Female recent job starters experienced a larger decline (from 6.8% in Q4 2021 to 6.5% in Q4 2022; -0.3 pp) than their male counterparts (from 5.7% to 5.5%; -0.2 pp).

The decrease in female recent job starters was particularly noticeable among those aged 15-29 participating in formal education, with a decline from 27.4% in Q4 2021 to 25.5% in Q4 2022 (-1.9 pp). In contrast, males within the same age group and category experienced a smaller decrease – from 25.0% to 24.6% (-0.4 pp).

The most significant decline in the rate of male recent job starters occurred among those aged 15-29 not participating in formal education, with a decrease from 13.2% in Q4 2021 to 12.5% in Q4 2022 (-0.8 pp).

In Q4 2022, the highest rates of recent job starters in total employment were observed in Denmark (9.4%), Finland (8.6%), and the Netherlands (8.4%). The lowest rates were recorded in Romania (1.8%), Slovakia (2.1%), and Bulgaria (2.4%).

The downward trend observed at the EU level was also evident in 20 EU countries. The largest decreases were recorded in Slovenia (-1.8 pp in Q4 2022 compared with Q4 2021), Cyprus (-1.4 pp), and Belgium (-1.1 pp). Meanwhile, the largest increases were recorded in Luxembourg (+1.0 pp), Sweden (+0.6 pp), and Austria (+0.5 pp).

Source: Eurostat
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You can calculate the administrative fee and late fee by drafting an adjustment and the attachments in a virtual environment.

Source: İSMMMO
Legal Notice: The information in this article is intended for information purposes only. It is not intended for professional information purposes specific to a person or an institution. Every institution has different requirements because of its own circumstances even though they bear a resemblance to each other. Consequently, it is your interest to consult on an expert before taking a decision based on information stated in this article and putting into practice. Neither MuhasebeNews nor related person or institutions are not responsible for any damages or losses that might occur in consequence of the use of the information in this article by private or formal, real or legal person and institutions.

Employees are paid seniority indemnity on specific conditions within the scope of Labor Law numbered 1475.

According to this;

1- Employee has to be working at least a year in the same workplace,

2- Cancellation of labor contact by the employer due to the reasons of contrariety to good intentions and moral laws,

3-  by the employee  due to the same reasons,

4-  due to military service

5- due to the reasons of having pension right or filling insurance period and Premium days.

6- due to the reason of the marriage of woman employee.

7- Or due to the reason of the death of employee,  senior indemnity is paid.

Source: Labor Law
Yasal Uyarı: Bu yazıdaki bilgiler sadece genel bilgilendirme amacıyla verilmiştir. Kişi veya kuruma özel profesyonel bir bilgilendirme amacı güdülmemiştir. Konu ile benzerlik gösterse de her işletmenin kendi özel şartları nedeniyle farklı durumları olabilir. Bu nedenle, bu yazıda belirtilen bilgilerden yola çıkarak işletmenizi etkileyecek herhangi bir karar alıp uygulamaya geçmeden önce, uzmanına danışmanız menfaatiniz gereğidir. Muhasebenews veya ilişkili olduğu kişi veya kurumlardan hiç biri, bu belgede yer alan bilgilerin özel veya resmi, gerçek veya tüzel kişi, kurum ve organizasyonlar tarafından kullanılması sonucunda ortaya çıkabilecek zarar veya ziyandan sorumlu değildir.

According to Labor Law article no.63, before weekends employee needs to work full on workdays to have holiday.

For instance; If there is 45 hours of working plan in six days in your work place, you need to work full to have weekend holiday.

Weekend holiday’s duration is 24 hours and must be used uninterrupted.

Source:Labor Law
Legal Notice: The information in this article is intended for information purposes only. It is not intended for professional information purposes specific to a person or an institution. Every institution has different requirements because of its own circumstances even though they bear a resemblance to each other. Consequently, it is your interest to consult on an expert before taking a decision based on information stated in this article and putting into practice. Neither MuhasebeNews nor related person or institutions are not responsible for any damages or losses that might occur in consequence of the use of the information in this article by private or formal, real or legal person and institutions.

2-In which hours “night” is defined?
Working at night can start at 20:00 p.m. and finish at 06:00 a.m. and it can be 11 hours at most.

3- How many hours working at night can be at most?
Working at night cannot exceed 7, 5 hours a day.

4- In which sectors working at night can exceed normal working hours?
In some sectors, 7, 5 hours of working is possible if worker’s consent provided. These sectors are as follows:
– Tourism
– Private Security,
–Health Services.

5- How is working at night decided?
In the workplaces which there are working at night, first group of workers work at night in a week and then the other group of workers work in the following week.

It can be 2 weeks of alternation in morning and night shifts.

6- How many hours a worker whose shift changes, get to work?
A worker needs to rest at least 11 hours before he/she starts another shift.

7- Who cannot get to work at night?
In the Workplaces of industries;
– It is forbidden for children under 18 to work at night.
– Female workers over 18 can work at night according to the procedure and principles of the ministry of labor and Social Security.

