{"id":5981,"date":"2021-07-20T09:00:00","date_gmt":"2021-07-20T06:00:00","guid":{"rendered":"https:\/\/www.efeshukuk.com\/?p=5981"},"modified":"2021-07-20T10:58:09","modified_gmt":"2021-07-20T07:58:09","slug":"kidem-tazminati-nedir","status":"publish","type":"post","link":"https:\/\/efeshukuk.com\/en\/kidem-tazminati-nedir\/","title":{"rendered":"What is severance pay?"},"content":{"rendered":"
\"K\u0131dem
What is severance pay?<\/figcaption><\/figure><\/div>\n\n\n\n

K\u0131dem Tazminat\u0131 Nedir? | \u0130zmir \u0130\u015f Hukuku Avukat\u0131<\/strong><\/p>\n\n\n\n

What is severance pay?<\/strong><\/strong><\/h2>\n\n\n\n

\u0130\u015fyerinde en az bir y\u0131l s\u00fcre ile \u00e7al\u0131\u015fan i\u015f\u00e7iye kanunda belirtilen di\u011fer ko\u015fullar\u0131 da sa\u011flamas\u0131 durumunda i\u015f\u00e7inin i\u015fe ba\u015flad\u0131\u011f\u0131 tarihten itibaren i\u015f s\u00f6zle\u015fmesi devam\u0131 s\u00fcresince her ge\u00e7en tam y\u0131l i\u00e7in i\u015fverence i\u015f\u00e7iye 30 g\u00fcnl\u00fck \u00fccreti tutar\u0131nda \u00f6denen tazminata k\u0131dem tazminat\u0131 denir. \u0130\u015f s\u00f6zle\u015fmesi sona ermeden , i\u015f ili\u015fkisinin sonland\u0131r\u0131laca\u011f\u0131 d\u00fc\u015f\u00fcncesi ile k\u0131dem tazminat\u0131 olarak yap\u0131lan hi\u00e7bir \u00f6deme k\u0131dem tazminat\u0131 olarak kabul edilemez.<\/p>\n\n\n\n

K\u0131dem Tazminat\u0131n\u0131n \u015eartlar\u0131<\/strong> Nelerdir?<\/strong><\/h3>\n\n\n\n

\u0130\u015f hukuku d\u00fczenlemelerinin genel yakla\u015f\u0131m\u0131 olan i\u015f\u00e7iyi koruma ve i\u015f\u00e7i lehine yorum anlay\u0131\u015f\u0131, k\u0131dem tazminat\u0131nda da kar\u015f\u0131m\u0131za \u00e7\u0131kmaktad\u0131r. \u0130\u015f\u00e7i lehine bir uygulama  olan k\u0131dem tazminat\u0131n\u0131n elde edilebilmesi baz\u0131 \u015fartlar\u0131n birlikte ger\u00e7ekle\u015fmi\u015f olmas\u0131na ba\u011fl\u0131d\u0131r. Bu \u015fartlar\u0131 \u015fu \u015fekilde \u00f6zetleyebiliriz:<\/p>\n\n\n\n

1.<\/strong>\u0130\u015f\u00e7i ile <\/strong>\u0130<\/strong>\u015fveren<\/strong> Ar<\/strong>as\u0131nda<\/strong> Ge<\/strong>\u00e7<\/strong>erli<\/strong> <\/strong>B<\/strong>ir <\/strong>\u0130<\/strong>\u015f <\/strong>S<\/strong>\u00f6zle\u015fmesinin <\/strong>V<\/strong>arl\u0131\u011f\u0131 <\/strong>G<\/strong>ereklidir.<\/strong><\/p>\n\n\n\n

Burada \u00f6nemle belirtmemiz gerekir ki k\u0131dem tazminat\u0131 alabilmek i\u00e7in i\u015f s\u00f6zle\u015fmesinin yaz\u0131l\u0131 olmas\u0131 \u00f6nem ta\u015f\u0131maz. K\u0131dem tazminat\u0131 davas\u0131nda ger\u00e7ekteki i\u015f ili\u015fkisi ara\u015ft\u0131r\u0131l\u0131r ve bu ili\u015fki hukuka uygun her t\u00fcrl\u00fc ispat arac\u0131 ile ispat edilebilir.<\/p>\n\n\n\n

2.<\/strong>\u0130\u015f\u00e7i, <\/strong>\u0130<\/strong>\u015fyerinde <\/strong>E<\/strong>n <\/strong>A<\/strong>z 1 <\/strong>T<\/strong>am <\/strong>Y<\/strong>\u0131l \u00c7al\u0131\u015fm\u0131\u015f <\/strong>O<\/strong>lmal\u0131d\u0131r.<\/strong><\/p>\n\n\n\n

