Notification Procedures under the Labor Law Updated

Through the “7555 Numbered Law on the Amendment of the Law on the Protection of the Value of Turkish Currency, Certain Laws, and Decree Law Numbered 635” (the Law), which was published in the Official Gazette dated 24 July 2025 and numbered 32965, the title and wording of Article 109 of the Labor Law No. 4857 (Labor Law) have been amended, whereby the procedures regarding the delivery of notifications within the scope of employment relationships, either in writing or, under certain conditions, by electronic means, have been redefined, and the amendment entered into force on the date of publication. Within this scope, the validity of electronic notifications has been made possible through the use of the Registered Electronic Mail (REM) system, provided that the employee gives written consent.

The key points are summarized below:

• Notifications may be delivered to the employee in writing or via the REM system, provided that the employee’s written consent is obtained.
• Notifications that may result in the termination of the employment contract must, in any case, be made in written form.
• Written notifications must be delivered to the employee against a signature. In cases where the employee refuses to sign, the situation must be documented by means of a formal report prepared on-site.
• Notifications falling within the scope of the Notification Law No. 7201 dated 11 February 1959 (Notification Law) must be served in accordance with the provisions of the Notification Law.
• It is mandatory for all costs associated with the use of the REM system to be borne by the employer.