LABOR LAW NEWSLETTER 2025/2

I.LEGISLATIVE AMENDMENTS

• IT Architecture Specialist National Occupational Standard has entered into force!

With the Communiqué on National Occupational Standards (No: 2025/3) published in the Official Gazette dated April 7, 2025 and numbered 32863, the “IT Architecture Specialist (Level 6)” occupational standard entered into force. The standard, prepared by the Vocational Qualifications Authority (VQA) in cooperation with the Ministry of Industry and Technology General Directorate of National Technology, aims to define the qualified workforce needed by enterprises operating in the field of information technologies and to determine professional qualifications on a national scale.

IT Architecture Specialist is a person who analyzes the information technology infrastructures of institutions, determines the requirements, creates technical and architectural designs and directs the functioning of the systems in line with strategic goals. In this context, experts work in areas such as network systems, data architecture and security architecture, while also paying attention to occupational health and safety and environmental impact assessments. This profession has a wide range of employment areas from public institutions to the private sector, from financial services to the defense industry.

The regulation defines the profession of IT Architecture Specialist as “level 6”. These levels refer to professions that require knowledge and competence at undergraduate level within the scope of the Turkish Qualifications Framework. A level 6 profession requires not only technical knowledge but also skills in analysis, decision-making, team management and coordination. In this respect, the regulation not only establishes a professional standard, but also contributes to the objectivity of employers in their recruitment and human resources policies.

The entry into force of the IT Architecture Specialist standard is important in terms of clarifying the framework of the profession for both employers and prospective employees and is considered as an important step towards defining professional competence in the IT sector.

You can access the text of the Communiqué via this link.

• KOSGEB (Small and Medium Enterprises Development Organization) Human Resources Regulation Renewed!

The new KOSGEB (Small and Medium Enterprises Development Organization) Human Resources Regulation (“Regulation”), published in the Official Gazette dated April 17, 2025 and numbered 32873, redefines the rules regarding the recruitment, employment, personal rights and termination processes of the personnel to be employed with administrative service contracts. With this regulation, the old regulation dated July 24, 2009 has been repealed.

The new regulation aims to create qualified human resources in line with the career principle in the selection of personnel to be employed by KOSGEB and to provide in-service development for these personnel. The Regulation clearly defines conditions such as education, experience, examination and language proficiency for many positions ranging from head of department to driver. In particular, for specialized positions such as lawyer, internal auditor, engineer and accountant, sectoral experience is required in addition to having relevant documents such as a lawyer’s license for a lawyer and a public internal auditor certificate for an internal auditor.

Unlike the old Regulation, the new Regulation stipulates a probationary period for the personnel employed. Again, while the old Regulation had general provisions on titles such as “expert personnel” and “support personnel”, the new Regulation specifies the level of education, professional experience, language requirement and document requirements for each position individually. For example, bar association registration and 3 years of experience for a lawyer and a certificate for an internal auditor.

The Regulation regulates in detail the placement procedure based on KPSS score, the written/verbal examination mechanism for some positions and the principles regarding the contracting process. In the entrance exam system, both written and oral exam phases are envisaged, and the provisions on success scores, probationary period and evaluation system are clarified.

The Regulation also includes provisions on working hours, overtime, leave rights, dismissal and temporary assignments. Moreover, unlike the repealed Regulation, ethical rules such as the duty of loyalty, political neutrality, confidentiality and prohibition of conflict of interest are explicitly included. The prohibition of collective action strikes and withdrawal from duty are also regulated within the framework of disciplinary provisions.

The Regulation clarifies job security and the legal framework, especially with regard to the duration of the contract, wage rights, social benefits and termination of the contract for personnel working under administrative service contracts. In terms of disciplinary provisions, it is stated that the Civil Servants Law No. 657 will be applied by analogy, and an incentive approach is adopted with provisions on internal audit and certificates of achievement.

The new regulation should be considered as an important step towards making KOSGEB’s human resources management more transparent, auditable and merit based.

You can access the full text of the Regulation via this link.

• Communiqué dated May 21, 2025 on Occupational Health and Safety “OHS”: Employer Implications of the Transition from Less Hazardous to Hazardous

With the “Communiqué Amending the Communiqué on Workplace Hazard Classes Regarding Occupational Health and Safety” (“Communiqué”) published in the Official Gazette dated May 21, 2025 and numbered 32906, the hazard class of some fields of activity has been redefined.

