How and when employment ended affects each potential claim. Pay, compensation and reinstatement conditions should be assessed separately using the relevant records.
How did employment end?
Resignation, employer termination and termination for just cause have different implications. The stated reason, actual events, duration and nature of employment matter. A social-security exit code alone is not a decision determining every legal entitlement.
Separate each monetary claim
Salary, overtime, unused annual leave, severance and notice compensation involve different requirements and calculations. They do not all arise whenever employment ends. Pay components, regular benefits and working-time records should be examined for each claim.
Reinstatement and mediation
Employment-protection conditions and specific application deadlines after notice of dismissal are important for reinstatement. Mandatory mediation and its exceptions must be checked for relevant employment claims. Waiting on the basis of a general limitation period may lead to loss of rights.
Prepare a timeline
Gather the contract, payslips, bank records, working-time records and dismissal notice. Any release or settlement presented for signature deserves separate review. Preserve relevant evidence without unnecessarily copying trade secrets or other employees’ private information.
Relevant legislation and official sources
This content concerns legal matters in Türkiye. Foreign law and cross-border transactions require separate assessment.
Content is for general information and is not personal legal advice. Contact alone does not establish a lawyer-client relationship.
Related practice areasEmployment & Social Security