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Technical monitoring of statutory time limits and rules of proof in employee-employer disputes is of critical importance in preventing losses of rights. YBS Hukuk Bürosu, which serves those looking for a workers' lawyer in Adana, provides legal support in determining claims arising from wrongful termination, underpaid wages, the minimum living allowance (asgari geçim indirimi, AGİ) and national holiday and general holiday (UBGT) pay. Starting from the mandatory mediation stage and continuing through proceedings before the Adana Labour Courts, it aims, with strategies consistent with the case law of the 9th Civil Chamber of the Court of Cassation, to enable you to obtain the full value of your severance pay (kıdem tazminatı, the statutory payment based on length of service on termination of employment) and reinstatement claims.
This summary is provided for general information purposes. Specific legal matters require individual assessment.
Adana Employment Law Lawyer | Av. Y. Buğrahan SEVDİ & YBS Hukuk
Employment law governs the service relationship between employee and employer and is one of the fundamental dynamics of social and economic life. This broad field, which extends from the formation of the employment contract to its termination, from severance pay and pay in lieu of notice (ihbar tazminatı, compensation owed where the statutory notice period is not observed on termination) to overtime pay, and from annual leave receivables to reinstatement procedures, unfortunately constitutes one of the branches of law in which legal disputes arise most frequently. A lack of information or wrong steps taken in these processes can lead to losses of rights that are difficult to remedy for both employees and employers. For this reason, in any matter arising from employment law, obtaining professional legal support from an Adana employment law lawyer is not a matter of preference but a necessity.
At this point, working with a competent Adana workers' lawyer is the soundest step for the correct handling of complex legal procedures and for the full protection of rights on a legal basis. As YBS Hukuk Bürosu, with our lawyers who are experienced in all the finer points of employment law, we make it our principle to defend our clients' rights as robustly as possible and to be a reliable companion to them in these difficult processes. In the light of current legislation and the case law of the Court of Cassation, we develop strategic, outcome-focused solutions tailored to the situation of each of our clients.
YBS Hukuk Commentary on Employment Law Disputes
One of the saddest situations we have witnessed over many years of professional practice is the cases that workers lose because they cannot prove their claims although they are in the right, or the excessive compensation that employers have to pay because of a minor procedural error. Employment law does not consist only of statutory provisions; it is also a technical field in which procedural rules, peremptory periods and burdens of proof are strictly applied. For example, a worker who misses the one-month period for applying to mediation in order to file a reinstatement action will inevitably lose their right, however justified their case may be. For this reason, the role of an employment law lawyer is much more than filing an action after a dispute has arisen. Our main task is to provide preventive advice before a dispute arises and to prevent any procedural error that would lead to a loss of rights when a dispute occurs. Remember that, in employment law, a step taken correctly and on time determines the fate of the case.
The Strategic Role of the Lawyer in Employment Law Disputes
Employment law encompasses a broad area of rights and responsibilities for both workers and employers. The dispute topics that we, as YBS Hukuk Bürosu, most frequently encounter in our capacity as an Adana employment law lawyer, and in which we develop solutions drawing on our experience, are as follows:
- Employee Receivables Actions: Pursuing the most fundamental Adana employee receivables claims, such as severance pay, pay in lieu of notice, overtime pay, annual leave pay and national holiday and general holiday (UBGT) receivables.
- Reinstatement Actions: Actions filed to enable workers whose employment contracts have been terminated for an unjust and invalid reason to return to their jobs.
- Service Determination Actions: Determination (hizmet tespiti), before the Social Security Institution, of the service periods of workers who were employed without insurance or whose insurance premiums were underpaid.
- Compensation Actions Arising from Occupational Accidents and Occupational Diseases: Claims for pecuniary and non-pecuniary compensation by workers who have suffered bodily harm as a result of an occupational accident or occupational disease.
- Workplace Bullying (Mobbing, Psychological Harassment) Actions: Processes by which workers who are systematically subjected to psychological pressure in the workplace seek their rights.
In these processes, a workers' lawyer in Adana becomes the client's legal safeguard at every stage, from the lawful collection of evidence and the effective management of the mediation process to the strategic preparation of the statement of claim and effective advocacy before the Adana labour court.
