{"id":511,"date":"2026-10-02T00:14:55","date_gmt":"2026-10-01T21:14:55","guid":{"rendered":"https:\/\/hukukcum.nl\/?p=511"},"modified":"2026-11-13T00:27:19","modified_gmt":"2026-11-12T21:27:19","slug":"employment-law-in-turkey","status":"publish","type":"post","link":"https:\/\/hukukcum.nl\/en\/employment-law-in-turkey\/","title":{"rendered":"Employment Law in Turkey for Turkish People Living in the Netherlands"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">For Turkish citizens living in the Netherlands, employment law matters in Turkey often concern claims from a past workplace in Turkey, compensation after dismissal, overtime pay, reinstatement cases, or the contract and advisory needs of employers. Even if the person now lives in the Netherlands, rights arising from an employment relationship that began or ended in Turkey can be pursued under certain conditions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The most important points in employment cases are how the employment relationship began, how long it lasted, how it ended and which documents the parties hold. The employment contract, payslips, social security (SGK) records, salary payments, overtime arrangements, correspondence, the notice of termination and witness statements can determine the direction of the case.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, employee claims, severance pay, compensation in lieu of notice, overtime claims, reinstatement cases and disputes arising from employment contracts in Turkey require careful review of the documents. Employees or employers living in the Netherlands can have employment law matters in Turkey handled through a lawyer with an appropriate power of attorney.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hukukcum.nl was created to help Turkish people living in the Netherlands assess employment disputes in Turkey more clearly and draw up the right legal roadmap for claims, compensation, reinstatement and employer advice.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Employee Claims<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employee claims are the wages, compensation and other rights of an employee arising from the employment relationship. Some amounts may become payable to the employee while the contract is ongoing or after it has ended. Each of these depends on different conditions, different means of proof and different methods of calculation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employee claims are not limited to unpaid salary. The length of service, pay structure, overtime arrangements, use of annual leave, weekly rest days, work on public holidays, bonuses, travel and meal allowances and the way the employment ended must be assessed together.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, the key issue in employee claims is which rights the employee has, whether they have been paid and which documents can prove the claim.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What can employee claims include?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In practice, employee claims may concern:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Unpaid wages,<\/li>\n\n\n\n<li>Severance pay (k\u0131dem tazminat\u0131),<\/li>\n\n\n\n<li>Compensation in lieu of notice (ihbar tazminat\u0131),<\/li>\n\n\n\n<li>Overtime pay,<\/li>\n\n\n\n<li>Pay for unused annual leave,<\/li>\n\n\n\n<li>Pay for weekly rest days,<\/li>\n\n\n\n<li>Pay for national and public holidays,<\/li>\n\n\n\n<li>Bonuses, premiums or performance payments,<\/li>\n\n\n\n<li>Claims arising from travel, meal or other fringe benefits,<\/li>\n\n\n\n<li>Other monetary claims arising from the employment contract.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Not every employee is automatically entitled to all of these claims. Which claims can be made depends on the employee\u2019s working conditions and how the employment contract ended.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Can an employee living in the Netherlands file a claim in Turkey?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. Employee claims arising from an employment relationship in Turkey can be pursued in Turkey through a lawyer, even if the employee now lives in the Netherlands. The employee\u2019s period of service, the employer\u2019s details, salary payments, SGK records and the termination process must first be examined.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In some disputes, an application for mediation may be required before filing a claim for employee entitlements. The route to take should therefore be determined for each case before going straight to court.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Severance Pay<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Severance pay (k\u0131dem tazminat\u0131) is an important employment entitlement that an employee can claim for their length of service with the employer if certain conditions are met. However, severance pay does not arise automatically every time someone leaves a job. The length of service, the reason for termination and the conduct of the parties must be assessed together.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, severance pay is compensation linked to the employee\u2019s length of service. The conditions for entitlement must be examined separately in each case.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">When does severance pay arise?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Severance pay may be assessed in particular when:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employer dismissed the employee without just cause,<\/li>\n\n\n\n<li>The employee terminated the employment contract for just cause,<\/li>\n\n\n\n<li>The employee worked at the workplace for a long time,<\/li>\n\n\n\n<li>There are special reasons such as retirement, military service, marriage or similar,<\/li>\n\n\n\n<li>It is disputed whether the way the contract ended gives entitlement to severance pay.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The most important point here is how the employment ended. The employee may have been made to appear to have resigned, while in reality they left under pressure from the employer. Or the employer may claim to have terminated for just cause, but this claim may not be supported by concrete documents.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is considered when calculating severance pay?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Severance pay is generally calculated on the basis of length of service and wages. However, what the employee\u2019s actual wage was, whether there were regular additional payments and whether the payslips reflect reality must be examined separately.