Labor & Employment Lawyer in Istanbul, Turkey

What Does a Labor and Employment Lawyer in Istanbul Do?

A labor lawyer provides legal advice concerning the relationship between employers and employees from recruitment through the end of employment and, where necessary, represents clients in disputes.

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Employment law is broader than termination disputes. A well-rounded employment law practice may involve:

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• Employment contract drafting and review

• Employee rights and employer obligations

• Salary and wage disputes

• Overtime and working-time issues

• Annual leave and other statutory leave

• Severance and notice compensation

• Termination of employment

• Reinstatement claims

• Workplace harassment and mobbing allegations

• Discrimination disputes

• Workplace accidents and occupational safety

• Social security and SGK matters

• Foreign employee work permits

• Internal employment policies

• Employee disciplinary procedures

• Confidentiality and restrictive covenants

• Collective labor relations

• Trade union matters

• Employment mediation

• Labor litigation

• Settlement and dispute resolution

• Employment-related compliance audits

 

The objective is not merely to respond after a dispute has started. Effective Turkish employment counsel should also help identify legal risks before they become claims.

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Turkish Labor Law: The Legal Framework Employers and Employees Should Know

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Law No. 4857 on Labour

Law No. 4857 is one of the principal statutes governing employment relationships in Türkiye. It addresses important matters including employment contracts, working time, annual leave, termination, notice periods, severance-related issues, equal treatment, and other employment rights and obligations.

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The Ministry of Labour and Social Security identifies Law No. 4857 on Labour among the principal legislation administered within its labor-law framework.

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However, employment relationships cannot always be assessed under the Labour Law alone. Depending on the circumstances, other legislation, regulations, court decisions, collective agreements, employment contracts, and procedural rules may also become relevant.

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Why the Applicable Law Matters

A legal question may appear straightforward—for example, whether an employer can terminate an employee—but the answer can depend on:

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• The type of employment relationship

• The employee's position

• Length of service

• Contract terms

• Workplace size and applicable statutory requirements

• Reason for termination

• Whether the workplace is unionized

• Whether the employee falls within a protected category

• Whether a collective agreement applies

• Whether mandatory procedures have been followed

• Whether mediation or another pre-litigation procedure is required

 

This is why employment disputes should be evaluated based on the complete factual and documentary record rather than a single rule taken in isolation.

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Employment Contracts in Türkiye

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Drafting a Turkish Employment Contract

A properly drafted employment agreement establishes the basic terms of the employment relationship and can reduce uncertainty between the parties.

 

Depending on the position and circumstances, an employment contract may address:

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• Position and responsibilities

• Workplace and working location

• Start date

• Duration of employment

• Salary and payment arrangements

• Working hours

• Overtime

• Annual leave

• Benefits and allowances

• Confidentiality

• Intellectual property

• Personal data processing

• Company policies

• Notice and termination

• Applicable restrictive covenants

• Dispute-resolution provisions

 

Employment contracts should be drafted consistently with mandatory Turkish employment legislation. Contractual language cannot simply remove statutory rights that the law protects.

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Fixed-Term and Indefinite-Term Employment

The distinction between fixed-term and indefinite-term employment can have important legal consequences.

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A fixed-term arrangement should not be treated as a substitute for an indefinite employment relationship merely because the contract uses fixed-term wording. The legal basis and circumstances supporting the fixed-term relationship must be examined.

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An employment lawyer can review the proposed structure before the employee starts work, rather than attempting to correct an improperly structured relationship after a dispute arises.

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Employee Rights Under Turkish Employment Law

Employees in Türkiye may have statutory rights relating to wages, working time, rest periods, annual leave, social security, occupational health and safety, termination, and other aspects of employment.

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The exact rights available to an employee depend on the applicable legislation and the facts of the employment relationship.

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Wages and Salary Claims

Disputes concerning remuneration can arise from:

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• Unpaid salary

• Underpayment

• Unpaid overtime

• Bonuses

• Commissions

• Allowances

• Holiday work

• Weekend work

• Benefits forming part of remuneration

• Incorrect payroll records

 

The legal assessment often requires examination of employment contracts, payroll records, bank payments, workplace records, correspondence, attendance records, and other evidence.

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Working Hours and Overtime

Working-time disputes are among the most common employment issues.

 

An employer should maintain appropriate systems for recording and managing working hours, while employees should understand how additional work may affect their statutory entitlements.

