Right to Objection of Employee in Case of Structural Changes in Trading Companies

Yusuf Akman

Makale detayları

Right to Objection of Employee in Case of Structural Changes in Trading Companies

Yazarlar:

Yusuf Akman

Yayıncı:

Anadolu University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.343-363

Belge Tipi:

Makale

Yayın Tarihi:

2/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001341307

pISSN:

2687-394X

Anahtar kelimeler:

Özet:

 In workplace transfers within the scope of the Labor Law No. 4857, the employment contracts of the employees are automatically transferred to the employer who takes over the workplace. Workers have no right to object to the transfer of their employment contract. According to the Turkish Commercial Code No. 6102, in case of structural changes in commercial companies, employees have the right to object to the transfer of their employment contracts. In Swiss and Turkish Law, exercising the right to object terminates the employment contract. In German Law, the employee who exercises his right of objection returns to his former employer. Since there is no separate definition of employee in the Turkish Commercial Code, it should be accepted that all employees working on the basis of an employment contract have the right to object. There are significant deficiencies in the Turkish Commercial Code No. 6102 in terms of the right of objection. Some of these deficiencies include the form of the objection, the obligation to inform, waiver of objection, and whether the employee who exercises the right to object will be entitled to severance pay. The objection must be made in written form. It should be accepted that the employer must inform the employee and the right to object arises from the moment of notification. Waiver of the right of objection is possible from the moment the employee is informed about the transfer. The employee who makes an objection should be entitled to severance pay if heshe meets the other conditions in the law.

 In workplace transfers within the scope of the Labor Law No. 4857, the employment contracts of the employees are automatically transferred to the employer who takes over the workplace. Workers have no right to object to the transfer of their employment contract. According to the Turkish Commercial Code No. 6102, in case of structural changes in commercial companies, employees have the right to object to the transfer of their employment contracts. In Swiss and Turkish Law, exercising the right to object terminates the employment contract. In German Law, the employee who exercises his right of objection returns to his former employer. Since there is no separate definition of employee in the Turkish Commercial Code, it should be accepted that all employees working on the basis of an employment contract have the right to object. There are significant deficiencies in the Turkish Commercial Code No. 6102 in terms of the right of objection. Some of these deficiencies include the form of the objection, the obligation to inform, waiver of objection, and whether the employee who exercises the right to object will be entitled to severance pay. The objection must be made in written form. It should be accepted that the employer must inform the employee and the right to object arises from the moment of notification. Waiver of the right of objection is possible from the moment the employee is informed about the transfer. The employee who makes an objection should be entitled to severance pay if heshe meets the other conditions in the law.

 In workplace transfers within the scope of the Labor Law No. 4857, the employment contracts of the employees are automatically transferred to the employer who takes over the workplace. Workers have no right to object to the transfer of their employment contract. According to the Turkish Commercial Code No. 6102, in case of structural changes in commercial companies, employees have the right to object to the transfer of their employment contracts. In Swiss and Turkish Law, exercising the right to object terminates the employment contract. In German Law, the employee who exercises his right of objection returns to his former employer. Since there is no separate definition of employee in the Turkish Commercial Code, it should be accepted that all employees working on the basis of an employment contract have the right to object. There are significant deficiencies in the Turkish Commercial Code No. 6102 in terms of the right of objection. Some of these deficiencies include the form of the objection, the obligation to inform, waiver of objection, and whether the employee who exercises the right to object will be entitled to severance pay. The objection must be made in written form. It should be accepted that the employer must inform the employee and the right to object arises from the moment of notification. Waiver of the right of objection is possible from the moment the employee is informed about the transfer. The employee who makes an objection should be entitled to severance pay if heshe meets the other conditions in the law.

 4857 sayılı İş Kanunu kapsamındaki işyeri devirlerinde işçilerin iş sözleşmeleri kendiliğinden işyerini devralan işverene geçer. İşçilerin iş sözleşmelerinin devrine itiraz hakları yoktur. 6102 sayılı Türk Ticaret Kanunu uyarınca ise, ticaret şirketlerinde yapısal değişiklik halinde işçilerin iş sözleşmelerinin geçişine itiraz hakları vardır. İsviçre ve Türk hukukunda itiraz hakkının kullanılması iş sözleşmesini sona erdirir. Alman hukukunda ise itiraz hakkını kullanan işçi eski işverenine geri döner. Türk Ticaret Kanununda ayrıca bir işçi tanımı yapılmadığından iş sözleşmesine dayanarak iş gören tüm işçilerin itiraz haklarının olduğu kabul edilmelidir. İtiraz hakkı bakımından Kanunda önemli eksiklikler söz konusudur. İtirazın şekli, bilgilendirme yükümlülüğü, itirazdan feragat ve itiraz hakkını kullanan işçinin kıdem tazminatına hak kazanıp kazanmayacağı bu eksikliklerden bazılarıdır. İtirazın yazılı şekilde yapılması gerekir. İşverenin işçiyi bilgilendirmesi ve itiraz hakkının bilgilendirme anından itibaren doğduğu kabul edilmelidir. İtirazdan hakkından feragat, devir ile ilgili işçiye bilgi verilmesinden itibaren mümkündür. İtirazda bulunan işçi Kanundaki diğer şartları da sağlaması durumunda kıdem tazminatına hak kazanmalıdır.

Makale detayları

Right to Objection of Employee in Case of Structural Changes in Trading Companies

Yazarlar:

Yusuf Akman

Yayıncı:

Anadolu University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.343-363

Belge Tipi:

Makale

Yayın Tarihi:

2/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001341307

pISSN:

2687-394X

Right to Object

Merger

Split

Transfer of Workplace

Severance Payİtiraz Hakkı

Birleşme

Bölünme

İşyerinin Devri

Kıdem Tazminatı

Sayı

Makale detayları

Yazarlar: Yusuf Akman

Yayıncı: Anadolu University

Ana Başlıklar: İş ve Sosyal Güvenlik Hukuku

Dergi: Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.343-363

Belge Tipi: Makale

Yayın Tarihi: 2/2025

Belge Dili: Türkçe

Document ID (Org No.): 2001341307

pISSN: 2687-394X

Sayı

Yazarlar:

Yusuf Akman

Yayıncı:

Anadolu University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.343-363

Belge Tipi:

Makale

Yayın Tarihi:

2/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001341307

pISSN:

2687-394X