Turkish Labour Law Research Articles

Revisiting Picketing within the Framework of Turkish Labour Law

In the context of collective labour disputes, which often arise during negotiations for a collective labour agreement, various methods are employed by both employees and employers to resolve conflicts. Strike, one such method, involves employees abstaining from work or disrupting workplace activities to seek better working conditions or secure new rights. Strikes can be lawful or unlawful, depending on whether they adhere to the conditions specified in the Law No. 6356 on Trade Unions and Collective Bargaining Agreement. Picketing, another combative method, is utilized in labour law to address collective labour disputes and is closely linked to the freedom of expression. While colloquially defined as personal or collective protests using banners, picketing in labour law refers to employees gathering at the entrance of their workplace during a strike to voice complaints about the employer and persuade others to join the strike. This study aims to explore the concept of picketing within Turkish labour law and compare it with practices in Anglo-Saxon jurisdictions.

Minimum Working Age in Turkish Labour Law

Genel ifade ile çocukların yapamayacakları kadar küçük oldukları ve/veya mahiyeti ve koşulları gereği çocukların sağlığına, güvenliğine yahut ahlakına zarar verme ihtimali olan işleri ifade eden çocuk işçiliği, günümüzün en önemli sorunlarındandır. Bu sebeple, çalışma hayatında çocukların özel olarak korunmaları gerekmektedir. Uluslararası ve ulusal düzeyde düzenlemelerle çocuk ve gençler için sağlıklı bir çalışma ortamı oluşturulması gayesi güdülmektedir. Türk Hukukunda, çocukların özel olarak korunması gereği Anayasa ile güvence altına alınmıştır. Bu bağlamda, Devlet, asgari bir çalışma yaşı belirlemek ve çalışma koşullarıyla ilgili olarak çocuklar için koruyucu önlemler almakla yükümlüdür. Çocukların belirli bir yaşa kadar çalıştırılmamasını başka bir ifade ile asgari bir çalışma yaşının belirlenmesini öngören düzenleme, bahsi geçen koruyucu düzenlemelerin en önemlilerindendir. Bununla birlikte, mevzuatımızda asgari çalışma yaşına yönelik olarak birbiriyle örtüşmeyen farklı düzenlemeler mevcuttur. Çalışmamızda, Türk iş hukukunda asgari çalışma yaşı konusu ele alınmıştır. Bunun için, öncelikle uluslararası ve ulusal düzenlemeler ışığında çocuk kavramı açıklığa kavuşturulmuştur. Ardından, Türk iş hukukunda asgari çalışma yaşına yönelik olarak farklı kanunlarda yer verilen düzenlemeler mukayeseli olarak değerlendirilmiştir.

Uluslararası Normlara ve Temsili Endüstriyel Demokrasiye Atıfla İşyeri Çalışan Temsilciliğinin Kurumsal İnşası: Türkiye için bir Çift Kanaldan Temsil Modeli Önerisi

This article explores the feasibility of setting up a shop-floor social dialogue mechanism in Turkey based on the synthesis of EU Directive (2002/14/EC), the German works council model and various dimensions of Turkish labour law and practice. Evaluating the outputs of the questionnaire conducted between the years 2015-2016 and addressed to selected samples of representatives of labour unions and employers’ organizations as well as to officials of the Turkish Ministry of Labour and Social Security, the article proposes two alternatives for a dual-channel representation system: namely, the establishment of works councils to co-exist with unions and the election of employee representatives. Since the majority of Turkey’s workplaces are currently unrepresented by unions, it is assumed that either option may serve the objectives of adapting Turkish labour relations to international standards and locating representative industrial democracy at the core of work life.

