Foreign Employee Rights in Turkey: Dismissal, Severance Pay and Unpaid Wages

A foreigner employed in Turkey (Türkiye) has the same rights under the Labour Law as a Turkish employee: notice or pay in lieu on dismissal, severance pay after one year of service, protection against dismissal without a valid reason in larger workplaces, overtime pay, paid annual leave and wages paid on time. An employee who believes a dismissal was invalid must apply to a mediator within one month. Unpaid wages and other claims must also go through mediation before a lawsuit. The rules are in the Labour Law (No. 4857) and the Labour Courts Law (No. 7036).

For a foreign employee the end of a job also puts the work permit — and with it the right of residence — at risk. This guide explains the rights, the deadlines and the procedure, and how to manage the immigration consequences at the same time.

• Notice periods: 2, 4, 6 or 8 weeks depending on length of service (Art. 17).
• Job security: workplaces with 30 or more employees; at least 6 months' service; indefinite contract — dismissal requires a valid reason (Art. 18).
• Form: dismissal must be in writing, stating the reason clearly and precisely (Art. 19).
• Challenging dismissal: mediator within one month; lawsuit within two weeks of a failed mediation (Art. 20).
• If dismissal is invalid: reinstatement, or 4 to 8 months' wages; plus up to 4 months' back pay (Art. 21).
• Unpaid wages: after 20 days, the employee may stop working; highest deposit interest applies (Art. 34).
• Overtime: work above 45 hours a week, paid at 150% (Art. 41).
• Work permit: cancelled when the employment ends (Law No. 6735, Art. 15).

Legal status of this guide. It reflects the Labour Law (No. 4857) as currently in force. Severance pay is regulated by Article 14 of the former Labour Law (No. 1475), which remains in force; the severance ceiling and the minimum wage are revised periodically. Limitation periods and several points on foreign employees rest on other legislation and on case law. Last updated: October 2026.

In this guide

• Equal treatment and which law applies
• The employment contract and the work permit
• Wages, overtime and leave
• Termination with notice
• Job security: valid reason required
• Immediate termination for just cause
• Severance pay
• Challenging a dismissal: the one-month deadline
• Claiming unpaid wages and other entitlements
• The work permit and residence after dismissal
• What to keep and what not to sign
• Frequently asked questions

Equal treatment and which law applies

The Labour Law applies to workplaces, employers and employees within its scope without regard to nationality. Its principle of equal treatment prohibits discrimination in the employment relationship on grounds such as language, race, colour, sex, political opinion, religion and similar reasons; and race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion and similar reasons can never be a valid reason for dismissal (Art. 18(3)(d)). A foreign employee is therefore entitled to the same wages for the same work, the same working conditions and the same protection on dismissal.

For employment contracts with an international element, the parties may choose the governing law, but the employee cannot be deprived of the protection of the mandatory rules of the law of the country where the work is habitually carried out. Where the work is done in Turkey, the protective rules described here apply whatever the contract says. Disputes are heard by the labour courts.

Certain categories fall outside the Labour Law or under special statutes — for example domestic workers, seafarers and journalists — and are governed by the Code of Obligations or their own legislation.

The employment contract and the work permit

• A work permit is required before work starts, applied for by the employer; a first permit is granted for at most one year, for a specific workplace and job, and may not exceed the term of the contract (Law No. 6735, Art. 10(1)). See Work Permit Rejected in Turkey.
• Fixed-term or indefinite? Because permits are issued year by year, contracts of foreign employees are often written for one year. Turkish courts have held that the limited duration of a work permit does not, by itself, make the employment contract a fixed-term one; where there is no objective reason for a fixed term, the contract is treated as indefinite, with the notice, severance and job-security rights that follow.
• Wages in foreign currency. Wages may be agreed in foreign currency and paid in Turkish lira at the rate on the payment date (Art. 32). Above the thresholds set by regulation, wages must be paid through a bank account.
• Social security. The employer must register the employee and pay contributions under Law No. 5510 (Law No. 6735, Art. 22(2)). Registration at the true wage matters: severance, notice pay and pension rights are calculated on it, and "minimum wage on paper, the rest in cash" arrangements are the most common source of disputes.
• Language. Ask for a copy of the contract in a language you understand. If two versions exist, check which prevails.