Accordingly, the production of pasta, noodles, couscous and similar products (including stuffed or frozen) (10.73.03), repair and maintenance of military aircraft and spacecraft (33.18.02) and courier activities (land, sea, air; excluding universal service mail and food delivery) (53.20.09), which were classified as “less hazardous” before the Communiqué, have been classified as “hazardous” as of 21.05.2025. 

The Communiqué entered into force on 21.05.2025 and the provisions of the Communiqué are executed by the Minister of Labor and Social Security.

It is important for workplaces that are classified as “hazardous” from “less hazardous” with the Communiqué to reconsider their obligations under the occupational health and safety legislation.

1. Obligation to appoint an occupational safety specialist:

• While in the “less hazardous” class (class C) specialists are sufficient, in the “hazardous” class at least a class B occupational safety specialist must now be appointed.
• Existing C class experts cannot continue their duties and a suitable B class expert must be employed as soon as possible.

2. Increase the duration of OHS training:

• The duration of employee trainings should be increased from a minimum of 3 hours per year in the less hazardous class to at least 6 hours per year in the hazardous class.
• The scope for potential risks should be expanded and streamlined.

3. Risk assessment and periodic inspection:

• Workplaces in hazardous classes must conduct formal risk assessments and audits and report at least once a year.
• An action plan and follow-up is mandatory for the elimination of deficiencies.

4. Emergency and drill obligation:

• Public drills must be conducted at least twice a year by adding new scenarios to disaster, evacuation and fire risks.
• Written emergency plans must be updated and personnel must be informed.

5. Recording and documentation burden:

• Training attendance, audit findings, risk assessment results, emergency drill reports must be fully archived.
• Keeping these documents in order is vital for future audits or administrative investigations.

As a result, the amendment subjects employers operating in the relevant fields of activity to additional obligations arising directly from the hazardous classification. Workplaces should immediately plan for the transition from Class C to Class B, review the certification status of existing OHS specialists, re-plan and implement OHS trainings, risk assessments, emergency drills and records. Otherwise, employers may be at risk of administrative fines, suspension of activities or liability lawsuits if the deficiency is detected.

You can access the text of the Communiqué here.

•  Law No. 7548 Comprehensive Regulations on Public Personnel Regime and TRT Structure!

Published in the Official Gazette No. 32915 dated May 30, 2025 and numbered 32915, the “Law on Amendments to Certain Laws and the Decree Law No. 375” introduced significant changes and innovations in the public personnel regime, the structure and financial rights of TRT and the personnel recruitment processes of public institutions.

1. Expanded Provisions on Personnel Recruitment in the Civil Servants Law: Article 40 of Law No. 657 was amended to redefine the personnel recruitment processes of public institutions. In particular, other institutions that are established by presidential decrees and provide public services are also included in the recruitment of personnel by subjecting them to special competitive examinations. This regulation aims to strengthen the recruitment of merit-based personnel in accordance with the nature of the public service.

2. New Restrictions on Tax Inspection Authorities: Pursuant to Law No. 2531, tax inspection officials who have resigned from their duties are prohibited for three years from working for the taxpayers that they have inspected in the last three years or the institutions that they are directly or indirectly affiliated with. In addition, these persons are also restricted from engaging in professional activities such as Independent Accountant and Financial Advisor. This article is important in terms of preventing conflicts of interest and protecting public trust.

3. New Regulation on the Financial Rights of the Director General of TRT: The monthly salary of the Director General of the Turkish Radio and Television Corporation (TRT) has been equalized to the salary and contract fee (including bonuses) of the highest civil servant. In this context, additional indicators, seniority, base salaries, social benefits, raises and compensations are also included in the salary calculation. Thus, the financial rights of the Director General of TRT were harmonized with the public personnel regime and a competitive and motivating wage structure was provided.

4. Employment of Contracted Personnel and Personnel Subject to Private Law Provisions: New articles added to the Decree Law No. 375 allow public institutions to employ specialists and assistant specialists on contract, under administrative service contracts or subject to labor legislation. The employment, duties, exams, remuneration, compensation and disciplinary procedures of these personnel will be regulated by institutional regulations. Labor disputes of experts and assistant experts subject to labor legislation will be resolved by labor courts. Thus, flexible employment models have been created for jobs requiring specialization.

