{"id":7051,"date":"2026-06-02T09:00:02","date_gmt":"2026-06-02T06:00:02","guid":{"rendered":"https:\/\/www.efeshukuk.com\/?p=7051"},"modified":"2026-06-04T13:43:31","modified_gmt":"2026-06-04T10:43:31","slug":"4857-sayili-is-kanunu-25-madde","status":"publish","type":"post","link":"https:\/\/efeshukuk.com\/en\/4857-sayili-is-kanunu-25-madde\/","title":{"rendered":"Termination by the Employer Pursuant to Article 25 of the Labor Law No. 4857"},"content":{"rendered":"<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"538\" src=\"https:\/\/www.efeshukuk.com\/wp-content\/uploads\/2021\/12\/1-1-1024x538.png\" alt=\"4857 say\u0131l\u0131 \u0130\u015f Kanunu 25. Madde \" class=\"wp-image-7052\" srcset=\"https:\/\/efeshukuk.com\/wp-content\/uploads\/2021\/12\/1-1-1024x538.png 1024w, https:\/\/efeshukuk.com\/wp-content\/uploads\/2021\/12\/1-1-300x158.png 300w, https:\/\/efeshukuk.com\/wp-content\/uploads\/2021\/12\/1-1-768x403.png 768w, https:\/\/efeshukuk.com\/wp-content\/uploads\/2021\/12\/1-1-18x9.png 18w, https:\/\/efeshukuk.com\/wp-content\/uploads\/2021\/12\/1-1.png 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"> <strong>Article 25 of the Labor Law No. 4857<\/strong> <\/figcaption><\/figure>\n<\/div>\n\n\n<p class=\"has-black-color has-text-color\"><strong>Employer&#039;s Termination of Employment Pursuant to Article 25 of the Labor Law No. 4857 | Lawyer in Izmir<\/strong><\/p>\n\n\n\n<p class=\"has-text-align-justify has-black-color has-text-color\">When justifiable reasons arise that allow for the termination of an employment contract without notice, the contract does not automatically terminate; therefore, the party entitled to terminate the contract must exercise this right. The reason for the &quot;without notice&quot; termination is that this notice terminates the employment contract immediately. Termination without notice is when one of the parties terminates the employment contract immediately for justifiable reasons. This type of termination allows the party who cannot be expected to continue the contract due to certain circumstances to be released from the contract. Fixed-term or indefinite-term employment contracts can be terminated immediately (without notice) by the employer in a limited number of circumstances. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-4857-sayili-kanun-madde-25\">Article 25 of Law No. 4857:<\/h2>\n\n\n\n<p class=\"has-text-align-justify has-black-color has-text-color\">If we examine the relevant legal provision:<\/p>\n\n\n\n<p class=\"has-text-align-justify has-black-color has-text-color\"><strong><em><a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuat?MevzuatNo=4857&amp;MevzuatTur=1&amp;MevzuatTertip=5\" target=\"_blank\" rel=\"noreferrer noopener\">Law No. 4857<\/a> Article 25 <\/em><\/strong>&#8211; S\u00fcresi belirli olsun veya olmas\u0131n i\u015fveren, a\u015fa\u011f\u0131da yaz\u0131l\u0131 hallerde i\u015f s\u00f6zle\u015fmesini s\u00fcrenin bitiminden \u00f6nce veya bildirim s\u00fcresini beklemeksizin feshedebilir:<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>I- Health reasons:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list has-black-color has-text-color\">\n<li>a) If the worker becomes ill or disabled due to his own negligence, disorderly lifestyle, or addiction to alcohol, and the resulting absence exceeds three consecutive working days or five working days in a month. (1)<\/li>\n\n\n\n<li>(b) If the health board determines that the worker&#039;s illness is incurable and that their continued employment poses a risk.<\/li>\n\n\n\n<li>Except for the reasons listed in subparagraph (a), the employer&#039;s right to terminate the employment contract without notice in cases of illness, accident, childbirth, and pregnancy arises after the specified conditions exceed the notice periods in Article 17 by six weeks, depending on the employee&#039;s length of service at the workplace. In cases of childbirth and pregnancy, this period begins at the end of the period specified in Article 74. However, no wages are paid for the periods during which the employee is unable to go to work due to the suspension of the employment contract.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>II- Cases and similar situations that do not comply with moral and good faith principles:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list has-black-color has-text-color\">\n<li>a) The employee misleading the employer by claiming to possess the necessary qualifications or conditions for an essential point of the employment contract at the time the contract was made, when in fact they do not, or by providing false information or statements.