LABOR LAW NEWSLETTER 2025/1

I.LEGISLATIVE AMENDMENTS

• The Decree on the Principles Amending the Principles Regarding the Employment of Contracted Personnel (Decision Number: 9399) has been Published!

With the Presidential Decree published in the Official Gazette dated January 11, 2025 and numbered 32779, the Council of Ministers Decree dated 06/06/1978 and numbered 7/15754 was amended. With this amendment, a maximum of 10% of the contracted teacher positions allocated to the Ministry of National Education for the field of physical education is reserved for national athletes who meet certain success criteria. In addition, new regulations have been introduced for the education personnel to be employed by the Presidency of the National Education Academy.

You can access the text of the decision here.

• Between January 1, 2025 and June 30, 2025, Domestic and International Income Tax Exempt Per Diem Amounts have been Updated!

With the Decree No. 9396 published in the Official Gazette dated January 11, 2025 and numbered 32779, the ‘Decree on Per Diems to be Given for Travels to the Turkish Republic of Northern Cyprus’ and the ‘Decree on Per Diems Abroad’ have been updated. Accordingly, the per diem amounts to be applied abroad as of January 1, 2025 have been redefined.

You can access the details regarding these amendments and the current per diem amounts here.

• Communiqué No. 2024/35 on National Occupational Standards has been published!

Communiqué No. 2024/35 on National Occupational Standards (“Communiqué”) was published in the Official Gazette No. 32780 dated January 12, 2025.

The purpose and definition of National Occupational Standards were explained in detail in our previous bulletin. You can access the related bulletin here.

With the published Communiqué, Dramaturg (Level 6) National Occupational Standard, Playwright (Level 6) National Occupational Standard, Theater Trainer (Level 6) National Occupational Standard and Theater Producer (Level 6) National Occupational Standard, which are annexed to the Communiqué, entered into force as of the publication date of the Communiqué

Thus, the job descriptions and required skills of Dramaturg, Playwright, Theater Trainer and Theater Producer occupational groups published with the Communiqué have been determined. The fact that these occupations are declared as Level 6 reveals that these occupations require high-level management and professional expertise. Level 6 is used for positions that require more technical labor and expertise.

You can access the full Communiqué here.

• The Law Amending the Social Security and General Health Insurance Law and Certain Other Laws (“Law”) has been published!

The Law published in the Official Gazette dated January 15, 2025 and numbered 32783 amends the Social Insurance and General Health Insurance Law and certain other laws. These amendments aim to increase the efficiency of the social security system and facilitate citizens’ access to healthcare services.

The Law amended the social security premium discount rates provided by the Ministry of Treasury and Finance. In particular, the 5-point discount rate for private sector employers outside the manufacturing sector was reduced to 4 points. This change has been implemented as of February 1, 2025.

For employers operating in the manufacturing sector, the 5-point discount rate continues and the President has the authority to extend this period until December 31, 2027.

You can access the full text of the law here.

• Ministry of National Education Regulation on the Employment of Contracted Teachers Has Been Published!

On January 16, 2025, the Ministry of National Education published the Regulation on the Employment of Contracted Teachers (“Regulation”) in the Official Gazette dated January 16, 2025 and numbered 32784. As we mentioned in our previous newsletter, Teaching Law was published in the Official Gazette dated October 18, 2024 and numbered 32696. The Regulation regulates the preparatory training and candidate selection process for the National Education Academy established by the Law and regulates the appointment process and relocation of those who complete their training.

You can access the text of the Regulation here.

• The Ministry of Labor and Social Security published the Communiqué on January 2025 Statistics on the Number of Workers in the Labor Lines and the Number of Members of Trade Unions!

Within the scope of Law No. 6356 on Trade Unions and Collective Bargaining Agreements, the Communiqué on January 2025 Statistics on the Number of Workers and Number of Members of Trade Unions in the Branches of Labor (“Communiqué”) was published in the Official Gazette dated 28 January 2025 and numbered 32796.

According to the Communiqué, the total number of workers, both unionized and non-unionized, decreased by 0.64% and the number of unionized member workers increased by 0.49% across the country. According to the statistics included in the Communiqué, 2,524,547 out of 16,864,733 workers are unionized. Among the 20 branches of labor included in the Communiqué, the branch with the highest number of workers is “trade, office, education and fine arts” with 4,469,945 workers. This branch was followed by “metal” with 1,987,733 workers and “construction” with 1,741,475 workers. Among labor unions, the union with the highest number of members was Türk-Metal Union with 293,829 members. Türk-Metal Union was followed by Hizmet-İş Union with 280,769 members and Öz Sağlık-İş Union with 224,289 members.

You can access the full communiqué here.

• National Employment Strategy (2025-2028) (“Strategy”) Has Been Published!

With the Presidential Decree No. 9488 published in the Official Gazette No. 32800 dated 1 February 2025, the National Employment Strategy (2025-2028) prepared by the Ministry of Labor and Social Security of the Republic of Türkiye (“Ministry”) was approved.

The National Employment Strategy (2025-2028) prepared by the Ministry provides a comprehensive analysis of the current conditions of the labor market and includes key objectives such as increasing employment, improving labor quality, improving working conditions and strengthening social security.