Wages, overtime and leave

Entitlement	Rule	Basis
Payment of wages	In money, at the workplace or into a bank account, at least monthly	Art. 32
Late payment	If wages are not paid within 20 days of the due date, other than for force majeure, the employee may refuse to work; the highest deposit interest rate applies; the contract cannot be terminated on that ground and replacement workers cannot be hired	Art. 34
Normal working time	45 hours a week at most	Art. 41, 63
Overtime	Work above 45 hours a week; each hour paid at the normal hourly rate increased by 50%, or compensated by time off on request	Art. 41
Annual paid leave	After one year of service; the minimum number of days rises with seniority	Art. 53
Weekly rest and public holidays	Paid; work on those days attracts additional pay	Art. 46–47

Unused annual leave is not lost when the contract ends: its monetary value, at the final wage, is payable on termination whatever the reason for the termination. Overtime is proved by workplace records, entry and exit logs, correspondence and witnesses; a clause stating that "overtime is included in the salary" is accepted by the courts only up to the annual statutory overtime limit.

Termination with notice

Before an indefinite contract is terminated, the other party must be notified. The contract ends (Art. 17):

Length of service	Notice period
Less than 6 months	2 weeks
6 months to 1.5 years	4 weeks
1.5 to 3 years	6 weeks
More than 3 years	8 weeks

• These are minimum periods and can be increased by contract.
• A party who does not observe the notice period must pay compensation equal to the wages for that period (notice pay). The employer may terminate at once by paying the wages for the notice period in advance.
• Notice pay is calculated on the wage plus contractual and statutory benefits measurable in money — meal, transport, bonuses.
• For employees outside the job-security rules, where the right to terminate is abused, compensation of three times the notice period is payable (bad-faith compensation).
• The same notice periods bind the employee who resigns.

Job security: valid reason required

In workplaces employing thirty or more employees, an employer who terminates the indefinite contract of an employee with at least six months' seniority must rely on a valid reason arising from the employee's capacity or conduct, or from the operational requirements of the business, the workplace or the job (Art. 18(1)). The six months are counted across the employer's workplaces in the same line of business.

The following, in particular, are not valid reasons (Art. 18(3)): union membership or activity; acting as a union representative; applying to administrative or judicial authorities against the employer to pursue rights or fulfil obligations; race, colour, sex, marital status, family responsibilities, pregnancy, birth, religion, political opinion and similar grounds; absence during maternity leave; and temporary absence for illness or accident within the statutory waiting period.

Procedure (Art. 19). The employer must give notice of termination in writing and state the reason clearly and precisely. An indefinite contract cannot be terminated for reasons relating to the employee's conduct or performance without first obtaining the employee's defence against the allegations.

Burden of proof (Art. 20(2)). The employer must prove that the termination was based on a valid reason. If the employee claims that the real reason was different, the employee must prove that.

Certain senior managers — employer's representatives who manage the whole enterprise, and those who manage the whole workplace with authority to hire and dismiss — are outside these provisions.

Immediate termination for just cause

By the employee (Art. 24). Whether the contract is fixed-term or not, the employee may terminate immediately, without waiting for the notice period, for:

• health reasons — the work is dangerous to the employee's health or life;
• conduct contrary to morality and good faith — the employer misled the employee about essential terms when the contract was made; insulted or sexually harassed the employee; assaulted or threatened the employee or a family member; did not calculate or pay the wages in accordance with the law or the contract; or did not apply the agreed working conditions;
• compelling reasons — work stops at the workplace for more than a week.

An employee who resigns for just cause — typically unpaid wages or overtime, or unregistered or under-declared social security — keeps the right to severance pay. A plain resignation without stating the reason forfeits it, so the reason should be set out in a written notice sent through a notary.

By the employer (Art. 25). The employer may terminate immediately for health reasons, for conduct contrary to morality and good faith — such as dishonesty, theft, harassment, unauthorised absence for the periods stated in the law, or persistent failure to perform duties despite warning — for compelling reasons, and where the employee is detained or arrested for longer than the notice period. Termination for misconduct deprives the employee of notice and severance pay, and must be exercised within six working days of learning of the conduct and in any event within one year.

