CURRENT ISSUES RELATED TO THE DIFFERENCE BETWEEN RIGHTFUL TERMINATION AND VALID TERMINATION IN LABOUR CONTRACTS

Hasan Ali Kaplan

Makale detayları

CURRENT ISSUES RELATED TO THE DIFFERENCE BETWEEN RIGHTFUL TERMINATION AND VALID TERMINATION IN LABOUR CONTRACTS

Yazarlar:

Hasan Ali Kaplan

Yayıncı:

Tekirdag Namik Kemal University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Tekirdağ Namık Kemal Üniversitesi Hukuk Fakültesi Dergisi Vol.5 Issue 2, pp.189-214

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001327574

pISSN:

2717-9621

Anahtar kelimeler:

Özet:

 Labour Law No. 4857 regulates the termination of the employment contract in two ways: termination with notice and termination without notice. While termination with notice is basically a form of termination applicable to indefinite-term employment contracts, termination without notice, also called rightful termination or immediate termination, is a form of termination applicable to both fixed-term and indefinite-term employment contracts. In the termination of the employment contract with notice, as a rule, neither the employee nor the employer need to rely on a reason for the termination of the contract, but if the employee is subject to job security, the employer terminating the contract must be based on a valid reason. In the case of termination without notice, whether it is the employee or the employer who terminates the contract, it must be based on a reason that is defined as a just cause in the law. In this study, termination with notice, which is a special form of termination with notice and which is carried out by the employer by declaring a valid reason within the scope of job security, and termination, which is also carried out by the employer but by declaring a just cause, will be analysed by comparing them in certain aspects. In this framework, the concepts of valid reason and just cause will be mentioned and the differences between the two concepts will be emphasised.

 Labour Law No. 4857 regulates the termination of the employment contract in two ways: termination with notice and termination without notice. While termination with notice is basically a form of termination applicable to indefinite-term employment contracts, termination without notice, also called rightful termination or immediate termination, is a form of termination applicable to both fixed-term and indefinite-term employment contracts. In the termination of the employment contract with notice, as a rule, neither the employee nor the employer need to rely on a reason for the termination of the contract, but if the employee is subject to job security, the employer terminating the contract must be based on a valid reason. In the case of termination without notice, whether it is the employee or the employer who terminates the contract, it must be based on a reason that is defined as a just cause in the law. In this study, termination with notice, which is a special form of termination with notice and which is carried out by the employer by declaring a valid reason within the scope of job security, and termination, which is also carried out by the employer but by declaring a just cause, will be analysed by comparing them in certain aspects. In this framework, the concepts of valid reason and just cause will be mentioned and the differences between the two concepts will be emphasised.

 Labour Law No. 4857 regulates the termination of the employment contract in two ways: termination with notice and termination without notice. While termination with notice is basically a form of termination applicable to indefinite-term employment contracts, termination without notice, also called rightful termination or immediate termination, is a form of termination applicable to both fixed-term and indefinite-term employment contracts. In the termination of the employment contract with notice, as a rule, neither the employee nor the employer need to rely on a reason for the termination of the contract, but if the employee is subject to job security, the employer terminating the contract must be based on a valid reason. In the case of termination without notice, whether it is the employee or the employer who terminates the contract, it must be based on a reason that is defined as a just cause in the law. In this study, termination with notice, which is a special form of termination with notice and which is carried out by the employer by declaring a valid reason within the scope of job security, and termination, which is also carried out by the employer but by declaring a just cause, will be analysed by comparing them in certain aspects. In this framework, the concepts of valid reason and just cause will be mentioned and the differences between the two concepts will be emphasised.

 4857 sayılı İş Kanununda iş sözleşmesinin feshi, bildirimli fesih ve bildirimsiz fesih olarak iki şekilde düzenlenmektedir. Bildirimli fesih temelde belirsiz süreli iş sözleşmeleri için uygulanabilir bir fesih şekli iken, haklı fesih ya da derhal fesih olarak da isimlendirilen bildirimsiz fesih, hem belirli süreli hem de belirsiz süreli iş sözleşmeleri için uygulanabilecek bir fesih şeklidir. İş sözleşmesinin bildirimli feshinde, kural olarak ne işçinin ne de işverenin sözleşmenin feshinde bir sebebe dayanmasına gerek yoktur, ancak işçi iş güvencesine tabi ise, sözleşmeyi fesheden işverenin geçerli bir sebebe dayanması gerekir. Bildirimsiz fesihte ise, sözleşmeyi fesheden ister işçi, ister işveren olsun mutlaka kanunda haklı sebep olarak nitelendirilen bir sebebe dayanması gerekir. Bu çalışmada, bildirimli feshin özel bir şekli olan ve iş güvencesi kapsamında geçerli sebep bildirilerek işverence gerçekleştirilen fesih ile yine işverence gerçekleştirilen ancak haklı sebep bildirilerek yapılan fesih, belirli yönlerden karşılaştırılarak incelenecektir. Bu çerçevede, geçerli sebep ve haklı sebep kavramlarına da değinilerek iki kavram arasındaki farklılıklar vurgulanmaya çalışılacaktır.

Makale detayları

CURRENT ISSUES RELATED TO THE DIFFERENCE BETWEEN RIGHTFUL TERMINATION AND VALID TERMINATION IN LABOUR CONTRACTS

Yazarlar:

Hasan Ali Kaplan

Yayıncı:

Tekirdag Namik Kemal University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Tekirdağ Namık Kemal Üniversitesi Hukuk Fakültesi Dergisi Vol.5 Issue 2, pp.189-214

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001327574

pISSN:

2717-9621

Employment contract

rightful termination

valid termination

just cause

valid reasoniş sözleşmesi

haklı fesih

geçerli fesih

haklı neden

geçerli neden

Sayı

Makale detayları

Yazarlar: Hasan Ali Kaplan

Yayıncı: Tekirdag Namik Kemal University

Ana Başlıklar: İş ve Sosyal Güvenlik Hukuku

Dergi: Tekirdağ Namık Kemal Üniversitesi Hukuk Fakültesi Dergisi Vol.5 Issue 2, pp.189-214

Belge Tipi: Makale

Yayın Tarihi: 12/2024

Belge Dili: Türkçe

Document ID (Org No.): 2001327574

pISSN: 2717-9621

Sayı

Yazarlar:

Hasan Ali Kaplan

Yayıncı:

Tekirdag Namik Kemal University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Tekirdağ Namık Kemal Üniversitesi Hukuk Fakültesi Dergisi Vol.5 Issue 2, pp.189-214

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

Türkçe

Document ID (Org No.):

2001327574

pISSN:

2717-9621