This strategy is shaped by taking into account the impact of dynamics such as global economic transformation, digitalization and climate change on the labor market. It also aims to directly address the main problems of working life, such as reducing informal employment, combating mobbing at workplaces, strengthening social security mechanisms and expanding flexible working models.

Within this framework, four main policy areas have been identified:

1. Strengthening Workforce Cohesion in the Digital and Green Transformation Process

In line with developing technology and sustainability policies, it is critical that the labor market adapts to digital and green transformation. The Ministry will implement new strategies in line with these policies.

• Creating training programs in line with technological developments: It is aimed to encourage employees to gain competence in areas such as artificial intelligence, automation, data analytics and environmentally friendly production processes.

• Ensuring job security: It is envisaged to create new occupational groups against job losses caused by digitalization and to protect the rights of employees involved in the transformation process.

• Increasing digital and green employment: It is aimed to implement incentives to create a qualified workforce in renewable energy, circular economy and sustainable production sectors.

• Supporting the transition to remote and flexible working models: Steps will be taken to establish a legal framework for digital working environments and to regulate them in accordance with occupational health and safety rules.

These policies aim to transform employees into a more competitive workforce by adapting to changing working conditions.

2. Justice and Security at Work: Mobbing, Equality and Psychological Safety at Work

Protecting employee rights, ensuring psychological safety and increasing equal opportunities at workplaces are among the priority issues addressed under this strategy.

• Legal arrangements to combat mobbing: It is envisaged that deterrent administrative and penal sanctions against psychological harassment at workplaces will be increased.
• Strengthening independent audit mechanisms: The aim is to establish an independent and impartial review mechanism where employees can safely report cases of mobbing.
• Implementing equality policies: It is aimed to increase sanctions against employers to prevent discrimination based on factors such as gender, disability, age and ethnic origin.
• Measures to increase women’s employment: Steps will be taken to expand practices such as maternity leave, parental support and nursery assistance to support women’s participation in the labor force.
• Preventing psychosocial risks at work: It is stated that occupational health and safety policies will be developed to reduce stress, excessive workload and pressure in the work environment.

These regulations aim to make working environments healthier, safer and more supportive.

3. Combating Informal Employment and Strengthening the Social Security System

Unregistered employment in Türkiye causes both deprivation of social security rights and economic losses. In this context, it is stated that various measures will be taken by the Ministry.

• Tightening inspections to prevent unregistered employment: It was emphasized that whether employees are insured under the SSI will be regularly inspected and sanctions will be imposed on employers who violate the legislation.
• Increasing SSI incentives: It was announced that insurance premium supports and incentive mechanisms will be expanded to encourage employers to engage in formal employment.
• Inclusion of self-employed individuals in social security: Social security reforms will be implemented for freelance, remote and project-based workers.
• Reforming the social security and pension system: It is aimed to create a fairer system by updating the pension conditions for employees to have long-term social security coverage.

These reforms will encourage workers to secure employment and expand social protection.

4. Promoting Flexible Working Culture and Supporting Regional Employment

Flexible working models, which are increasingly accepted in the global labor market, help employees achieve a work-life balance. The Ministry emphasized that various strategies will be implemented in line with current developments.

• Strengthening the legal basis of flexible working models: Models such as remote work, part-time work and project-based work will be harmonized with labor law.
• Supporting business models that promote local development: It was announced that local entrepreneurship projects will be encouraged and economic development programs will be implemented to increase employment in rural areas.
• Increasing rural employment in non-agricultural sectors: Investments will be made in sectors such as e-commerce, logistics and tourism to create alternative sources of income outside agriculture.
• Implementation of regional incentive mechanisms: Investment incentives will be increased to address economic imbalances between developed and developing regions.

These measures aim to promote flexible working models, support rural development and make the labor market more inclusive.

In conclusion, the National Employment Strategy (2025-2028) aims to take concrete steps to modernize the labor market, increase employment, strengthen social security and protect workers’ rights.

The strategy aims to make Türkiye’s labor market more inclusive, fair and sustainable by addressing critical issues such as combating mobbing in workplaces, reducing informal employment, regulating flexible working within the legal framework and increasing regional employment.

You can access the relevant strategy here

• The Regulation Amending the Regulation on Occupational Health and Safety Services to Be Carried Out by the Employer or Employer Representative at Workplaces (“Regulation”) Has Been Published!

With the Regulation published in the Official Gazette dated March 5, 2025 and numbered 32832, the requirement to pass an exam following occupational health and safety training, which was mandatory for workplaces classified as less hazardous, has been removed. A certificate of completion for the training will be considered sufficient.

According to the Regulation, employers who hold a “Certificate of Completion of Employer or Employer Representative Training on the Execution of Occupational Health and Safety Services” will be allowed to undertake the occupational health and safety responsibilities of multiple workplaces classified as less hazardous and located within the same province, provided that the total number of employees is less than 50. However, employer representatives holding the same certificate will only be allowed to assume the occupational health and safety responsibilities of one single workplace under a full-time employment contract.

You can access the full text of the Regulation here.

• Presidential Circular No. 2025/3 on the Prevention of Psychological Harassment (Mobbing) in Workplaces Has Been Published!

