{"id":10874,"date":"2025-09-18T12:09:55","date_gmt":"2025-09-18T12:09:55","guid":{"rendered":"https:\/\/azelhukuk.com\/?p=10874"},"modified":"2025-09-18T15:18:03","modified_gmt":"2025-09-18T15:18:03","slug":"under-which-circumstances-can-an-employee-leave-their-job-for-a-justified-reason","status":"publish","type":"post","link":"https:\/\/azelhukuk.com\/en\/hakli-nedenle-fesih-isci-hangi-durumlarda-isten-ayrilabilir\/","title":{"rendered":"Termination for Just Cause: Under What Circumstances Can an Employee Resign?"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"10874\" class=\"elementor elementor-10874\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-a4282a8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"a4282a8\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-2fd17df\" data-id=\"2fd17df\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1889b8a elementor-widget elementor-widget-text-editor\" data-id=\"1889b8a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">An employee terminating their employment contract for a justified reason is an immediately applicable right that can be invoked in the face of concrete and serious violations such as non-payment of wages, humiliating behaviour in the workplace, conditions that endanger health and safety, or the suspension of work for a prolonged period. This decision requires meticulousness in terms of evidence, time limits, and procedure; the text of the Law, frequently encountered situations in practice, rights arising after termination, steps to be followed, and frequently asked practical questions are clearly given below.<\/span><\/p><h2><strong>Justifiable Grounds for Termination<\/strong><\/h2><p><a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuat?MevzuatNo=4857&amp;MevzuatTur=1&amp;MevzuatTertip=5\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Labour Law No 4857<\/span><\/a><span style=\"font-weight: 400;\">\u2019According to Article 24 of the Labour Law, whether for a definite or an indefinite period, an employee may terminate the employment contract before the expiry of the contract term or without waiting for the notice period under the circumstances specified below.<\/span><\/p><h3><strong>Medical Reasons<\/strong><\/h3><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the performance of the work, which is the subject of the employment contract, becomes dangerous to the employee's health or life due to a reason arising from the nature of the work.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the employer or another worker with whom the employee is in continuous, close and direct contact contracts an infectious disease or a disease incompatible with the employee's work,.<\/span><\/li><\/ul><h3><strong>Conduct Incompatible with Rules of Ethics and Good Faith and Similar Situations<\/strong><\/h3><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the employer misleads the employee at the time the employment contract is concluded by showing false qualifications or conditions regarding one of the essential points of this contract, or by giving untrue information or making false statements.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the employer makes remarks or behaves in a manner that undermines the honour and dignity of the employee or a member of their family, or if the employer sexually harasses the employee.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the employer harasses or intimidates the employee or one of their family members, or encourages, incites or drives the employee or one of their family members to act against the law, or commits an offence against the employee and one of their family members requiring imprisonment, or makes unfounded, grave accusations or imputations against the employee that damage their honour and dignity.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Where an employee is subjected to sexual harassment at the workplace by another employee or a third party, and the employer fails to take the necessary measures despite being informed of the situation.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the employer does not calculate or pay the employee's wage in accordance with the provisions of the law or the contract terms,<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Where it is agreed that wages shall be paid on a piece-rate or task-basis, and the employer provides the employee with work of a quantity or amount less than they are capable of performing, if the wage difference between the two is not compensated by paying the employee on a time-basis to make up for the shortfall in wages, or if the working conditions are not applied.<\/span><\/li><\/ul><h3><strong>Compelling Reasons<\/strong><\/h3><p><span style=\"font-weight: 400;\">If compelling reasons arise in the workplace where the employee works that require the suspension of work for more than a week.<\/span><\/p><h2><strong>The Legal Source of Just Cause<\/strong><\/h2><p><span style=\"font-weight: 400;\">When the circumstances enumerated in Article 24 are supported by concrete facts, the employee may terminate the contract immediately without waiting for the notice period. Such terminations produce effects in terms of severance pay and workers\u2019 receivables, whereas notice compensation generally cannot be claimed in the event of justifiable termination. The nature of the evidence and the timing are decisive in the decision-making process.<\/span><\/p><h2><strong>Commonly Encountered Grounds for Justified Termination in Practice<\/strong><\/h2><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Failure to pay wages on a regular basis or repeated delays:<\/b><span style=\"font-weight: 400;\"> This is the most common justification. It must be supported by bank statements, payrolls, receipts and correspondence.