Bir y\u0131ll\u0131k s\u00fcrenin ba\u015flang\u0131c\u0131 i\u00e7in, i\u015f\u00e7inin fiili olarak i\u015fe ba\u015flad\u0131\u011f\u0131 tarih esas al\u0131n\u0131r. Ayr\u0131ca ayn\u0131 i\u015fveren nezdinde 1 y\u0131ll\u0131k s\u00fcrenin tamamlanm\u0131\u015f olmas\u0131na bak\u0131l\u0131r. Bununla beraber ayn\u0131 i\u015fyeri\/holding\/ i\u015f ortakl\u0131\u011f\u0131 i\u00e7erisinde farkl\u0131 i\u015fverenler alt\u0131nda \u00e7al\u0131\u015f\u0131lm\u0131\u015f olmas\u0131 s\u00fcre bak\u0131m\u0131ndan kesintiye neden olmaz. S\u00f6z konusu bu bir y\u0131ll\u0131k s\u00fcreye tatiller, raporlar vs. de dahil edilir. Ancak grev \u2013 lokavt s\u00fcresi i\u00e7erisinde \u00e7al\u0131\u015f\u0131lmayan k\u0131s\u0131mlar olduysa bu s\u00fcreler k\u0131deme esas s\u00fcreye eklenmez.<\/p>\n\n\n\n

3.<\/strong>\u0130\u015f s\u00f6zle\u015fmesinin <\/strong>i\u015f<\/strong>\u00e7<\/strong>i taraf\u0131ndan hakl\u0131 bir nedenle sona ermesi gerekmektedir.<\/strong><\/strong><\/p>\n\n\n\n

\u0130\u015f s\u00f6zle\u015fmesinin \u00e7o\u011fu sona erme \u015fekli i\u00e7in i\u015f\u00e7inin k\u0131dem tazminat\u0131na hak kazanmas\u0131 s\u00f6z konusu olur. Bunlardan yaln\u0131zca i\u015fverenin Labor Law |<\/a> m.25\/2\u2019ye dayal\u0131 hakl\u0131 nedenle (Ahlak ve iyiniyete ayk\u0131r\u0131l\u0131k ) fesih yapmas\u0131 ve i\u015f\u00e7inin herhangi bir sebep olmaks\u0131z\u0131n istifa etmesi hallerinde i\u015f\u00e7i k\u0131dem tazminat\u0131na hak kazanamayacakt\u0131r. Ayr\u0131ca, i\u015f\u00e7i i\u015f s\u00f6zle\u015fmesini hakl\u0131 nedenle sona erdirmesinin d\u0131\u015f\u0131nda gerekli \u015fekil \u015fart\u0131na uygun , istifa sebeplerini a\u00e7\u0131klay\u0131c\u0131 bir dilek\u00e7e ile i\u015ften ayr\u0131lmal\u0131d\u0131r. Bu nedenle her zaman yap\u0131lmas\u0131 gerekti\u011fini s\u00f6yledi\u011fimiz gibi i\u015f\u00e7inin istifa s\u00fcrecinin ba\u015f\u0131ndan itibaren deneyimli bir avukat\u0131n yard\u0131m\u0131na ba\u015fvurmas\u0131 \u00f6nem ta\u015f\u0131r.<\/p>\n\n\n\n

Hangi Hallerde K\u0131dem Tazminat\u0131 Al\u0131n\u0131r?<\/strong><\/h3>\n\n\n\n