<\/li>\n\n\n\n<li>(b) The employee making statements or engaging in conduct that harms 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&#039;s honor and dignity.<\/li>\n\n\n\n<li>c) The employee sexually harassing another employee of the employer.<\/li>\n\n\n\n<li>d) The employee assaulting the employer, a member of the employer&#039;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.<\/li>\n\n\n\n<li>e) The employee engaging in conduct that violates honesty and loyalty, such as abusing the employer&#039;s trust, committing theft, or disclosing the employer&#039;s trade secrets.<\/li>\n\n\n\n<li>f) The employee committing an offence at the workplace punishable by imprisonment of more than seven days, and the sentence is not suspended.<\/li>\n\n\n\n<li>g) The employee&#039;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 a holiday, or for three working days within a month.<\/li>\n\n\n\n<li>h) The worker&#039;s persistent refusal to perform the duties he\/she is obligated to perform, even after being reminded of them.<\/li>\n\n\n\n<li>i) 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&#039; worth of wages.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>III- Compelling reasons<\/strong>: The emergence of a compelling reason that prevents the worker from working at the workplace for more than one week.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>IV- Absence in case of worker&#039;s detention or arrest<\/strong>Exceeding the notification period specified in article 17.<\/p>\n\n\n\n<p class=\"has-text-align-justify has-black-color has-text-color\">The employee may appeal under Articles 18, 20, and 21, claiming that the termination is not in accordance with the reasons stipulated in the preceding paragraphs. The right to terminate the contract granted to the employee or employer based on violations of moral and good faith principles, as set forth in Articles 24 and 25, cannot be exercised after six working days from the date the other party learns of such conduct, and in any case, after one year from the date the act occurred. However, the one-year period does not apply if the employee has gained a material benefit from the incident. The right to compensation for those who terminate the employment contract within the period stipulated in the preceding paragraph due to these circumstances remains reserved.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-is-arama-izni\"><strong>Job Search Permit<\/strong><\/h2>\n\n\n\n<p class=\"has-text-align-justify has-black-color has-text-color\">The employer has the right to terminate employment immediately for just cause, as the definition suggests, without adhering to notice periods, provided there is a justifiable reason for the employer&#039;s termination. Therefore, in situations that warrant immediate termination, there is no need to grant the employee time off to search for a new job. However, even though the law grants the employer the right to immediate termination, in order to not restrict the employee&#039;s right to defense, the termination notice must be given in writing, allowing the employee a reasonable opportunity to defend themselves.<\/p>\n\n\n\n<p class=\"has-text-align-justify has-black-color has-text-color\">When an employment contract is terminated by the employer for a valid reason, the employer, like the employee, must comply with the notice periods. Another obligation of the employer is to grant the employee time off to search for a new job. This time off is regulated in Article 27, and the employer is obliged to grant the employee time off to find a new job during working hours and without any wage deduction, within the notice period. The duration of this time off cannot be less than two hours per day, and the employee may combine the time off hours and use them collectively if desired. However, an employee wishing to use the time off collectively must arrange for it to coincide with the days preceding their termination and inform the employer of this. If the employer does not grant the time off or grants it incompletely, the employee will be paid the wages for that period. If the employer makes the employee work during the time off, in addition to the wages the employee would receive for the leave without working, the employer must pay the employee 100% extra for the hours worked.