5. Protection of Personnel Rights in Transfers and Assignments: The salaries, additional indicators, bonuses and other financial rights of personnel transferred or appointed between public institutions will be protected. In addition, it is envisaged that differential compensation will be paid in order to prevent any decrease in the salaries of the personnel in case of staff or position changes. The appointment and relocation processes have been accelerated and it is aimed to prevent the personnel from being victimized during the transition process.

6. Detailed Regulations on the Employment of Experts and Assistant Experts: Issues such as the admission of experts and assistant experts to the profession, examinations, terms of office, foreign language proficiency and the obligation to prepare a thesis have been clarified. Those who are unsuccessful or fail to meet the necessary conditions will have their assistant expert title canceled and will be assigned to appropriate positions within the institution. This regulation aims to raise quality standards in specialized fields.

7. Employment of Temporary and Project-Based Contracted Personnel: Local or foreign personnel may be employed on a contract basis for temporary and specialized works requiring specialized knowledge. The salaries of these personnel will be determined according to the nature of their duties, provided that they do not exceed five times the current contracted personnel salary ceilings. Social security coverage and termination processes are regulated by special provisions. It has been facilitated to meet the demands for expertise and temporary labor needed in public institutions.

8. Innovations Regarding Personnel Turnover, Appointments and Changes in Duties: As a result of the changes made in the organizations of the institutions by presidential decrees, the process of assigning personnel to new staff or positions has been accelerated. Appointments will be made in accordance with the title and status of the personnel and their old rights will be protected until the appointment process is completed. In addition, in the event that there are no vacant positions in the appointment process, the necessary positions will be deemed to have been created. This regulation aims to ensure continuity and stability in public service.

In conclusion, Law No. 7548 and its additional regulations, adopted on May 21, 2025, introduced comprehensive reforms in the public personnel regime. In particular, the financial rights and structure of TRT and the principles of employment, appointment, duties and performance of public personnel have been updated. These innovations were prepared with the aim of ensuring efficiency, transparency and flexibility in public administration. In addition, the expansion of contracted personnel employment and regulations on personnel turnover modernize the human resources management of public institutions.

You can access the full Regulation here.

• Amendment to the Regulation on the Payment of Wages, Bonuses, Premiums, and Similar Receivables Through Banks

The “Regulation Amending the Regulation on the Payment of Wages, Bonuses, Premiums and Similar Receivables Through Banks” (“Regulation”) was published in the Official Gazette dated 4 June 2025 and numbered 32920. The Regulation introduces a revision to the minimum employee threshold requiring payments to be made via banks for various categories of employees across Türkiye.

Accordingly, employers who meet the following conditions must pay the net amount of wages, bonuses, premiums and all other similar payments via bank:

• Employers employing at least three journalists under the Press Labour Law or at least three total employees when combining journalists and other employees under the Labour Law,
• Employers employing at least three seafarers under the Maritime Labour Law,
• Employers employing at least three workers under the Labour Law.

Previously, the threshold for this obligation was set at five employees. With the amendment, as of 4 June 2025, this number has been reduced to three employees.

You can access the full text of the Regulation here.

• National Occupational Health and Safety Council Restructured for 2025 by Presidential Circular No. 2025/11

The Presidential Circular No. 2025/11 (“Circular”), published in the Official Gazette dated 21 June 2025 and numbered 32933, reorganized the structure, duties, and working principles of the National Occupational Health and Safety Council (“Council”).

The Circular reaffirms the Council’s role as a central consultative body aiming to foster a strong occupational health and safety culture. The Council will contribute to the formulation of national OHS policies, promote coordination among stakeholders, and offer strategic proposals based on sectoral needs.

Planned initiatives include strengthening preventive approaches in workplaces, reducing occupational accidents, and raising awareness. The Council will be chaired by the Minister of Labour and Social Security or a designated Deputy Minister and include representatives from relevant ministries and trade union confederations. It will also review OHS legislation and prepare a revised National OHS Policy Document reflecting contemporary needs.

You can access the full text of the Circular here.

II. JUDICIAL DECISIONS

• Decision of the 9th Civil Chamber of the Court of Cassation Docket No. 2024/14510, Decision 2025/46 K. dated 07.01.2025 on the Reversal for the Benefit of the Law on the Non-imposition of Public Liabilities on Private Companies

As a result of the appeal application made by the Ministry of Justice in favor of the law, the Court of Cassation ruled in its decision dated 07.01.2025 that it is unlawful to impose liability on the defendant private law legal entity within the scope of Article 36 of the Labor Law No. 4857.