K\u0131dem tazminat\u0131n\u0131n kazan\u0131labilmesi i\u00e7in i\u015f s\u00f6zle\u015fmesinin kanunda say\u0131lan bi\u00e7imlerle sona ermi\u015f olmas\u0131 gerekir. \u0130\u015f s\u00f6zle\u015fmesini fesheden i\u015fveren ise, i\u015f\u00e7i i\u015f s\u00f6zle\u015fmesinin 25\/2\u2019ye g\u00f6re feshi d\u0131\u015f\u0131ndaki t\u00fcm fesih hallerinde k\u0131dem tazminat\u0131na hak kazan\u0131r. \u00c7o\u011fu sona erme hallerinde bu hakk\u0131n verilece\u011fi \u00f6ng\u00f6r\u00fclm\u00fc\u015ft\u00fcr ama her t\u00fcrl\u00fc sona erme halinde verilmez. K\u0131dem tazminat\u0131na hak kazan\u0131labilmesi i\u00e7in i\u015f s\u00f6zle\u015fmesinin i\u015f\u00e7inin \u2018kusuruyla\u2019 sona ermemi\u015f olmas\u0131 gerekir. Ancak burada bahsetti\u011fimiz kusur Bor\u00e7lar Kanunu anlam\u0131nda bir kusur de\u011fildir. Burada kusurdan bahsedilebilmesi i\u00e7in i\u015f\u00e7inin i\u015fyeri i\u00e7inde veya d\u0131\u015f\u0131nda i\u015fverene kar\u015f\u0131 bir eylemi olmal\u0131d\u0131r. \u00d6rne\u011fin i\u015f\u00e7i verimsiz \u00e7al\u0131\u015ft\u0131\u011f\u0131nda i\u015fveren i\u015f\u00e7inin verimsizli\u011fini ispatlad\u0131\u011f\u0131nda madde 18\u2019e g\u00f6re ge\u00e7erli nedenle s\u00f6zle\u015fmeyi feshedebilecektir. Burada s\u00f6zle\u015fme i\u015f\u00e7iden kaynaklanan bir nedenle feshedilmi\u015ftir. Yani i\u015f\u00e7inin sona ermede kusuru vard\u0131r denilebilir \u00e7\u00fcnk\u00fc i\u015fin devam\u0131 i\u00e7in verimsiz \u00e7al\u0131\u015fm\u0131\u015ft\u0131r. Ama k\u0131dem tazminat\u0131na gene de hak kazanacakt\u0131r. O sebeple buradaki kusur kavram\u0131 Bor\u00e7lar Kanunu anlam\u0131nda anla\u015f\u0131lmamal\u0131d\u0131r. Buradaki kusur kelimesi daha \u00e7ok Labor Law |<\/a> m. 25\/2\u2019ye dayanan fiilleri i\u00e7ermektedir. ( Labor Law |<\/a> Madde 25\/2 ye \u00f6rnek : \u0130\u015f\u00e7inin, i\u015fyerinde yedi g\u00fcnden fazla hapisle cezaland\u0131r\u0131lan ve cezas\u0131 ertelenmeyen bir su\u00e7 i\u015flemesi, i\u015f\u00e7inin i\u015fverenin ba\u015fka bir i\u015f\u00e7isine cinsel tacizde bulunmas\u0131 , i\u015f\u00e7inin, i\u015fverenin g\u00fcvenini k\u00f6t\u00fcye kullanmak, h\u0131rs\u0131zl\u0131k yapmak, i\u015fverenin meslek s\u0131rlar\u0131n\u0131 ortaya atmak gibi do\u011fruluk ve ba\u011fl\u0131l\u0131\u011fa uymayan davran\u0131\u015flarda bulunmas\u0131, i\u015f\u00e7inin yapmakla \u00f6devli bulundu\u011fu g\u00f6revleri kendisine hat\u0131rlat\u0131ld\u0131\u011f\u0131 halde yapmamakta \u0131srar etmesi gibi. )<\/p>\n\n\n\n

Labor Law | <\/a>m. 25\/2 diye bahsetti\u011fimiz fesih hali, i\u015fverenin hakl\u0131 nedenle i\u015f s\u00f6zle\u015fmesini feshetti\u011fi durumlardan biridir. Ancak t\u00fcm hakl\u0131 nedenle fesih hallerini de\u011fil; yaln\u0131zca i\u015f\u00e7inin ahlak ve iyiniyet kurallar\u0131na uymayan davran\u0131\u015flar\u0131 dolay\u0131s\u0131yla i\u015ften hakl\u0131 nedenle \u00e7\u0131kar\u0131ld\u0131\u011f\u0131 fesih halini ifade eder. Burada s\u00f6z konusu \u201cahlak ve iyiniyet kurallar\u0131\u201d genel manada kullan\u0131lm\u0131\u015f bir tabir de\u011fildir. Bahsetti\u011fimiz 25\/2 d\u00fczenlemesi bu kurallar\u0131 saymak suretiyle d\u00fczenlemi\u015ftir.<\/p>\n\n\n\n

\u0130\u015f S\u00f6zle\u015fmesinin \u0130\u015f\u00e7i Taraf\u0131ndan Sona Erdirildi\u011fi Durumlarda<\/strong><\/h3>\n\n\n\n