 

Questions may arise concerning:

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• Ordinary working hours

• Overtime

• Rest periods

• Weekly rest

• National holidays

• Public holiday work

• Shift systems

• Remote or flexible working arrangements

 

An Istanbul employment lawyer can review the actual working arrangement against the applicable legal requirements rather than relying solely on the wording of an employment contract.

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Annual Leave and Other Employment Leave

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Annual Paid Leave

Employees meeting the statutory requirements may have rights to paid annual leave. The calculation and use of annual leave can become contentious when employment ends or when an employee claims that leave was not properly granted or recorded.

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Employers should maintain accurate leave records.

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Employees should also retain documentation relating to approved leave and employment records where a dispute exists.

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Other Types of Leave

Depending on the circumstances, Turkish employment law provides different forms of leave and absence rights.

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These may involve matters such as:

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• Maternity-related rights

• Family-related leave

• Health-related absence

• Statutory leave

• Public holidays

• Weekly rest

 

The precise entitlement depends on the employee's circumstances and the applicable legislation.

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Termination of Employment in Türkiye

Termination is one of the most legally sensitive stages of an employment relationship.

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A termination decision can result in claims concerning notice, severance, reinstatement, unpaid wages, unused leave, overtime, discrimination, or other employment rights.

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How Should an Employer Terminate an Employee?

Before terminating employment, an employer should consider the legal basis and procedural requirements applicable to the particular employee and workplace.

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A proper termination assessment may include:

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1. Identifying the legal basis for termination.

2. Reviewing the employment contract.

3. Examining the employee's length of service.

4. Assessing whether notice requirements apply.

5. Considering severance implications.

6. Reviewing disciplinary records where relevant.

7. Checking whether statutory protections apply.

8. Assessing discrimination or retaliation risks.

9. Preparing appropriate termination documentation.

10. Ensuring final employment payments and records are handled correctly.

 

The correct approach depends on the reason for termination and the specific circumstances.

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Termination for Cause

Certain circumstances may permit termination based on legally recognized grounds.

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However, an employer should not assume that a serious allegation automatically provides a lawful basis for immediate termination. Evidence, timing, procedure, statutory requirements, and the employee's conduct must all be considered.

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Termination Without Cause

Where termination is not based on a legally recognized immediate termination ground, the employer may have obligations concerning notice, severance, justification, or other employee rights depending on the circumstances.

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Resignation

Employee resignation can also raise legal questions, particularly where the employee alleges that resignation resulted from unpaid wages, workplace conditions, pressure, harassment, or another legally significant circumstance.

 

A resignation document should therefore be assessed in context rather than treated as conclusive without reviewing the surrounding facts.

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Severance Pay and Notice Compensation in Türkiye

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What Is Severance Pay?

Severance pay, commonly referred to as kıdem tazminatı, can arise when statutory conditions are satisfied.

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Eligibility is not determined solely by how long an employee has worked. The reason and circumstances of termination are also important.

 

A proper calculation may require consideration of:

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• Length of service

• Final remuneration

• Regular benefits

• Statutory eligibility

• Reason for termination

• Applicable legal limits and rules

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What Is Notice Compensation?

Notice compensation, commonly known as ihbar tazminatı, relates to statutory notice requirements applicable in qualifying employment relationships.

 

The amount can depend on the employee's period of service and other circumstances.

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Severance and Notice Are Not the Same

These concepts are frequently confused.

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Severance pay and notice compensation arise under different legal rules and should be assessed separately. An employee may have a claim for one, both, or neither depending on the circumstances of termination.

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Reinstatement Claims in Türkiye

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Unlawful or Invalid Termination

In qualifying circumstances, an employee may challenge the validity of termination and seek reinstatement.

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The legal analysis can involve questions such as:

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• Whether the employer had a valid reason

• Whether the termination procedure was lawful

• Whether the employer followed applicable statutory requirements

• Whether the stated reason is supported by evidence

• Whether the termination was discriminatory or retaliatory

 

Because reinstatement disputes involve strict procedural considerations, employees and employers should obtain advice promptly.

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Employment Litigation Strategy

A strong employment litigation strategy begins before the lawsuit.

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The parties should preserve:

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• Employment contracts

• Payroll records

• SGK records

• Attendance records

• Emails

• Messages

• Workplace policies

• Disciplinary documents

• Leave records

• Performance evaluations

• Termination notices

• Mediation records

• Witness information

 

The value of evidence often depends not only on what exists, but also on whether it can establish the relevant facts clearly and consistently.