With the Circular published in the Official Gazette dated March 6, 2025 and numbered 32833, several measures have been introduced to prevent employees from being subjected to psychological harassment (mobbing) in the workplace.

According to the Circular, employees exposed to psychological harassment at work may file complaints with their institution or organization, the Presidential Communication Center, the Petition Committee of the Grand National Assembly of Türkiye, the Ministry of Labor and Social Security via the ALO 170 hotline, or directly with the Ministry, the Human Rights and Equality Institution of Türkiye, or the Ombudsman Institution.

Additionally, a Committee for Combating Psychological Harassment has been activated within the Ministry of Labor and Social Security. This Committee will be responsible for carrying out training and awareness-raising activities, conducting inspections, and reporting on measures related to combating workplace mobbing.

You can access the full text of the Circular here.

• Amendment to Circular No. 2013/11 by the Social Security Institution Allows for the Change of the Reason for Termination of Employment!

With the amendment made on March 11, 2025 to Circular No. 2013/11 by the Social Security Institution, it has been regulated that if an employee’s reason for termination was initially reported in a way that would not require the payment of severance or notice compensation, but such payments were later awarded by a court or through mediation, then the employee or employer may apply to the Institution to change the termination reason accordingly.

You can access the full text of the Circular here.

• SSI Circular No. 2025/9 on Minimum Wage Support for 2025 Has Been Published!

With Circular No. 2025/9 published on March 13, 2025, the procedures and principles for the minimum wage support to be applied during the January–December 2025 period have been defined.

Under the temporary Article 109 added to Law No. 5510, private sector employers who meet specific criteria will receive daily support in the amount of TRY 33.33, which will be offset against their social security premiums and funded through the Unemployment Insurance Fund. The number of insured employees and the number of reported premium payment days for the same month of the previous year will be considered. Inaccurate or incomplete declarations, fraudulent transactions, or non-compliance with legal deadlines may lead to the cancellation of the support.

Only employees subject to long-term insurance branches reported under specific document types mentioned in the Circular will be eligible. Employees not subject to long-term insurance branches will not benefit from the support. No formal application is required, but employers must fulfill the legal and technical requirements outlined in the Circular.

You can access the full text of the Circular here.

II. JUDICIAL DECISIONS

• Decision No 2025/3, Docket No 2024/12604 of the 9th Civil Chamber of the Court of Cassation dated 06.01.2025, on Regarding the Acceptance that the Employee Did Not Take Annual Leave for 15 Years is Contrary to the Ordinary Flow of Life

This decision of the 9th Civil Chamber of the Court of Cassation is about the determination of the annual leave period that the plaintiff was entitled to between 1995-2011. In the case subject to the decision, the plaintiff requested the determination of the annual leave period that he did not use during the period he worked in Yeşilova Municipality between 1995 and 2011.

The Court of First Instance determined that the claimant was entitled to 306 days of unused annual leave for the period between 1995 and 2011. However, the Court’s acceptance that the claimant worked for 15 years without taking any annual leave is contrary to the ordinary course of life. For this reason, it is stated that the judge should take the statement of the plaintiff employee within the framework of the obligation to enlighten the case and make a decision by evaluating according to the entire file scope.

According to Article 31 of the Code of Civil Procedure No. 6100, the judge has the duty to enlighten the case. The judge may ask the parties for explanations, ask questions or request evidence to be shown about the issues that he/she deems unclear or contradictory regarding the dispute. In this context, in the face of the allegations that the employee did not use annual leave, the judge should listen to the plaintiff employee and obtain explanations about whether he used annual leave or not.

As a result, in the relevant decision of the 9th Civil Chamber of the Court of Cassation; it is stated that the acceptance of working for 15 years without taking annual leave is contrary to the ordinary course of life, and that the court should listen to the plaintiff and take his statement regarding the use of annual leave and make a decision in line with this statement.

You can access the full decision of the 9th Civil Chamber of the Court of Cassation here.

• Decision of the Constitutional Court of the Republic of Türkiye, dated 05.09.2024, Application No. 2016/11319, on the Disciplinary Penalty of Public Officials Who Fail to Perform Their Watch Duty in Accordance is Not a Violation of Union Rights with the Union Decision

In its decision with application number 2016/11319, the Constitutional Court (“CC”) ruled that the failure of teachers to fulfill their shift duty in line with the decision of their union did not constitute a violation of the right to freedom of association.

In the case under review, a group of teachers did not fulfill their duty as of February 2015 in line with the decision of the trade union of which they were members. Upon this situation, the administration initiated a disciplinary investigation against the teachers and sentenced them to warning.

In the Constitutional Court’s decision, it was stated that the act of teachers not fulfilling their shift duty was related to the exercise of union rights and this behavior was considered as an activity aimed at improving the working conditions of union members.

As a result of the examination made by the Constitutional Court, it was evaluated that the teachers’ fulfillment of their duty of watch duty is a duty of critical importance in order not to disrupt educational activities, and that failure to fulfill this duty may adversely affect the functioning of the school and the safety of the students. Accordingly, it was decided by majority of votes that the warning penalty given to the teachers was a proportionate intervention and that their union rights were not violated.

You can access the full Constitutional Court Decision here.

