&#8217;s monetary value is determined by reference to 7 per mille of the minimum wage.<\/p>\n<\/div>\n<div class=\"pm-ikili\">\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Travel allowance<\/p>\n<p>Added if in cash; not added if provided in kind as a shuttle service.<\/p>\n<\/div>\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Meal allowance<\/p>\n<p>Added in all cases, whether in cash or in kind.<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section id=\"barinma-sosyal-yardimlar\">\n<h2>Accommodation Allowance and Social Benefits<\/h2>\n<h3>Accommodation allowance<\/h3>\n<p>Where the employer provides the employee with accommodation at the workplace, the accommodation allowance cannot be included in idle-period pay either, since the employee did not actually benefit from it during the idle period and did not have to incur substitute expenditure. The provision of accommodation at construction sites abroad is an example of this situation.<\/p>\n<h3>Social benefits<\/h3>\n<p>Social benefits provided to the employee regularly and on a continuous basis must also be added to idle-period pay.<\/p>\n<ul class=\"pm-cipler\">\n<li>Fuel allowance<\/li>\n<li>Family allowance<\/li>\n<li>Child allowance<\/li>\n<li>Rent allowance<\/li>\n<li>Education allowance<\/li>\n<li>Heating allowance<\/li>\n<li>Clothing allowance, etc.<\/li>\n<\/ul>\n<\/section>\n<section id=\"bosta-gecen-sure-ucreti-hesaplama\">\n<h2>How Is Idle-Period Pay Calculated?<\/h2>\n<p>In calculating idle-period pay, the employee\u2019s last gross wage must first be determined. Next, the additional entitlements paid regularly and on a continuous basis are identified and added. Once they have been added, the gross wage including fringe benefits is obtained. The gross wage including fringe benefits thus obtained is applied for the period determined by the court, which is a maximum of four months. Statutory deductions are taken into account at the enforcement stage.<\/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>Additional entitlements<\/strong><span>Additional entitlements paid regularly and on a continuous basis are identified and added.<\/span><\/li>\n<li><strong>Gross wage including fringe benefits<\/strong><span>Once they have been added, the gross wage including fringe benefits is obtained.<\/span><\/li>\n<li><strong>Time limit<\/strong><span>The period determined by the court is applied; this period is a maximum of 4 months.<\/span><\/li>\n<li><strong>Deductions<\/strong><span>Statutory deductions are taken into account at the enforcement stage.<\/span><\/li>\n<\/ol>\n<\/section>\n<section id=\"faiz-zamanasimi\">\n<h2>Interest and Limitation Period for Idle-Period Pay<\/h2>\n<h3>Interest<\/h3>\n<p>The idle-period pay receivable falls within the definition of wages. Therefore, under Article 34 of the Labour Law, the highest interest rate applied by banks to deposits applies.<\/p>\n<h3>Limitation<\/h3>\n<p>Since idle-period pay is subject to the provisions applicable to wages within the meaning of Article 32 of the Labour Law, the limitation period for idle-period pay is 5 years. The limitation period starts to run when the employee is not reinstated within one month of service on the employer of the request to return to work.<\/p>\n<div class=\"pm-ikili\">\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Interest<\/p>\n<p>The highest interest rate applied by banks to deposits (Labour Law Art. 34).<\/p>\n<\/div>\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Limitation<\/p>\n<p>5 years; it starts to run when the employee is not reinstated within one month of service of the request to return to work.<\/p>\n<\/div>\n<\/div>\n<p>For other receivables arising from the termination of the employment contract, you may also refer to our articles on <a href=\"https:\/\/utuhukuk.com\/en\/notice-pay\/\">notice pay<\/a> and <a href=\"https:\/\/utuhukuk.com\/en\/annual-leave-pay\/\">y\u0131ll\u0131k izin \u00fccreti<\/a> yaz\u0131lar\u0131m\u0131za da bakabilirsiniz.<\/p>\n<\/section>\n<section id=\"kontrol\">\n<h2>Practical Checklist<\/h2>\n<p>For idle-period pay to be calculated correctly, documents relating to both the periods and the components of the wage should be assessed together:<\/p>\n<div class=\"pm-ikili\">\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Periods<\/p>\n<ul class=\"pm-tik\">\n<li>Bring the reinstatement action within the statutory period.<\/li>\n<li>Keep track of the date on which the judgment becomes final.<\/li>\n<li>Notify the employer within the prescribed period that you wish to return to work.<\/li>\n<li>Keep the date of service of the formal notice containing your request to return to work.<\/li>\n<\/ul>\n<\/div>\n<div class=\"pm-kart\">\n<p class=\"pm-etiket\">Wage components<\/p>\n<ul class=\"pm-tik\">\n<li>Document your last gross wage and the pay rises applied up to the date of the action.<\/li>\n<li>Keep records of regularly paid bonuses and premiums.<\/li>\n<li>Document whether the travel allowance was paid in cash or provided as a shuttle service.<\/li>\n<li>Keep records of the meal allowance and social benefits.