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Mandatory Mediation in Turkish Employment Disputes

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Mediation Before Filing Certain Employment Claims

Turkish employment disputes may be subject to mandatory mediation before litigation.

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This makes mediation an important part of employment dispute strategy rather than simply an optional settlement meeting.

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A lawyer can assist with:

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• Preparing the client's position

• Reviewing the claim

• Calculating potential amounts

• Preparing settlement proposals

• Assessing litigation risk

• Participating in mediation negotiations

• Drafting settlement terms

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Why Employment Mediation Matters

A negotiated settlement can sometimes resolve a dispute faster and with less uncertainty than litigation.

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However, settlement should be based on an informed assessment of the legal position. An employee should understand the rights being waived, while an employer should understand the claims being resolved and the scope of the settlement.

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Employment Litigation in Istanbul

When a labor dispute cannot be resolved through negotiation or mediation, litigation may become necessary.

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Our Istanbul labor lawyers can assist with employment disputes involving:

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• Termination

• Reinstatement

• Severance pay

• Notice compensation

• Unpaid wages

• Overtime

• Annual leave

• Public holiday work

• Workplace discrimination

• Workplace harassment

• Employee receivables

• Employer claims

• Social security issues

• Employment-related damages

• Other labor-law disputes

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Preparing an Employment Lawsuit

An effective case normally begins with careful evidence analysis.

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We review the employment relationship, documents, correspondence, payroll information, termination records, workplace practices, and available evidence before determining the appropriate legal strategy.

 

The objective is to present a coherent case supported by relevant evidence rather than relying on broad allegations.

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Workplace Harassment, Mobbing and Discrimination

Workplace conduct can create substantial legal risk for employers and serious consequences for employees.

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Employment disputes may involve allegations concerning:

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• Workplace harassment

• Psychological pressure

• Mobbing

• Discriminatory treatment

• Retaliation

• Unequal treatment

• Sexual harassment

• Hostile workplace conduct

 

These allegations should be handled carefully and confidentially.

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Employer Response to Workplace Complaints

When an employee makes a serious workplace complaint, the employer should avoid both extremes: ignoring the complaint and making conclusions without proper investigation.

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A legally appropriate response may involve:

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1. Recording the complaint.

2. Preserving relevant evidence.

3. Protecting confidentiality.

4. Assessing immediate workplace risks.

5. Conducting an appropriate internal review.

6. Taking proportionate corrective measures.

7. Documenting the process.

8. Obtaining legal advice where necessary.

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Occupational Health and Safety Law in Türkiye

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Employer Responsibilities for Workplace Safety

Occupational health and safety is a significant part of Turkish employment law.

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Law No. 6331 on Occupational Health and Safety regulates duties, responsibilities, rights, and obligations concerning occupational health and safety and applies broadly to public and private workplaces, subject to statutory exceptions.

 

Employers may need to address matters including:

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• Workplace risk assessment

• Employee training

• Occupational safety measures

• Health surveillance

• Workplace safety organization

• Accident reporting

• Preventive measures

• Employee information

• Documentation and compliance

 

The legal consequences of workplace accidents can extend beyond ordinary employment claims, potentially involving administrative, civil, and criminal issues depending on the facts.

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Social Security and SGK Employment Matters

Employment relationships in Türkiye are closely connected with the social security system administered by the Social Security Institution (SGK).

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The SGK explains that employees are required to be included in the social security system and that employers have corresponding registration and reporting obligations.

 

Employment-related SGK matters may include:

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• Employee registration

• Employment entry and exit notifications

• Social security premiums

• Payroll reporting

• Workplace registration

• Employment records

• Work accidents

• Social security disputes

 

The SGK employer portal provides electronic services for matters such as employee entry and exit notifications and other employer procedures.

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Foreign Employee and Work Permit Lawyer in Istanbul

Istanbul is one of Türkiye's principal centers for international business, investment, technology, finance, tourism, manufacturing, and professional services. Consequently, employment of foreign nationals is a significant area of labor-law practice.

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Do Foreigners Need a Work Permit in Türkiye?

As a general rule, foreigners covered by Law No. 6735 on International Labour Force must obtain a work permit or work permit exemption before starting employment in Türkiye. A residence permit by itself does not generally give a foreign national the right to work.

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This distinction is particularly important for international companies and foreign professionals.

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Work Permit Applications

The Ministry explains that work permit applications can be made from Türkiye in qualifying circumstances or through Turkish diplomatic missions where the application is made from abroad.