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>Despite the termination of the contract, notice periods and compensation are not applied in some cases.<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list has-black-color has-text-color\">\n<li>Terminations that occurred pursuant to Articles 24 and 25, as per the rights granted by law.<\/li>\n\n\n\n<li>Military service,<\/li>\n\n\n\n<li>Pension,<\/li>\n\n\n\n<li>If a female employee leaves her job within one year due to marriage, she is only entitled to severance pay; neither party is required to observe a notice period.<strong>.<\/strong><\/li>\n<\/ul>\n\n\n\n<p>In cases of termination without notice, it must be carefully examined whether the termination is based on a genuinely justifiable reason or meets legal exceptions. Irregular terminations pose significant compensation risks for employers and the risk of employees losing their deserved severance pay.<\/p>\n\n\n\n<p><strong>Ephesus Law<\/strong> aspect, <strong>Izmir labor law attorney<\/strong> Our team provides professional support to our clients in managing contract termination processes and tracking severance and notice pay claims. We offer legal assistance throughout \u0130zmir, particularly in Kar\u015f\u0131yaka, to protect the rights of both employees and employers. <strong>Izmir Kar\u015f\u0131yaka lawyer<\/strong> You can receive dynamic consulting services by contacting our team.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-yargitay-karari-ornekleri\"><strong>Examples of Supreme Court Decisions:<\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list has-black-color has-text-color\">\n<li>\u201c&quot;There is no illegality in the termination of an employee&#039;s employment contract by the employer without notice or compensation for participating in a group visit to the doctor&#039;s office even though the employee is not ill.&quot; (Supreme Court of Turkey, 9th Civil Chamber, decision dated 12.11.1991, E.1991\/12613, K.1991\/14228).<\/li>\n\n\n\n<li>\u201c&quot;If an employee leaves the workplace as if they have been granted permission, even when the employer has not explicitly given permission, this constitutes grounds for termination of the employment contract for just cause.&quot; (Supreme Court of Turkey, 9th Civil Chamber, decision dated November 30, 1998, E.1998\/15055, K.1998\/16955).<\/li>\n\n\n\n<li>\u201c&quot;If it is repeatedly established through notarized records, workplace documents, and minutes that some employees have engaged in actions such as slowing down work or failing to perform assigned tasks, the termination carried out by the employer should be considered based on a just cause.&quot; (Supreme Court of Appeals, 9th Civil Chamber, decision dated 14.03.2002, E.2002\/5209, K. 2002\/4183).<\/li>\n\n\n\n<li>\u00a0\u201c&quot;It is a requirement of the employee&#039;s duty of loyalty to protect the employer&#039;s legally legitimate interests regarding the work and workplace, and to refrain from conduct that could cause harm or endanger them. Acting contrary to this duty constitutes &#039;termination for just cause&#039;.&quot; (Supreme Court of Turkey, 9th Civil Chamber, decision dated 04.04.2000, E. 2000\/2465, K. 2000\/4716).<\/li>\n\n\n\n<li>\u00a0\u201c&quot;The termination of the employment contract of a night watchman who abandons his post is based on a just cause; the fact that he was forced to work excessive hours and did not have a break does not negate this fact.&quot; (Supreme Court of Appeals, 9th Civil Chamber, decision dated 15.03.2004, E.2003\/16002, K.2004\/5072)<em>.<\/em><\/li>\n<\/ol>\n\n\n\n<p class=\"has-black-color has-text-color\">To receive advice on this matter, please contact our expert team. <a href=\"https:\/\/efeshukuk.com\/en\/iletisim\/\" target=\"_blank\" rel=\"noreferrer noopener\"><span class=\"has-inline-color has-vivid-cyan-blue-color\">Contact <\/span><\/a>page.