• Decision of the Constitutional Court of the Republic of Türkiye dated 21.02.2025, Application No. 2019/36380, on the Grounds That the Failure to Consider the Petition for Amendment Submitted for the Second Time in the Same Case Does Not Violate the Right to a Fair Trial

In the application subject to the Constitutional Court’s decision dated 17.09.2024 and numbered 2019/36380, published in the Official Gazette dated 21 February 2025 and numbered 32820, the applicant claimed that his/her right to access to court was violated due to the non-acceptance of his/her second amendment request to change the starting date and type of interest and the nature of the case in the lawsuit he/she filed regarding labor receivables.

The applicant claimed the labor receivables arising from the collective labor agreement with the lawsuits he/she filed and amended the receivables he/she claimed in the original lawsuit petition and in the combined lawsuit with the amendment petition.  With the amendment petition, the applicant stated that his/her lawsuits were filed as an indefinite claim lawsuit and requested that the highest deposit interest be applied to all receivables as of the date of the lawsuit.

During the proceedings, the applicant submitted a second petition for amendment to the First Instance Court and in the petition for amendment, he/she stated that he/she had filed his/her lawsuit as a lawsuit for indefinite receivables, but that he/she wanted to amend his/her lawsuit as a lawsuit for full receivables, and requested that interest be charged from 31.12.2012, since the payment date was specified as 31.12.2012 in the collective labor agreement regarding the starting date of interest, and that the highest business loan interest be applied for the receivables other than the additional payment receivable.

The First Instance Court decided to partially accept the case without considering the plaintiff’s second amendment petition, and the Applicant appealed the case on the grounds that the second amendment petition was not considered. The Court of Appeal decided to reject the Applicant’s request for appeal on the grounds that the disregard of the Applicant’s second amendment petition was contrary to the law, annulled the verdict in terms of the amount of the additional payment receivable awarded by the First Instance Court and decided to partially accept the cases.

The Applicant claimed that his/her second amendment petition dated 11.04.2017 was not accepted, but the same Appeal Chamber accepted similar requests in other cases, and that this situation did not ensure justice in the judicial process and violated the principle of equality, as well as creating uncertainty and damaging the right to a fair trial.

The Constitutional Court emphasized that the rejection of the Applicant’s second amendment request to change the nature and starting date of the interest in the case filed by the Applicant constituted an interference with the right of access to the court, but it was also emphasized that it was necessary to examine whether the interference constituted a violation.

Accordingly, the Constitutional Court examined the file under the following headings;

In terms of Legality: According to paragraph 2 of Article 176 of Law No. 6100, it is stated that the parties can apply for amendment only once in the same case, and it is stated that the interference with the Applicant’s right of access to the court has a legal basis.

In terms of Legitimate Objective: It has been stated that the legislator aims to prevent continuous changes in claims through amendment petitions, thus ensuring that the parties remain committed to their cases and that the proceedings are concluded regularly and within a reasonable time. In this context, it is emphasized that the intervention serves a legitimate aim.

In terms of Proportionality: Regarding the rejection of the applicant’s second amendment request, it was emphasized that the Applicant’s request to change the nature and starting date of the interest did not impose an excessive burden on the applicant, the burden he had to bear was proportionate to the legitimate aim and the intervention was proportionate.

With this decision, it was decided that the right of access to the court within the scope of the right to a fair trial was not violated on the grounds that it was regulated by law that the same case could not be amended for a second time, that the legislator created such a regulation in order to protect the orderliness of the proceedings and that the burden that the Applicant had to bear was proportionate.

As a result, the Constitutional Court ruled that the Applicant’s right of access to the court was not violated, holding that it was not legally possible to make a second amendment in the same case and that the legislator had introduced this regulation for the orderly and rapid conclusion of the proceedings.

You can access the full judgment here.

• Decision No 2024/187, Docket No 2023/158 of the Constitutional Court of the Republic of Türkiye dated 05.11.2024, on the Law Applicable to Disputes Regarding the Receivables of Employees Working in the Employer’s Workplaces Abroad

In the application subject to the decision of the Constitutional Court dated November 5, 2024 and numbered 2023/158 E., 2024/187 K., published in the Official Gazette dated March 10, 2025 and numbered 32827, the annulment of Article 27(1) and (2) of the Law on International Private and Procedural Law (“MÖHUK”) was requested on the grounds that they were unconstitutional and in violation of the Preamble and Articles 2, 5, 10, 13, 35, 36, 49, 55 and 90 of the Constitution.

The applicants argued that applying the law of the habitual workplace in disputes concerning the receivables of employees working in the employer’s overseas workplaces deprived workers of their constitutional rights.

Upon review, the Court held that determining the applicable law in employment contracts with foreign elements falls under the legislative discretion of the state. However, such rules must not contradict the state’s positive obligations to protect workers. Article 27(1) was found to be unconstitutional as it allowed the choice of law to override the employee’s rights under the mandatory provisions of the habitual workplace law and thus failed to establish a fair balance in labor relations.

Consequently, Article 27(1) was annulled for being in violation of Article 49 of the Constitution.

