The Employer’s Refusal to Reinstate the Employee After Unpaid Leave and Its Legal Consequences

Betül Erkanlı Başbüyük

Makale detayları

The Employer’s Refusal to Reinstate the Employee After Unpaid Leave and Its Legal Consequences

Yazarlar:

Betül Erkanlı Başbüyük

Yayıncı:

Anadolu University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.145-162

Belge Tipi:

Makale

Yayın Tarihi:

2/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001341316

pISSN:

2687-394X

Anahtar kelimeler:

Özet:

 The unpaid leave, which arises from the suspension of the employment contract as a result of mutual agreement between the parties, is one of the significant practices aimed at protecting the employee against dismissal by preventing the termination of the contract and ensuring the continuation of the employment relationship. With the suspension of the employment contract by mutual agreement, the employees are not obliged to perform the work, and accordingly, they are not entitled to their salary. For this reason, it is essential to limit the duration of this unpaid leave to a reasonable period to ensure the protection of the employee. However, since there is no regulation in the law regarding unpaid leave agreed upon by the parties, the issues of the duration of unpaid leave and when the obligations to perform work and pay wages will arise are debated in legal doctrine and court decisions. In our study, the concept of unpaid leave is briefly addressed, and the issue of not determining the duration of unpaid leave is discussed, along with the legal consequences of the employers refusal to reinstate the employee after the termination of the unpaid leave.

 The unpaid leave, which arises from the suspension of the employment contract as a result of mutual agreement between the parties, is one of the significant practices aimed at protecting the employee against dismissal by preventing the termination of the contract and ensuring the continuation of the employment relationship. With the suspension of the employment contract by mutual agreement, the employees are not obliged to perform the work, and accordingly, they are not entitled to their salary. For this reason, it is essential to limit the duration of this unpaid leave to a reasonable period to ensure the protection of the employee. However, since there is no regulation in the law regarding unpaid leave agreed upon by the parties, the issues of the duration of unpaid leave and when the obligations to perform work and pay wages will arise are debated in legal doctrine and court decisions. In our study, the concept of unpaid leave is briefly addressed, and the issue of not determining the duration of unpaid leave is discussed, along with the legal consequences of the employers refusal to reinstate the employee after the termination of the unpaid leave.

 The unpaid leave, which arises from the suspension of the employment contract as a result of mutual agreement between the parties, is one of the significant practices aimed at protecting the employee against dismissal by preventing the termination of the contract and ensuring the continuation of the employment relationship. With the suspension of the employment contract by mutual agreement, the employees are not obliged to perform the work, and accordingly, they are not entitled to their salary. For this reason, it is essential to limit the duration of this unpaid leave to a reasonable period to ensure the protection of the employee. However, since there is no regulation in the law regarding unpaid leave agreed upon by the parties, the issues of the duration of unpaid leave and when the obligations to perform work and pay wages will arise are debated in legal doctrine and court decisions. In our study, the concept of unpaid leave is briefly addressed, and the issue of not determining the duration of unpaid leave is discussed, along with the legal consequences of the employers refusal to reinstate the employee after the termination of the unpaid leave.

 Tarafların anlaşması sonucunda iş sözleşmesinin askıya alınması ile ortaya çıkan ücretsiz izin uygulaması, sözleşmenin sona ermesinin önlenmesi ve iş ilişkisinin devamını sağlayarak işçinin feshe karşı korunması amacına yönelik önemli uygulamalardan biridir. İş sözleşmesinin tarafların anlaşması sonucunda askıya alınması ile işçi iş görme edimini yerine getirmekle yükümlü olmamakta, buna bağlı olarak ücretine de hak kazanamamaktadır. Bu nedenle ücretsiz nitelikteki bu iznin çok uzun süreli olmaması, makul bir süre ile sınırlandırılması işçinin korunması açısından bir gerekliliktir. Anlaşma ile kararlaştırılan ücretsiz izin uygulamalarına ilişkin kanunda düzenleme bulunmadığından, ücretsiz iznin süresi ile iş görme ve ücret ödeme yükümlülüklerinin ne zaman doğacağı sorunu öğreti tartışmalarına ve yargı kararlarına konu olmaktadır. Çalışmamızda kısaca anlaşma ile kararlaştırılan ücretsiz izin kavramına yer verilmekte, ücretsiz iznin devam edeceği sürenin belirlenmemesi sorunu ile ücretsiz izin uygulamasının sona ermesi halinde işçinin işverence işe başlatılmamasının hukuki sonuçları tartışılmaktadır.

Makale detayları

The Employer’s Refusal to Reinstate the Employee After Unpaid Leave and Its Legal Consequences

Yazarlar:

Betül Erkanlı Başbüyük

Yayıncı:

Anadolu University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.145-162

Belge Tipi:

Makale

Yayın Tarihi:

2/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001341316

pISSN:

2687-394X

Unpaid Leave

Suspension

Refusal to Reinstate

Default

Default of the EmployerÜcretsiz İzin

Askı

İşe Başlatmama

Temerrüt

İşveren Temerrüdü

Sayı

Makale detayları

Yazarlar: Betül Erkanlı Başbüyük

Yayıncı: Anadolu University

Ana Başlıklar: İş ve Sosyal Güvenlik Hukuku

Dergi: Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.145-162

Belge Tipi: Makale

Yayın Tarihi: 2/2025

Belge Dili: Türkçe

Document ID (Org No.): 2001341316

pISSN: 2687-394X

Sayı

Yazarlar:

Betül Erkanlı Başbüyük

Yayıncı:

Anadolu University

Ana Başlıklar:

İş ve Sosyal Güvenlik Hukuku

Dergi:

Anadolu Üniversitesi Hukuk Fakültesi Dergisi Vol.11 Issue 1, pp.145-162

Belge Tipi:

Makale

Yayın Tarihi:

2/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001341316

pISSN:

2687-394X