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The following documents can be important in severance pay cases:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employment contract,<\/li>\n\n\n\n<li>The SGK record of service,<\/li>\n\n\n\n<li>Payslips,<\/li>\n\n\n\n<li>Salary payments via the bank,<\/li>\n\n\n\n<li>The notice of termination,<\/li>\n\n\n\n<li>The content of any resignation letter,<\/li>\n\n\n\n<li>Formal notices and correspondence,<\/li>\n\n\n\n<li>Witness statements,<\/li>\n\n\n\n<li>Documents on the employee\u2019s duties and working arrangements.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Especially where it is claimed that the actual wage was understated on the payslip, bank records, research into comparable wages and witness statements can become important.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Compensation in Lieu of Notice<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Compensation in lieu of notice (ihbar tazminat\u0131) may arise when an indefinite-term employment contract is ended without giving the other party notice a certain period in advance. If the employer dismisses the employee without observing the notice period, or the employee leaves without observing it, compensation in lieu of notice may be at issue depending on the case.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, compensation in lieu of notice concerns the way the employment contract was ended. Whether the notice rules were followed during dismissal or departure is important.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">When can compensation in lieu of notice be claimed?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Compensation in lieu of notice may arise in particular when:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employee was dismissed suddenly,<\/li>\n\n\n\n<li>The employer did not observe the notice period,<\/li>\n\n\n\n<li>The employee was not allowed to work out the notice period,<\/li>\n\n\n\n<li>The employer claims termination for just cause but this is disputed,<\/li>\n\n\n\n<li>The employee\u2019s departure was in reality a dismissal rather than a resignation.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Compensation in lieu of notice does not arise automatically in every dismissal. The type of contract, the reason for termination and how the notice process was handled are important.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Are compensation in lieu of notice and severance pay the same thing?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. Severance pay and compensation in lieu of notice are different claims. Severance pay relates to the employee\u2019s length of service and the reason for leaving. Compensation in lieu of notice relates to whether the notice period was observed when the contract was ended.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Both severance pay and compensation in lieu of notice may be claimed in the same case. Whether this is possible depends on how the employment contract ended.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Overtime Claims<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Overtime claims arise from pay an employee can claim for work beyond normal working hours. In Turkey, overtime disputes are among the most common subjects of employee claim cases.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For an overtime claim, it is not enough to say \u201cI worked a lot\u201d. On which days, between which hours and in which role the employee worked, and whether that work was paid, are examined. Payslips, timesheets, shift rosters, entry and exit records, emails and messages, and witness statements can be important.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, the key issue in overtime claims is whether the employee actually worked overtime and whether that work was paid.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How is overtime proven?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Proof is the most important part of overtime cases. If the workplace kept regular records, these are examined. If there are no records, or it is claimed that the records do not reflect reality, witness statements and other evidence become important.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The following documents may be assessed in overtime cases:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employment contract,<\/li>\n\n\n\n<li>Payslips,<\/li>\n\n\n\n<li>Timesheets,<\/li>\n\n\n\n<li>Shift rosters,<\/li>\n\n\n\n<li>Clock-in or entry and exit records,<\/li>\n\n\n\n<li>Emails and messages,<\/li>\n\n\n\n<li>Work assignments,<\/li>\n\n\n\n<li>Witnesses who know the working arrangements at the workplace,<\/li>\n\n\n\n<li>Salary payment records.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">If the payslip says overtime was paid, is a claim impossible?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A payslip stating that overtime was paid does not always mean that the claim has been paid in full. Whether the payslip was signed, whether there is a reservation of rights, whether the amount paid matches the actual hours worked and the employee\u2019s actual working pattern must be assessed together.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In overtime cases, payslips should therefore be examined together with the other evidence, not on their own.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Reinstatement Cases<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Reinstatement cases (i\u015fe iade davas\u0131) arise when an employee claims that their employment contract was terminated without a valid or just reason. With this case, the employee can ask to return to work and for the protection of the rights arising from the termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Reinstatement procedures are subject to deadlines and procedural rules. An employee who has been dismissed should therefore get a legal assessment without delay. The date of the notice of termination, the number of employees at the workplace, the employee\u2019s length of service, the type of contract and the reason for termination must be examined carefully.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, a reinstatement case is the route by which an employee dismissed under job security protection claims that the termination is invalid. Because of the deadlines and conditions, it is important to act quickly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Which documents are important in reinstatement cases?