EVALUATION OF THE GROUNDS FOR THE INVALIDITY OF THE MEDIATION AGREEMENT IN LABOUR DISPUTES IN THE LIGHT OF JUDICIAL DECISIONS

Sevil Doğan; Alper Yılmaz

Makale detayları

EVALUATION OF THE GROUNDS FOR THE INVALIDITY OF THE MEDIATION AGREEMENT IN LABOUR DISPUTES IN THE LIGHT OF JUDICIAL DECISIONS

Yazarlar:

Sevil Doğan | Alper Yılmaz

Yayıncı:

Ankara Hacı Bayram Veli University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Ankara Hacı Bayram Veli Üniversitesi Hukuk Fakültesi Dergisi Vol.29 Issue 4, pp.1877-1926

Belge Tipi:

Makale

Yayın Tarihi:

10/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001360322

pISSN:

2651-4141

Anahtar kelimeler:

Özet:

 Law No. 6325 on Mediation in Civil Disputes introduced mediation as one of the alternative dispute resolution methods, and Law No. 7036 on Labour Courts stipulates mediation as a way to be applied before filing a lawsuit in disputes between the employee and the employer. In lawsuits filed for employee or employer receivables and compensation based on the law, individual or collective labour agreement and for reinstatement, the application to the mediator is regulated as a condition of litigation. After the mediation activity, if an agreement is reached between the parties to the dispute, a mediation agreement document determining the scope of the agreement is issued. In cases where the subject matter of the mediation agreement document, which is a contract of the law of obligations in the sense of substantive law, is contrary to the mandatory rules, personal rights, morality, the will of the employee is impaired or overused, it is necessary to go beyond the rule that no lawsuit will be filed on the matters agreed in mediation and its invalidity must be demonstrated by the judgement. In the face of the power imbalance between the employee and the employer in labour disputes, the supervision of the validity of the agree-ment documents by the courts may prevent the manipulation of the employee by the employer and the deepening of the power imbalance between the parties during the mediation process.

 Law No. 6325 on Mediation in Civil Disputes introduced mediation as one of the alternative dispute resolution methods, and Law No. 7036 on Labour Courts stipulates mediation as a way to be applied before filing a lawsuit in disputes between the employee and the employer. In lawsuits filed for employee or employer receivables and compensation based on the law, individual or collective labour agreement and for reinstatement, the application to the mediator is regulated as a condition of litigation. After the mediation activity, if an agreement is reached between the parties to the dispute, a mediation agreement document determining the scope of the agreement is issued. In cases where the subject matter of the mediation agreement document, which is a contract of the law of obligations in the sense of substantive law, is contrary to the mandatory rules, personal rights, morality, the will of the employee is impaired or overused, it is necessary to go beyond the rule that no lawsuit will be filed on the matters agreed in mediation and its invalidity must be demonstrated by the judgement. In the face of the power imbalance between the employee and the employer in labour disputes, the supervision of the validity of the agree-ment documents by the courts may prevent the manipulation of the employee by the employer and the deepening of the power imbalance between the parties during the mediation process.

 Law No. 6325 on Mediation in Civil Disputes introduced mediation as one of the alternative dispute resolution methods, and Law No. 7036 on Labour Courts stipulates mediation as a way to be applied before filing a lawsuit in disputes between the employee and the employer. In lawsuits filed for employee or employer receivables and compensation based on the law, individual or collective labour agreement and for reinstatement, the application to the mediator is regulated as a condition of litigation. After the mediation activity, if an agreement is reached between the parties to the dispute, a mediation agreement document determining the scope of the agreement is issued. In cases where the subject matter of the mediation agreement document, which is a contract of the law of obligations in the sense of substantive law, is contrary to the mandatory rules, personal rights, morality, the will of the employee is impaired or overused, it is necessary to go beyond the rule that no lawsuit will be filed on the matters agreed in mediation and its invalidity must be demonstrated by the judgement. In the face of the power imbalance between the employee and the employer in labour disputes, the supervision of the validity of the agree-ment documents by the courts may prevent the manipulation of the employee by the employer and the deepening of the power imbalance between the parties during the mediation process.

 6325 sayılı Hukuk Uyuşmazlıklarında Arabuluculuk Kanunu ile uygulan-maya başlanan alternatif uyuşmazlık çözüm yöntemlerinden olan arabuluculuk, 7036 sayılı İş Mahkemeleri Kanunu ile işçi ile işveren arasında çıkan uyuşmazlıklarda dava açmadan önce başvurulması gereken bir yol olarak öngörülmüştür. Kanuna, bireysel veya toplu iş sözleşmesine dayanan işçi veya işveren alacağı ve tazminatı ile işe iade talebiyle açılan davalarda, arabulucuya başvurulmuş olması dava şartı olarak düzenlenmiştir. Arabuluculuk faaliyeti sonrasında, uyuşmazlığın tarafları arasında anlaşma sağlanacak olursa anlaşmanın kapsamını belirleyen arabuluculuk anlaşma belgesi düzenlenmektedir. Maddi hukuk anlamında borçlar hukuku sözleşmesi olan arabuluculuk anlaşma belgesinin konusunun emredici kurallara, kişilik haklarına, ahlaka aykırı olması, işçinin iradesinin sakatlanması veya aşırı yararlanılması hallerinde, arabuluculukta anlaşılan hususlarda dava açılmayacağına yönelik kuralın dışına çıkılarak geçersizliğinin yargılama ile ortaya konması gerekmektedir. İş uyuşmazlıklarında işçi ile işveren arasındaki güç dengesizliği karşısında mahkemelerce anlaşma belgelerinin geçerliliğine ilişkin yapılan denetim, işçinin işverence manipüle edilmesinin ve taraflar arasındaki güç dengesizliğinin arabuluculuk sürecinde derinleşmesinin önüne geçebilecektir.

Makale detayları

EVALUATION OF THE GROUNDS FOR THE INVALIDITY OF THE MEDIATION AGREEMENT IN LABOUR DISPUTES IN THE LIGHT OF JUDICIAL DECISIONS

Yazarlar:

Sevil Doğan | Alper Yılmaz

Yayıncı:

Ankara Hacı Bayram Veli University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Ankara Hacı Bayram Veli Üniversitesi Hukuk Fakültesi Dergisi Vol.29 Issue 4, pp.1877-1926

Belge Tipi:

Makale

Yayın Tarihi:

10/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001360322

pISSN:

2651-4141

Mediation aggrement

Labour disputes

Defective will

Unfair advantage

ReleaseArabuluculuk anlaşma belgesi

İş uyuşmazlıkları

İrade sakatlığı

Aşırı yararlanma

İbra

Sayı

Makale detayları

Yazarlar: Sevil Doğan | Alper Yılmaz

Yayıncı: Ankara Hacı Bayram Veli University

Ana Başlıklar: İş ve Sosyal Güvenlik Hukuku

Dergi: Ankara Hacı Bayram Veli Üniversitesi Hukuk Fakültesi Dergisi Vol.29 Issue 4, pp.1877-1926

Belge Tipi: Makale

Yayın Tarihi: 10/2025

Belge Dili: Türkçe

Document ID (Org No.): 2001360322

pISSN: 2651-4141

Sayı

Yazarlar:

Sevil Doğan | Alper Yılmaz

Yayıncı:

Ankara Hacı Bayram Veli University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Ankara Hacı Bayram Veli Üniversitesi Hukuk Fakültesi Dergisi Vol.29 Issue 4, pp.1877-1926

Belge Tipi:

Makale

Yayın Tarihi:

10/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001360322

pISSN:

2651-4141