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- October 24, 202617°
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What does a Syrian worker in Türkiye receive after dismissal?
Turkish labour law grants a Syrian worker dismissed from their job rights that may include severance pay, notice pay, unpaid wages and payment for unused annual leave, subject to conditions related to length of service, contract type and reason for dismissal, with a one-month deadline to seek reinstatement through mediation.
Syrian citizenship alone does not remove the rights granted to workers upon dismissal under Türkiye’s Labour Law No. 4857. However, these rights depend on length of service, contract type and the reason for termination, as well as the worker’s legal status, since a temporary protection identity card (kimlik) does not replace a work permit.
A worker is entitled to severance pay if they have completed at least one full year with the same employer and their contract ended in a manner that legally permits such compensation. It is generally calculated at 30 days’ gross wages for each full year of service, with any remaining part of a year calculated proportionally, subject to the statutory ceiling applicable when the contract ends. Some regular allowances, such as food and transport allowances, may be included in the calculation.
Notice pay is owed in indefinite-term contracts if the employer terminates the contract without observing the statutory notice period. Under Article 17 of the law, the period is two weeks for workers with less than six months of service, four weeks for those with between six months and one and a half years, six weeks for those with between one and a half and three years, and eight weeks for those with more than three years of service.
The worker may also claim wages for the days worked up to the dismissal date, other unpaid financial entitlements and payment for unused paid annual leave, even if the conditions for severance pay are not met.
In some cases, a worker may seek reinstatement if they have at least six months of service at a workplace with 30 or more employees. The application must be submitted to a mediator (Arabulucu) within one month of being notified of the dismissal, as mediation is a mandatory step before bringing a case before the labour court.
Specialists advise workers to keep their employment contract, work permit, payslips, dismissal notice and documents proving their length of service. They also advise against signing any document whose contents they do not understand and recommend consulting the relevant bodies at the Ministry of Labour and Social Security or a lawyer to determine the amounts owed accurately.
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