{"id":6127,"date":"2021-08-19T09:00:00","date_gmt":"2021-08-19T06:00:00","guid":{"rendered":"https:\/\/www.efeshukuk.com\/?p=6127"},"modified":"2026-04-28T12:45:13","modified_gmt":"2026-04-28T09:45:13","slug":"ayrimcilik-tazminati","status":"publish","type":"post","link":"https:\/\/efeshukuk.com\/en\/ayrimcilik-tazminati\/","title":{"rendered":"Discrimination Compensation"},"content":{"rendered":"
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\"Ayr\u0131mc\u0131l\u0131k
Discrimination Compensation<\/figcaption><\/figure>\n<\/div>\n\n\n

Discrimination Compensation | Izmir Labor Law Attorney<\/strong> | Attorney Dilek Yavuz Uysal<\/strong><\/p>\n\n\n\n

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Discrimination Compensation<\/strong><\/h2>\n\n\n\n

Discrimination compensation is one type of compensation paid by the employer to the employee. This compensation arises as a result of the breach of the duty of equal treatment. The source of the duty of equal treatment is... Constitution <\/a>m. 10 and Labor Law |<\/a> Article 5 states that the obligation to treat employees equally applies to employees of the same qualifications. Discrimination compensation is the amount of compensation, up to four months' wages, that an employee may receive in the event of a breach of the employer's obligation to treat employees equally. In addition to discrimination compensation, the employee may also claim other rights they have been deprived of. These include social benefits, bonuses, premiums, and salary increases.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Ayr\u0131mc\u0131l\u0131k tazminat\u0131n\u0131 \u0130\u015f Kanunu’nda inceleyecek olursak 4857 Say\u0131l\u0131 \u0130\u015f Kanunu Madde 5 : ” \u0130\u015f ili\u015fkisinde dil, \u0131rk, renk, cinsiyet, engellilik, siyasal d\u00fc\u015f\u00fcnce, felsef\u00ee inan\u00e7, din ve mezhep ve benzeri sebeplere dayal\u0131 ayr\u0131m yap\u0131lamaz. \u0130\u015fveren, esasl\u0131 sebepler olmad\u0131k\u00e7a tam s\u00fcreli \u00e7al\u0131\u015fan i\u015f\u00e7i kar\u015f\u0131s\u0131nda k\u0131sm\u00ee s\u00fcreli \u00e7al\u0131\u015fan i\u015f\u00e7iye, belirsiz s\u00fcreli \u00e7al\u0131\u015fan i\u015f\u00e7i kar\u015f\u0131s\u0131nda belirli s\u00fcreli \u00e7al\u0131\u015fan i\u015f\u00e7iye farkl\u0131 i\u015flem yapamaz. \u0130\u015fveren, biyolojik veya i\u015fin niteli\u011fine ili\u015fkin sebepler zorunlu k\u0131lmad\u0131k\u00e7a, bir i\u015f\u00e7iye, i\u015f s\u00f6zle\u015fmesinin yap\u0131lmas\u0131nda, \u015fartlar\u0131n\u0131n olu\u015fturulmas\u0131nda, uygulanmas\u0131nda ve sona ermesinde, cinsiyet veya gebelik nedeniyle do\u011frudan veya dolayl\u0131 farkl\u0131 i\u015flem yapamaz. Ayn\u0131 veya e\u015fit de\u011ferde bir i\u015f i\u00e7in cinsiyet nedeniyle daha d\u00fc\u015f\u00fck \u00fccret kararla\u015ft\u0131r\u0131lamaz. \u0130\u015f\u00e7inin cinsiyeti nedeniyle \u00f6zel koruyucu h\u00fck\u00fcmlerin uygulanmas\u0131, daha d\u00fc\u015f\u00fck bir \u00fccretin uygulanmas\u0131n\u0131 hakl\u0131 k\u0131lmaz. \u0130\u015f ili\u015fkisinde veya sona ermesinde yukar\u0131daki f\u0131kra h\u00fck\u00fcmlerine ayk\u0131r\u0131 davran\u0131ld\u0131\u011f\u0131nda i\u015f\u00e7i, d\u00f6rt aya kadar \u00fccreti tutar\u0131ndaki uygun bir tazminattan ba\u015fka yoksun b\u0131rak\u0131ld\u0131\u011f\u0131 haklar\u0131n\u0131 da talep edebilir. 2821 say\u0131l\u0131 Sendikalar Kanununun 31 inci maddesi h\u00fck\u00fcmleri sakl\u0131d\u0131r. ” \u015eeklinde d\u00fczenlenmi\u015ftir.<\/p>\n\n\n\n