<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\">Other works we have prepared within the scope of Labor Law;<\/p>\n\n\n\n<div data-wp-context=\"{ &quot;autoclose&quot;: false, &quot;accordionItems&quot;: [] }\" data-wp-interactive=\"core\/accordion\" role=\"group\" class=\"wp-block-accordion is-layout-flow wp-block-accordion-is-layout-flow\">\n<div data-wp-class--is-open=\"state.isOpen\" data-wp-context=\"{ &quot;id&quot;: &quot;accordion-item-1&quot;, &quot;openByDefault&quot;: false }\" data-wp-init=\"callbacks.initAccordionItems\" data-wp-on-window--hashchange=\"callbacks.hashChange\" class=\"wp-block-accordion-item is-layout-flow wp-block-accordion-item-is-layout-flow\">\n<h3 class=\"wp-block-accordion-heading has-small-font-size\"><button aria-expanded=\"false\" aria-controls=\"accordion-item-1-panel\" data-wp-bind--aria-expanded=\"state.isOpen\" data-wp-on--click=\"actions.toggle\" data-wp-on--keydown=\"actions.handleKeyDown\" id=\"accordion-item-1\" type=\"button\" class=\"wp-block-accordion-heading__toggle\"><span class=\"wp-block-accordion-heading__toggle-title\">EMPLOYMENT CONTRACT AND TERMINATION PROCESSES<\/span><span class=\"wp-block-accordion-heading__toggle-icon\" aria-hidden=\"true\">+<\/span><\/button><\/h3>\n\n\n\n<div inert aria-labelledby=\"accordion-item-1\" data-wp-bind--inert=\"!state.isOpen\" id=\"accordion-item-1-panel\" role=\"region\" class=\"wp-block-accordion-panel is-layout-flow wp-block-accordion-panel-is-layout-flow\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/efeshukuk.com\/en\/isci-cikarma-yasagi\/\">Layoff Ban<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/belirli-sureli-is-sozlesmesi\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is a Fixed-Term Employment Contract?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/deneme-sureli-calisma\/\" target=\"_blank\" rel=\"noreferrer noopener\">Trial Period Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/is-sozlesmelerinde-cezai-sart\/\" target=\"_blank\" rel=\"noreferrer noopener\">Penalty Clauses in Employment Contracts<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/isten-ayrilma-dilekcesi\/\" target=\"_blank\" rel=\"noreferrer noopener\">Resignation Letter<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/iscinin-hakli-sebep-ile-feshi\/\" target=\"_blank\" rel=\"noreferrer noopener\">Termination of Employment by the Employee for Just Cause<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/4857-sayili-is-kanunu-25-madde\/\" target=\"_blank\" rel=\"noreferrer noopener\">Termination by the Employer for Just Cause (Article 25)<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/askerlik-nedeniyle-isten-ayrilma\/\" target=\"_blank\" rel=\"noreferrer noopener\">Leaving work due to military service.<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/is-akdim-feshedildi-neler-yapmaliyim\/\">My employment contract has been terminated. What should I do?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/ise-iade-davasi\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is a Reinstatement Lawsuit?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/iscinin-ise-gelmemesi\/\" type=\"post\" id=\"8962\">Employee Absence from Work<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div data-wp-context=\"{ &quot;autoclose&quot;: false, &quot;accordionItems&quot;: [] }\" data-wp-interactive=\"core\/accordion\" role=\"group\" class=\"wp-block-accordion is-layout-flow wp-block-accordion-is-layout-flow\">\n<div data-wp-class--is-open=\"state.isOpen\" data-wp-context=\"{ &quot;id&quot;: &quot;accordion-item-2&quot;, &quot;openByDefault&quot;: false }\" data-wp-init=\"callbacks.initAccordionItems\" data-wp-on-window--hashchange=\"callbacks.hashChange\" class=\"wp-block-accordion-item is-layout-flow wp-block-accordion-item-is-layout-flow\">\n<h3 class=\"wp-block-accordion-heading has-small-font-size\"><button aria-expanded=\"false\" aria-controls=\"accordion-item-2-panel\" data-wp-bind--aria-expanded=\"state.isOpen\" data-wp-on--click=\"actions.toggle\" data-wp-on--keydown=\"actions.handleKeyDown\" id=\"accordion-item-2\" type=\"button\" class=\"wp-block-accordion-heading__toggle\"><span class=\"wp-block-accordion-heading__toggle-title\">WAGES, CLAIMS AND COMPENSATION<\/span><span class=\"wp-block-accordion-heading__toggle-icon\" aria-hidden=\"true\">+<\/span><\/button><\/h3>\n\n\n\n<div inert aria-labelledby=\"accordion-item-2\" data-wp-bind--inert=\"!state.isOpen\" id=\"accordion-item-2-panel\" role=\"region\" class=\"wp-block-accordion-panel is-layout-flow wp-block-accordion-panel-is-layout-flow\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/efeshukuk.com\/en\/ucreti-odenmeyen-iscinin-haklari\/\" target=\"_blank\" rel=\"noreferrer noopener\">Rights of an Unpaid Worker<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/iscinin-gercek-ucretinin-tespiti\/\" target=\"_blank\" rel=\"noreferrer noopener\">Determining the Worker&#039;s Actual Wage<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/iscilik-alacaklari-nelerdir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What are labor claims?