Mandatory Mediation, Labour Court Proceedings and the Role of the Adana Employment Law Lawyer
Under Labour Courts Law No. 7036, applying to a mediator before filing an action has been made mandatory in actions concerning employee receivables and reinstatement claims. This is accepted as a condition for bringing an action. Mediation processes conducted in Adana aim to enable the parties to reach a faster and amicable solution, relieving them of the burden of court proceedings. Representation of the parties by an Adana employment law lawyer in mediation meetings ensures that they come to the table fully aware of their rights and protecting them. If no agreement is reached, the dispute is brought before the Adana labour court. At this stage, Adana labour court lawyers manage the litigation process meticulously.
Internet searches such as "best lawyer in adana" or "adana workers' lawyer recommendation" show how much people look for qualified legal support in this difficult process. However, under the ethical rules of the legal profession, it is not appropriate to use assertive expressions such as "the best"; every lawyer aims to serve their client as well as possible. Searches for an Adana lawyer recommendation are based on a similar motivation. On the other hand, it is also important for employers to conduct their personnel processes in compliance with the legislation in order to prevent actions that may arise in the future. In this context, advisory services tailored to companies are also provided within YBS Hukuk | Adana Law Office.
Legal Support and Contact Channels for the Adana Employment Law Lawyer
When faced with a legal process, finding the right lawyer is considered one of the most important steps to be taken. In searches made with general terms such as Adana lawyer search or lawyer adana, the most reliable and official source is the Adana Bar Association. Information such as the list of names of Adana Bar Association lawyers can be reliably accessed through the Adana Bar Association lawyer search engine or the websites of the Union of Turkish Bar Associations. These platforms provide up-to-date and accurate information about lawyers registered with the Adana Bar Association. The most appropriate way to access contact details such as Adana lawyers' telephone numbers or Adana lawyer numbers is again through these legal platforms.
It should be remembered that meeting in person and obtaining detailed information about your case before deciding to work with a lawyer forms the basis of a sound cooperation built on trust. The lawyer's professional experience, command of the field of the case and communication with the client are decisive factors. YBS Hukuk | Adana Law Office aims to establish a legal relationship based on mutual trust by offering this transparency to its clients. For Adana lawyer consultation services, you may contact our office as Adana employment law lawyers.
A Warning from YBS Hukuk: The Irreversible Consequences of Saying "I Resign"
One of the biggest mistakes common among workers is leaving the job by saying "I resign" under pressure from the employer or in a moment of anger, or signing a resignation letter put in front of them by the employer without reading it. Even if the worker has a just cause (for example, non-payment of wages, workplace bullying, etc.), when they leave by resigning, as a rule they lose their rights to severance pay and pay in lieu of notice. According to the decisions of the Court of Cassation, unless the worker proves that the real reason behind the resignation was a just cause for termination (for example, non-payment of wages), the situation is accepted as a simple resignation. For this reason, meeting an Adana employment law lawyer before declaring your intention to leave or signing any document helps to prevent losses of rights that are impossible to remedy.
Mandatory Mediation and Labour Court Proceedings
Labour Courts Law No. 7036 has opened a new era in employment law. Applying to a mediator before filing an action before the Adana labour court in respect of employee receivables and reinstatement claims has now become a condition for bringing an action.
- Mediation Process: This process aims to enable the parties to come together and reach an agreement outside court in a faster and less costly manner. However, sitting at the table in these meetings without legal knowledge may result in you waiving your rights. Being represented by an Adana employment law lawyer in the mediation process is of critical importance for the correct calculation of your claims and the full protection of your legal rights.
- Litigation Process: If no agreement is reached in the mediation meetings, the right to file an action arises once the final report is drawn up. At this stage, Adana labour court lawyers step in, prepare the statement of claim and follow the proceedings meticulously to the end.
The fact that people frequently search for an "Adana lawyer recommendation" shows how much they need qualified legal support in these technical processes. As YBS Hukuk Bürosu, we protect our clients' interests with the utmost care in both the mediation and the litigation stages.
