{"id":6151,"date":"2021-08-25T09:00:00","date_gmt":"2021-08-25T06:00:00","guid":{"rendered":"https:\/\/www.efeshukuk.com\/?p=6151"},"modified":"2026-04-28T12:03:15","modified_gmt":"2026-04-28T09:03:15","slug":"calisma-kosullarinda-esasli-degisiklik","status":"publish","type":"post","link":"https:\/\/efeshukuk.com\/en\/calisma-kosullarinda-esasli-degisiklik\/","title":{"rendered":"Substantial Change in the Worker's Working Conditions"},"content":{"rendered":"
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Fundamental Changes in Employee Working Conditions | Attorney Dilek Yavuz Uysal<\/strong><\/p>\n\n\n\n

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Substantial Change in the Worker's Working Conditions<\/strong><\/h2>\n\n\n\n

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. <\/p>\n\n\n\n

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.<\/p>\n<\/div>\n<\/div>\n\n\n\n

Regulating changes in working conditions and termination of employment contracts. Labor Law |<\/a> Article 22<\/em><\/strong> \u2013 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.<\/p>\n\n\n\n

Which changes are considered substantial?<\/strong><\/p>\n\n\n\n

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.<\/p>\n\n\n\n

To explain using Supreme Court rulings:<\/strong><\/p>\n\n\n\n