Anayasan\u0131n 10. Maddesinde de Kanun \u00d6n\u00fcnde E\u015fitlik ilkesi d\u00fczenlenmi\u015ftir. An\u0131lan maddedeki ifade aynen \u015fu \u015fekildedir. \u201c Herkes, dil, \u0131rk, renk, cinsiyet, siyasi d\u00fc\u015f\u00fcnce, felsefi inan\u00e7, din, mezhep ve benzeri sebeplerle ay\u0131r\u0131m g\u00f6zetilmeksizin kanun \u00f6n\u00fcnde e\u015fittir.\u201d  Her iki madde, ayr\u0131mc\u0131l\u0131k tazminat\u0131ndaki temel dayanak noktas\u0131d\u0131r.<\/p>\n\n\n\n

Examples of Discrimination Compensation Cases<\/h3>\n\n\n\n

1. An employee's pregnancy does not constitute grounds for discrimination or dismissal. An employee dismissed due to pregnancy may claim compensation for discrimination.<\/p>\n\n\n\n

2.  \u0130\u015fyerinde \u00e7al\u0131\u015fan b\u00fct\u00fcn i\u015f\u00e7ilere zam yap\u0131l\u0131rken herhangi bir hakl\u0131 neden olmaks\u0131z\u0131n bir veya birka\u00e7 i\u015f\u00e7i, zam uygulamas\u0131n\u0131n d\u0131\u015far\u0131s\u0131nda b\u0131rak\u0131l\u0131rsa bu durum i\u015fverenin e\u015fit davranma borcuna ayk\u0131r\u0131l\u0131k te\u015fkil edece\u011fi i\u00e7in ayr\u0131mc\u0131l\u0131k tazminat haklar\u0131 do\u011facakt\u0131r.<\/p>\n\n\n\n

3. It is possible to pay workers different wages depending on their qualifications and the requirements of the job. However, if an employer has increased wages without considering qualifications or other justifiable factors, they are obligated to do so for all their employees. They cannot exclude one or a few workers from the raise. For example, an employer cannot differentiate wages between male and female workers in the same industry simply because of their gender. However, if the nature of the job requires driving both within and outside the city, while the male worker cannot, then the female worker may be paid more.<\/p>\n\n\n\n

Discrimination Compensation Conditions<\/h3>\n\n\n\n

In its decision numbered 2012\/33335 and 2014\/25434, the 9th Civil Chamber of the Court of Cassation <\/em>\u201cThe court ruled that "for the principle of equal treatment to be applicable, the following conditions must be met: being employees of the same workplace, the existence of a group within the workplace, the presence of collective practices, unity of time, and working under an employment contract." Therefore, it is possible to say that certain legal conditions exist for claiming discrimination compensation. These are:<\/p>\n\n\n\n

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  1. The Workplace Being the Same<\/li>\n\n\n\n
  2. Being in the Same Time Period<\/li>\n\n\n\n
  3. The Presence of a Worker Community in the Workplace<\/li>\n\n\n\n
  4. \u00a0 It is a collective practice \/ a behavior outside of the ongoing practice.<\/li>\n<\/ol>\n\n\n\n

    The fundamental reason underlying these conditions is the simultaneous presence of factors that would constitute a violation of the alleged duty of equal treatment. For example, it cannot be said that workers employed in two different locations are subjected to discrimination against each other.<\/p>\n\n\n\n

    How is discrimination compensation calculated?<\/h3>\n\n\n\n

    Discrimination compensation is calculated based on the employee's last gross salary. The employer is ordered to pay compensation equivalent to at least one and at most four months' salary of the employee. The court calculates discrimination compensation by considering factors such as the importance, severity, and duration of the discrimination, the employee's seniority, and salary. Whether or not harm occurred as a result of the discrimination is irrelevant in determining whether discrimination compensation will be awarded. The employee who has been discriminated against must file a lawsuit for compensation within five years.<\/p>\n\n\n\n

    Whether discrimination compensation can be claimed together with other types of compensation is a matter of debate. Since compensation is not a means of unjust enrichment, unless the law stipulates otherwise, the damage resulting from the unlawful conduct is compensated only once. For example, discrimination compensation cannot be claimed together with job security compensation. This is because termination based on discrimination is not a termination based on a valid reason.<\/p>\n\n\n\n

    For detailed information on this subject, please contact our expert team. Contact <\/span><\/a>page.<\/p>\n\n\n\n

    Other works we have prepared within the scope of Labor Law;<\/p>\n\n\n\n

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