The decision of the Constitutional Court dated November 5, 2024 with file no 2023/158 and decision no 2024/187 ("Decision") was published in the Official Gazette numbered 32837 on March 10, 2025.

Article 27(1) of the Law on Private International Law and Procedural Law ("PIL") states "Employment contracts shall be subject to the law chosen by the parties, provided that the employee retains the minimum protection afforded by the mandatory provisions of the law of the habitual workplace.".

On March 6, 2025, the Presidential Circular No. 2025/3 was published in the Official Gazette No. 32833, introducing regulations aimed at preventing psychological harassment (mobbing) in workplaces.

Psychological harassment is defined as the deliberate and systematic humiliation, belittlement, exclusion, damage to dignity and reputation, mistreatment, and intimidation of employees over a certain period.

There are various legal regulations in working life aimed at ensuring the participation of disabled individuals in the workforce, enhancing their integration into social life, and supporting their economic independence. Recently, the issue has resurfaced following notifications from the Turkish Employment Agency (İŞKUR) regarding the reduction of the disability employment gap and the imposition of administrative fines on employers failing to meet their obligations.

This article covers the legal responsibilities of employers, the steps disabled individuals need to take to participate in the workforce, the available support for both employers and employees, and the details of the implementation process.

According to the Circular dated January 6, 2025 and numbered 27998389-010.06.02-3676469 published by the Ministry of Treasury and Finance with the subject ‘Financial and Social Rights’, the coefficients used to calculate the wage of a public officers have been revised effective January 1, 2025.

Income Tax Exempted Severance Pay