What Is Article 24/2 of Turkish Labour Law? The Employee’s Right to Immediate Termination for Just Cause
What is Labor Law 24/2?
What is Labor Law 24/2 is one of the most frequently researched topics by employees. This is because this article grants the employee a strong right of termination in the face of unlawful conduct by the employer. Therefore, the employee can immediately terminate their contract when they experience victimization.
Article 24/2 of the Labor Law grants the employee the right to immediate termination if the employer acts contrary to the rules of ethics and good faith. Thus, the employee leaves the job without waiting for the notice period and protects their rights.
What is the Right to Immediate Termination for Just Cause?
Termination for just cause allows the employee to end the employment contract immediately. In this case, the employee does not wait and exercises their right of termination directly.
Furthermore, the employee:
- Receives severance pay
- Does not pay notice compensation
- Claims their outstanding receivables
For this reason, this right provides a significant advantage to the employee.
Grounds for Termination Under Labor Law 24/2
The law explicitly grants the employee the right to terminate in certain situations. Therefore, the employee terminates the contract in the following cases.
1. Misleading and Deception
If the employer provides false information when hiring the employee, the employee terminates the contract. Furthermore, if the employer hides the truth, the employee exercises this right.
2. Attack on Honor and Dignity
If the employer or other employees insult the employee, the employee exercises the right to immediate termination. Likewise, if the employee is subjected to sexual harassment, they immediately end the contract.
3. Non-payment of Wages
If the employer does not pay the wages or pays them incompletely, the employee terminates the contract. Furthermore, if the employer does not pay overtime or bonuses, the employee exercises this right.
4. Violation of Working Conditions
If the employer does not apply the conditions specified in the contract, the employee terminates the contract. For this reason, the employer is obliged to act in accordance with the contract.
Employee's Rights in Justified Termination
When an employee exercises the right to terminate, they obtain significant rights. Therefore, the employee should act by being aware of their rights.
- Receives severance pay
- Claims all labor receivables
- Files a lawsuit if necessary
Furthermore, the employee strengthens the process by receiving legal support during this time.
6-Working-Day Rule
The time limit begins to run when the employee learns of the reason for termination. Therefore, the employee must exercise the right of termination within 6 working days.
However, if the violation continues, the period starts again. For this reason, the employee must monitor the situation carefully.
Points to Consider in Practice
The employee takes certain steps to manage the process correctly. Therefore, the following points are important:
- Make the termination in writing
- State the reason clearly
- Keep the evidence
- Do not miss the deadline
👉 Current legislation:
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👉 Related content:
- Statute of limitations for labor receivables
- What is an employment contract
Conclusion
In conclusion, the question what is Labor Law 24/2 explains one of the most important regulations protecting an employee's rights. Therefore, the employee knows their rights and exercises their right to terminate when necessary. Furthermore, taking the right steps prevents loss of rights and makes the process secure.