In the lawsuit filed by the plaintiff employee at Adana 6th Labor Court with the docket number 2023/204, it was claimed that the plaintiff worked as a watchman within the defendant companies between 29.11.2022 – 16.01.2023, his/her wage was determined as net TRY 6.200,00 at the time of employment, it was notified that the new wage would be rearranged according to the minimum wage increase in 2023, but his/her employment contract was terminated without justification, overtime wages were not paid and his receivables were not collected. The plaintiff demanded the collection of notice pay, overtime and wage receivables from the defendants.

The defendant companies requested the dismissal of the lawsuit in their separate reply petitions; the defendant … Inc. argued that there is no employment relationship between the plaintiff and its client company and that the relationship with the other defendants is not a principal-subcontractor relationship, but a contractor-employer relationship based on the work contract. The defendant … Inc. argued that all the rights of the plaintiff had been paid, that the claims were time-barred and that there was a subcontractor-employer relationship with … Inc. at the construction site where the work was carried out. The other defendant … Inc., on the other hand, argued that the plaintiff did not work for them, and therefore, they could not be directed against the plaintiff, and that the claim for overtime work was baseless and that the claims were time-barred and that they had no responsibility.

First Instance Court held that the plaintiff worked at the construction site of the defendant companies between the specified dates, that there was a principal employer-subcontractor relationship between the defendants, that in this context, the defendant … Inc. should be held responsible for the last three months’ wages of the plaintiff in accordance with Article 36 of the Law No. 4857.

The Ministry of Justice has appealed in favor of the law on the following grounds, arguing that the aforementioned decision leads to the establishment of a judgment outside the scope of Article 36 of Law No. 4857:

• Article 36 of the Law No. 4857 stipulates that the contracting authority shall assume responsibility in case of non-payment of wages, and this provision is only for public institutions and organizations,

• Considering that the defendant … Inc. is a private law legal entity, it cannot be held responsible for the fee receivable according to the provision of the article in question,

• Therefore, it was argued that the lawsuit against the defendant … Inc. should be dismissed due to lack of hostility.

In the assessment made by the 9th Civil Chamber of the Court of Cassation, it is stated that Article 36 of the Law No. 4857 covers only public institutions and organizations, and in this context, it is not possible to hold private law legal entities liable for employee wages within the framework of the said regulation. As a matter of fact, only “general and annexed budget departments, local administrations, state economic enterprises and banks and organizations established based on special laws or Presidential Decrees” are listed in the relevant article of the Law.

First Instance Court held that the defendant … Inc., First Instance Court decided to hold this company responsible for the last three months’ wages of the plaintiff on the grounds that a turnkey contract was signed with the defendant … Inc., however, it was emphasized that since the defendant company is a private law legal entity, no such responsibility arises and therefore the judgment is unlawful.

For the reasons explained by the 9th Civil Chamber of the Court of Cassation, it was unanimously decided on 07.01.2025 to overturn the decision First Instance Court for the benefit of the law by finding the application made by the Ministry of Justice pursuant to Article 363 of the Code of Civil Procedure No. 6100 appropriate.

In conclusion, in line with the decision of the 9th Civil Chamber of the Court of Cassation reversing the decision in favor of the law, it is clearly established that employers who are private law legal entities cannot be subject to the public liability regime within the scope of Article 36 of the Labor Law No. 4857, and it is important to carefully evaluate the legal basis for the claims based on this article and to formulate the defense strategy accordingly in the cases to be filed against private sector employers.

You can access the full decision here.

• Decision of the 27th Civil Chamber of the Istanbul Regional Court of Justice Docket No. 2024/1078, Decision No. 2025/814 and dated 14.04.2025: Determination of the Applicable Law in Employment Contracts with a Foreign Element and the Priority of the More Closely Related Law

The plaintiff employee, while working at the defendant employer’s construction site in Russia with an indefinite-term employment contract, claimed that his/her employment contract was terminated unfairly and without notice on 23.12.2016 and demanded the collection of severance and notice indemnities and other labor receivables.

The defendant employer, on the other hand, defended the rejection of the lawsuit, arguing that the parties agreed in the employment contract that Russian law would be applied between the parties, in this context, the lawsuit should be concluded according to Russian law, and that the statute of limitations had expired.

First Instance Court rejected the case on the grounds of time, stating that it was explicitly agreed in the employment contract that Russian law would be applied, that the employee’s habitual workplace was also in Russia, therefore Russian law should be applied, and that the statute of limitations for labor receivables under Russian law is 1 year.