Legality Criteria of Mutual Rescission Agreements and Concept of “Reasonable Benefit”** within the Context of Turkish Labour Law

Özellikle iş güvencesi hükümlerinin mevzuatımızda yer almasının ardından sıklıkla karşılaşılan ikale (bozma sözleşmesi), mevcut bir iş sözleşmesinin sona erdirilmesini amaç edinir. İş ilişkisi taraflarının karşılıklı olarak anlaşmasıyla, türü ne olursa olsun halihazırdaki bireysel iş sözleşmesi sona ermektedir. İş ilişkisinde zayıf konumda bulunan işçiyi koruma prensibi çerçevesinde şekillenen iş mevzuatımız içerisinde söz konusu sözleşmenin ne şekilde yapılacağı hususunda bir düzenleme yer almamaktadır. İkale (bozma sözleşmesi), her ne kadar hukuki temelini sözleşme özgürlüğünden alsa da işçi bakımından doğuracağı olumsuz neticeler nedeniyle özel bir denetlemeye muhtaç görülmüştür. Genel olarak sözleşmeler bakımından göz önünde bulundurulan geçerlilik ölçütlerinin yanı sıra öğreti tarafından geliştirilen “makul yarar (menfaat)” ölçütü de ikalenin geçerliliği bakımından değerlendirmede bir kriter olarak dikkate alınmaktadır. Hatta geçerli bir ikalenin varlığından bahsedebilmek için söz konusu yararın sağlanmış olması en fazla önem atfedilmiş ölçüt olmuştur. Çalışmamızda ikale konusunda genel bilgiler verildikten sonra söz konusu sözleşmenin geçerlilik ölçütleri, ikale özelinde değerlendirilecek ve makul yarar kavramı ayrı bir başlık altında incelenecektir.

Türk ve Kuzey Kıbrıs Türk Cumhuriyeti İş Hukukunda Toplu İş Sözleşmesi Kavramı ve Toplu İş Sözleşmesinin Uygulanma Alanı

In Turkish and Turkish Republic of Northern Cyprus Labour law, employers and employees have the right to form a collective labour agreement with the purposes of defining bilateral conditions of employment, or amending their economic and social status. This right has vested within the Constitution of Republic of Turkey Article 53(1) under the title of Socio economic rights and duties for Turkish Labour law, and for the Turkish Republic of Northern Cyprus Labour Law it has vested within the the Constitution of TRNC Part II Article 54(1) under the title of Socio economic rights and duties. The institution of collective labour agreements is regulated under the Law of Trade Unions and Collective Bargaining Agreements enumerated as 6356 in Turkish Labour Law, under the Collective Bargaining Agreements, Strikes and Referendums Act No 42/96 in TRNC Labour Law. In this research, a comparative analysis has been formed including similarities and differences of both countries within the field of application for collective labour agreement after the concept of collective labour agreements has been briefly examined as an institution in Turkish and TRNC Labour Law.

The Picketing in Turkish Labour Law

The Collective labour disputes between the employee and the employer parties, during negotiations to conclude a collective labour agreement, can be resolved through peaceful and combative ways. Strike is a combative method that employees leave their work or disrupt their activities in the workplace in order to improve their working conditions economically or obtain new rights. If there is a strike which fulfils the conditions of a lawful strike regulated in the Law No. 6356 on Trade Unions and Collective Bargaining Agreement, there will be a lawful strike. The second type of strike which is the unlawful strike; is any strike that happens without fulfilling the conditions of a lawful strike. Picketing is also a combative method that is applied to solve the collective labour disputes in labour law, and has an importance within the freedom of expression. In daily language; picketing is defined as a personal or collective protest by using banners against an event or a person. In terms of labour law; picketing is defined as employees gathering at the entrance of their workplace while there is an ongoing strike, in order to complain about the employer to the other employees and to the society, and also to persuade the other employees to leave their jobs and join the strike. The aim of this study is to examine the concept of picketing in terms of Turkish labour law by comparing with the Anglo-Saxon law.

