The Law numbered 7555 on the Protection of the Value of Turkish Currency and Amending Certain Laws and Decree Law numbered 635, published in the Official Gazette dated 24 July 2025 and numbered 32965, introduced several amendments to the Turkish Labor Law numbered 4857 (“Labor Law”). These amendments entered into force as of the date of publication.

Under the new regulation, notifications to be made by employers under the Labor Law may now be delivered not only in written form but also through the Registered Electronic Mail (KEP) system, provided that the employee has given prior written consent. However, notifications that result in the termination of an employment contract are expressly excluded from this scope and must, in all cases, be made in writing.

The Labor Law also explicitly provides that all costs related to the use of the KEP system shall be borne by the employer.

Assessment:

This amendment redefines the procedures that employers must follow in practice regarding the form and validity of notifications to employees. The possibility of using the KEP system eliminates the requirement for physical delivery of written notices; however, the written form requirement for termination notices remains in force. In this context, it is important that employers update their internal procedures in line with the new provision, particularly within their human resources and legal departments.

Best regards,

DT Law