Prepared by YBS Adana Law Office.
Table: The Roadmap a Worker Should Follow to Obtain Severance Pay
| Step | Stage | What the Worker Needs to Do | Time Limit and Limitation Period | Our Warnings and Recommendations |
|---|---|---|---|---|
| 1 | Formal Notice and Negotiation (Amicable Settlement) | Contacting the employer directly to request payment of the compensation. If no payment is made, sending the employer, through a notary, a formal notice (ihtarname) stating the amount of the receivable and the demand for payment. | Limitation period: 5 years from the termination of the employment contract. This period is peremptory in nature. | A notarial formal notice is critical. It both constitutes strong evidence that you have formally initiated the legal process and causes default interest to start running. Allow a reasonable period (7-10 days) for payment. |
| 2 | Mandatory Mediation Application | If the employer does not pay, applying to the Mediation Office at the courthouse before filing an action is a legal requirement (a condition for bringing an action). The mediator impartially brings the parties together and invites them to reach an agreement. | Process: It is usually concluded within 3-4 weeks of the application. | Skipping this step will result in your case being dismissed on procedural grounds. If an agreement is reached in mediation, the signed "Settlement Document" (Anlaşma Belgesi) has the status of a court judgment (an enforceable judgment, ilam) and can be enforced directly. |
| 3 | Filing an Action at the Labour Court | If no agreement is reached in the mediation process, an action for the severance pay claim is filed at the competent Labour Court together with the "final report recording failure to agree" (anlaşamama son tutanağı) drawn up by the mediator. | Critical Time Limit: The action must be filed within 2 weeks of the date on which the final mediation report is drawn up. Depending on the court's workload, the proceedings may take 1-2 years. | The two-week period is of vital importance; if it is missed, the right to bring an action may be lost. If the court accepts the action, it orders the compensation to be paid together with the highest interest rate applied to deposits, running from the date of termination. |
| 4 | Enforcement of the Court Judgment | If the employer still does not pay even though the court has ruled in your favour, "enforcement proceedings based on an enforceable judgment" (ilamlı icra takibi) are initiated by applying to the enforcement office with the final court judgment. | Process: Enforcement measures begin after the application. The time needed for collection depends on the employer's assets. | Winning the case does not mean that the money will automatically be transferred to your account. At this stage, attachment of the employer's assets (bank accounts, vehicles, real estate, etc.) is requested for the collection of the receivable. |
Do Not Leave Your Rights in Employment Law to Chance
Employment law is a dynamic area of law that calls for in-depth knowledge, with constantly updated legislation, case law shaped by the Court of Cassation and strict procedural rules. As a worker or employer in Adana, you will need professional legal support in order to fully protect your rights, manage legal processes without error and bring possible disputes to a conclusion in your favour. The Adana employment law lawyer who provides this support will be your most important legal safeguard from the very beginning of the process to its end.
YBS Hukuk Bürosu stands by its clients in all kinds of disputes arising from employment law, providing a transparent, honest and solution-oriented service. We provide legal advice and legal representation across a wide range of matters, from the drafting of employment contracts to the management of termination processes, and from Adana worker compensation actions to mediation meetings. You may contact us to obtain information about legal processes or to meet a workers' lawyer in Adana. Remember that legal steps taken correctly and on time are the key to reaching a fair outcome.
Time Limits Are of Vital Importance in Reinstatement Actions!
If your employment contract has been terminated unjustly, you have very limited time to file an action requesting reinstatement. You must apply to a mediator within 1 MONTH of the date on which the termination notice was served on you. If no agreement is reached in mediation, you must file an action at the labour court within 2 WEEKS of the date on which the final report is drawn up. These periods are peremptory, and if they are missed, your right to bring an action is extinguished.