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The process may involve:

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• Employment contract

• Passport

• Supporting documents

• Employer information

• SGK information

• Work permit application

• Ministry evaluation

• Fees

• Post-approval procedures

 

The Ministry's official guidance identifies the employment contract and passport among documents relevant to work permit applications.

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Types of Work Permits

The International Labour Force framework provides different categories of work authorization.

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For example, a first definite work permit may be granted for up to one year, subject to the applicable conditions. Subsequent extensions may allow longer periods under the same employer.

 

Because work authorization is tied to specific legal and employment conditions, employers should review the immigration and employment position before allowing a foreign national to commence work.

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Work Permit Exemption

Certain foreign nationals and activities may fall within statutory work permit exemption rules.

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The Ministry provides separate guidance for work permit exemptions and identifies circumstances in which an exemption may be available.

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Employment Compliance for Businesses in Istanbul

Preventive employment-law advice can be especially valuable for companies with growing workforces.

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Employment Compliance Audit

An employment-law compliance review may examine:

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• Employment contracts

• HR policies

• Employee files

• Payroll

• Working-time records

• Annual leave records

• Termination procedures

• Disciplinary procedures

• Workplace safety documentation

• SGK compliance

• Foreign employee documentation

• Confidentiality provisions

• Internal reporting procedures

• Data-protection practices

 

The purpose is to identify potential problems before they develop into claims or regulatory issues.

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HR Policies and Employee Handbooks

Companies should ensure that internal employment policies are consistent with Turkish law and reflect their actual workplace practices.

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Policies may address:

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• Working hours

• Attendance

• Leave

• Remote work

• Disciplinary procedures

• Confidentiality

• Information security

• Workplace conduct

• Harassment

• Equal treatment

• Company property

• Internal complaints

• Termination procedures

 

A policy is most useful when employees understand it and management applies it consistently.

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Employment Contracts for International Companies in Istanbul

Foreign-owned companies establishing operations in Istanbul often need to coordinate Turkish employment law with group-wide HR policies.

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An international employment structure may involve:

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• Turkish employment contracts

• Foreign parent-company policies

• Expatriate arrangements

• Cross-border assignments

• International compensation

• Employee transfers

• Work permits

• Confidentiality obligations

• Intellectual property

• Data protection

• Restrictive covenants

 

A global HR policy should not automatically be assumed to comply with mandatory Turkish employment rules.

 

The Turkish-law position should be reviewed before the policy or employment contract is implemented locally.

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Non-Compete and Confidentiality Agreements

Businesses may have legitimate interests in protecting confidential information, customer relationships, trade secrets, and other commercially valuable information.

 

At the same time, restrictions imposed on employees are subject to legal requirements.

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Non-Compete Clauses

A non-compete provision should be evaluated in light of the applicable Turkish legal rules, the employee's position, geographical scope, duration, and the legitimate interests being protected.

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A broad restriction that effectively prevents an employee from working may raise enforceability concerns.

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Confidentiality Obligations

Confidentiality agreements can help protect legitimate business information, including:

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• Trade secrets

• Customer information

• Pricing information

• Business strategies

• Technical information

• Internal processes

• Commercial data

 

The drafting should clearly distinguish legitimate confidential information from information that cannot lawfully be restricted.

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Collective Labor Relations and Trade Unions

Employment law becomes more complex when a workplace has collective labor relations.

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Our legal services can cover matters involving:

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• Trade unions

• Collective bargaining

• Collective labor agreements

• Union-related disputes

• Workplace representation

• Employer strategy

• Employee representation

• Collective disputes

 

Türkiye's collective labor framework includes Law No. 6356 on Trade Unions and Collective Labour Agreements, alongside related legislation and administrative rules.

 

For employers, union-related decisions should be evaluated carefully because actions affecting collective labor relations can have consequences extending beyond an individual employee.

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Labor Law Advice for Employers

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Day-to-Day Employment Counsel

Businesses often need legal advice before a dispute exists.

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Examples include:

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• “Can we change this employee's duties?”

• “Can we change the workplace?”

• “How should we issue a warning?”

• “Can we terminate this employee?”

• “Do we need to pay notice compensation?”

• “Is this non-compete clause enforceable?”

• “How should we respond to an employee complaint?”

• “Can we employ this foreign national?”

• “What documents should we retain?”

• “How should we restructure our workforce?”

 

A lawyer who understands the company's operations can provide practical advice based on the specific circumstances rather than generic answers.

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Labor Law Advice for Employees

Employees may seek legal advice when they believe their employment rights have been violated.