In his/her petition for appeal, the plaintiff’s attorney stated that the contract signed by the employee was issued in English and Russian, the Turkish translation was not provided, different decisions cannot be made about workers working under similar conditions in the same workplace, the more closely related law is Turkish law, Turkish law should be applied in accordance with the prohibition of surprise decisions, Turkish law should be taken as a basis due to the principle of public order and interpretation in favor of the employee, and requested the decision to be annulled and the case to be accepted.

The Court of Appeal stated that, pursuant to Article 153 of the Constitution, it is accepted that the Constitutional Court decision dated November 5, 2024, which is binding for all judicial bodies, should be a guide in determining the applicable law in employment contracts containing a foreign element.

In the aforementioned Constitutional Court decision, it is stated that the application of only the law of the habitual place of business in employment contracts with a foreign element may have consequences contrary to the constitutional rights of the worker; in accordance with the positive obligation of the state to protect the worker, it is stated that the law with which the contract is more closely related – especially the legal system that provides more protection to the worker – should be taken as the basis. You can access the text of our bulletin analyzing the relevant decision here.

The Court of Appeal, also relying on the decision of the Constitutional Court, held that although First Instance Court ruled to apply Russian law and to dismiss the case on the grounds of statute of limitations, stating that the choice of law was made in the employment contract and the habitual workplace was Russia, it was determined that the law with closer ties to the employment contract can be applied within the scope of the fourth paragraph of Article 27 of the Law on Civil Procedure, and in the concrete case, since the plaintiff is a Turkish citizen, his place of residence and social and legal ties are concentrated in Türkiye, the closest ties to the employment contract belong to Turkish law.

Accordingly, the Court of Appeal reasoned that the applicable law should be determined within the framework of the principles of justice and equity, and that the state’s obligation to protect employees under Article 49 of the Constitution should be taken into consideration; that the law that provides more protection to the employee may be preferred over the law of the habitual place of work, that it is understood that Turkish law provides higher protection to the employee and that the application of Russian law, which is the law of the habitual place of work, to the case by the First Instance Court is not in accordance with the law.

As a result, the Court of Appeal has decided to accept the plaintiff’s appeal, to annul the decision of  First Instance Court and to return the case to First Instance Court for re-examination.

You can contact us for the full decision.

• Constitutional Court Decision on Discrimination Due to Equal Access to Social Balance Compensation Despite Union Membership

In its decision dated 12 June 2025 and numbered 2021/23455, the Constitutional Court of Türkiye examined whether the equal access of non-union members to social balance compensation, as granted by a Council of State decision, constituted a violation of the principle of non-discrimination in connection with the right to unionize.

The case originated from a Council of State ruling that annulled a provision in a collective agreement requiring non-unionized public servants to pay a higher solidarity contribution in order to benefit from the social balance compensation. The applicant trade union argued that this ruling harmed union rights and violated the principle of non-discrimination under the Constitution.

The Constitutional Court found that union and non-union members were in comparable positions and that different treatment existed between them. The Court held that the Council of State had not sufficiently examined whether the differential treatment was based on objective and reasonable justification. It concluded that merely relying on aid contribution disparities as a ground for annulment constituted a violation of Article 10 (equality) in connection with Article 51 (union rights) of the Constitution.

The Court ruled that the applicant’s constitutional rights were violated and ordered a retrial before the relevant Council of State chamber.

You can access the full text of the decision here.

III. GLOBAL EMPLOYMENT TRENDS

• Brazil Enacts New Regulation to Address Workers’ Mental Health in the Scope of Occupational Risk Management

The Brazilian Ministry of Labor has taken an important step in the field of occupational health and safety, introducing a regulation that increases the obligations to protect mental health in the workplace. With the amendment to Labor Regulation No. 1 (NR-1), which entered into force on May 26, 2025, employers are now obliged to map and manage psychosocial risks within the framework of Occupational Risk Management, in addition to the traditional physical, chemical, biological and accident-related risks.

The new regulation requires employers to identify, assess and take measures against risks that may adversely affect employees’ mental health. In this context, psychosocial risks such as mobbing, excessive workload, unclear job descriptions, communication problems and similar psychosocial risks in workplaces will now be officially recognized as occupational health and safety measures.