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The following documents can be important in reinstatement cases:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The notice of termination,<\/li>\n\n\n\n<li>The employment contract,<\/li>\n\n\n\n<li>The SGK exit code and records,<\/li>\n\n\n\n<li>The employee\u2019s job description,<\/li>\n\n\n\n<li>Performance appraisal documents,<\/li>\n\n\n\n<li>Documents showing whether the employee was asked to give a statement in their defence,<\/li>\n\n\n\n<li>Warnings or formal notices,<\/li>\n\n\n\n<li>Organisational changes at the workplace,<\/li>\n\n\n\n<li>Emails and correspondence,<\/li>\n\n\n\n<li>Witness statements.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The employer must set out the reason for termination clearly, concretely and provably. The employee, in turn, can argue that the termination is invalid, that the reason is not genuine or that the procedure was not followed correctly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Can an employee living in the Netherlands follow the reinstatement process?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. An employee who moved to the Netherlands after being dismissed from a workplace in Turkey, or who already lives there, can follow the reinstatement process in Turkey through a lawyer. Because deadlines are important in reinstatement cases, legal support should be sought without delay after the dismissal.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Advice for Employers<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Advice for employers is legal support that helps employers manage employment relationships lawfully, in an orderly way and with fewer risks. Many employee claims and reinstatement cases arise because employment contracts were poorly drafted, the termination process was handled incorrectly, payslips and overtime records were kept irregularly, or written procedures with employees were not managed properly.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, advice for employers covers not only preparing a defence once a dispute has arisen, but also setting up the right system before disputes arise.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What does advice for employers cover?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Advice for employers may cover:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Drafting employment contracts,<\/li>\n\n\n\n<li>The distinction between fixed-term and indefinite-term contracts,<\/li>\n\n\n\n<li>Probationary period arrangements,<\/li>\n\n\n\n<li>Putting wages and fringe benefits in writing,<\/li>\n\n\n\n<li>Overtime approvals and working arrangements,<\/li>\n\n\n\n<li>Annual leave records,<\/li>\n\n\n\n<li>Disciplinary procedures,<\/li>\n\n\n\n<li>Performance appraisal procedures,<\/li>\n\n\n\n<li>Legal assessment before dismissal,<\/li>\n\n\n\n<li>Notice of termination and formal notice procedures,<\/li>\n\n\n\n<li>Preparing for mediation and court proceedings,<\/li>\n\n\n\n<li>Setting up document and record-keeping at the workplace.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, a well-drafted employment contract and an orderly personnel file provide important protection in future disputes. Verbal agreements, incomplete payslips or vague job descriptions can lead to outcomes against the employer in a dispute.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Why is this important for employers in the Netherlands with a company in Turkey?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employer living in the Netherlands may have a company, branch or employees in Turkey. In that case, employment relationships must be managed in accordance with Turkish legislation. Employment contracts, employee rights, termination procedures, payroll and workplace practices must be assessed within the Turkish legal framework.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For an employer with staff in Turkey, relying only on the accounting or payroll process may not be enough. The legal basis of employment relationships must also be put in place.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Disputes Arising from Employment Contracts<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The employment contract forms the basis of the relationship between employee and employer. However, many disputes arise because the contract does not regulate something clearly or because the parties interpret its terms differently. Wages, job description, place of work, working hours, bonuses, non-competition, confidentiality, probationary period and termination conditions are among the main causes of these disputes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In short, in disputes arising from employment contracts, what the parties agreed, how the employment relationship actually worked and whether the contract terms are lawful must be assessed together.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What should be clear in an employment contract?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A sound employment contract should clearly set out:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employee\u2019s duties and position,<\/li>\n\n\n\n<li>The place of work,<\/li>\n\n\n\n<li>Wages and method of payment,<\/li>\n\n\n\n<li>Fringe benefits,<\/li>\n\n\n\n<li>Working hours,<\/li>\n\n\n\n<li>Overtime arrangements,<\/li>\n\n\n\n<li>The probationary period,<\/li>\n\n\n\n<li>Annual leave practice,<\/li>\n\n\n\n<li>Confidentiality obligations,<\/li>\n\n\n\n<li>The scope of any non-competition clause,<\/li>\n\n\n\n<li>Notices of termination,<\/li>\n\n\n\n<li>The limits of the employer\u2019s right to give instructions.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Vague or incomplete contracts can lead to disputes over claims and compensation at the end of the employment relationship. The content of the contract is therefore important for both employee and employer.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What if the actual working arrangements differ from the contract?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Sometimes the duties, wages or working arrangements stated in the employment contract differ from the actual working conditions. For example, the employee may appear in the contract in a certain position, but in reality carried out heavier or longer work. Or there may be a difference between the wage shown on the payslip and the wage actually paid.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In such cases, not only the text of the contract but also the actual working arrangements and the evidence are considered. Bank records, correspondence, witnesses, job documents and workplace practices become important.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">I live in the Netherlands. Can I claim money from my former workplace in Turkey?