Employee Rights in Türkiye: Documents, Claims and First Steps

Start with the employment relationship

The first question is which legal rules govern your work. An employment contract, the actual working arrangement, the employer’s identity and the type of activity matter. Not every worker falls under the same statutory regime. This guide addresses the general employment-law framework; maritime, press and other special regimes require a separate assessment.

• Employment contract and amendments
• SGK employment and service records
• Employer’s registered name and actual workplace

Separate each possible claim

Unpaid salary, overtime, holiday work, annual-leave pay, severance and notice pay are different claims. They do not all arise on the same date or use the same wage basis. Continued employment and termination also produce different consequences. A useful claim schedule lists the relevant period, amount claimed, payments received and supporting documents for each item.

• Record the salary agreed and the amount actually paid
• Keep wage slips and bank statements together
• List benefits, bonuses and commission separately

Record events before taking the next step

Write a dated chronology of the issue: who said what, which documents were given to you and when notice reached you. Preserve existing records in their original form. A screenshot alone may not establish the sender, full conversation or relevant period. Avoid accessing another person’s account or collecting records through unlawful methods.

• Termination notice and delivery record
• Work schedules, leave records and relevant correspondence
• Names of witnesses and the events each personally observed

From enquiry to representation

Some employment disputes require mediation before court proceedings. The route and applicable deadlines depend on the type of claim. Do not assume that an informal discussion with the employer stops time running. At a consultation we first review the dates, then the claim and evidence map. Any representation, fee and scope of work are agreed separately.

• State whether employment continues
• Mention any dismissal, hearing or service date
• Bring existing mediation or court papers

Related guides

Official sources

The linked statutory texts and official guidance are in Turkish. The applicable regime and rules at the relevant date must be considered for an individual case.

• Ministry of Labour — employment legislation
• Labour Courts Act No. 7036
• International Labour Force Directorate — work permits