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Common concerns include:

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• Unpaid wages

• Overtime

• Severance

• Notice compensation

• Unused annual leave

• Unlawful termination

• Reinstatement

• Workplace harassment

• Discrimination

• Social security problems

• Forced resignation

• Work accidents

• Employment contract disputes

 

An employee should preserve relevant documents and seek legal advice promptly when a dispute is developing, particularly where procedural deadlines may apply.

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Common Employment Law Questions in Istanbul

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When should I contact an employment lawyer?

Ideally, before signing an important employment document or taking a significant employment action.

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Employers can seek advice before disciplinary action, restructuring, dismissal, or workforce changes. Employees can seek advice before signing a settlement, resignation, release, or other document affecting their rights.

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Can an employer terminate an employee immediately?

Not every termination can lawfully be made immediately. Whether immediate termination is available depends on the applicable statutory grounds and the facts of the case.

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Can an employee claim severance pay after resignation?

It depends on the circumstances of the resignation and whether the statutory conditions for severance are satisfied. A simple statement that an employee “resigned” does not always answer the legal question.

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Can an employee claim unpaid overtime?

Potentially, yes, where the legal requirements are satisfied and the employee can establish the relevant working time and entitlement.

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Evidence such as payroll, attendance records, correspondence, workplace records, and witness evidence may become important.

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Is mediation required before an employment lawsuit?

Certain employment disputes are subject to mandatory mediation before litigation. The applicable procedural requirement should be checked for the particular claim.

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Can a foreigner work in Türkiye with only a residence permit?

Generally, no. A residence permit by itself does not ordinarily authorize a foreign national to work. A work permit or applicable exemption is generally required under the international labor framework.

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Can an employment contract be prepared in English?

An employment agreement may be prepared for an international workforce, but its enforceability and relationship with mandatory Turkish law should be carefully reviewed. For employees working in Türkiye, the contractual terms should be structured with Turkish employment legislation in mind.

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Why Choose Our Labor and Employment Lawyers in Istanbul?

Employment disputes are rarely limited to one legal question. A termination dispute, for example, may simultaneously involve contract law, payroll, social security, procedural requirements, workplace policies, evidence, mediation, and litigation strategy.

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Our approach focuses on understanding the complete employment relationship.

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Practical Employment Advice

We explain the legal position in clear language and identify realistic options.

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Preventive Legal Support

For employers, we focus on reducing avoidable employment disputes through proper contracts, policies, procedures, and timely legal advice.

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Dispute Representation

Where negotiation does not resolve a matter, we can assist with mediation and employment litigation.

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International Employment Experience

For companies employing foreign nationals, employment advice may need to be coordinated with work permit and immigration requirements.

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Evidence-Based Strategy

We assess documents, communications, payroll records, employment history, and other evidence before recommending a legal course of action.

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Our Labor and Employment Law Services in Istanbul

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For Employers

We assist employers with:

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• Employment contract drafting

• Employment contract review

• HR legal advice

• Employment compliance

• Employee disciplinary procedures

• Termination procedures

• Severance and notice issues

• Workplace policies

• Employee handbooks

• Harassment and discrimination matters

• Workplace investigations

• Confidentiality agreements

• Non-compete arrangements

• Restructuring

• Collective labor relations

• Trade union matters

• Work permits for foreign employees

• SGK-related employment matters

• Employment mediation

• Labor litigation

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For Employees

We advise employees regarding:

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• Employment contract review

• Unpaid salary

• Overtime

• Severance pay

• Notice compensation

• Annual leave claims

• Termination disputes

• Reinstatement

• Workplace harassment

• Discrimination

• Social security matters

• Work accidents

• Settlement agreements

• Employment mediation

• Labor litigation

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A Practical Approach to Employment Disputes

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Step 1: Understand the Employment Relationship

We establish who the parties are, how the relationship began, the employee's position, length of service, remuneration, workplace, and applicable contractual terms.

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Step 2: Identify the Legal Issue

The dispute may concern termination, unpaid remuneration, working time, leave, workplace conduct, social security, or another employment matter.

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Step 3: Review the Evidence

Contracts, payroll, SGK records, correspondence, workplace documents, attendance information, disciplinary records, and other evidence are assessed.

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Step 4: Assess Available Options

Depending on the circumstances, the appropriate approach may involve negotiation, mediation, administrative procedures, or litigation.

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Step 5: Implement the Strategy

Once the legal and commercial position is understood, we assist with the appropriate procedure and represent the client's interests.