Regarding Article 27(2), the Court found that stipulating that employment contracts with foreign elements shall be governed by the law of the place where the work is habitually performed, and excluding temporary postings, does not conflict with the state’s positive obligations.

You can access the full text of the decision here.

• The Decision of the Constitutional Court of the Republic of Türkiye dated 09.10.2024 with Application Number 2019/42221 on the Effect of Social Media Posts on Termination of Employment

In its decision dated October 9, 2024 and numbered 2019/42221, published in the Official Gazette dated March 17, 2025 and numbered 32844, the Constitutional Court ruled on a case where an employee claimed violations of freedom of expression, the right to respect for private life, and the right to trial within a reasonable time due to the termination of their employment contract based on their social media posts.

In this case, the bank terminated the employee’s contract, stating that the posts damaged the bank’s reputation and public image. The employee filed a reemployment lawsuit, which was dismissed by the court of first instance on the grounds that the posts were unacceptable. The regional court of appeal also upheld the decision, stating that the posts raised suspicion of association with terrorist organizations and constituted valid grounds for termination.

The Constitutional Court found that the termination based on the social media posts did not amount to a violation of freedom of expression, as the interference was proportionate and met a pressing social need. The Court also concluded that the right to respect for private life was not violated, and the claim regarding trial duration was declared inadmissible due to non-exhaustion of legal remedies.

You can access the full text of the decision here.

III. GLOBAL EMPLOYMENT TRENDS

• Obligation to Have Occupational Safety Experts and Workplace Physicians for Public Institutions and Workplaces with Less than 50 Employees and Classified as Less Dangerous Has Entered into Force!

Articles 6 and 7 of the Occupational Health and Safety Law No. 6331 entered into force as of December 31, 2024 for public institutions and workplaces with less than 50 employees and classified as less dangerous. Accordingly, as of January 1, 2025, it has become mandatory to have an occupational safety specialist and a workplace doctor in workplaces classified as less dangerous with less than 50 employees.

You can find our detailed newsletter on the subject here.

• Severance Pay Ceiling Determined!

According to the circular published by the General Directorate of Public Financial Management and Transformation under the Ministry of Treasury and Finance on January 6, 2025, the severance pay ceiling for the first half of 2025 (January 1 – June 30, 2025) was determined as 46,655.43 TRY. Accordingly, the monthly gross salary to be taken as the basis for calculating the severance pay to be paid to the employee will not exceed this amount.

You can access the text of the Circular here.

• Turkish Employment Agency published the Administrative Fine Valuation Table for 2025!

2025 Administrative Fine (IPC) Valuation Table was published on İŞKUR’s website on 10.01.2025.

Pursuant to Article 17/7 of Misdemeanor Law No. 5326, administrative fines are applied by increasing the revaluation rate determined and announced in accordance with the repeated Article 298 of the Tax Procedure Law No. 213 for that year, effective from the beginning of each calendar year. For the year 2025, the revaluation rate was determined as 43.93% and calculations were made accordingly.

To give an example of some of the updates in the table; In 2025, the penalty for not employing disabled workers in the private sector is determined as 30.081-TRY for each disabled person and each month, and the penalty for receiving services from those who mediate in finding jobs and workers without permission is 136.189-TRY.

You can access the relevant table with all fines here.

• Family and Child Support Income Tax Exemption for Public Employees Announced for the First Half of 2025!

The amounts of child and family allowances exempted from income tax for the first half of 2025 in Türkiye were determined by the circular published by the General Directorate of Public Financial Management and Transformation under the Ministry of Treasury and Finance on January 6, 2025. This exemption is applied in monthly amounts for the children of employees according to certain age groups.

Child Benefit Amounts Exempted from Income Tax:

• For children aged 0-6 years: 506,28-TRY per month
• For children 6 years and over: 253,14-TRY per month

These amounts apply for the period January 1, 2025 to June 30, 2025. Child allowance payments are entitled from the beginning of the month following the month in which the child is born and end when the child marries, turns 25 or starts working under certain conditions.

With the same circular, family allowance is set at 2,301.54 TRY.

You can access the text of the circular here.

• ILO’s 2025 World Employment and Social Outlook for 2025 Shows Slower Labor Market Recovery due to the Slowdown in the Global Economy

According to the World Employment and Social Outlook 2025 published by the International Labor Organization (ILO), the recovery of the global labor market is progressing slower than expected. The report cited geopolitical tensions, climate change and unresolved debt problems among the reasons for the slow progress, noting that these variables put pressure on the markets.

According to the report, the global unemployment rate remained at 5% in 2024, while youth unemployment remained as high as 12.6%. It was also observed that people-oriented job creation and youth labor force participation in low-income countries pose major challenges. Data published as a result of research conducted by the ILO revealed that the number of young people not in education, employment or vocational training has increased worldwide. The report concludes that these factors also pose obstacles to economic recovery and the elimination of inequalities.

According to the Report, economic growth remained low at 3.2%, and although inflation rates showed a downward trend, labor productivity did not reach the expected level. The report highlights that low-income countries have more difficulties in creating labor force and that labor markets in these countries are fragile.

You can access the full report here.

• New Regulation on Disability Benefits Enacted in China!