The Principle of “Ultima Ratio” in Termination of Employment Contract in Turkish Labour Law

The risk of the employee losing his job against the employer’s right of termination is considered in this study, which found this right of termination to be limited in contemporary labour law systems. One aspect of this limitation is job security. In the job security system, the existence of a valid reason is examined during the judicial review of the termination. However, in some instances, the valid reason is not sufficient per se. Termination based on a valid reason should be proportional. Pursuant to the principle of proportionality, termination should be applied as a last resort. The principle of ultima ratio is examined not only in terms of termination based on business requirements, but also in terms of termination-based employee’s incapacity or behaviour. This study aims to explain the status of the principle of ultima ratio in Turkish Labour Law which means that termination should be applied as a last resort. Furthermore, focus is laid on the precedents by also examining the decisions of the Supreme Court on the matter. 

Sustainability Challenges of Fast Fashion: Environmental and Social Impacts of Cotton Growing and the Ready-Made Garment Industry in Turkey

Turkey is one of the main actors of the global ready-made garment manufacturing industry both as a crucial country for organic and conventional cotton cultivation and as an exporter of yarn, fabric, textile, and RMG. Being a developing country, Turkey benefits from agricultural and industrial activities as they create employment opportunities and boost the national economy and development. On the other hand, Turkey also struggles to cope with the costs of this economic growth, such as the adverse impacts on the environment and human rights. In fact, except for certain legal loopholes, Turkish labour law and relevant legislation on environmental protection are mostly harmonised with the EU standards. Therefore, the main problems, such as unregistered foremanship, unregistered employment, informal workshops, and undeclared subcontracting seem to stem from the loose enforcement of these laws due to the deficiencies in the legal system in general. Other reasons that prove to create challenges for an effective implementation and enforcement of laws include: firstly, social realities, such as an increase in population, as a result of the high birth rates, rural-urban migration, and refugee influx, which is followed by high unemployment rates; secondly, economic constraints, such as a competitive labour market, market economy, and expensive eco-friendly technology; and, finally, structural obstacles, such as the lack of advanced irrigation systems and drainage canals, all of which are examined in this study in relation to cotton cultivation and the RMG industry.

The precarious situation of domestic workers in the light of Turkish labour law and ILO Convention No. 189Gizem Sarıbay ÖztürkThe precarious situation of domestic workers in the light of Turkish labour law

The precarious situation of domestic workers in the light of Turkish labour law and ILO Convention No. 189Gizem Sarıbay ÖztürkThe precarious situation of domestic workers in the light of Turkish labour law

Impact Of ILO Convention Concerning The Protection Of Wages No. 95 On The Turkish Labour Law

Ucret ve ucretin odenmesi isverenin iscinin isi ifasina karsi odemekle yukumlu oldugu bir borctur.Bu temel espriye uygun olarak ILO’nun 95 No’lu sozlesmesinde ucret tabiri,yapilan veya yapilacak olan bir is veyahut gorulen veya gorulecek olan bir hizmet icin yazili veya sozlu bir is akdi geregince bir is veren tarafindan bir isciye, her ne nam altinda ve hangi hesaplama sekliyle olursa olsun odenmesi gereken ve nakden degerlendirilmesi kabil olup karsilikli anlasma veya milli mevzuatla tespit edilecek bedel veya kazanclari ifade eder.Ucretin bu kavramsallastirmasina uygun olarak ucret ve ucretin odenmesi Turk Is Hukukunda genis ve ayrintili duzenlemelerle yer almistir.Turk Is Hukukunda,kimi duzenlemeler ucretin tanimi ve odeme zamaniyla ilgili olmakta,kimi duzenlemeler ise dogrudan ucret ve ucretin odenmesini guvence altina almaktadir.Ne var ki ucrete iliskin Turk Is Hukukundaki duzenlemeler ILO’nun normlarindan etkilenmistir. Bunlarin basinda ucret ve ucretin korunmasina iliskin 95 Nolu sozlesme gelmektedir. Elbette ucrete iliskin olarak ILO’nun diger sozlesmeleri de Turk Is Hukukunda ifadesini bulmustur.Ancak bu calisma 95 Nolu sozlesmenin Turk Is Hukukuna etkisiyle sinirlandirilmistir. Bu niyet temelinde bu calisma 95 Nolu sozlesmenin Turk Is Hukukuna etkisini incelemek gayesiyle ele alinmistir.Bu cercevede ucret kavrami ve ucretin odemesindeki gelismeler ucretin odeme yeri ve zamani ve ucretin korunmasiyla ilgili olarak Turk Is Hukukunda yer alan duzenlemeler 95 Nolu sozlesme ile mukayeseli olarak incelenmistir.