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/iscilik-alacaklarinda-zamanasimi\/\" target=\"_blank\" rel=\"noreferrer noopener\">Statute of Limitations on Labor Claims<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/isci-alacaklarinde-faiz\/\" target=\"_blank\" rel=\"noreferrer noopener\">Interest on Employee Claims<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/kidem-tazminati-nedir\/\">What is severance pay?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/ihbar-tazminati-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is severance pay?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/ilave-tediye-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is Additional Payment?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/ubgt-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is UBGT?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/ayrimcilik-tazminati\/\">Discrimination Compensation<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/evlenme-nedeniyle-tazminat\/\" target=\"_blank\" rel=\"noreferrer noopener\">Compensation due to marriage<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div data-wp-context=\"{ &quot;autoclose&quot;: false, &quot;accordionItems&quot;: [] }\" data-wp-interactive=\"core\/accordion\" role=\"group\" class=\"wp-block-accordion is-layout-flow wp-block-accordion-is-layout-flow\">\n<div data-wp-class--is-open=\"state.isOpen\" data-wp-context=\"{ &quot;id&quot;: &quot;accordion-item-3&quot;, &quot;openByDefault&quot;: false }\" data-wp-init=\"callbacks.initAccordionItems\" data-wp-on-window--hashchange=\"callbacks.hashChange\" class=\"wp-block-accordion-item is-layout-flow wp-block-accordion-item-is-layout-flow\">\n<h3 class=\"wp-block-accordion-heading has-small-font-size\"><button aria-expanded=\"false\" aria-controls=\"accordion-item-3-panel\" data-wp-bind--aria-expanded=\"state.isOpen\" data-wp-on--click=\"actions.toggle\" data-wp-on--keydown=\"actions.handleKeyDown\" id=\"accordion-item-3\" type=\"button\" class=\"wp-block-accordion-heading__toggle\"><span class=\"wp-block-accordion-heading__toggle-title\">WORKING CONDITIONS AND MOBBING<\/span><span class=\"wp-block-accordion-heading__toggle-icon\" aria-hidden=\"true\">+<\/span><\/button><\/h3>\n\n\n\n<div inert aria-labelledby=\"accordion-item-3\" data-wp-bind--inert=\"!state.isOpen\" id=\"accordion-item-3-panel\" role=\"region\" class=\"wp-block-accordion-panel is-layout-flow wp-block-accordion-panel-is-layout-flow\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/efeshukuk.com\/en\/mobbing-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is mobbing?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/yargitay-mobbing\/\" target=\"_blank\" rel=\"noreferrer noopener\">Mobbing in Light of Supreme Court Decisions<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/mobbing-ispat-kosullari\/\" target=\"_blank\" rel=\"noreferrer noopener\">Conditions for Proving Mobbing<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/isverenin-esit-davranma-yukumlulugu\/\" target=\"_blank\" rel=\"noreferrer noopener\">Employer&#039;s Obligation to Treat Employees Equally<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/calisma-suresinden-sayilan-haller\/\" target=\"_blank\" rel=\"noreferrer noopener\">Situations that are counted as working time<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/calisma-kosullarinda-esasli-degisiklik\/\" target=\"_blank\" rel=\"noreferrer noopener\">Substantial Change in the Worker&#039;s Working Conditions<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/gece-calismasi-fazla-mesai\/\" target=\"_blank\" rel=\"noreferrer noopener\">Night Shift, Overtime<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/isyerinde-alkol-kullanmak\/\" target=\"_blank\" rel=\"noreferrer noopener\">Drinking Alcohol in the Workplace<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div data-wp-context=\"{ &quot;autoclose&quot;: false, &quot;accordionItems&quot;: [] }\" data-wp-interactive=\"core\/accordion\" role=\"group\" class=\"wp-block-accordion is-layout-flow wp-block-accordion-is-layout-flow\">\n<div data-wp-class--is-open=\"state.isOpen\" data-wp-context=\"{ &quot;id&quot;: &quot;accordion-item-4&quot;, &quot;openByDefault&quot;: false }\" data-wp-init=\"callbacks.initAccordionItems\" data-wp-on-window--hashchange=\"callbacks.hashChange\" class=\"wp-block-accordion-item is-layout-flow wp-block-accordion-item-is-layout-flow\">\n<h3 class=\"wp-block-accordion-heading has-small-font-size\"><button