With the Provisional Measures on Basic Pension Insurance Disability Benefits for Enterprise Employees, which entered into force on 1 January 2025 in China, the old regulations on disability benefits received by employees who were previously completely unable to work due to illness or non-work-related injuries in the event of retirement or resignation have been abolished. The new regulation allows such employees to receive monthly disability benefits from the old-age pension plan before reaching the statutory retirement age. However, employees who were entitled to disability benefits under the previous arrangements will continue to receive their existing benefits.

The term ‘Temporary Measures’ in the title of the regulation does not indicate that this regulation is a temporary measure, but rather a regulation regulating a specific issue within the existing legal framework and issued to ensure unity in practice. Such regulations are prepared to solve problems encountered in practice and to fill legal gaps.

With the new regulation, employees enrolled in basic pension insurance who become totally unable to work due to illness or non-work-related injuries will be able to apply for monthly disability benefits before reaching the statutory retirement age. These benefits will be provided under the old-age pension scheme and will ensure that employees receive financial support until retirement age. In addition, employees receiving these benefits will not be obliged to pay basic pension insurance contributions during this period. However, disability benefits will be discontinued if the employee resumes employment and continues to pay contributions.

The text of the relevant regulation is available here.

• Czech Republic Enacts Regulations on Self-Scheduling of Working Hours

According to the new regulation that entered into force in the Czech Republic on 1 January 2025 (“Zákon, kterým se mění zákon č. 262/2006 Sb., zákoník práce, ve znění pozdějších předpisů, a některé další zákony”), the Czech Labour Code has been amended. Accordingly, employees have the possibility to plan their working hours by entering into a written agreement with their employer. This agreement allows employees to determine their own working hours and encourages flexible working arrangements, and the scheduling of working hours must include issues such as maximum shift duration, mandatory breaks and night or weekend work.

The key points of the arrangement are as follows:

Written Agreement: This agreement between employees and employers can be included in the employment contract or issued as a separate document.

Balancing Period: Employees are obliged to complete their average weekly working hours, while they have the right to set their own working hours, limited to a period determined by the employer, which can last up to 26 weeks. This period can be extended by collective bargaining agreement up to 52 weeks.

Daily Working Time: Employees may not work more than 12 hours per day.

Special Circumstances: Employers should set working hours for the management of work-related disabilities, use of leave, business travel and similar situations.

Termination Period: Either party may terminate this agreement with 15 days’ notice or by mutual agreement.

Sanctions: Employers who fail to conclude such an agreement in writing or who breach their obligations with regard to self-scheduling of working hours may face a fine of up to CZK 300,000. This sanction is equivalent to the fine for failure to conclude a written agreement for teleworking arrangements.

This regulation aims to improve work-life balance by encouraging employees to have flexible working hours.

The text of the law is available here.

• Germany Has Made Arrangements to Simplify the Administrative Processes of Employers by Increasing Digitalization in Employment Processes!

Germany adopted the Fourth Bureaucracy Reduction Act (Viertes Bürokratieentlastungsgesetz) on 26 September 2024 to reduce bureaucracy and promote digitalization. This law will enter into force on January 1, 2025 and is intended to provide significant convenience for employers and employees.

One of the most important changes introduced by the law is that employment contracts can now be signed electronically, for example by e-mail. This will eliminate the need for employers to provide their employees with employment contracts on paper and with wet signatures, which will save paper equivalent to three trees per day. However, in certain sectors, such as construction, hotel and restaurant management, shipping, transportation and logistics services, where there is a high risk of informal employment and illegal working, this flexibility will not apply. In addition, important documents such as dismissal notices, termination agreements and post-contractual non-compete clauses still need to be submitted in writing.

The law also allows for the electronic submission of parental leave requests on the grounds of promoting family-friendly practices. In addition, temporary employment contracts can also be made electronically, which is expected to facilitate flexible working arrangements. Furthermore, job references can also be provided electronically but will require the consent of the employee.

These regulations aim to reduce bureaucracy in Germany, saving businesses around €1 billion annually. It also aims to ease the burden on the private sector by accelerating digitalization and simplifying procedures. 

The text of the law is available here.

• The Law on Providing Rights to Parents for Newborn Care Leave and Pay in England came into force on 6 April 2025!

The Neonatal Care (Leave and Pay) Act, which entered into force in the UK, aims to improve parental rights and increase leave, especially for the provision of newborn care. It is estimated that around 60,000 parents will be eligible for this new entitlement each year once the Act comes into force. Many working families in the UK have to return to work while their babies are in hospital, and the new legislation aims to address some of the difficulties faced by thousands of parents while their babies are in neonatal care. 

Neonatal Care Leave will be available for parents of babies who are admitted to neonatal care for up to 28 days and stay in hospital for 7 full days or more without interruption. This innovation will allow them to take up to 12 weeks of leave (and, if appropriate, paid) in addition to any other leave to which they may be entitled, including maternity and paternity leave.

You can find the details of the news here.

• Consultation Obligations Imposed on Employers under the Employment Rights Bill and Contract Modification Reforms in the UK!

Within the scope of collective redundancy, employers have the right to apply to the labour courts to claim a ‘protective award’ where employees claim that the employer has failed to comply with its consultation obligations. If the tribunal finds that the employer has failed to comply with the consultation requirements, it may award a protective award of up to 90 days’ pay to each dismissed employee. This is intended to penalise the employer and minimise any financial benefit that employers receive for non-compliance with the consultation requirements.

