Last reviewed: 2 October 2026. “Employment receivables” is not a single claim. Depending on the employment relationship, severance compensation, notice compensation, unpaid wages, overtime, weekly rest, public-holiday pay, unused annual leave and contractual entitlements may arise. Each item should be assessed separately by reference to the termination reason, working pattern and available records.

Is severance compensation payable whenever employment ends?

No. Length of service is important, but the reason for termination is equally significant. Dismissal by the employer without a qualifying justified reason, certain justified terminations by the employee, retirement-related situations and other statutory grounds can produce different results. A document headed “resignation” is not always conclusive by itself; the real intention and underlying reason can be examined.

The calculation may involve the concept of gross remuneration including regular measurable benefits, as well as the statutory severance ceiling in force on the termination date. Because monetary ceilings change over time, a calculation should use the value applicable to the relevant period rather than a figure taken from an older online example.

When can notice compensation arise?

For indefinite-term employment contracts, termination without observing the statutory notice periods can lead to notice compensation where the legal conditions are met. The notice period varies according to seniority. Immediate termination for a legally justified reason can lead to a different outcome, so the simple fact that an employee was dismissed or resigned does not by itself determine entitlement.

How is overtime proved?

The Labour Law regulates normal weekly working time and overtime. Under the general framework, work exceeding forty-five hours per week can fall within the overtime rules, but equalisation arrangements, shift systems, night work and other sector-specific rules may affect the calculation. Payroll records, entry-exit systems, shift schedules, electronic workplace records, correspondence and witness statements can all be relevant.

A payroll showing an overtime payment, or a payroll signed without reservation, can affect the evidentiary assessment. Conversely, an allegation that payroll records do not reflect the real working pattern can be examined through other evidence. There is no single evidence rule that answers every overtime claim.

When is unused annual leave paid?

During employment, annual paid leave is primarily a rest right and should not ordinarily be converted into money while the employment relationship continues. When employment ends, payment may become due for accrued and unused annual leave. The employer’s leave records and equivalent documents are important in determining whether leave was actually granted.

Is mediation mandatory in employment disputes?

Article 3 of the Labour Courts Law No. 7036 makes pre-action mediation a procedural condition for many employee and employer claims arising from individual or collective employment contracts, as well as reinstatement claims. Later amendments extended the scope to certain actions relating to objections, negative declarations and recovery. Claims arising from occupational accidents and occupational diseases are subject to statutory exceptions and should be distinguished from ordinary employment receivables.

Mandatory mediation does not mean that the parties must settle. The required process must be initiated, but if no agreement is reached the final mediation record allows the dispute to proceed to court. Describing the claims with sufficient clarity in the mediation application can be important to avoid later disputes over the procedural condition.

Why are deadlines especially important in reinstatement claims?

Reinstatement law contains short forfeiture periods. The time for applying to mediation after notice of termination and the time for filing the action after an unsuccessful mediation must be tracked separately. An employee considering reinstatement should therefore not focus only on severance and notice calculations while allowing the reinstatement period to expire.

Which records matter in Izmir employment disputes?

  • The employment contract, job description and remuneration terms.
  • Social-security records and employment entry/exit data.
  • Payroll and bank-payment records.
  • Timesheets, shift records and access logs.
  • Annual leave forms.
  • Termination notices and written correspondence.
  • Mediation application and final record.

The workplace being in Izmir can be relevant to territorial jurisdiction, but the place where the work was performed, the employer’s location and the special jurisdiction provisions should be considered together. Employment-law jurisdiction clauses can also be subject to different rules from ordinary commercial contracts.

How reliable are online calculators?

A calculator can provide a preliminary estimate, but it cannot by itself determine the legal reason for termination, the correct remuneration basis, actual working days, statutory caps, tax treatment, limitation issues or evidentiary disputes. Overtime calculations are particularly sensitive to the real work schedule and should not be reduced to a simple multiplication based only on monthly salary.

Frequently asked questions

Can an employee who resigned ever receive severance?

Yes, in some circumstances. The law recognises justified termination by the employee and other specific situations. The actual reason for ending the employment must be examined.

Is witness evidence enough for overtime?

Witnesses can be important, but their evidence is assessed together with payroll, shift records and other documents. Whether the witness worked in the same period and under a similar schedule can matter.

Can a claim be filed again after a mediation settlement?

The scope and legal effect of a properly executed settlement document are important. Claims expressly included in a settlement may be subject to significant legal consequences, so the wording should be read carefully.

Legal framework: Labour Law No. 4857, Labour Courts Law No. 7036, Turkish Mediation Law No. 6325 and related legislation. For general information, see the employment law practice-area page.