{"id":64,"date":"2026-08-26T19:15:14","date_gmt":"2026-08-26T16:15:14","guid":{"rendered":"https:\/\/www.avatilakarasu.com\/yeni-baslayanlar-icin-hukuki-surec-yonetimi\/"},"modified":"2026-09-21T21:10:39","modified_gmt":"2026-09-21T18:10:39","slug":"yeni-baslayanlar-icin-hukuki-surec-yonetimi","status":"publish","type":"post","link":"https:\/\/www.avatilakarasu.com\/en\/yeni-baslayanlar-icin-hukuki-surec-yonetimi\/","title":{"rendered":"Employment Claims After Termination of an Employment Contract"},"content":{"rendered":"<p class=\"wp-block-paragraph\">The end of an employment contract may give rise to claims for wages, overtime, unused annual leave, severance pay and notice pay. Which claims arise depends on the length of service, pay structure, reason for termination and the parties\u2019 conduct.<\/p>\n<h2 class=\"wp-block-heading\">Main employment claims<\/h2>\n<ul class=\"wp-block-list\"><li><strong>Wages and other payments:<\/strong> Unpaid salary, bonuses, premiums and other contractual payments.<\/li><li><strong>Overtime:<\/strong> Additional work assessed in light of working arrangements and available evidence.<\/li><li><strong>Payment for unused annual leave:<\/strong> May be payable when a contract ends with untaken leave outstanding.<\/li><li><strong>Severance and notice pay:<\/strong> Assessed separately according to the manner of termination, length of service and statutory conditions.<\/li><li><strong>Reinstatement:<\/strong> Where statutory job security provisions apply, the reason for dismissal and application time limits are important.<\/li><\/ul>\n<h2 class=\"wp-block-heading\">Which documents matter as evidence?<\/h2>\n<p class=\"wp-block-paragraph\">The employment contract, payslips, bank records, shift rosters, workplace correspondence, attendance records and witness evidence may all be relevant. Differences between the work actually performed and the details shown on payslips or social security records should also be assessed.<\/p>\n<h2 class=\"wp-block-heading\">Mediation<\/h2>\n<p class=\"wp-block-paragraph\">Mandatory mediation applies before litigation in many employment disputes. It is important to identify the claims correctly, prepare the relevant documents and record the terms and consequences of any agreement clearly.<\/p>\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><p><strong>Before signing a termination notice, release or mediation agreement, consider its legal consequences.<\/strong><\/p><\/blockquote>\n<p class=\"wp-block-paragraph\"><em>This article provides general information and does not replace an assessment of the particular position of an employee or employer.<\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>\u0130\u015f s\u00f6zle\u015fmesinin sona ermesiyle birlikte \u00fccret, fazla \u00e7al\u0131\u015fma, y\u0131ll\u0131k izin, k\u0131dem ve ihbar tazminat\u0131 gibi farkl\u0131 talepler g\u00fcndeme gelebilir. Hangi alaca\u011f\u0131n do\u011fdu\u011fu; \u00e7al\u0131\u015fma s\u00fcresi, \u00fccret yap\u0131s\u0131, fesih nedeni ve taraflar\u0131n davran\u0131\u015flar\u0131na g\u00f6re belirlenir. Ba\u015fl\u0131ca i\u015f\u00e7ilik alacaklar\u0131 \u00dccret ve ekleri: \u00d6denmeyen maa\u015f, prim, ikramiye ve s\u00f6zle\u015fmeden do\u011fan di\u011fer \u00f6demeler. Fazla \u00e7al\u0131\u015fma: \u00c7al\u0131\u015fma d\u00fczeni ve ispat ara\u00e7lar\u0131na [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":63,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"pagelayer_contact_templates":[],"_pagelayer_content":"","_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[7],"tags":[],"class_list":["post-64","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-category-1"],"_links":{"self":[{"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/posts\/64","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/comments?post=64"}],"version-history":[{"count":2,"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/posts\/64\/revisions"}],"predecessor-version":[{"id":356,"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/posts\/64\/revisions\/356"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/media\/63"}],"wp:attachment":[{"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/media?parent=64"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/categories?post=64"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.avatilakarasu.com\/en\/wp-json\/wp\/v2\/tags?post=64"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}