aria-expanded=\"false\" aria-controls=\"accordion-item-4-panel\" data-wp-bind--aria-expanded=\"state.isOpen\" data-wp-on--click=\"actions.toggle\" data-wp-on--keydown=\"actions.handleKeyDown\" id=\"accordion-item-4\" type=\"button\" class=\"wp-block-accordion-heading__toggle\"><span class=\"wp-block-accordion-heading__toggle-title\">PERMISSIONS AND SPECIAL RIGHTS<\/span><span class=\"wp-block-accordion-heading__toggle-icon\" aria-hidden=\"true\">+<\/span><\/button><\/h3>\n\n\n\n<div inert aria-labelledby=\"accordion-item-4\" data-wp-bind--inert=\"!state.isOpen\" id=\"accordion-item-4-panel\" role=\"region\" class=\"wp-block-accordion-panel is-layout-flow wp-block-accordion-panel-is-layout-flow\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/efeshukuk.com\/en\/annelerin-hukuki-haklari\/\">Mothers&#039; Legal Rights<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/dogum-izni-sut-iznir\/\" target=\"_blank\" rel=\"noreferrer noopener\">Maternity Leave &amp; Breastfeeding Leave<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/yillik-izin-sureleri\/\" target=\"_blank\" rel=\"noreferrer noopener\">Annual Leave Periods<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/olum-izni-kac-gun\/\" target=\"_blank\" rel=\"noreferrer noopener\">How many days is bereavement leave?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/sua-izni-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is Radiation Permission?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/engelli-ve-eski-hukumlu-calistirma-zorunlulugu\/\" target=\"_blank\" rel=\"noreferrer noopener\">Obligation to Employ Disabled Persons and Former Convicts<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/depremzede-iscilerin-haklari\/\" target=\"_blank\" rel=\"noreferrer noopener\">Rights of Earthquake-Affected Workers<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div data-wp-context=\"{ &quot;autoclose&quot;: false, &quot;accordionItems&quot;: [] }\" data-wp-interactive=\"core\/accordion\" role=\"group\" class=\"wp-block-accordion is-layout-flow wp-block-accordion-is-layout-flow\">\n<div data-wp-class--is-open=\"state.isOpen\" data-wp-context=\"{ &quot;id&quot;: &quot;accordion-item-5&quot;, &quot;openByDefault&quot;: false }\" data-wp-init=\"callbacks.initAccordionItems\" data-wp-on-window--hashchange=\"callbacks.hashChange\" class=\"wp-block-accordion-item is-layout-flow wp-block-accordion-item-is-layout-flow\">\n<h3 class=\"wp-block-accordion-heading has-small-font-size\"><button aria-expanded=\"false\" aria-controls=\"accordion-item-5-panel\" data-wp-bind--aria-expanded=\"state.isOpen\" data-wp-on--click=\"actions.toggle\" data-wp-on--keydown=\"actions.handleKeyDown\" id=\"accordion-item-5\" type=\"button\" class=\"wp-block-accordion-heading__toggle\"><span class=\"wp-block-accordion-heading__toggle-title\">WORK ACCIDENTS AND OCCUPATIONAL DISEASES<\/span><span class=\"wp-block-accordion-heading__toggle-icon\" aria-hidden=\"true\">+<\/span><\/button><\/h3>\n\n\n\n<div inert aria-labelledby=\"accordion-item-5\" data-wp-bind--inert=\"!state.isOpen\" id=\"accordion-item-5-panel\" role=\"region\" class=\"wp-block-accordion-panel is-layout-flow wp-block-accordion-panel-is-layout-flow\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/efeshukuk.com\/en\/is-kazasi-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is a workplace accident?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/is-kazasi-nedeniyle-tazminat\/\" target=\"_blank\" rel=\"noreferrer noopener\">Compensation due to workplace accident<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/meslek-hastaligi-nedir\/\">What is an occupational disease?<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div data-wp-context=\"{ &quot;autoclose&quot;: false, &quot;accordionItems&quot;: [] }\" data-wp-interactive=\"core\/accordion\" role=\"group\" class=\"wp-block-accordion is-layout-flow wp-block-accordion-is-layout-flow\">\n<div data-wp-class--is-open=\"state.isOpen\" data-wp-context=\"{ &quot;id&quot;: &quot;accordion-item-6&quot;, &quot;openByDefault&quot;: false }\" data-wp-init=\"callbacks.initAccordionItems\" data-wp-on-window--hashchange=\"callbacks.hashChange\" class=\"wp-block-accordion-item is-layout-flow wp-block-accordion-item-is-layout-flow\">\n<h3 class=\"wp-block-accordion-heading has-small-font-size\"><button aria-expanded=\"false\" aria-controls=\"accordion-item-6-panel\" data-wp-bind--aria-expanded=\"state.isOpen\" data-wp-on--click=\"actions.toggle\" data-wp-on--keydown=\"actions.handleKeyDown\" id=\"accordion-item-6\" type=\"button\" class=\"wp-block-accordion-heading__toggle\"><span class=\"wp-block-accordion-heading__toggle-title\">PROCEDURES AND OTHER RIGHTS<\/span><span class=\"wp-block-accordion-heading__toggle-icon\" aria-hidden=\"true\">+<\/span><\/button><\/h3>\n\n\n\n<div inert aria-labelledby=\"accordion-item-6\" data-wp-bind--inert=\"!state.isOpen\" id=\"accordion-item-6-panel\" role=\"region\" class=\"wp-block-accordion-panel is-layout-flow wp-block-accordion-panel-is-layout-flow\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/efeshukuk.com\/en\/is-davalari-ne-kadar-sure\/\" target=\"_blank\" rel=\"noreferrer noopener\">How long do employment lawsuits last?