Turkey Leave Laws and Holidays

Employees are entitled to 3 days of leave for their marriage.

Employers should be notified in advance of the intended dates for marriage leave to arrange workload and coverage.

While marriage leave is a statutory right, notification and scheduling with the employer are necessary.

Additional marriage leave is not typically provided beyond the standard three-day period.

Marriage leave is a one-time entitlement and does not accrue over time.

There is no carryover for marriage leave as it is intended for use specifically for the purpose of marriage.

Marriage leave is not paid out upon termination as it must be used at the time of marriage.

There is no end-of-year payout for unused marriage leave.

Marriage leave is granted specifically for the employee's own marriage and cannot be used for other purposes.

Employees are entitled to 3 days of bereavement leave in the event of the death of an immediate family member.

Employers should be notified immediately in the event of the death of an immediate family member to arrange for bereavement leave.

Formal approval is not typically needed for bereavement leave, but notification and some proof of the event (such as a death certificate) may be required.

Additional bereavement leave is not generally available beyond the three-day period unless specified by employer policy.

Bereavement leave does not accrue and is granted as needed based on specific circumstances.

There is no carryover of bereavement leave as it is intended for use specifically at the time of the family member's death.

Bereavement leave is not paid out upon termination as it is intended for specific instances of family loss.

There is no end-of-year payout for unused bereavement leave.

Bereavement leave is typically available for the death of immediate family members, which includes spouses, children, parents, and siblings.

Unpaid leave is not specifically covered under statutory regulations and typically depends on the agreement between employer and employee.

The notice period for unpaid leave should be agreed upon by both the employer and the employee, depending on the circumstances of the leave.

Taking unpaid leave requires the approval of the employer and is subject to the operational needs and policies of the organization.

Any additional quota for unpaid leave is at the discretion of the employer and based on individual circumstances and company policy.

Unpaid leave does not accrue as it is not a statutory benefit but rather an arrangement between employer and employee.

Carry over rules do not apply to unpaid leave as it does not accrue.

There is no payout for unused unpaid leave upon termination as it does not accrue.

Unused unpaid leave is not paid out at the end of the year as it does not accrue.

Taking unpaid leave may affect an employee's entitlements under social security if the leave period extends beyond certain thresholds.

Fathers are entitled to 5 days of paternity leave to be used at the time of their child's birth.

Employers should be notified as soon as possible after the childbirth, ideally when the expected date of childbirth is known.

Paternity leave does not generally require formal approval beyond notifying the employer of the childbirth.

Additional paternity leave is not typically available beyond the statutory quota.

Paternity leave is granted per occurrence of childbirth and does not accrue over time.

There is no carryover provision for paternity leave; it must be used at the time of childbirth.

Paternity leave is not paid out upon termination as it is intended for use specifically around the time of childbirth.

Unused paternity leave is not paid out at the end of the year.

Paternity leave is designed to be used immediately following the birth of a child to support the spouse and new baby.

Maternity leave in Turkey is 8 weeks before and 8 weeks after childbirth. In case of multiple births, the postnatal period is extended by two weeks.

The expected date of childbirth and the intention to take maternity leave should be communicated to the employer in advance, typically during the early stages of pregnancy.

While the right to take maternity leave is statutory, the specific start and end dates need to be approved by the employer, ideally aligning with medical recommendations.

Additional maternity leave may be granted in the event of health complications related to pregnancy or childbirth, as advised by a medical professional.

Maternity leave is a statutory right granted in relation to childbirth and does not accrue over time.

Maternity leave cannot be carried over as it is specifically tied to the period before and after childbirth.

There is no payout for unused maternity leave as it must be used within the specified time around childbirth.

Maternity leave is not subject to end-of-year payout as it must be utilized around the period of childbirth.

Employers are required to provide time and suitable conditions for nursing mothers to feed their newborns during work hours, up to the child's first year.

Employees are entitled to sick leave, with the duration and pay depending on the length of the service and the medical condition as certified by a physician. Generally, sick leave up to one week requires employer-paid salary, and additional leave may be covered by social security, subject to specific conditions.

Employees must inform their employer about their illness and expected duration of absence as soon as possible.

Sick leave is a right when supported by a medical certificate. However, the employer may require a medical examination by a company-approved doctor.

Additional sick leave can be granted based on medical advice and certification. Extended sick leave may shift to being covered under social security benefits if the illness prolongs.

Sick leave is not accrued but is granted as needed, based on medical conditions and certifications.

Sick leave does not carry over as it is granted based on specific incidents of illness or injury.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave does not get paid out at the end of the year as it is not accrued.

The application and extension of sick leave may vary depending on the medical condition and the specific stipulations of employment or collective agreements.

Employees are entitled to 14 days of annual leave if they have worked between 1-5 years, 20 days if they have worked between 6-14 years, and 26 days if they have worked for 15 years or more. These conditions apply to employees over the age of 18.

The timing of annual leave should be determined by mutual agreement between the employer and the employee, considering the operational requirements and the employee's preferences. It is customary to notify and schedule leave periods well in advance.

Annual leave requests must be approved by the employer. The employer has the right to consider business needs when approving leave requests.

Additional annual leave beyond the statutory quota is not mandated by law and is typically subject to employer's internal policies.

Employees start accruing annual leave from the first day of employment but are only eligible to take it after completing one full year of service.

Carrying over of annual leave is permitted, but all accrued leave must be used within two years.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is generally no end-of-year payout for unused annual leave; it is usually carried over or forfeited according to the carryover rules.

Additional rules regarding annual leave may be stipulated in employment contracts or collective bargaining agreements.