Employment Law: Comprehensive Information
Our Services in Employment Law
- Severance pay and pay in lieu of notice actions
- Reinstatement actions
- Occupational accident and occupational disease compensation actions
- Overtime, annual leave and minimum living allowance (AGİ) receivable actions
- Workplace bullying (mobbing, psychological harassment at work) actions
- Management of the mandatory mediation process
- Drafting and review of employment contracts
- Collective labour law advice
- SGK premium receivable and insurance period determination actions
- Employer advice and termination of employment contracts
- Service determination actions (uninsured employment)
- Trade union rights and collective labour agreement disputes
Adana Employment Action Lawyer | 2026 Severance Pay Ceiling and Calculation
The severance pay ceiling for the first half of 2026 (January to June) has been set at 64.948,77 TL. Under Labour Law No. 4857, severance pay is paid subject to the condition of at least 1 year of employment, where the employer terminates without just cause or the worker resigns for just cause. It is calculated on the basis of 30 days' gross wages for each full year of service. As an Adana employment action lawyer, we include all of our clients' fringe benefits in the severance pay calculation. Only stamp duty at the rate of %0,759 is deducted from severance pay; no income tax or SGK premium deduction is made. Regularly paid fringe benefits such as meal and transport allowances must also be included in the calculation. The 9th Civil Chamber of the Court of Cassation adopts the principle of broad interpretation in favour of the worker in calculating severance pay. As an Adana employment action lawyer, we conduct a meticulous calculation and follow-up process to minimise our clients' losses of rights.Adana Employment Action Lawyer | Reinstatement Action Process
Under Article 20 of Labour Law No. 4857, a worker whose employment contract has been terminated for an invalid reason must apply to a mediator within 1 month of notification of the termination notice. If no agreement is reached in the mediation meetings, a reinstatement action must be filed at the labour court within 2 weeks. Where the court rules that the termination is invalid, the worker must apply to the employer to return to work within 10 working days following the finality of the judgment. As an Adana employment action lawyer, we stand by our clients at every stage of the reinstatement process. In occupational accident and occupational disease compensation actions, the actuarial calculation, the determination of the degree of fault and the disability report processes directly affect the outcome of the case. As an Adana employment action lawyer, in occupational accidents we comprehensively investigate whether the employer fulfilled its occupational safety obligations, whether a risk assessment was carried out and whether the necessary training was given to the worker. Where the provisions of Occupational Health and Safety Law No. 6331 are breached, the employer's fault-based liability arises.Termination on Grounds of Retirement and Severance Pay
In its decision dated 24.06.2020, E. 2016/18275, K. 2020/6353, the 9th Civil Chamber of the Court of Cassation determined as follows the effect on severance pay where a worker who terminated the employment contract after obtaining a document certifying that they met the retirement conditions subsequently starts working in another job:
"Davacının fesihten sonra 24.02.2015 tarihinde başka bir yerde işe başlamasının kıdem tazminatına hak kazanma açısından sonuca etkisi yoktur... feshin 1475 sayılı yasanın 14/1-5 maddesine dayalı olduğu da açıktır. ... Temyiz olunan kararın yukarda yazılı sebepten dolayı BOZULMASINA, peşin alınan temyiz harcının istek halinde ilgiliye iadesine, 24/06/2020 tarihinde oybirliği ile karar verildi."
Unofficial translation
"The fact that the claimant started work at another place on 24.02.2015 after the termination has no effect on the outcome as regards entitlement to severance pay... it is also clear that the termination was based on Article 14/1-5 of Law No. 1475. ... It was unanimously decided on 24/06/2020 that the judgment appealed against be REVERSED for the reason stated above, and that the fee for the appeal to the Court of Cassation paid in advance be refunded to the person concerned upon request."
- Court of Cassation, 9th Civil Chamber, E. 2016/18275, K. 2020/6353, dated 24.06.2020
| Item | Amount / Period |
|---|---|
| Severance Pay Ceiling (January to June 2026) | 64.948,77 TL |
| Minimum Wage (2026) | 33.030 TL (gross) |
| Mediation Application Period | 1 month from the termination notice |
| Period for Filing a Reinstatement Action | 2 weeks from the mediation report |
Adana Employment Action Lawyer | Overtime and Annual Leave Receivables
As an Adana employment action lawyer, in overtime receivable actions we meticulously ensure that, under Article 41 of Labour Law No. 4857, work exceeding 45 hours per week is paid at a premium of %50. In overtime receivable actions, witness statements, workplace entry and exit records, fingerprint and card reader records and correspondence are used as evidence. In annual paid leave receivable actions, on the other hand, the wages for leave days not used by the worker become claimable upon the termination of the employment contract. For those looking for an employment action lawyer in Adana, service determination actions are also an important area of our services; we support our clients in filing actions for uninsured workers to be reported to the SGK and for their insurance periods to be determined by the court. For the most frequently asked questions and answers on employment law, visit our Adana Employment Law Frequently Asked Questions page. You can calculate your compensation amount with our severance pay calculation tool.Adana Employment Law Lawyer: Frequently Asked Questions
How are Adana employment law lawyer fees determined?