\u0130\u015f\u00e7inin k\u0131dem tazminat\u0131na hak kazanabilmesi i\u00e7in bir y\u0131ll\u0131k \u00e7al\u0131\u015fma s\u00fcresini doldurmu\u015f olmas\u0131n\u0131n yan\u0131nda i\u015f s\u00f6zle\u015fmesinin de kanunda s\u0131n\u0131rl\u0131 olarak say\u0131lm\u0131\u015f belirli sebeplerle sona ermi\u015f olmas\u0131 gerekir. \u0130\u015f\u00e7i i\u015f s\u00f6zle\u015fmesini madde 17\u2019ye g\u00f6re sonland\u0131rd\u0131\u011f\u0131 zaman, yani istifa ederek sonland\u0131rd\u0131\u011f\u0131nda, k\u0131dem tazminat\u0131na hak kazanamayacakt\u0131r. Madde 24\/1-2-3\u2019e g\u00f6re hakl\u0131 nedenle feshetti\u011fi vakit hak kazanacakt\u0131r.<\/p>\n\n\n\n

Ortada i\u015f\u00e7i i\u00e7in bir hakl\u0131 fesih nedeni varsa, i\u015f\u00e7i bu hakl\u0131 nedene dayanarak istifa etmeli ve k\u0131dem tazminat\u0131na hak kazanmal\u0131d\u0131r.<\/p>\n\n\n\n

\u0130\u015f\u00e7inin istifa etmesi, i\u015fverenin mobbing uygulamas\u0131 nedeni ile ger\u00e7ekle\u015fmi\u015fse art\u0131k durum farkl\u0131d\u0131r. Yani bu durumda sanki i\u015f\u00e7i istifa etmemi\u015f de i\u015fveren i\u015ften \u00e7\u0131karm\u0131\u015f gibi sonu\u00e7 do\u011faca\u011f\u0131 i\u00e7in i\u015f\u00e7i k\u0131dem tazminat\u0131na hak kazanabilir. Ancak burada mobbing iddias\u0131nda bulunan i\u015f\u00e7i bunu ispatlamal\u0131d\u0131r. Mobbing  davalar\u0131 konusunun \u00f6nemli ayr\u0131nt\u0131lar\u0131 hakk\u0131nda bilgi edinmek i\u00e7in Mobbing <\/a><\/strong>ile ilgili yaz\u0131m\u0131z\u0131 okuyabilirsiniz.<\/p>\n\n\n\n

\u0130\u015f S\u00f6zle\u015fmesinin \u0130\u015fveren Taraf\u0131ndan Feshedildi\u011fi Durumlarda<\/strong><\/h3>\n\n\n\n

\u0130\u015fverenin hemen hemen t\u00fcm fesih hallerinde i\u015f\u00e7i k\u0131dem tazminat\u0131na hak kazanabilecektir. Yine 1 y\u0131ll\u0131k \u00e7al\u0131\u015fma s\u00fcresinin dolmu\u015f olmas\u0131 \u015fart\u0131 burada da yer almaktad\u0131r. Yukar\u0131da da ifade edildi\u011fi \u00fczere tek istisna Labor Law |<\/a> m. 25\/2\u2019ye dayan\u0131larak yap\u0131lan i\u015fveren taraf\u0131ndan hakl\u0131 nedenle fesih halidir. 25\/2 haricinde ister ge\u00e7erli nedenle fesih yap\u0131ls\u0131n ister 25. maddedeki di\u011fer nedenlere dayan\u0131larak fesih yap\u0131ls\u0131n, ister ikale suretiyle fesih yap\u0131ls\u0131n 1 y\u0131ll\u0131k \u00e7al\u0131\u015fma s\u00fcresini doldurmu\u015f olan i\u015f\u00e7i k\u0131dem tazminat\u0131na hak kazan\u0131r.<\/p>\n\n\n\n

Hayat\u0131n\u0131 <\/strong>K<\/strong>aybeden <\/strong>\u0130<\/strong>\u015f\u00e7inin <\/strong>M<\/strong>iras\u00e7\u0131lar\u0131na <\/strong>K<\/strong>\u0131dem<\/strong> T<\/strong>azminat\u0131 \u00d6denir <\/strong>M<\/strong>i?<\/strong><\/h3>\n\n\n\n