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/is-hukukunda-deliller\/\" target=\"_blank\" rel=\"noreferrer noopener\">Evidence in Labor Law<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/is-hukukunda-ibraname\/\" target=\"_blank\" rel=\"noreferrer noopener\">Release Agreement in Labor Law<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/sgk-cikis-kodlari\/\" target=\"_blank\" rel=\"noreferrer noopener\">SGK Exit Codes<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/hizmet-tespit-davasi\/\" target=\"_blank\" rel=\"noreferrer noopener\">Service Determination Lawsuit<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/toplu-is-hukuku-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is Collective Labor Law?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/gecisi-is-iliskisi-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">Temporary Business Relationship<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/memurlarin-disiplin-surecleri\/\" target=\"_blank\" rel=\"noreferrer noopener\">Disciplinary Processes for Civil Servants<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/lokavt-nedir\/\" target=\"_blank\" rel=\"noreferrer noopener\">What is a lockout?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/calisan-buluslari\/\">Employee Inventions<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/sgk-cikis-kodu\/\">SGK Exit Code<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/efeshukuk.com\/en\/davanin-ihbari-nedir\/\">What is a lawsuit notification?<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p><a href=\"https:\/\/efeshukuk.com\/en\/calisma-alanlari\/izmir-is-avukati\/\" target=\"_blank\" rel=\"noreferrer noopener\">Izmir Employment Lawyer<\/a><\/p>\n\n\n\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile\" style=\"grid-template-columns:30% auto\"><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"720\" height=\"720\" src=\"https:\/\/www.efeshukuk.com\/wp-content\/uploads\/2021\/01\/Ephesus-Law-Firm-3.jpg\" alt=\"Logo\" class=\"wp-image-1057 size-full\" srcset=\"\" sizes=\"auto, (max-width: 720px) 100vw, 720px\" data-srcset=\"\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<p class=\"has-black-color has-text-color translation-block\"><strong>Address:<\/strong> Nergis Neighborhood, Girne Boulevard No: 83, Floor 2, Apartment 2, Kar\u015f\u0131yaka, \u0130zmir<\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>E-mail<\/strong>: <a href=\"mailto:contact@example.com\"><span class=\"has-inline-color has-vivid-cyan-blue-color\">info@efeshukuk.com<\/span><\/a><\/p>\n\n\n\n<p class=\"has-black-color has-text-color\"><strong>Phone<\/strong>: +90 534 415 52 56<\/p>\n\n\n\n<style>\n\/* --- Sosyal ve \u0130leti\u015fim \u0130kon Kapsay\u0131c\u0131 --- *\/\n.efes-social-wrapper {\n    display: flex;\n    gap: 12px;\n    justify-content: flex-start; \/* Sola yaslar, kart i\u00e7inde kullanacaksan\u0131z center yapabilirsiniz *\/\n    padding: 20px 0;\n    background: #ffffff;\n    flex-wrap: wrap; \/* Mobilde ta\u015fma yapmamas\u0131 i\u00e7in *\/\n}\n\n\/* --- \u0130kon Buton Stili --- *\/\n.efes-social-btn {\n    width: 40px;\n    height: 40px;\n    display: flex;\n    align-items: center;\n    justify-content: center;\n    text-decoration: none;\n    border-radius: 6px;\n    transition: all 0.3s ease;\n    border: 1px solid #e0e0e0;\n    background: #ffffff;\n}\n\n\/* --- SVG \u0130kon Renkleri --- *\/\n.efes-social-btn svg {\n    width: 20px;\n    height: 20px;\n    fill: #000000;\n    transition: all 0.3s ease;\n}\n\n\/* --- Hover Efekti --- *\/\n.efes-social-btn:hover {\n    background-color: #000000;\n    border-color: #000000;\n    transform: translateY(-3px);\n}\n\n.efes-social-btn:hover svg {\n    fill: #ffffff;\n}\n\n\/* --- Mobil D\u00fczenleme --- *\/\n@media (max-width: 768px) {\n    .efes-social-btn { width: 38px; height: 38px; }\n}\n<\/style>\n\n<div class=\"efes-social-wrapper\">\n    <a href=\"https:\/\/facebook.com\/efeshukukburosu\" class=\"efes-social-btn\" target=\"_blank\" rel=\"noopener\" aria-label=\"Facebook\">\n        <svg viewbox=\"0 0 24 24\"><path d=\"M18 2h-3a5 5 0 0 0-5 5v3H7v4h3v8h4v-8h3l1-4h-4V7a1 1 0 0 1 1-1h3z\"><\/path><\/svg>\n    <\/a>\n\n    <a href=\"https:\/\/linkedin.com\/company\/efeshukuk\/\" class=\"efes-social-btn\" target=\"_blank\" rel=\"noopener\" aria-label=\"LinkedIn\">\n        <svg viewbox=\"0 0 24 24\"><path d=\"M16 8a6 6 0 0 1 6 6v7h-4v-7a2 2 0 0 0-2-2 2 2 0 0 0-2 2v7h-4v-7a6 6 0 0 1 6-6z\"><\/path><rect x=\"2\" y=\"9\" width=\"4\" height=\"12\"><\/rect><circle cx=\"4\" cy=\"4\" r=\"2\"><\/circle><\/svg>\n    <\/a>\n\n    <a href=\"https:\/\/instagram.com\/efeshukukburosu\" class=\"efes-social-btn\" target=\"_blank\" rel=\"noopener\" aria-label=\"Instagram\">\n        <svg viewbox=\"0 0 24 24\"><path d=\"M12 2.163c3.204 0 3.584.012 4.85.07 3.252.148 4.771 1.691 4.919 4.919.058 1.265.069 1.645.069 4.849 0 3.205-.012 3.584-.069 4.849-.149 3.225-1.664 4.771-4.919 4.919-1.266.058-1.644.07-4.85.07-3.204 0-3.584-.012-4.849-.07-3.26-.149-4.771-1.699-4.919-4.92-.058-1.265-.07-1.644-.07-4.849 0-3.204.013-3.583.07-4.849.149-3.227 1.664-4.771 4.919-4.919 1.266-.057 1.645-.069 4.849-.069zm0-2.163c-3.259 0-3.667.014-4.947.072-4.358.2-6.78 2.618-6.98 6.98-.059 1.281-.073 1.689-.073 4.948 0 3.259.014 3.668.072 4.948.2 4.358 2.618 6.78 6.98 6.98 1.281.058 1.689.072 4.948.072 3.259 0 3.668-.014 4.948-.072 4.354-.2 6.782-2.618 6.979-6.98.059-1.28.073-1.689.073-4.948 0-3.259-.014-3.667-.072-4.947-.196-4.354-2.617-6.78-6.979-6.98-1.281-.059-1.69-.073-4.949-.073zm0 5.838c-3.403 0-6.162 2.759-6.162 6.162s2.759 6.163 6.162 6.163 6.162-2.759 6.162-6.163-2.759-6.162-6.162-6.162zm0 10.162c-2.209 0-4-1.79-4-4 0-2.209 1.791-4 4-4s4 1.791 4 4c0 2.21-1.791 4-4 4zm6.406-11.845c-.796 0-1.441.645-1.441 1.44s.645 1.44 1.441 1.44c.795 0 1.439-.645 1.439-1.44s-.644-1.44-1.439-1.44z\"\/><\/svg>\n    <\/a>\n\n    <a href=\"mailto:info@efeshukuk.com\" class=\"efes-social-btn\" aria-label=\"Send Email\">\n        <svg viewbox=\"0 0 24 24\"><path d=\"M0 3v18h24v-18h-24zm6.623 7.929l-4.623 5.712v-9.458l4.623 3.746zm-4.141-5.929h19.035l-9.517 7.713-9.518-7.713zm5.694 7.188l3.824 3.099l3.83-3.104 5.612 8.138h-18.745l5.479-8.133zm8.171-1.259l4.653-3.771v9.487l-4.653-5.716z\"\/><\/svg>\n    <\/a>\n\n    <a href=\"https:\/\/www.google.com\/maps\/place\/Efes+Hukuk+B%C3%BCrosu+-+Kar%C5%9F%C4%B1yaka+Avukat\/@38.458734,27.107183,17z\/data=!3m1!4b1!4m6!3m5!1s0x14bbd9b483567e9d:0xdad9b9deb6d6c709!8m2!3d38.458734!4d27.107183!16s%2Fg%2F11r9ctjdcx?entry=ttu&#038;g_ep=EgoyMDI2MDMyNC4wIKXMDSoASAFQAw%3D%3D\" class=\"efes-social-btn\" target=\"_blank\" rel=\"noopener\" aria-label=\"View on Map\">\n        <svg viewbox=\"0 0 24 24\"><path d=\"M12 2C8.13 2 5 5.13 5 9c0 5.25 7 13 7 13s7-7.75 7-13c0-3.87-3.13-7-7-7zm0 9.5a2.5 2.5 0 0 1 0-5 2.5 2.5 0 0 1 0 5z\"\/><\/svg>\n    <\/a>\n\n    <a href=\"tel:+905344155256\" class=\"efes-social-btn\" aria-label=\"Call by phone\">\n        <svg viewbox=\"0 0 24 24\"><path d=\"M6.62 10.79a15.05 15.05 0 0 0 6.59 6.59l2.2-2.2c.27-.27.67-.36 1.02-.24 1.12.37 2.33.57 3.57.57.55 0 1 .45 1 1V20c0 .55-.45 1-1 1-9.39 0-17-7.61-17-17 0-.55.45-1 1-1h3.5c.55 0 1 .45 1 1 0 1.25.2 2.45.57 3.57.11.35.03.74-.25 1.02l-2.2 2.2z\"\/><\/svg>\n    <\/a>\n<\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Article 25 of Law No. 4857 \u2013 Regardless of whether the employment contract is for a fixed term or not, the employer may terminate the employment contract before its expiration in the following cases\u2026<\/p>","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[97],"tags":[],"class_list":["post-7051","post","type-post","status-publish","format-standard","hentry","category-is-hukuku"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.0 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>4857 say\u0131l\u0131 \u0130\u015f Kanunu 25. Madde Uyar\u0131nca \u0130\u015fveren Taraf\u0131ndan Fesih - Efes Hukuk B\u00fcrosu<\/title>\n<meta name=\"description\" content=\"4857 Say\u0131l\u0131 Kanun Madde 25 - S\u00fcresi belirli olsun veya olmas\u0131n i\u015fveren, a\u015fa\u011f\u0131da yaz\u0131l\u0131 hallerde i\u015f s\u00f6zle\u015fmesini s\u00fcrenin bitiminden \u00f6nce...\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/efeshukuk.com\/en\/4857-sayili-is-kanunu-25-madde\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"4857 say\u0131l\u0131 \u0130\u015f Kanunu 25. 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