The fees of an Adana employment law lawyer are determined according to the Minimum Attorneyship Fee Tariff (Avukatlık Asgari Ücret Tarifesi) published every year by the Union of Turkish Bar Associations. However, this tariff shows the minimum amount, and the fee may be freely agreed between the lawyer and the client depending on factors such as the nature of the case and the work and time to be spent. To obtain clear information on Adana workers' lawyer fees or on Adana lawyer fees in general, the most appropriate course is to meet in person.
How can I access the list of lawyers of the Adana Bar Association?
Information on lawyers registered with the Adana Bar Association can easily be accessed through the official website of the Adana Bar Association or in the bar register (baro levhası) section of the Union of Turkish Bar Associations website. These platforms are the most reliable sources for Adana Bar Association lawyer search queries. The relevant information may also be accessed by searching for lawyer search Adana on the Union of Bar Associations.
Our Client Yıldırım A. Asked: What Is the Time Limit for Filing a Reinstatement Action?
A worker whose employment contract has been terminated unjustly must apply to a mediator with a reinstatement request within one month of notification of the termination notice. If no agreement is reached in mediation, the action must be filed at the labour court through an Adana employment law lawyer within two weeks of the date on which the final report is drawn up. These periods are peremptory in nature, and it is very important not to miss them.
What are the conditions for receiving severance pay?
To be entitled to severance pay, the worker must have worked for the same employer for at least one year, and the employment contract must have been terminated by the employer other than for the just causes specified in the law, or by the worker for just cause. Since whether you will be entitled to severance pay upon the termination of your employment contract will be determined according to the elements of the specific case, only an Adana workers' lawyer will be able to give you detailed and accurate information on this matter.
Does the Adana Bar Association provide a free lawyer service?
For persons whose financial situation does not allow them to hire a lawyer, free legal services by a lawyer are provided by the Adana Bar Association Legal Aid Office (Adli Yardım Bürosu). To benefit from this service, an application must be made to the Legal Aid Office with the necessary documents. This service offers an important opportunity for those looking for a free lawyer from the Adana Bar Association.
What are employee receivable rights and how are they claimed?
Employee receivables include items such as severance pay, pay in lieu of notice, overtime pay, annual leave pay and national holiday and general holiday pay. These receivables arise where the employment contract ends or the employer fails to fulfil its obligations. Claims are pursued through an Adana employment law lawyer, first by way of mediation and, if no agreement is reached, by way of an action before the labour court.
Why is employment law advice important for employers?
For employers, employment law advice is of great importance in conducting personnel processes in compliance with the legislation, drafting employment contracts correctly, managing termination processes in accordance with the law and preventing disputes that may arise in the future. Professional advice helps employers to minimise their legal risks. As an Adana employment law lawyer, we also provide legal advisory services to employers.
How is evidence submitted in employment law cases in Adana?
In cases concerning employment law in Adana, evidence is generally submitted through documents such as payroll records, SGK statements, workplace records, witness statements, emails and correspondence. Collecting evidence by lawful means and submitting it to the court directly affects the course of the case. In this process, the guidance of an Adana employment law lawyer is of critical importance.
Which cases do labour court lawyers in Adana handle?
Labour court lawyers in Adana handle all legal disputes between workers and employers. These include severance pay and pay in lieu of notice actions, overtime and other employee receivables actions, reinstatement actions, trade union compensation (sendikal tazminat) actions, and workplace bullying and bad-faith termination compensation (kötü niyet tazminatı) actions.