Workers' rights and employment contracts in a developing country context: the case of Turkey

A rapidly growing economy and a primary geopolitical actor in Eurasia, Turkey has attracted record levels of international capital and workforce since its recognition as a membership candidate to the European Union in 1999. This article presents an English-language recap of the first two chapters of Turkish labour law – an increasingly needed legislative piece for non-Turkish corporations and people interested in doing business or working in Turkey.

Legal workplace policies for drugs and alcohol in Turkey

The widespread of individual and social problems related to substance use/abuse provoked the new approaches for workplace drug testing systems in the world. Workplace drug testing laws are constructed to protect the community from the consequences of drug use by workers. In Turkey, the legal arrangements on workplace drug testing exist in Turkish Penal Code, Turkish Labour Law, Workplace Physicians Regulations, Maritime Labour Law and Medical Examination Instructions in Highway Transportation Although Turkey has made the initial attempts to develop homogeneous and reliable regulations for workplace drug testing, a detailed workplace policy for drug testing at workplace has still not been provided.. An amendment has been done in the Regulations on Seafarers and a drug test (marijuana, cocaine, amphetamine like drugs and opiate) has been added into the routine tests to take a "Seafarer Health Report".

Turkish labour law: a political economy perspective

Turkish labour law: a political economy perspective

Working Conditions of the Child Worker in Turkish Labour Law

Child labor is one of the most important subjects related to work in Turkey. The children of the poor families feel the necessity to enter the work force. The necessity which stems from the economic hardship forces the child and adolescent workers to accept unhealthy working conditions. Having said that, it would be wrong to assume that the sole purpose of the children workers is to earn a living. Research indicates that another purpose is to learn a profession. There exist regulations that limit the child labor in Turkey. Through these regulations, several occupations are prohibited to be undertaken by child labor and reduction in working hours is enforced. The Labor Code that came into force in 2003 contains important regulations in this regard. The labor Code introduced important responsibilities to employers and unions. Turkey also took part in international agreements and working towards fulfilling her duty as a result of these agreements. Furthermore, Ministry of Labor and Social Security runs several programs tailored for child labor. IPEC Project is the important program among those. These programs involve not only the child labor, but also their families as well. To sum up, Turkey is aware of the fact that child labor is a social and economic problem. As a result, the efforts towards resolving the issue is ongoing and important steps are being taken towards the EU membership.

Introduction to “Working Conditions of the Child Worker in Turkish Labour Law”

In the first decade of the twenty-first century, child labor remains a topic of significant interest in developing, industrial and post-industrial countries although the specific issues regarding the employment of children with which each country might be concerned differs. In this timely and comprehensive essay, Levent Akin, Associate Professor of Law at Ankara University (Turkey), discusses the recent attempts undertaken by Turkey to protect and improve the working conditions of child laborers in Turkey in the twenty-first century’s first decade. I welcome international legal scholars to contribute future articles and essays analyzing important employment-related topics within their own country from any one of a variety of theoretical perspectives. Moreover, if any of the journal’s readers would like to respond to essays published in the “Perspectives” Section or would like to write on any topic in the field of employee relations, please do not hesitate to contact me with your proposal. I welcome both practitioner-based and scholarly-based articles. I hope that you enjoy this article and find it most illuminating. Employ Respons Rights J (2009) 21:51 DOI 10.1007/s10672-008-9097-8

Foreign Workers in Turkey, Their Rights and Obligations Regulated in Turkish Labour Law

