Notice Period & Notice Pay Calculator
Calculate your statutory notice period under Article 17 of Turkey Labor Law No. 4857 based on your hire and termination dates.
Statutory notice periods by tenure: under 6 months 2 weeks, 6 months to 1.5 years 4 weeks, 1.5 to 3 years 6 weeks, over 3 years 8 weeks.
This tool reflects Turkey Labor Law (İş Kanunu, 4857) notice period rules: 2 weeks for tenure under 6 months, 4 weeks for 6-18 months, 6 weeks for 1.5-3 years, 8 weeks for 3+ years. Notice can be paid out in lieu (ihbar tazminatı). Verify with your employment contract and labor law. Informational purposes only.
What Is the Notice Period and How Is It Calculated?
The notice period (ihbar öneli) is a statutory term defined under Article 17 of Turkey Labor Law No. 4857. It requires both parties to give advance notice when terminating an indefinite term employment contract. The period is set as 2, 4, 6, or 8 weeks depending on the employee's total length of service at the workplace.
Statutory Notice Periods by Tenure (2, 4, 6, 8 Weeks)
| Length of Service | Notice Period | Days |
|---|---|---|
| Less than 6 months | 2 weeks | 14 days |
| 6 months to 1.5 years | 4 weeks | 28 days |
| 1.5 to 3 years | 6 weeks | 42 days |
| Over 3 years | 8 weeks | 56 days |
Employment contracts may set longer notice periods than these statutory minimums, but not shorter ones.
Resignation (Employee Termination) vs Dismissal (Employer Termination)
The notice period applies equally to both parties. When an employee resigns, they must give the employer advance notice for the full notice period, otherwise the employer can claim notice pay from the employee. When the employer terminates the contract, the employer either keeps the employee working through the notice period or terminates immediately by paying the equivalent wage upfront, called pay in lieu of notice.
Notice Pay and Daily Job Search Leave
Notice pay is the compensation paid to the other party when termination occurs without observing the notice period. It is calculated on the gross wage, using the fully loaded gross wage that includes regular benefits such as transport, meals, and bonuses.
Pay in Lieu of Notice for Immediate Departures
If the employer does not want the employee to serve the notice period, the wage corresponding to the notice period is paid upfront and the contract ends immediately under Article 17, last paragraph. In this case, the employee receives the notice pay along with all other entitlements on the last working day. Income tax and stamp duty are withheld from the notice pay, but no SGK social security premium is deducted.
Using the Daily 2 Hour Job Search Leave or Combining It
An employee who continues to work during the notice period is entitled to at least 2 hours of paid job search leave per day under Article 27 of the Labor Law. The employee may combine these hours and use them as a single block at the end of the notice period. If the leave is not granted, the worked hours are paid at a 100 percent premium, meaning twice the regular wage.
Exceptions to the Notice Period Rules
The notice period does not apply in every case. It is not required for fixed term contracts, terminations during the probation period, or immediate terminations for just cause.
Termination During Probation and Immediate Termination for Just Cause (Article 24/25)
During the probation period of up to 2 months, either party may terminate the contract without observing a notice period and without paying compensation. The notice period is also not required for immediate termination for just cause under Articles 24 and 25. However, in case of a dispute, the labor court reviews whether just cause actually exists, and a baseless termination may be deemed unlawful.