<\/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>Idle-Period Pay: Frequently Asked Questions<\/h2>\n<details open>\n<summary>What is idle-period pay?<\/summary>\n<div>\n<p>Idle-Period Pay is an institution aimed at compensating the economic loss suffered by the employee as a result of an unlawful termination and at ensuring job security. In other words, it is the consideration for the wages of which an employee dismissed by the employer has been deprived because they did not, and could not, actually work.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>For how many months is idle-period pay paid?<\/summary>\n<div>\n<p>Under Article 21 of the Labour Law, for the period during which the employee was not employed until the judgment became final, the employee is paid the wages and other entitlements accrued for up to a maximum of four months. However many months the employee was in fact not employed, idle-period pay is awarded for a maximum of 4 months.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Are idle-period pay and compensation for non-reinstatement the same thing?<\/summary>\n<div>\n<p>No. The two separate heads of claim most frequently encountered in reinstatement actions are idle-period pay and compensation for non-reinstatement.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>How does an employee who wins a reinstatement action obtain idle-period pay?<\/summary>\n<div>\n<p>A reinstatement action must have been brought in time, the action must have been decided in the employee\u2019s favour and the court judgment must have become final; the employee must then notify the employer within the prescribed period that they wish to exercise the right to reinstatement.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Is idle-period pay paid if the employer does not reinstate the employee?<\/summary>\n<div>\n<p>Idle-period pay is not conditional on whether or not the employee is reinstated. However, if the employee does not give notice within the prescribed period of their wish to return to work, they are deemed not to have exercised the right to reinstatement and are not entitled to idle-period pay either.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Are travel and meal allowances included in the calculation of idle-period pay?<\/summary>\n<div>\n<p>Where the travel allowance is provided in cash, its monetary value is added to idle-period pay; where it is provided in kind in the form of a shuttle service, it is not included. The meal allowance, on the other hand, is added in all cases, regardless of whether it is provided in cash or in kind.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>Are bonuses and premiums added to idle-period pay?<\/summary>\n<div>\n<p>Bonuses and premiums paid regularly to the employee are, as a rule, included in idle-period pay. However, receivables dependent on the employee\u2019s actual work, such as turnover bonuses, target bonuses and sales quota bonuses, are excluded from the calculation.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>What interest applies to idle-period pay?<\/summary>\n<div>\n<p>The idle-period pay receivable falls within the definition of wages. Therefore, under Article 34 of the Labour Law, the highest interest rate applied by banks to deposits applies.<\/p>\n<\/div>\n<\/details>\n<details>\n<summary>What is the limitation period for idle-period pay?<\/summary>\n<div>\n<p>The limitation period for idle-period pay is 5 years. The limitation period starts to run when the employee is not reinstated within one month of service on the employer of the request to return to work.<\/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 idle-period pay?<\/h2>\n<p>At UTU Hukuk Dan\u0131\u015fmanl\u0131k, we provide legal services in reinstatement actions, acting as counsel for the parties in both the mediation process and the litigation process, to ensure that idle-period pay is calculated correctly.<\/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=\"For example: I have won my reinstatement action and would like to know how my idle-period pay will be calculated.\"><\/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>What is idle-period pay and how many months does it cover? Entitlement after reinstatement, included allowances, interest and the limitation period.<\/p>","protected":false},"author":1,"featured_media":750,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_canvas","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[],"class_list":["post-619","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\/619","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=619"}],"version-history":[{"count":2,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/posts\/619\/revisions"}],"predecessor-version":[{"id":752,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/posts\/619\/revisions\/752"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/media\/750"}],"wp:attachment":[{"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/media?parent=619"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/categories?post=619"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/utuhukuk.com\/en\/wp-json\/wp\/v2\/tags?post=619"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}