Employment Lawyer Antalya | Ömer EFE - 17+ Years Experience

Employment Lawyer in Antalya, Turkey

Employment disputes in Turkey can involve strict application periods, mandatory mediation and detailed payroll or workplace evidence. Efe Law Office advises employees and employers in Antalya on Turkish employment law, from reviewing an employment relationship to negotiation, mediation and court proceedings.

Our work includes wrongful dismissal, reinstatement, severance and notice pay, unpaid wages, overtime, workplace discrimination, occupational accidents and employer compliance. Each matter is assessed according to its facts; no outcome can be guaranteed.

Employment Law Services for Employees

Employees may need legal support while they are still working or after their employment has ended. We assist with:

• Reviewing termination notices and settlement documents
• Reinstatement claims following dismissal
• Severance and notice pay claims
• Unpaid salary, overtime and annual leave claims
• Weekly rest day and public holiday pay
• Discrimination and bad-faith dismissal claims
• Workplace harassment and mobbing allegations
• Compensation arising from occupational accidents or diseases
• Representation during mandatory mediation and litigation

Before signing a release, settlement or resignation document, an employee should understand how it may affect later claims.

Employment Law Services for Employers

Preventive advice can reduce the risk of a dispute and help employers document workplace decisions correctly. Our employer-side services include:

• Preparing and reviewing employment agreements
• Drafting workplace policies and disciplinary procedures
• Reviewing termination grounds and notices
• Advising on working time, overtime and leave records
• Responding to employee receivable and reinstatement claims
• Representation in mediation and employment court proceedings
• Legal support for workplace transfers and organisational changes

Dismissal and Reinstatement Claims in Turkey

Eligibility for reinstatement depends on statutory conditions, including the type of employment contract, length of service and the number of employees at the workplace. Where the legal conditions are met, an employee who challenges a dismissal must generally apply to a mediator within one month of receiving the termination notice. If mediation ends without settlement, the reinstatement action must generally be filed within two weeks from the final mediation record.

These are short legal periods. The termination notice, employment contract and mediation record should therefore be reviewed without delay. Different claims may be subject to different limitation or application periods.

Mandatory Mediation for Employment Disputes

In Turkey, mediation is generally a precondition before filing court proceedings for employee or employer receivables, compensation arising from the employment relationship and reinstatement claims. The mediator does not decide the dispute; the parties decide whether to settle.

Legal preparation remains important during mediation. A lawyer can identify the claims, review calculations, organise supporting records, assess settlement terms and ensure that the final document accurately reflects the agreement or non-settlement.

Severance, Notice Pay and Employee Receivables

Entitlement cannot be determined from job title or length of service alone. The reason for termination, service period, wage components, employment records and any payments already made must be examined together.

Potential claims may include:

• Severance pay
• Notice pay
• Outstanding salary and bonuses
• Overtime pay
• Unused annual leave pay
• Weekly rest day pay
• National and public holiday pay
• Compensation connected with unlawful discrimination or bad-faith termination

Calculations may involve regular benefits in addition to basic salary. Payroll records, bank transfers, shift schedules, correspondence and witness evidence can all be relevant.

Workplace Accidents and Occupational Diseases

Workplace accident and occupational disease matters may involve compensation, social security records, medical evidence and an assessment of fault. Employees and employers should preserve incident reports, medical documents, witness details, training records and occupational health and safety documents.

Because these cases may involve more than one legal process, an early review can help identify the appropriate claims, parties and evidence.

Documents to Prepare for an Employment Law Review

The documents required depend on the dispute, but the following are commonly useful:

• Employment contract and job description
• Termination or resignation notice
• Payroll slips and bank payment records
• Social security service records
• Shift, attendance and overtime records
• Annual leave forms
• Relevant emails, messages and workplace correspondence
• Mediation documents and settlement proposals
• Medical and accident records, where applicable

Do not alter or unlawfully obtain workplace records. A lawyer can advise which materials may be used lawfully in a particular case.

Why Work With Efe Law Office?

Efe Law Office provides employment law advice and representation from its Antalya office. With more than 17 years of legal experience, the office supports both Turkish and international clients who need clear English-language guidance on proceedings in Turkey.

Our approach is to explain the available options, important deadlines, expected stages and potential costs before deciding how to proceed.

FAQ: Employment Law in Turkey

I was dismissed in Antalya. What should I do first?

Keep the written termination notice, employment contract, payroll records and relevant correspondence. Avoid signing a release or settlement that you do not understand. If reinstatement may be available, the one-month mediation application period makes prompt legal review important.

Is mediation compulsory before an employment lawsuit in Turkey?

Mediation is generally a mandatory precondition for employment receivable, compensation and reinstatement proceedings. Some disputes, including certain claims arising directly from workplace accidents or occupational diseases, may follow different procedural rules, so the claim type should be checked individually.

Can I claim severance pay if I resign?

Resignation does not automatically create a right to severance pay. Entitlement depends on the legal reason for ending the employment relationship and the supporting evidence. Certain employee-initiated terminations may qualify, but the circumstances should be reviewed before notice is given.

What evidence can support an overtime claim?

Payroll slips, bank records, entry and exit records, shift schedules, emails, messages and witness evidence may be relevant. The evidential value of each item depends on how it was created, obtained and presented.

Do you advise employers as well as employees?

Yes. Efe Law Office advises employers on contracts, workplace policies, termination procedures, employee claims, mediation and litigation, while also representing employees in appropriate matters.

Can an English-speaking client handle a Turkish employment dispute through your office?

Yes. We provide English-language communication and explain the Turkish mediation and court process to international employees, executives and employers with employment matters in Antalya or elsewhere in Turkey.

Contact an Employment Lawyer in Antalya

For an assessment of an employment matter under Turkish law, contact Efe Law Office. Initial information should include the parties, employment dates, the type and date of termination, and whether mediation has already started.

• Phone: +90 242 966 65 45
• Email: [email protected]
• Address: Meltem Mh. 3808 Sk. No:2E, Onur Sitesi A7 Blok Kat:1 Daire:2, Muratpaşa / Antalya
• Office hours: Monday-Friday, 08:00-17:00

This page provides general information and does not constitute legal advice. Legal rights and deadlines depend on the facts of each matter and current Turkish law.