SGK Exit Codes

SGK (Social Security Institution) Exit Codes | Izmir Labor Law Attorney

SGK Termination Codes

The process of terminating employment is not limited solely to financial entitlements such as severance pay and notice pay. Every termination notification submitted to the Social Security Institution (SGK) is recorded using a special system called "SGK termination codes." These codes indicate the reason for the termination of the employment contract and can be directly decisive in many matters, such as unemployment benefits, retirement, compensation rights, or legal disputes.

It is crucial for employers to report these codes correctly, both in terms of legal obligations and employee rights. Incorrect code reporting can lead to serious loss of rights for employees.

When should the termination code be reported?

It is a legal obligation for the employer to notify the Social Security Institution (SGK) of the termination of the employee's employment contract within 10 days. In this notification, the reason for the employee's termination is indicated by a code, and selecting the correct code is critical for both the employee's rights and the employer's legal responsibility.

The Importance of SGK (Social Security Institution) Termination Codes

Social Security Institution (SGK) termination codes are not just technical data, but also a factor that directly affects many of the worker's future rights. These codes;

• The worker unemployment benefit whether you can get it,
• Severance pay and notice pay whether or not he/she has the right,
• The employment contract for justified or unjustified reasons that it has ended,
• A possible in litigation or mediation process It determines the legal assessments to be used.

Therefore, an incorrectly entered exit code can negatively affect both the employee's social security rights and legal claims. Similarly, it can have serious consequences for the employer as well. administrative and legal responsibilities She can give birth.

Meaning of SGK Exit Codes

The table below summarizes the Social Security Institution (SGK) termination codes indicating the reasons for employment contract termination, along with the associated severance pay, notice pay, and unemployment benefit entitlements. This data is representative and may vary depending on your specific legal situation. Since each case has its own unique details, seeking legal advice for accurate and precise information is crucial.

Job Exit Code	Reasons for Resignation and Termination	Severance Pay	Severance Pay	Unemployment Benefit
1	Termination of probationary employment contract by the employer
2	Termination of probationary employment contract by the employee
3	Termination of an indefinite-term employment contract by the employee.i(resignation)		If the notice period is not observed, the employer wins.
4	Termination of an indefinite-term employment contract by the employer without stating a valid reason.		If the notice period is not observed, the worker wins.
5	Termination of a fixed-term employment contract
8	Due to retirement (old age) or lump-sum payment
9	Due to disability retirement
10	Death
11	Death as a result of a workplace accident
12	Military service			It can be obtained after military service.
13	Female worker getting married
14	Completing all conditions except age for retirement.
15	Mass layoffs		If the notice period is not observed, the worker wins.
16	Transfer of the insured person to another workplace belonging to the same employer before the termination of the contract.
17	Closure of the workplace		If the notice period is not observed, the worker wins.
18	End of work		If the notice period is not observed, the worker wins.
19	Season end (Used in case of suspension of employment. If it will not be reinstated, code "4" is used)
20	Campaign ends (Used in case of suspension of employment. If not initiated, code "4" is used)
21	Status change
22	Other reasons
23	Termination by the employee due to compelling reasons
24	Termination by the employee due to health reasons
25	Termination by the employee due to the employer's conduct violating moral and good faith principles.
26	Termination by decision of the Disciplinary Board
27	Termination by the employer due to compelling reasons and due to detention
28	Termination by the employer due to health reasons.
30	Visa expiry date (Use code “4” if employment contract is suspended and will not be reinstated)
31	Termination outside of one's own will and fault, within the scope of the Law of Obligations, the Law on Trade Unions, and the Law on Strikes and Lockouts.
32	Termination due to privatization according to Article 21 of Law No. 4046
33	Termination of the contract by the journalist.
34	Termination due to transfer of the business or change in the nature of the work or workplace.
35	Those who entered civil service due to Law No. 6495
36	Closure of the workplace by decree law.
37	Dismissal from public service by decree law.
38	Leaving work due to childbirth
39	Transition to public sector employment with Decree Law 696
40	Dismissal due to inability to transition to public sector employment under Decree Law 696.
41	Those whose termination notices were issued ex officio: This code is to be selected for those whose terminations were issued ex officio by the Social Security Institution (SGK) for various reasons.
42	The act of an employee misleading their employer by claiming to possess the necessary qualifications or conditions for an essential point of the employment contract at the time the contract is made, when in fact they do not, or by providing false information or statements.
43	The worker making statements or engaging in conduct that infringes upon the honor and reputation of the employer or a member of their family, or making unfounded accusations and allegations that are damaging to the employer's honor and dignity.
44	An employee sexually harassing another employee of the employer.
45	The worker's assault on the employer, a member of the employer's family, or another employee of the employer; arriving at the workplace intoxicated or under the influence of drugs, or using these substances in the workplace.
46	The employee engaging in conduct that violates honesty and loyalty, such as abusing the employer's trust, stealing, or disclosing the employer's trade secrets.
47	The worker commits an offence at the workplace punishable by imprisonment of more than seven days, and the sentence is not suspended.
48	The worker's failure to report to work for two consecutive working days without permission from the employer or without a valid reason, or twice within a month on the working day following any holiday, or for three working days within a month.
49	The worker's persistent refusal to perform the duties he/she is obligated to do, even after being reminded of them.
50	The worker endangering workplace safety due to their own will or negligence, or causing damage or loss to machinery, equipment, or other items and materials belonging to the workplace, or those under their control but not owned by the workplace, to an extent that they cannot compensate for the damage or loss with thirty days' worth of wages.

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