Substantial Change in the Worker's Working Conditions

Fundamental Changes in Employee Working Conditions | Attorney Dilek Yavuz Uysal

Substantial Change in the Worker's Working Conditions

After an employment contract is established, changes to its terms may be necessary due to changing circumstances over time. It is always possible to modify the employee's working conditions by mutual agreement between the parties. For example, if an employee is pregnant, there is no legal obstacle to making substantial changes to their working conditions, such as working hours or the nature of the work, provided the employee and employer mutually agree.

When this change is communicated to the employee in writing, the employee's acceptance of the change is a procedural requirement and a condition for its validity. However, if the employee does not consent to this change, no fundamental change can be made to the employee's working conditions. If the employer makes the change despite the employee's refusal, the employee has the right to terminate the employment contract for just cause.

Regulating changes in working conditions and termination of employment contracts. Labor Law | Article 22 – The employer can only make a substantial change to the working conditions established by the employment contract, or by personnel regulations and similar sources that are supplementary to the employment contract, or by workplace practice, by notifying the employee in writing. Changes not made in accordance with this procedure and not accepted in writing by the employee within six working days are not binding on the employee. If the employee does not accept the proposed change within this period, the employer may terminate the employment contract by explaining in writing that the change is based on a valid reason or that there is another valid reason for termination, and by complying with the notice period. In this case, the employee may file a lawsuit according to the provisions of Articles 17 to 21. (This means that the employee has terminated the employment contract for just cause.) As can be seen, this notification of a substantial change must be given to the employee in writing. Another condition is that the employee accepts this change.

Which changes are considered substantial?

For a change to be considered a substantial change, it must be one that is defined both legally and in practice by regional courts of appeal and Supreme Court decisions, and must be determined according to the nature of the work. Changes in workplace, changes in working hours, changes in the nature of the work, and employer reductions in wages are among the most frequently encountered substantial changes in practice.

To explain using Supreme Court rulings:

• In its decision dated November 12, 2010, with case number 2009/36031 and decision number 2010/33783, the 9th Civil Chamber of the Court of Cassation “The Supreme Court ruled that "It is difficult to establish a definitive and universally applicable criterion for determining when a change in working conditions constitutes a substantial or non-substantial change. In Supreme Court decisions, the criterion used to determine a substantial change is 'the worsening of the worker's situation.'" This decision shows that the criterion sought by the Supreme Court for a change to be considered a substantial change is whether or not the worker's situation has worsened. If, as a result of comparing the worker's situation before and after the change, a situation detrimental to the worker's interests is identified, then the change should be considered a substantial change. For example, if the worker's working hours have increased by three hours daily, not as overtime due to seasonal intensity, but encompassing their subsequent working hours, it is possible to say that this change is substantial. Any changes made to the worker's wages, which are an essential element of the employment contract and paid in return for their labor, that are detrimental to the worker, constitute a substantial change.
• Supreme Court of Appeals, 9th Civil Chamber, Case No. 2009/17729, Decision No. 2009/14144, dated May 25, 2009. The court ruled that "Reducing an employee's wages, or eliminating or reducing social benefits that are supplementary to their wages, constitutes a fundamental change in working conditions." Not only wage reductions, but also the elimination or reduction of any in-kind supplementary payments (such as lunch or transportation) are considered fundamental changes to the employee's working conditions. The criterion here is whether or not there is a reduction in the employee's total wages.
•  Supreme Court of Appeals, 9th Civil Chamber, Case No. 2012/11375, Decision No. 2014/16738, dated May 26, 2014. The court ruled that "The plaintiff's removal from his driving duties and his forced employment in garbage collection against his will constitutes a fundamental change in working conditions under Article 22 of Law No. 4857, giving the employee the right to terminate the employment contract without notice for just cause." As can be seen, in some cases, a complete change in the nature of the work may be necessary. If the employer assigns the employee a job different from what is stipulated in the contract, or forces them to work under more unfavorable working conditions, this will be considered a fundamental change to the employee's disadvantage.

What happens if an employee refuses to accept a fundamental change in their working conditions?

If an employee does not accept, in writing, or respond within six days to a substantial change in working conditions proposed in writing by the employer, the employee is deemed to have rejected the offer and will continue working under the previous conditions. In this case, since the change was not accepted, the employment contract will continue under the same terms.

In some cases, employers may insist on an offer even if the employee rejects it. In other words, there may be employers who try to reduce an employee's wages even if the employee refuses. In these situations, legal assessments will be made according to the specific circumstances. Using this example, if the employer unilaterally reduces the employee's wages, the employee can refuse to perform their work under Article 34 of the Labor Law No. 4857, or terminate the employment contract for just cause under Article 24/II (e) of the Labor Law No. 4857. If the employer does not allow the employee to work because they did not accept the offer, the employee can file a lawsuit against the employer for severance pay, notice pay, reinstatement, wage arrears, and other labor law lawsuits appropriate to the specifics of the case.

Workçdescend Working Conditions Essential What to do in case of changes:

In the event of a substantial change by the employer, it is possible to terminate the employment contract for just cause and file a lawsuit or lawsuits appropriate to your legal situation. In disputes arising from substantial changes in working conditions, the competent court is the labor court in locations where labor courts exist, and in locations where they do not exist, the Civil Court of First Instance acting as a labor court. The generally competent court is the court of the location of the defendant employer or its branch, or the court of the place where the work is performed. Additionally, it is important to seek legal support from a lawyer specializing in labor law to determine whether a situation considered a substantial change in working conditions constitutes a substantial change according to the law and Supreme Court precedents, and to properly manage the legal process.

For legal advice on this matter, please contact our expert team. Contact page.

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