Severance pay

Severance pay (kıdem tazminatı) is governed by Article 14 of the former Labour Law No. 1475, which remains in force.

• Condition: at least one year of service with the same employer.
• When payable: on dismissal by the employer other than for the employee's misconduct under Article 25(II); on resignation by the employee for just cause under Article 24; and in further cases listed in the law, such as military service, retirement, a woman's resignation within one year of marriage, and death.
• Amount: thirty days' gross wage for each full year of service, and proportionately for part-years, calculated on the last wage including regular benefits in money.
• Ceiling: the amount per year of service may not exceed a statutory ceiling that is updated twice a year.
• Tax: only stamp duty is deducted, up to the ceiling.

The length of service is counted from the actual start of work, including any period before the work permit was issued, if that can be proved.

Challenging a dismissal: the one-month deadline

An employee covered by job security who considers that no reason was given, or that the reason given is not valid, must apply to a mediator with a request for reinstatement within one month of notification of the dismissal. If mediation fails, a case may be brought before the labour court within two weeks of the date of the final mediation report (Art. 20(1)). The case is to be decided expeditiously, and on appeal the regional court decides finally (Art. 20(3)).

If the court finds the dismissal invalid (Art. 21):

• the employee must apply to the employer to start work again, and the employer must reinstate within one month;
• if the employer does not reinstate, it must pay compensation of at least four and at most eight months' wages, fixed by the court in the judgment;
• in addition, the employee is paid wages and other rights for the period out of work until the judgment becomes final, up to four months;
• notice pay and severance pay already paid are set off if the employee is reinstated; if not reinstated and notice was not given or paid, notice pay is due as well.

The one-month period is strict and short. It runs from the day the dismissal letter is received, including where the employee was sent home with a message or simply told not to come. Applying to the mediator is done at the mediation office in the courthouse; a lawyer can apply on a power of attorney, and mediation meetings can be held online — which matters for an employee who has had to leave Turkey.

Claiming unpaid wages and other entitlements

1. Written demand. A notice through a notary sets out the claim and, where relevant, the just cause for resignation.
2. Mandatory mediation. Claims by employees and employers for receivables and compensation arising from the law or the employment contract, and reinstatement claims, must be taken to a mediator before a lawsuit; a case filed without it is dismissed on procedural grounds. Mediation is concluded within weeks; an agreement signed there is enforceable like a judgment.
3. Labour court. If no agreement is reached, the claim is filed with the final mediation report. Evidence: contract, payslips, bank statements, social security record, workplace correspondence, time records, witnesses.
4. Complaint to the authorities. A complaint can also be made to the Ministry of Labour and Social Security's communication line (ALO 170) and to the Social Security Institution about unregistered or under-declared employment.
5. Limitation. Wage claims, and severance pay, notice pay, bad-faith compensation and annual leave pay, are subject to a five-year limitation period. Do not wait: evidence and witnesses are easier to secure early.

An employee who worked without a work permit can also claim wages for the work done; see working without a work permit in Turkey.

Dismissed, unpaid, or asked to sign a resignation? Send the dismissal letter or the document you were asked to sign, and the date. Message Yayla Law on WhatsApp or use the contact form. Reinstatement claims must reach a mediator within one month.

The work permit and residence after dismissal

An ordinary work permit is tied to the employer and the job. It is cancelled when the employment ends for any reason (Law No. 6735, Art. 15(2)(ç)), and the employer must notify the Ministry within fifteen days (Art. 22(1)). Because a work permit is also the residence permit, its cancellation ends the basis of stay.