An amendment to increase the upper limit to 180 days or to leave it to the discretion of the court is also on the agenda. The Employment Rights Bill (the “Bill”) is currently progressing through the parliamentary stages and is scheduled to be finalized this summer, with phased implementation in 2025 and 2026 (and potentially later).

The Labor Rights Bill aims to ensure that employers fulfil their collective consultation obligations when they propose 20 or more redundancies. If an employer proposes to dismiss 20 or more employees from an organization within a 90-day period.

• At least 45 days before the first redundancy for 100 or more proposed redundancies in an establishment
• For proposed redundancies of 20 to 99 or more in a workplace, at least 30 days before the first redundancy must start consulting the trade union or other elected workers’ representatives authorized in the workplace.

Details can be found here.

• With the EU Salary Transparency Directive, Salary Transparency Planning Will Be Important for Companies In 2025!

The EU Pay Transparency Directive, introduced in 2021, is a key part of the European Commission’s wider effort to close the gender pay gap and promote equal pay for equal work across the EU. Under the EU Pay Transparency Directive, employers with 250 or more employees must report gender pay gap data by 7 June 2027.

In particular,  some companies will be required to report gender pay gap data in accordance with the EU Corporate Sustainability Reporting Directive (‘CSRD’). The CSRD requires covered companies to prepare an annual sustainability report containing comprehensive information on environmental, social and governance (ESG) factors. This report should include the details necessary to understand the company’s significant impacts on people and the environment, and the significant impact of sustainability issues on the company’s development, performance and position.

The reporting timeline and scope of information required under the CSRD differ between large and small and medium-sized enterprises; for some large companies, the reporting obligation started on 1 January 2025 for the financial year beginning on or after 1 January 2024.

The European Sustainability Reporting Standards require employers to disclose both the percentage pay gap between male and female employees and the gap between the highest paid individual and the average income. Employers will therefore have obligations under both the Wage Transparency Directive and the CSRD to report gender pay.

The EU Wage Transparency Directive is available here.

• California Bans Employers from Holding Mandatory Meetings to Discuss Religious or Political Issues

Effective 1 January 2025, the California Worker Freedom from Employer Intimidation Act prohibits employers from holding ‘captive audience’ meetings, which are mandatory employer-sponsored meetings to discuss religious or political issues, including unionization.

The new law prohibits an employer from subjecting or threatening to subject an employee to discharge, discrimination, retaliation, or any other adverse action because the employee refuses to attend an employer-sponsored meeting or expressly refuses to attend, receive, or listen to any communication with the employer or its agents or representatives whose purpose is to communicate the employer’s position on religious or political matters. An employee who refuses to attend such a meeting will be required to continue to be paid.

The term ‘political matters’ is defined as matters relating to elections to political office, political parties, legislation, regulations and the decision to join or support any political party or political or labour organization. ‘Religious matters’ are defined as matters relating to religious affiliation and practice and the decision to join or support any religious organization or association.

Violations of this prohibition by employers will be subject to an administrative fine of USD 500 per employee. It empowers the Commissioner of Labour, whose general role is to oversee the administration of state laws relating to labour and labour force, to enforce the provisions of the bill, and any employee will be entitled to bring a civil action for damages, including punitive damages, and injunctive relief.

There are some exceptions to the application of this law. Religious corporations, political organizations or parties, educational institutions that require a student or instructor to attend political or religious lectures as part of course work, and certain non-profit organizations are not obliged to comply with this law.

Details of the bill can be found here.

• New Regulation on Driver’s License Discrimination in California!

SB 1100 Discrimination: driver’s license (SB 1100 Discrimination: driver’s license), which became effective on 1 January 2025, states that it is an unlawful employment practice for an employer to include a statement in a job advertisement, announcement, application or other materials that an applicant must have a driver’s license unless certain conditions are met.

According to this regulation, employers include possession of a driving license in the criteria that they look for in applicants in job advertisements.

• The job description of the job position requires the use of a vehicle
• The employer must reasonably believe that performing the function in question using an alternative mode of transport would not be comparable for the employer in terms of travel time or cost.

The term “alternative mode of transport” in the law refers to means of transport such as public transport, bicycles, etc. The current law also authorizes the Office of Civil Rights to investigate and prosecute complaints alleging illegal practices.

You can find the details of the regulation here.

• Turkish Employment Agency Published Its Annual Report for 2024!

The Turkish Employment Agency’s (İŞKUR) Annual Report for 2024 includes a comprehensive assessment of the activities carried out by the institution regarding the labor market, the employment policies implemented, and the services provided by the institution during the year in question. Some of the evaluations made accordingly are as follows:

1.Open Job Statistics and Sectoral Distribution: In 2024, a total of 193,551 job vacancy applications were made to İŞKUR, of which 17,967 were from the public sector and 175,584 from the private sector. The areas where applications are made the most on a sectoral basis are listed as follows:

– Occupations that do not require qualifications: 64,314 open jobs (33.2%)

– Service and Sales Workers: 54,144 vacancies (28%)

This data reveals that there is a great demand especially for unqualified occupations and service salespeople.