\u00d6len i\u015f\u00e7inin miras\u00e7\u0131lar\u0131 mahkemeden miras\u00e7\u0131 olduklar\u0131n\u0131 g\u00f6steren karar\u0131 al\u0131p i\u015fverene vermek suretiyle \u00f6len i\u015f\u00e7inin miras\u00e7\u0131lar\u0131, i\u015f\u00e7inin \u00f6l\u00fcm tarihinden itibaren 5 y\u0131ll\u0131k s\u00fcre i\u00e7erisinde k\u0131dem tazminat\u0131n\u0131 talep edebilirler. Ancak 5 y\u0131ll\u0131k s\u00fcre d\u00fczenlemesi, 2017 y\u0131l\u0131nda getirilmi\u015ftir. Buna g\u00f6re 2017 y\u0131l\u0131ndan \u00f6nce \u00f6l\u00fcm olay\u0131n\u0131n ger\u00e7ekle\u015fmesi halinde, 10 y\u0131ll\u0131k zamana\u015f\u0131m\u0131 i\u015fleyecektir. \u00d6rne\u011fin 2016 y\u0131l\u0131nda hayat\u0131n\u0131 kaybeden i\u015f\u00e7i i\u00e7in k\u0131dem tazminat\u0131 davas\u0131 a\u00e7ma s\u00fcresi 2026 y\u0131l\u0131nda sona erecektir. \u00d6nemle belirtmeliyiz ki, e\u011fer miras\u0131n a\u00e7\u0131lmas\u0131 s\u00f6z konusu olmad\u0131ysa miras\u00e7\u0131lar\u0131n tamam\u0131 birlikte hareket ederek, k\u0131dem tazminat\u0131 alaca\u011f\u0131n\u0131 talep etmelidirler. Bu kapsamda i\u015fveren miras a\u00e7\u0131lmadan k\u0131dem tazminat\u0131 \u00f6deme yaparsa, yap\u0131lacak \u00f6deme miras\u00e7\u0131lardan sadece birinin de\u011fil tamam\u0131n\u0131n m\u00fclkiyetinde olacakt\u0131r.<\/p>\n\n\n\n

Emeklilik Hakk\u0131yla \u0130stifa Edenlerin Durumu Nedir?<\/strong><\/strong><\/h3>\n\n\n\n

Emeklilik \u015fartlar\u0131n\u0131 yerine getiren i\u015f\u00e7iler, Sosyal G\u00fcvenlik Kurumu\u2019ndan (SGK) \u2018k\u0131dem tazminat\u0131 alabilir\u2019 yaz\u0131s\u0131n\u0131 temin ederek i\u015fverene verip, istifa ederse k\u0131dem tazminat\u0131 alabilirler.<\/p>\n\n\n\n

\u00d6rne\u011fin: emekli olabilmek i\u00e7in sigortal\u0131l\u0131k s\u00fcresi ile prim \u00f6deme g\u00fcn say\u0131s\u0131n\u0131 tamamlam\u0131\u015f ancak ya\u015ftan dolay\u0131 bekleyenler sosyal g\u00fcvenlik kurumundan bu durumlar\u0131n\u0131 belgeleyen yaz\u0131 al\u0131p i\u015fverenlerine vermek suretiyle k\u0131dem tazminatlar\u0131n\u0131n \u00f6denmesini i\u015fverenden talep edebilirler.<\/p>\n\n\n\n

K\u0131dem Tazminat\u0131nda Zamana\u015f\u0131m\u0131 Var M\u0131d\u0131r?<\/strong><\/h3>\n\n\n\n

K\u0131dem tazminat\u0131 Bor\u00e7lar Kanunu uyar\u0131nca 10 y\u0131ll\u0131k zamana\u015f\u0131m\u0131na tabidir.<\/p>\n\n\n\n

2021 Y\u0131l\u0131 \u0130\u00e7in K\u0131dem Tazminat\u0131<\/strong><\/h2>\n\n\n\n

Toplu s\u00f6zle\u015fmelerle ve hizmet akitleriyle belirlenen k\u0131dem tazminatlar\u0131n\u0131n y\u0131ll\u0131k miktar\u0131, Devlet Memurlar\u0131 Kanunu\u2019na tabi en y\u00fcksek Devlet memuruna 5434 say\u0131l\u0131 T.C. Emekli Sand\u0131\u011f\u0131 Kanunu h\u00fck\u00fcmlerine g\u00f6re bir hizmet y\u0131l\u0131 i\u00e7in \u00f6denecek azami emeklilik ikramiyesini ge\u00e7emez. Bu nedenle k\u0131dem tazminat\u0131 tavan\u0131 her y\u0131l memur maa\u015f katsay\u0131lar\u0131nda meydana gelen de\u011fi\u015fikli\u011fe g\u00f6re de\u011fi\u015fmektedir.<\/strong><\/p>\n\n\n\n