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. Employee claims arising from an employment relationship in Turkey can be pursued in Turkey through a lawyer, even if you live in the Netherlands. The period of service, wages, reason for termination and documents must first be examined.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Is severance pay paid to everyone who leaves a job?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. Certain conditions must be met for severance pay. The reason for leaving, the length of service and the manner of termination must be assessed together.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is the difference between compensation in lieu of notice and severance pay?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Severance pay relates to the employee\u2019s length of service and the reason for leaving. Compensation in lieu of notice relates to whether the notice period was observed when the contract was ended.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How can I prove my overtime claim?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Overtime can be proven with payslips, timesheets, shift rosters, entry and exit records, correspondence and witness statements. Which evidence is used depends on the case.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Do I need to act quickly for a reinstatement case?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. Reinstatement procedures are subject to deadlines. It is important to seek legal support without delay after being dismissed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What can I do if my employer made it look as if I resigned?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">How the employment actually ended must be investigated. Pressure, written documents, messages, witness statements and the termination process are assessed together.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">As an employer, should I have my employment contracts drafted professionally?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. For employers, written and correctly drafted employment contracts are important. The terms on duties, wages, working arrangements, overtime, confidentiality and termination should be clear.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Can I get advice from the Netherlands for the employees of my company in Turkey?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. Employers with staff in Turkey can get legal advice through a lawyer on employment contracts, termination procedures, personnel files and employment disputes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Can a claim for employee entitlements be filed in court directly?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In some employment disputes, mediation may be required before going to court. The route by which the process should start must therefore be assessed for each case.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">When Should You Consult a Lawyer?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">If you have left or been dismissed from your workplace in Turkey, your severance pay or compensation in lieu of notice has not been paid, you worked overtime without being paid for it, or reinstatement is at issue, it is advisable to get legal support from a lawyer. Because deadlines, documents and means of proof are important in employment cases, you should act without delay.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">You should consult a lawyer in the following situations:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You have been dismissed,<\/li>\n\n\n\n<li>Your severance pay has not been paid,<\/li>\n\n\n\n<li>There is a dispute about compensation in lieu of notice,<\/li>\n\n\n\n<li>Your overtime has not been paid,<\/li>\n\n\n\n<li>Your salary is paid incompletely or late,<\/li>\n\n\n\n<li>Your employer made it look as if you resigned,<\/li>\n\n\n\n<li>You want to be reinstated,<\/li>\n\n\n\n<li>Your employment contract contains vague or onerous terms,<\/li>\n\n\n\n<li>You are an employer with staff in Turkey,<\/li>\n\n\n\n<li>You want to handle a termination lawfully.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Consulting a lawyer does not only mean filing a lawsuit. Sometimes the right document analysis, preparation for mediation, a formal notice or a contract review can resolve the dispute before it reaches court. But because there are risks related to deadlines and proof in matters such as employee claims and reinstatement, a legal assessment should not be delayed.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">For Turkish people living in the Netherlands, employment law in Turkey covers many topics, such as employee claims, severance pay, compensation in lieu of notice, overtime claims, reinstatement cases, advice for employers and disputes arising from employment contracts.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The right start in these cases is to examine together how the employment relationship was established, the length of service, the pay arrangements, the manner of termination and the available documents. Good record-keeping is essential for employees to avoid losing rights and for employers to follow correct and lawful procedures.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hukukcum.nl was created to help Turkish people living in the Netherlands follow employment law matters in Turkey in a clearer and more secure way. The right documents, correct monitoring of deadlines and the right legal route keep employee claims and employer disputes under control.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Employee claims, severance pay, notice pay, overtime, reinstatement and advice for employers in Turkey, explained for people living in the Netherlands.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[191],"tags":[],"dipi_cpt_category":[],"class_list":["post-511","post","type-post","status-publish","format-standard","hentry","category-practice-areas"],"_links":{"self":[{"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/posts\/511","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/comments?post=511"}],"version-history":[{"count":1,"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/posts\/511\/revisions"}],"predecessor-version":[{"id":523,"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/posts\/511\/revisions\/523"}],"wp:attachment":[{"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/media?parent=511"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/categories?post=511"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/tags?post=511"},{"taxonomy":"dipi_cpt_category","embeddable":true,"href":"https:\/\/hukukcum.nl\/en\/wp-json\/wp\/v2\/dipi_cpt_category?post=511"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}