In Turkish Law, working permits of foreigners has been regulated in the Law No. 4817 on the Work Permits of Aliens. Any foreigner, who completes the procedure and covers the requirements stated in the Law No. 4817, may work legally in Turkey. Depending on various reasons, some foreigners work illegally in Turkey and this situation poses the increasing problem of illegal foreign workers. Turkey has specified the Law No. 4817 of 27 February 2003 on Work Permits of Aliens, in the legislation which needs to be amended in order to achieve harmonization with the acquis communautaire. Although, illegal foreign worker phenomenon is a multidisciplinary issue and shall not be eradicated only by the amendments which will take place, but it is still important to highlight the current situation of the Law on Work Permits of Aliens. Keywords:Turkish Labour Law; foreign workers; working permit; types of working permit; undocumented foreign workers; illegal foreign workforce; undeclared work; illegal immigrants; human trafficking Language: en

Strike Ballot In Turkish Labour Law

Turk is hukukunda grev oylamasi, isci kurulusu tarafindan alinan grev kararinin uygulanip uygulanmamasinda, iscilerin isteklerini, dusuncelerini gostermesini ve kesin sonucun ortaya cikmasini saglayan demokratik bir kurumdur. 2822 sayili Toplu Is Sozlesmesi, Grev ve Lokavt Kanunu’nda yer alan grev oylamasina iliskin duzenlemeler incelenirken 275 sayili Toplu Is Sozlesmesi, Grev ve Lokavt Kanunu’ndaki duzenlemelerle karsilastirma yapilmistir. Bu sekilde, Turk is hukukunda grev oylamasina iliskin duzenlemelerin gelisimi ortaya konduktan sonra grev oylamasina iliskin mevcut duzenlemelerde karsilasilan sorunlar ve bu sorunlara iliskin cozum onerilerin sunulmasi amaclanmaktadir. 2822 sayili Toplu Is Sozlesmesi, Grev ve Lokavt Kanunu’nda grev oylamasina iliskin duzenlemelerde bazi degisiklikler yapmak suretiyle bu uygulamanin daha iyi bir hale gelmesi saglanabilir. Bununla birlikte, grev oylamasina iliskin mevcut duzenleme, iscilerin cogunlugunun istegine aykiri olarak isci sendikasi tarafindan alinan grev karari karsisinda iscilere goruslerini aciklama imkani saglayan demokratik bir uygulamadir.

Harmonisation of Turkish law with EU’s regulations in respect of equal treatment

The contin uous expansion of European discrimination law reveals its importance also in the harmonisation process. By new Labour Act No. 4857, anti‐discrimination law is inserted as a new chapter to Turkish labour law. The prohibition of discrimination on the ground of sex is regulated on the model of the 1976 Equal Treatment Directive. In respect of discrimination on the grounds of racial and ethnic origin, religion or belief, age, disability and sexual orientation, a general provision prohibiting discrimination is enacted. Up to date, these rules have not found a note worthy jurisprudential application.

Türk İş Hukuku'nda Kıdem Tazminatı Fonu Tartışmaları

Severance pay is a paradoxical problem, from 3008 Act(1936) to 4857 Act(2006), in Turkish Labour Law. It has provided as a right in Turkish Labour Law for 70 years.Firsth regulations were made by 3008 Labour Act in 1936. Second regulations were provided in 1475 Labour Act in 1975 in accordance with 3008 Labour Act. But also it has provided strongly rights than 3008 labour Act. In the time, there were a lot of new right amended to this Act by lawmaker.Those amends had profited two funtion to the severeance pay. One of them was unemployment insurance schame, the second was pay of length of sevice.This two funtion of severance pay was discussed as ajob security in Turkish Labour Law for a long time.But,after adopting new Labour Act no 4857 in 2006, discussion on severance pay get a new appeance. Becouse of adoptting new regulation about job security in accordance with ILO Convention no 158, which restriction labour contract without justification,Competent authority(law-maker) want to provide severance pay without its job security function. But this intention has not got chance to be as a law regulatin.In this period, firstly government perapered a new draft act, which is provided severance pay fund. According to this draft, severance pay is not paid in the all conditions when labour contract terminated,it would be paid only in the contitions of when one of workers retairment. But this draft has not got chance to be an act, yet. In accordance of above observation,this study is based on evolation of severance pay fund in Turkish Labour Law.