The Right of the Employee to Terminate the Employment Contract Immediately for Justifiable Reasons
The right of the employee to terminate the employment contract immediately for justifiable reasons is regulated by Article 24 of the Labor Law No. 4857ight of the Employee to Terminate the Employment Contract Immediately for Justifiable Reasons
The right of the employee to terminate the employment contract immediately for justifiight of the Employee to Terminate the Employment Contract Immediately for Justifiable Reasons
The right of the employee to terminate the employment contract immediately for justifiable reasons is regulated by Article 24 of the Labor Law No. 4857 The provisions of the article in question are listed under the headings of “health reasons”, “violations of moral and good faith rules and similar situations” and “force majeure reasons”. The law also does not make a distinction between the worker who is granted the right to terminate immediately for just cause and working under a fixed-term or indefinite-term employment contract, and states that these rights can be exercised in any case.
Situations that will give rise to the right to terminate immediately due to health reasons;
a) If the work subject to the employment contract is dangerous for the health or life of the worker due to a reason arising from the nature of the work.) If the work subject to the employment contract is dangerous for the health or life of the worker due to a reason arising from the nature of the work.
b) If the employer or another employee with whom the employee constantly meets and meets closely and directly is infected with an in) If the work subject to the employment contract is dangerous for the health or life of the worker due to a reason arising from the nature of the work.
b) If the employer or another employee with whom the employee constantly meets and meets closely and directly is infected with an infectious disease or an illness incompatible with the employee’s work.
Situations that do not comply with the rules of morality and goodwill, and the like:
a) If the employer misleads the employee by showing incorrect qualifications or conditions about one of the main points of this agreement at the time the employment contract is concluded, or by giving untrue information or making promises.
b) If the employer says words or behaves in a way that damages the honor and dignity of the worker or one of his/her family members, or if he/she sexually harasses the worker.) If the employer says words or behaves in a way that damages the honor and dignity of the worker or one of his/her family members, or if he/she sexually harasses the worker.
c) If the employer taunts or intimidates the employee or one of his family members, or encourages, provokes, drags the employee or one of his family members to behave against the law, or commits a crime requiring imprisonment against the employee and one of his family members, or makes unfounded grave accusations or accusations that are offensive to honor and dignity about the employee.
d) If the worker is sexually harassed by another worker or third parties at the workplace and the necessary measures are not taken despite reporting this situation to the employer.
e) If the worker’s wage is not calculated or paid by the employer in accordance with the provisions of the law or the terms of the contract,d) If the worker is sexually harassed by another worker or third parties at the workplace and the necessary measures are not taken despite reporting this situation to the employer.
e) If the worker’s wage is not calculated or paid by the employer in accordance with the provisions of the law or the terms of the d) If the worker is sexually harassed by another worker or third parties at the workplace and the necessary measures are not taken despite reporting this situation to the employer.
e) If the worker’s wage is not calculated or paid by the employer in accordance with the provisions of the law or the terms of the contract,
Pay payable per piece or on the basis of the amount of work, but in cases where the employer gives the employee less work than the number and amount he can do, the wage difference between them is paid on a time basis, if the employee’s missing wages are not Decoupled or if the working conditions are not applied.
Compelling reasons:
If compelling reasons arise that require the employee to stop work at the workplace for more than a week.
In the event of the existence of the above situations, the employee has the right to terminate the employment contract immediately without complying with the notification period.
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