• Act at once on status. Apply for a residence permit on another basis — as a change of purpose, inside Turkey (Law No. 6458, Art. 22(1)(ğ), Art. 29) — or have a new employer file a new work permit application, which is treated as a first application (Law No. 6735, Art. 10(2)). Remaining without status exposes you to a deportation order. See Residence Permit Rejected in Turkey.
• A reinstatement case does not preserve the permit. The labour-law claim and the immigration position run separately; pursue both.
• Your claims survive departure. If you leave Turkey, a lawyer can conduct the mediation and the lawsuit under a power of attorney, and money awarded can be transferred abroad.
• Retaliation. An employer who threatens to "cancel your permit" or "have you deported" if you claim your rights is describing something that happens anyway when the job ends. Applying to the authorities to pursue your rights can never be a valid reason for dismissal (Art. 18(3)(c)).
• Years of work count. Lawful work-permit time counts towards the indefinite work permit and long-term residence; see independent and indefinite work permits in Turkey.

What to keep and what not to sign

Keep, from the first day: the contract; the work permit card; payslips and bank statements; a social security service record (obtainable through e-Government); emails and messages about working hours, wages and instructions; and the names of colleagues who could testify.

Be careful with:

• A resignation letter drafted by the employer. Signing it forfeits severance and notice pay and any reinstatement claim.
• A release (ibraname). A release is valid only if made in writing, at least one month after the end of the contract, stating each type and amount of claim, with payment made in full through a bank. A release signed on the last day, or for amounts not actually paid, does not bar your claims — but it complicates them.
• A mutual termination agreement. It ends the contract without notice or severance unless these are provided for in it, and removes the reinstatement claim. Do not sign without knowing what you are owed.
• Blank or undated papers and documents in a language you do not read. Write "received, not agreed" with the date if you are required to acknowledge receipt.

Frequently asked questions

Do foreign employees have the same rights as Turkish employees?

Yes. The Labour Law applies regardless of nationality, and discrimination on grounds such as race, language, religion or similar reasons is prohibited. Foreign employees are entitled to the same wages, working conditions, severance and protection against dismissal.

How much notice must an employer give in Turkey?

Two weeks for service under six months, four weeks for six months to one and a half years, six weeks for one and a half to three years, and eight weeks for more than three years. The employer may instead pay the wages for the notice period in advance.

When am I entitled to severance pay?

After at least one year of service, where the employer dismisses you other than for serious misconduct, or where you resign for just cause such as unpaid wages. The amount is thirty days' gross wage per year of service, subject to a statutory ceiling.

Can I challenge my dismissal in Turkey?

If the workplace has thirty or more employees and you have at least six months' service on an indefinite contract, the employer needs a valid reason. You must apply to a mediator within one month of the dismissal and, if mediation fails, sue within two weeks.

What can I claim if the dismissal was invalid?

Reinstatement; if the employer does not reinstate you within one month of your application, compensation of four to eight months' wages; and in addition up to four months' wages for the period you were out of work.

What can I do if my salary is not paid?

If wages are unpaid twenty days after they fall due, you may stop working without being dismissed for it, and interest accrues at the highest deposit rate. You may also resign for just cause and claim severance pay, and pursue the wages through mediation and the labour court.

What happens to my work permit if I am dismissed?

The work permit is cancelled when the employment ends, and with it your residence basis. You need a new work permit through another employer or a residence permit on another ground, promptly. Your labour claims can be pursued even after you leave Turkey.

Is mediation mandatory in Turkish employment disputes?

Yes. Claims for wages, compensation and reinstatement must be taken to a mediator before a lawsuit can be filed. A case brought without mediation is dismissed on procedural grounds.

My employer asked me to sign a resignation letter. Should I?

Not without advice. A resignation removes your right to severance pay, notice pay and reinstatement. If the employer wishes to end the contract, the termination should come from the employer in writing, stating the reason.

Legal basis and sources

• Labour Law No. 4857, Articles 5, 17–21, 24–25, 32, 34, 41 and 53 — official consolidated text at mevzuat.gov.tr.
• Labour Law No. 1475, Article 14 (severance pay).
• Labour Courts Law No. 7036 (mandatory mediation); Code of Obligations No. 6098 (release agreements).
• International Labour Force Law No. 6735, Articles 10, 15 and 22; Law No. 6458, Articles 22 and 29.

This article provides general legal information on Turkish law as of October 2026. It is not legal advice. Entitlements depend on the contract, the size of the workplace and the circumstances of termination.