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Insults, threats, physical or verbal harassment:<\/b><span style=\"font-weight: 400;\"> Humiliating behaviour originating from a manager or employer, or the failure of the employer to investigate the complaint, constitutes grounds for justified termination.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Sexual harassment and bullying:<\/b><span style=\"font-weight: 400;\"> If the necessary measures are not taken despite a report of harassment, the right to terminate the contract applies.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Compromising occupational health and safety:<\/b><span style=\"font-weight: 400;\"> A lack of protective equipment and the failure to address occupation-specific risks; medical reports and expert opinions are important.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Work being stopped for more than a week:<\/b><span style=\"font-weight: 400;\"> Actual interruptions that occur on a continuous basis may constitute force majeure.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Fundamental misrepresentation in recruitment:<\/b> If hidden matters regarding the essence of the work come to light, termination comes to the agenda.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2f078ce elementor-widget elementor-widget-image\" data-id=\"2f078ce\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"691\" src=\"https:\/\/azelhukuk.com\/wp-content\/uploads\/2025\/09\/2-1024x691.jpg\" class=\"attachment-large size-large wp-image-10878\" alt=\"Rights arising for the employee in the event of justified termination\" srcset=\"https:\/\/azelhukuk.com\/wp-content\/uploads\/2025\/09\/2-1024x691.jpg 1024w, https:\/\/azelhukuk.com\/wp-content\/uploads\/2025\/09\/2-300x203.jpg 300w, https:\/\/azelhukuk.com\/wp-content\/uploads\/2025\/09\/2-768x518.jpg 768w, https:\/\/azelhukuk.com\/wp-content\/uploads\/2025\/09\/2-1536x1037.jpg 1536w, https:\/\/azelhukuk.com\/wp-content\/uploads\/2025\/09\/2.jpg 1600w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bb0c0c9 elementor-widget elementor-widget-text-editor\" data-id=\"bb0c0c9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><strong>Rights Arising from Justified Termination<\/strong><\/h2><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Severance pay:<\/b><span style=\"font-weight: 400;\"> It is calculated based on the length of service and, in the event of termination for a valid reason, the employee <\/span><a href=\"https:\/\/azelhukuk.com\/en\/what-is-severance-pay\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">to severance pay<\/span><\/a><span style=\"font-weight: 400;\"> becomes entitled.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary and additional payments:<\/b><span style=\"font-weight: 400;\"> Monthly wages earned up to the date of termination, overtime pay, weekend rest day pay and public holiday pay can be claimed.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Annual leave pay:<\/b><span style=\"font-weight: 400;\"> Payment is required for any unused annual leave.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Other requests:<\/b><span style=\"font-weight: 400;\"> If there are tangible damages (e.g. compensation for damage arising from a tort), they may also be claimed.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Notice pay:<\/b><span style=\"font-weight: 400;\"> The general rule is that no notice pay arises in justified termination; exceptions are evaluated according to the specific circumstances of the case.<\/span><\/li><\/ul><h2><strong>Evidence and Next Steps \u2014 What You Need to Do<\/strong><\/h2><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Gather the documents:<\/b><span style=\"font-weight: 400;\"> Payslips for the last 6\u201312 months, bank statements, copies of cheques\/receipts, proof of cash payments, written\/electronic correspondence (email, SMS, WhatsApp), workplace notifications, medical reports, photographs\/video recordings. If payment was made in cash, please ensure this is supported by a written document.<\/span><span style=\"font-weight: 400;\"><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Send a formal notice:<\/b><span style=\"font-weight: 400;\"> If possible, send a brief notice of warning by registered post or by email; written notice serves as evidence in the future.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Observe the time limits:<\/b><span style=\"font-weight: 400;\"> From the date you learned about the incident, in most concrete cases <\/span><b>6 working days<\/b><span style=\"font-weight: 400;\"> the need to resort to justified termination may arise within this; in any case, bear in mind the 1-year time bar.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Identify the witnesses:<\/b><span style=\"font-weight: 400;\"> Obtain the names and contact details of eyewitnesses; witness statements are decisive in practice.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Mediation and litigation:<\/b><span style=\"font-weight: 400;\"> Mediation can be a mandatory prerequisite for employment claims; check the necessity of the mediation process and keep your documents safe.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Legal representation<\/b><span style=\"font-weight: 400;\"> After the evidence has been gathered, a specialist for seniority and wage claims <\/span><a href=\"https:\/\/azelhukuk.com\/en\/services\/labour-and-social-security-law\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">with an employment lawyer<\/span><\/a><span style=\"font-weight: 400;\"> It is most advisable to prepare a statement of claim.