Source: Labor Law 4857

Legal Notice: The information in this article is intended for information purposes only. It is not intended for professional information purposes specific to a person or an institution. Every institution has different requirements because of its own circumstances even though they bear a resemblance to each other. Consequently, it is your interest to consult on an expert before taking a decision based on information stated in this article and putting into practice. Neither MuhasebeNews nor related person or institutions are not responsible for any damages or losses that might occur in consequence of the use of the information in this article by private or formal, real or legal person and institutions.

2- If there is no condition in the labor contract how will working be like?
Employer’s will is necessary for working if it there is no condition in labor contract regarding working on national holidays or in festivals.

3-To which criteria payment is made on national holidays or in festivals?
Payment is made to the labors working in the places within the scope of Labor Law no. 4857.Without being in return of a work, full payment is made
– If they work without having holiday, full payment and  working day payment  made.
– Employee’s wage is paid by the employer in national holidays or festivals.

4- What are the national holidays and festivals celebrated in Turkey?

National holiday                                October 29 Republic Day

Official Holiday                                   April 23 national sovereignty and children’s day

Official Holiday                                   may 19 the commemoration of Atatürk youth and sports day

Official Holiday                                   July 15 Holiday

Religious Holiday                               Sacrifice holiday

Religious Holiday                               Ramadan Holiday

New Years’ Holidays                         First January

Labor’s Day                                         First May

Kaynak:Labor Law 4857
Yasal Uyarı: Bu yazıdaki bilgiler sadece genel bilgilendirme amacıyla verilmiştir. Kişi veya kuruma özel profesyonel bir bilgilendirme amacı güdülmemiştir. Konu ile benzerlik gösterse de her işletmenin kendi özel şartları nedeniyle farklı durumları olabilir. Bu nedenle, bu yazıda belirtilen bilgilerden yola çıkarak işletmenizi etkileyecek herhangi bir karar alıp uygulamaya geçmeden önce, uzmanına danışmanız menfaatiniz gereğidir. Muhasebenews veya ilişkili olduğu kişi veya kurumlardan hiç biri, bu belgede yer alan bilgilerin özel veya resmi, gerçek veya tüzel kişi, kurum ve organizasyonlar tarafından kullanılması sonucunda ortaya çıkabilecek zarar veya ziyandan sorumlu değildir.

1- What is wage?
According to the labor Law no. 4857 article no. 32, wage is defined as follows.

Wage: It is a payment made by the employer or by the third person  to the employee in return for labor.

2- How is it paid?
Payments are made;
–via Turkish Banks to the Turkish bank accounts or,
– if it is decided to be made as currency, it is paid in accordance with daily exchange rate.

3- Which cannot be considered as wage?
–Payment cannot be made by promissory note or bond
– by coupon
– by bill claimed to represent the money in country
–and by any other way.

4- When it needs to be made?
–It has to be made within a month.
– It can be reduced to a week according to the labor contract or collective labor agreement.

5- When labor contract terminates, which payments need to be made to the employee?
If labor contract terminates
– Employer’s wage,
–Rights stemmed from labor contract,
– Rights stemmed from law has to be paid unconditionally.

6- How much is the time-out in payments?
Time –out is the five years in payments.

Source: Labor Law 4857
Legal Notice: The information in this article is intended for information purposes only. It is not intended for professional information purposes specific to a person or an institution. Every institution has different requirements because of its own circumstances even though they bear a resemblance to each other. Consequently, it is your interest to consult on an expert before taking a decision based on information stated in this article and putting into practice. Neither MuhasebeNews nor related person or institutions are not responsible for any damages or losses that might occur in consequence of the use of the information in this article by private or formal, real or legal person and institutions.

In the labor contracts whose probation period is not determined, denouncement starts instantly.
It could be 2 days at most, if probation period is put in labor contract.

(It could be exceeded up to 4 months if it is a collective labor contract.

On the condition of an agreement between the parties, probation period can be decided less than two months.

Within probation period, the parties are able to terminate without period of notice or indemnity.

If probation period is determined, and one of the parties decides to terminate within this peculiar period, indemnity payment will not be made. Contract of employment will not be continued. Wage and vested benefits needs to be paid to the worker. 

Source:Labor Law 4857
Legal Notice: The information in this article is intended for information purposes only. It is not intended for professional information purposes specific to a person or an institution. Every institution has different requirements because of its own circumstances even though they bear a resemblance to each other. Consequently, it is your interest to consult on an expert before taking a decision based on information stated in this article and putting into practice. Neither MuhasebeNews nor related person or institutions are not responsible for any damages or losses that might occur in consequence of the use of the information in this article by private or formal, real or legal person and institutions.

It is clear in the labor law numbered 4857 in the article numbered 34 that canceling labor’s contract or employing someone else substitute for the labor or getting someone’s work are not possible in anyway.

2- How Much is the day for shrinking duty?

It is obvious in the labor law numbered 4857 and article numbered 34 that unpaid worker has the right to shrink his duty without having a compelling reason.

Source: Labor Law
Legal Notice: The information in this article is intended for information purposes only. It is not intended for professional information purposes specific to a person or an institution. Every institution has different requirements because of its own circumstances even though they bear a resemblance to each other. Consequently, it is your interest to consult on an expert before taking a decision based on information stated in this article and putting into practice. Neither MuhasebeNews nor related person or institutions are not responsible for any damages or losses that might occur in consequence of the use of the information in this article by private or formal, real or legal person and institutions.