22 October 2021

SSI Termination Codes

Author Erdoğdu Onur Erol, Category Work Life

The updated termination codes are listed.

Code	Termination Explanation	Severance Entitlement	Notice Entitlement	Unemployment Fund
01	End of the employment contract during probation period by the employer
02	End of the employment contract during probation period by the employee
03	End of the indefinite employment contract by employee (Resignation)
04	End of the indefinite employment contract by employer
05	End of the definite term employment contract
08	Due to retirement (old age) or full settlement
09	Retired due to disability
10	Death
11	Death by industrial accidents
12	Resignation by the employee due to military service
13	Resignation by the female employee due to marriage
14	Resignation by the employee due to completion of the conditions for retirement with the exception of age limit
15	Collective dismissal of employees
16	Transfer to employee from a workplace to other one
17	Closing of the workplace
18	End of the work
19	End of season (If the employee will not be hired again please check the code 4)
20	End of campaign (If the employee will not be hired again please check the code 4)
21	Status changing
22	Other reasons
23	Termination of the employment contract by the employee due to force majeure reasons
24	Termination of the employment contract by the employee due to health reasons
25	Termination of the employment contract by the employee due to immoral, dishonourable or malicious conduct or other similar behaviours of the employer
26	Termination of the employment contract by the decision of the Disciplinary Board
27	Cancellation of the employment agreement by the employer with force major reasons or arrest
28	Termination of the employment contractby the employer due to health reasons
30	End of visa (If the employee will not be hired again please check the code 4)
31	The termination within the scope of Obligations Code , Trade Union Act, Strike and Lock Out Code without own willingness and defect
32	Based on 21^st Article of 4046 numbered law, termination with the reason of privatization
33	Termination of the employment contract by journalist
34	Termination because of transferring of the workplace, changing of the work or the workplace qualification
36	State of emergency
37	Termination from the civil service with KHK
38	Resignation by the employee due to giving birth
39	Transferring to the civil service with 696 KHK
40	Termination due to not transferring the civil service with 696 KHK
42	If the employee tricks the employer and gives incorrect information about the employer during the employment contract. (Law No: 4857 Article 25-II-a)
43	If employee speaks of ill or behaves disrespectfully on behalf of the employer or their families (Law No: 4857 Article 25-II-b)
44	If the employee sexually harass another employee. (Law No: 4857 Article 25-II-c)
45	If the employee teases about the employer or employer's family comes to the workplace drunk or on drugs or uses these in the workplace. (Law No: 4857 Article 25-II-d)
46	If the employee steals, reveals the secrets of the employer, behaviors that do not comply with loyalty. (Law No: 4857 Article 25-II-e)
47	If the employee has a crime that requires an imprisonment for more than seven days. (Law No: 4857 Article 25-II-f)
48	If the employee does not come to workplace without a permission from the employer or a valid reason for 2 workdays continuously, or a workday after a holiday for two times in a month, or three workdays in a month. (Law No: 4857 Article 25-II-g)
49	If the employee does not perform the tasks although reminded by the employer. (Law No: 4857 Article 25-II-h)
50	If the employee causes danger in the workplace, causes a damage with an amount of more than a monthly salary. (Law No: 4857 Article 25-II-ı)

Notification!

The content in this article is for general information purposes only and belongs to CottGroup^® member companies. This content does not constitute legal, financial, or technical advice and cannot be quoted without proper attribution.

CottGroup^® member companies do not guarantee that the information in the article is accurate, up-to-date, or complete and are not liable for any damages that may arise from errors, omissions, or misunderstandings that the information may contain.

The information presented here is intended to provide a general overview. Each specific case may require different assessments, and this information may not be applicable to every situation. Therefore, before taking any action based on the information provided in the article, it is strongly recommended that you consult a competent professional in the relevant fields such as legal, financial, technical, and other areas of expertise. If you are a CottGroup^® client, do not forget to contact your client representative regarding your specific situation. If you are not our client, please seek advice from an appropriate expert.

For contact and company information, please visit the CottGroup^® Member Companies page.

About The Author