2.Job Placement Data: As of 2024, a total of 107,830 individuals were employed through İŞKUR. Of those employed, 8,090 were placed in the public sector and 99,740 in the private sector. Of the placements in the private sector, 58.6% were men and 41.4% were women.

3. Registered Unemployed Profile: The total number of unemployed registered with İŞKUR as of 2024 was 124,314, 44.94% of whom were male and 55.06% were female. In the distribution by age groups, individuals between the ages of 25-29 represent the highest proportion with 20.95%.

4.Training and Labor Market Adaptation Programs: İŞKUR has organized a series of training programs to train qualified personnel in line with the demands of the labor market. In this context, the employability of job seekers was increased through vocational training courses, on-the-job training programs and entrepreneurship training.

5. Combating Unregistered Employment: In order to prevent unregistered employment, inspection and information activities were intensified, awareness-raising campaigns were organized for employers and employees, and the advantages of registered employment were emphasized.

6.Dissemination of Flexible Working Models: Various legislative arrangements and incentives have been put in place to increase the adoption of flexible working models in the labor market. Flexible working models such as teleworking and part-time work were encouraged to increase employment.

7. Combating mobbing: İŞKUR provided guidance and consultancy services to combat psychological harassment (mobbing) in working life and organized seminars and training programs to raise awareness on the rights of employees.

8.Strategic Planning and Future Goals: In line with its strategic plan for the 2024-2028 period, İŞKUR aims to improve service quality, accelerate digital transformation processes and develop policies in line with the dynamics of the labor market.

In conclusion, İŞKUR’s Annual Report for 2024 provides important information on Türkiye’s labor market and employment strategies as well as the activities carried out by the institution and sheds light on the policies to be implemented in the coming period.

You can access the full Report here.

• İŞKUR’s Statistical Bulletin for February 2025 Has Been Published!

İŞKUR published a bulletin containing important data on employment and labor market in February 2025. This bulletin provides detailed information on job placements, the number of vacancies, registered unemployed and active labor market programs. It also includes comprehensive information on the consultancy services provided by İŞKUR and the preferred occupations on a sectoral basis.

In February, a total of 96,692 people were placed in jobs through İŞKUR. Of these placements, 61,702 (63.8%) were male and 34,990 (36.2%) were female. In addition, a total of 204,084 job placements were made in the January-February period of 2025. In the January-February 2025 period, İŞKUR mediated the placement of 70,531 women, 56,469 young people, 8,514 disabled people and 38,656 higher education graduates.

In the January-February 2025 period, the highest number of job placements were made in “Manufacturing” in the industrial sector, while in terms of occupations, placements were concentrated in the occupations of “Private Security Guard (Unarmed)”, “Security Guard” and “Reyon Clerk”, respectively.

İŞKUR received 154,518 job vacancies from employers in February and this figure reached 355,290 in January-February 2025. The private sector accounted for 99.6% of these vacancies. While the highest number of vacancies by sector was in the manufacturing industry with 137,424, the highest number of vacancies in terms of occupations were found in the occupations of “Private Security Guard (Unarmed), Service Personnel (Waiter)” and “Security Guard”.

In February, the number of unemployed registered with İŞKUR was 2,144,036. Of these unemployed, 50.6% were men and 49.4% were women, and 19.9% of the unemployed were between the ages of 15-24. In February, İŞKUR conducted 268,014 individual interviews with job seekers within the framework of job and vocational counseling services. In 2025, this number reached 535,571. In the same period, 2,044 school visits were made within the scope of counseling for students and 133,095 workplace visits were made within the scope of employer counseling.

In the relevant period, 1,211 programs were organized within the scope of active labor market programs and 6,295 people benefited from these programs. In January-February 2025, 1,979 programs were organized and 10,671 people participated in these programs. In this period, the number of beneficiaries increased by 179% compared to the same period last year. In addition, 1,913 On-the-Job Training Programs and 66 Vocational Training Courses were organized in 2025, with the highest number of trainees in the “Metal Products Assembly Worker” profession.

In conclusion, the data published by İŞKUR for February 2025 reveals that the labor market across the country has been shaped in a healthy way and that there has been a significant increase in the employment of women, youth, disabled individuals and higher education graduates. In addition, the increase in the number of on-the-job training programs and vocational training courses contributes to the development of the labor market and demonstrates positive progress towards increasing the sectoral competencies of job seekers.

You can access the full Bulletin here.

• Social Security Institution (“SGK”) Activity Report for 2024 Has Been Published!

The Activity Report published by the SGK outlines the Institution’s major activities for 2024 in line with its goals and priorities.

The report emphasizes that SGK implemented a total of 16 different incentives, supports, and discounts related to insurance premiums throughout 2024, and that these activities continue uninterrupted.

The fight against unregistered employment, which causes loss of entitlements and premium income, remained among the Institution’s top priorities in 2024. Significant progress was reported through practices such as incentive programs, data-driven cross-check audits, risk-based inspections, and the mandatory reporting of occupational codes.

The report also highlights that the scope of the general health insurance scheme continues to expand and that healthcare expenditures are on the rise.

You can access the full Activity Report here.