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Why Istanbul Employment Law Requires Local Legal Knowledge

Istanbul is home to businesses ranging from local SMEs to multinational companies, technology businesses, manufacturers, financial institutions, professional-service firms, retailers, and international investors.

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The legal framework may be national, but employment problems are often highly specific to the workplace.

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Local legal counsel can be valuable when a matter involves:

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• Istanbul-based employment disputes

• Turkish employment courts

• Local workplace practices

• Foreign employees working in Istanbul

• International companies

• Turkish HR operations

• SGK procedures

• Employment mediation

• Local litigation

 

A strong employment-law strategy should combine knowledge of Turkish legislation with a practical understanding of how employment relationships operate in real workplaces.

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Official Turkish Employment Law Resources

For authoritative information, employers and employees should consult the relevant Turkish public authorities rather than relying solely on secondary summaries.

The Republic of Türkiye Ministry of Labour and Social Security publishes information concerning labor legislation, occupational safety, international labor, and work permits.

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The Social Security Institution (SGK) provides official information and electronic services concerning employee and employer social-security obligations.

The Ministry's official work permit guidance provides current information regarding foreign nationals, applications, documents, evaluation criteria, and work authorization.

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For occupational safety, the official text of Law No. 6331 sets out the statutory framework governing employer and worker duties and responsibilities.

Because Turkish employment legislation and administrative procedures can change, official sources should be checked for the rules applicable at the time a legal decision is made.

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Frequently Asked Questions About Labor and Employment Law in Türkiye

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What is the main employment law in Türkiye?

Law No. 4857 on Labour is one of the principal statutes governing employment relationships in Türkiye. However, employment matters can also be governed by the Turkish Code of Obligations, social-security legislation, occupational health and safety legislation, collective labor legislation, and other applicable rules.

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What does an employment lawyer in Istanbul handle?

An employment lawyer may advise on contracts, wages, working hours, annual leave, termination, severance, notice compensation, workplace disputes, discrimination, occupational safety, social security, foreign employee work permits, mediation, and labor litigation.

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Can an Istanbul labor lawyer represent an employer?

Yes. Employment lawyers can advise and represent employers in preventive compliance matters, employment disputes, mediation, negotiations, administrative proceedings, and litigation.

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Can an employment lawyer represent employees?

Yes. An employment lawyer can advise employees concerning employment contracts, unpaid receivables, termination, severance, notice compensation, reinstatement, workplace disputes, and other employment rights.

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How is severance pay calculated in Türkiye?

Severance entitlement and calculation depend on statutory eligibility, length of service, remuneration, and the circumstances in which employment ended. A case-specific calculation should be made using the employee's actual employment and remuneration records.

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What happens if an employer fails to register an employee with SGK?

Failure to comply with social-security obligations can create legal and financial consequences for an employer. SGK states that employee registration is a legal obligation and provides employer procedures for employment notifications.

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Can a foreign employee work for any employer after obtaining a Turkish work permit?

Not necessarily. Work permits are generally issued subject to specific employment conditions, including the relevant employer, workplace, job, and applicable authorization. The Ministry expressly states that a foreign national with a work permit for one employer generally needs a new work permit to work for another employer.

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What should I do if I receive a termination notice?

Do not ignore it. Preserve the employment contract, termination notice, payroll documents, SGK records, correspondence, and other relevant evidence, and obtain legal advice promptly so that applicable procedural requirements and potential claims can be assessed.

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What should an employer do before dismissing an employee?

The employer should first identify the legal basis for termination, review the employee's contractual and statutory position, assess evidence and procedural requirements, calculate potential financial obligations, and prepare the necessary documentation.

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Get Legal Advice From a Labor & Employment Lawyer in Istanbul

Employment law affects both people and businesses at critical moments. A poorly drafted employment contract can create problems years later. An improperly handled termination can lead to litigation. An undocumented workplace practice can become evidence in a dispute. A foreign employee working without the required authorization can expose both the employee and employer to legal consequences.

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For these reasons, employment-law advice is often most valuable before a dispute becomes a lawsuit.

 

Our labor and employment lawyers in Istanbul, Turkey provide legal advice and representation across the employment relationship—from contracts and workplace compliance to termination, mediation, and litigation.

 

If you are an employer seeking to reduce employment-law risk or an employee dealing with a workplace dispute, we can assess your circumstances, explain the relevant Turkish legal framework, and help you determine the appropriate next step.

Contact our Istanbul employment law team to discuss your labor and employment matter.