<\/span><\/li><\/ol><h2><strong>Termination of the employment contract for just cause<\/strong><\/h2><h3><strong>Frequently Asked Questions<\/strong><\/h3><p><span style=\"font-weight: 400;\">Here you can find the answers to the most frequently asked questions regarding the process of terminating an employee's contract for a valid reason. If you cannot find the answer you are looking for, for detailed information and support <\/span><a href=\"https:\/\/azelhukuk.com\/en\/contact\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">you can get in touch with us<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p><h4><strong>What should I do if my salary hasn't been paid for 2\u20133 months?\u00a0<\/strong><\/h4><p><span style=\"font-weight: 400;\">Send a written warning first, gather the evidence; taking into account the six working days and the one-year forfeiture period, evaluate the options of justified termination and legal action.<\/span><\/p><h4><strong>Amir is constantly insulting me; can I terminate immediately?\u00a0<\/strong><\/h4><p><span style=\"font-weight: 400;\">Gather witnesses and written evidence; if the employer does not take the necessary precautions, lawful termination is possible.<\/span><\/p><h4><strong>How is severance pay calculated if payments are made in cash?\u00a0<\/strong><\/h4><p><span style=\"font-weight: 400;\">If there is no receipt, cheque or bank record showing that it was received in hand, proof becomes difficult; payroll and bank records are strong evidence.<\/span><\/p><h4><strong>Is the report sufficient if there is a health risk?\u00a0<\/strong><\/h4><p><span style=\"font-weight: 400;\">The specialist physician's report, workplace notifications and records of the lack of protective measures together provide strong evidence.<\/span><\/p><h4><strong>Can I not file a lawsuit if I do not go to the mediator?\u00a0<\/strong><\/h4><p><span style=\"font-weight: 400;\">Mediation is a mandatory prerequisite in many employment lawsuits; first check the requirement for mediation.<\/span><\/p><h2><strong>Pay Attention to the Right Steps to Avoid Loss of Rights in Justified Termination<\/strong><\/h2><p><span style=\"font-weight: 400;\">Justifiable termination is a legal exit door that protects the dignity and labour of the worker. Termination for a just cause by the employee is a complex process where errors regarding evidence, time limits and procedure may lead to a loss of rights. <\/span><b>As Azel Law and Consultancy, <\/b><span style=\"font-weight: 400;\">We meticulously protect our clients' rights regarding rightful termination and employment receivables, providing strategic and effective representation throughout the process. Contact us for detailed support.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8195037 elementor-widget elementor-widget-rt-cta\" data-id=\"8195037\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"rt-cta.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\n\n<!--=====================================-->\n<!--=     Call To Action Area Start     =-->\n<!--=====================================-->\n<section class=\"call-to-action-wrap-layout1 has-animation\">\n        <div class=\"animated-figure\">\n        <div class=\"translate-right-50 transition-100 opacity-animation transition-delay-100\">\n            <img decoding=\"async\" width=\"1600\" height=\"1080\" src=\"https:\/\/azelhukuk.com\/wp-content\/uploads\/2025\/09\/1.jpg\" class=\"attachment-full size-full\" alt=\"Termination of the employment contract by the employee for a valid reason\" \/>        <\/div>\n    <\/div>\n        <div class=\"row\">\n        <div class=\"col-lg-8 col-12\">\n                        <div class=\"call-to-action-box-layout1\">\n                <h2 class=\"item-title\">For a fair, reliable and effective service...<\/h2>\n            <\/div>\n                    <\/div>\n        <div class=\"col-lg-4 col-12 d-flex align-items-center justify-content-center justify-content-lg-end\">\n                        <div class=\"call-to-action-box-layout1\">\n                <a href=\"https:\/\/azelhukuk.com\/en\/contact\/\" class=\"btn-fill\">Contact us!<\/a>\n            <\/div>\n                    <\/div>\n    <\/div>\n<\/section>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>\u0130\u015f\u00e7inin hakl\u0131 nedenle i\u015f s\u00f6zle\u015fmesini feshetmesi, \u00fccretin \u00f6denmemesi, i\u015fyerinde onur k\u0131r\u0131c\u0131 davran\u0131\u015flar, sa\u011fl\u0131k ve g\u00fcvenli\u011fi tehlikeye atan ko\u015fullar veya i\u015fin uzun s\u00fcre durmas\u0131 gibi somut ve ciddi ihlaller kar\u015f\u0131s\u0131nda ba\u015fvurulabilecek, derhal uygulanabilen bir hakt\u0131r. Bu karar delil, s\u00fcre ve usul y\u00f6n\u00fcnden titizlik gerektirir; a\u015fa\u011f\u0131da Kanun metni, uygulamada s\u0131k kar\u015f\u0131la\u015f\u0131lan haller, fesih sonras\u0131 do\u011fan haklar, izlenecek&#8230;<\/p>","protected":false},"author":1,"featured_media":10877,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44],"tags":[],"class_list":["post-10874","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-is-kanunu","aeen-post-thumb"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Hakl\u0131 Nedenle Fesih: \u0130\u015f\u00e7i Hangi Durumlarda \u0130\u015ften Ayr\u0131labilir?<\/title>\n<meta name=\"description\" content=\"\u0130\u015f\u00e7i, i\u015f s\u00f6zle\u015fmesini hakl\u0131 nedenle feshetme hakk\u0131na sahiptir. 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