Employers are given a one-year compliance period to comply with this new regulation. Therefore, although the regulation entered into force on May 26, 2025, inspections and sanctions regarding implementation will start on May 26, 2026. Until this date, no administrative fines will be imposed in case of violation of the obligations.

In a period of increasing awareness of mental health in the workplace, this step taken by Brazil is a concrete reflection of the global trend to include mental health within the scope of occupational health. This development is of interest not only to Brazilian employers, but also to other countries planning to adopt similar regulations.

• Singapore Enacts Paternity Leave and Shared Parental Leave Regulations

In Singapore, an important regulation on paternity and shared parental leave came into force on April 1, 2025. In this context, the two-week paternity leave period previously granted to male employees who have children has been doubled to four weeks. This leave will be provided compulsorily by the employer and paid by the state.

Another innovation that entered into force as of the same date is the additional leave right that parents can share. A total of six weeks of parental leave for children born between April 1, 2025 and March 31, 2026 and ten weeks of parental leave for children born on or after April 1, 2026 can be shared between the mother and father. Shared parental leave will be provided in addition to paternity and maternity leave and can be used with the joint decision of the parents. This leave must be used within twelve months from the date of birth of the child and the conditions of use must be shared with the employer in writing.

Under the new regulations, employees must notify their employer 4 weeks in advance in order to benefit from shared leave. Employers will be able to claim a certain portion of the salaries paid to employees during these leave periods (up to a cap of 2,500 Singapore dollars per week) from the government. Adoptive parents will also be able to enjoy similar rights, and employees’ employment cannot be terminated by the employer during paternity leave and shared leave.

The new system aims to enable fathers to participate more actively in the early stages of their children’s lives, while at the same time increasing the retention of female employees in the workforce and sharing the burden of care fairly.

• Romania to Provide Salary Support to Employers who Hire Victims of Domestic Violence

In Romania, Law No. 45/2025, which came into force in Romania on 11 April 2025, introduces some changes to the unemployment insurance system. Additionally, this law introduces provisions aimed at encouraging the employment of individuals who are victims of domestic violence or human trafficking and who have benefited from the state’s free vocational training services but are unable to find employment. These changes have been implemented through amendments to Law No. 76/2002. Additionally, companies are required to employ individuals who are long-term unemployed, over the age of 45, the sole breadwinners of single-parent families, or young people (aged 16-25, unemployed, not in education, and not participating in vocational training activities) and victims of domestic violence or human trafficking for whom a protection order has been issued. This amount will be provided if these individuals are employed under an indefinite employment contract and are obligated to maintain the employment or service relationship for at least 18 months. To access these grants, individuals subject to a protection order must be registered as unemployed in the records of the district employment agencies of the Bucharest municipality.

The details of the regulation can be found here.

• Right to Terminate Employment for Workers Not Receiving Salaries: New Criteria Established in Spain

With the amendments made to Organic Law No. 1/2025, which entered into force on 3 April 2025, new criteria have been introduced regarding salary payments in relation to the termination of employment contracts. Under the new regulations, if an employer fails to fulfil their obligation to pay wages or consistently delays such payments, the employee may terminate the employment contract through legal proceedings on valid grounds.

Under the new regulations, if wages are not paid on the agreed date and the delay exceeds fifteen days, this situation will be considered as failure to pay wages on time. Additionally, if three full months’ wages are not paid within a calendar year, even if they are not consecutive, or if wage delays exceeding fifteen days recur for at least six months within a year, the employee may apply to the court for termination of the employment contract. In both cases, it is not required that the violations occur in consecutive periods.

If the court decides to terminate the employment contract, the employee shall be paid compensation equivalent to the compensation paid in cases of unfair termination. This compensation shall be calculated based on thirty-three days’ wages for each year of service, and for periods of less than one year, the compensation shall be determined proportionally. Additionally, the employee may also be eligible for contributory unemployment benefits under the unemployment insurance scheme following the termination.

With these changes, the employer’s obligation to pay wages has been more clearly defined, ensuring that employees receive their wages on time and in full, and effective legal remedies have been established to protect employees in cases of breach of the employer’s obligations.

You can access the details of the regulation here.

• Support for Employees from a Company in Spain: Three Days’ Leave for the Loss of a Pet

A pet product store operating in Spain has implemented an interesting policy for its employees. The company allows its employees to take three days of paid leave if they lose their pet. The policy is not limited to cat or dog owners, but covers all types of pets.

• 50,000 Euro Fine for Employee Monitoring Violation at Public Institution in Italy

The Italian Data Protection Authority (DPA) has fined a local public institution €50,000 for illegally collecting employees’ internet and email data.

During the investigation conducted by the DPA, it was determined that the institution in question had stored employees’ browser data for 12 months and meta data related to work emails for 90 days. In addition, it was determined that the institution’s ticket system stored employees’ open tickets indefinitely, along with their names. In its defence, the company argued that these practices were used solely for cybersecurity purposes and that access was strictly controlled.

Despite the company’s defence, the DPA emphasised that the collection of employees’ internet and email data in this manner constituted a remote monitoring system under Italian labour law and required union approval or permission from the Labour Inspectorate. Additionally, it was found that no data protection impact assessment (DPIA) was conducted, the data collected was disproportionate to the purpose, it could include information related to employees’ private lives, the retention period was unnecessarily long, employee data was unnecessarily retained in the ticket system, and necessary contracts with data processors were not in place.

Therefore, it was ruled that Articles 5, 6, 25, 28, 35, and 88 of the GDPR, as well as Italian privacy laws, had been violated. In addition to the monetary penalty imposed on the institution, it was recommended that the following measures be implemented: anonymising blacklist access records, reducing the retention period for browser data to 90 days, encrypting user names and making them accessible only to incident response teams, storing data processed in the ticket system under pseudonyms, and providing data protection training to employees. 

The full decision can be accessed here.

• GDPR Violation Decision in Location-Based Monitoring of Remote Workers

A local public institution in Italy has made it mandatory to use a digital application called ‘Time Relax’ to track the working hours of remote employees. This application requires employees to enable location services when clocking in and out, and records their geographical location at that moment. The location data collected is used to verify whether the employee is at the residence address specified in their remote work contract.

In addition to this system, the institution also implements an additional verification procedure called ‘double stamping.’ In this context, employees are required to send an email indicating their location while logging in and out through the application. The location data recorded by the app is compared with the email sent to verify that they match.

As part of these measures, an employee’s work data was audited, and inconsistencies were found between the reported location and the geographical data recorded by the app. As a result, disciplinary proceedings were initiated against the employee in question. Following this process, the employee in question claimed that the application violated their personal data protection rights and brought the matter to the Italian Data Protection Authority (DPA).

As part of the investigation initiated by the DPA, the employer’s defence was heard; the employer stated that an agreement had been reached with union representatives prior to the implementation of the application and that explicit consent had been obtained from all employees. However, the DPA did not find this defence sufficient. It was assessed that the consent statements provided by the institution did not constitute a valid legal basis. The decision emphasised that there was a structural imbalance of power between the employer and the employee in the employment relationship and that, therefore, the consent given by the employees could not be considered to be based on free will. It was also noted that trade union approval alone did not meet the data processing conditions under the GDPR.

Furthermore, the DPA assessed the systematic collection of employees’ location data as a high-risk data processing activity. It was determined that a Data Protection Impact Assessment (DPIA) was mandatory under the European Union General Data Protection Regulation (GDPR) for such processing activities, but that the institution had failed to fulfil this obligation.

As a result of all the assessments conducted, it was concluded that the application violated the fundamental principles of the GDPR, namely purpose limitation, data minimisation, transparency and lawfulness. Therefore, an administrative fine of 50,000 euros was imposed on the relevant public institution.

Details of the decision can be accessed here.

• İŞKUR Made a Strong Contribution to Employment in the First Half of 2025!

İŞKUR published its statistical bulletin for the January-June period of 2025 and announced that significant increases were recorded in both job placements and active labor force programs in this period. Accordingly, in the first six months of 2025, there was a 10% increase in the number of job placements and a 24% increase in the number of people benefiting from active labor force programs compared to the same period of 2024.

In this period, a total of 759,945 people were placed through İŞKUR. Most of the placements were made by the private sector, with an increase in the participation of women, youth, disabled individuals and higher education graduates in employment. Job placement activities, which were particularly concentrated in the manufacturing, services and security sectors, reflected the labor market’s demand for various occupational groups.

In the same period, the number of vacancies received from employers was recorded as 1,195,954. Of these vacancies, 99.4% were reported from the private sector. The highest number of vacancies was recorded in the manufacturing industry sector, while “Private Security Guard (Unarmed)”, “Service Personnel (Waiter)” and “Reyon Clerk” were among the most demanded occupations on occupational basis.

Participation in Active Labor Force Programs Increased: Within the scope of active labor force programs carried out by İŞKUR, 39,311 people benefited from the programs in the January-June period of 2025. This number represents an increase of 24% compared to the same period of the previous year.

On-the-job training programs, vocational training courses and community benefit programs were among the programs organized in the relevant period, and a significant portion of the trainees were young people, women, long-term unemployed and disabled individuals. It was assessed that the activities carried out in this context contributed to the integration of individuals into the labor market.

Counseling and Guidance Activities Expanded: İŞKUR played an active role not only in job placement but also in guiding job seekers and informing employers. In the first six months of 2025, 1,637,716 individual interviews were conducted, aiming to identify citizens’ vocational orientations and direct them to suitable job opportunities.

In addition, 13,890 school visits were made within the framework of vocational guidance activities for students, and 471,418 workplaces were visited within the scope of employer counseling. Through these activities, the needs of employers were identified and the alignment between labor supply and demand was strengthened.

In conclusion, İŞKUR’s data for the first half of 2025 reveal a steady growth in the Turkish labor market. The increase in job placement activities demonstrated the private sector’s continued demand for human resources, while the rise in participation in active labor force programs proved that policies that increase the employability of individuals are reciprocated.

You can access these annual reports here.

• N*** Turkey Launches “Flexible Friday Mode” for the Summer Season

According to a recent announcement by N*** Turkey, the company has introduced a “Flexible Friday Mode” applicable throughout June, July, and August. As part of this initiative, employees are allowed to finish their workday early on Fridays, with the arrangement officially taking effect from 2:00 p.m. each Friday during the 2025 summer period.

The company emphasized that this flexibility is not merely limited to leaving the office one hour earlier; it also reflects a broader trust-based approach to work processes. The initiative aims to support a healthier work-life balance and to diversify corporate practices within the framework of flexible working models.

N*** Turkey has previously implemented various flexibility-oriented practices, including hybrid work models, parental leave policies, and employee support programs. The Flexible Friday Mode stands out as a time-bound policy specifically tailored for the summer period.

• E*** Group to End Friday Work Hours at 3:00 p.m. Throughout Summer

E*** Group has announced a new initiative for the 2025 summer period. Under the “Summer Time Practice,” the company will conclude working hours at 3:00 p.m. every Friday between May and September.

In its public statement, the company described the initiative as a reflection of its people-centered approach. The goal is to ensure that employees can remain productive while also having more time to rest and enjoy social activities during the summer months.

With this decision, E*** Group reaffirmed its commitment to employee satisfaction and work-life balance, in line with its broader corporate flexibility principles.

• A Pet Assigned as “Chief Happiness Officer” at H*** R***

Indian tech start-up H*** R*** has taken an unconventional step toward boosting employee satisfaction by introducing a new role titled “Chief Happiness Officer (CHO).” The position has been filled by Denver, a Golden Retriever, who now forms part of the company’s office culture.

In a statement by the company’s founder, it was underlined that the CHO role is not merely symbolic but represents an institutional commitment to emotional well-being and employee experience. Denver interacts with employees throughout the day, helps elevate the social atmosphere in the workplace, and contributes to psychological relief during breaks.

Recent studies measuring the impact of pet-friendly workplace practices show that such initiatives help lower stress levels, increase employee engagement, and positively influence employer branding especially among younger generations. H*** R***’s move has emerged as a noteworthy example of HR policies that prioritize employee experience and internal motivation.

• Paid “Garden Leave” Periods Under Non-Compete Agreements on the Rise in Some Tech Firms

A multinational technology company operating in the field of artificial intelligence has reportedly adopted a “garden leave” practice for certain critical positions as part of its broader non-compete strategy. Under this approach, employees involved in strategic projects are placed on paid leave for a duration ranging from six to twelve months after their employment is terminated. During this period, they receive full salary while being contractually prohibited from working for another employer.

At the core of this practice lies a non-compete agreement, designed to prevent highly skilled individuals—particularly in artificial intelligence and advanced data science—from joining rival companies. The initiative is aimed at safeguarding information security, protecting intellectual capital, and preventing technology transfer.

Accordingly, affected employees are technically outside of employment during this period, even though their contracts have been terminated. While receiving full pay, their ability to engage in new employment is contractually restricted. The practice is becoming increasingly common, especially among individuals who were part of research and development (R&D) teams and is regarded as a significant example of how non-compete clauses are being operationalized within employment law.