The Law Amending Certain Laws and Decree Law numbered 375 (“Amendment Law”), published in the Official Gazette dated 14 July 2025 and numbered 32956 introduces a series of amendments to certain provisions of the Turkish Labor Law numbered 4857 (“Labor Law”). The amendments entered into force on the date of publication. The key highlights are summarized below:
- Regulation on Weekly Holidays in the Tourism Sector
A new provision added to Article 46 of the Labor Law, titled “Weekly Holidays Pay,” introduces sector-specific flexibility for tourism workers. Accordingly, employees working at accommodation facilities holding a tourism operation license issued by the Ministry of Culture and Tourism may, upon their written request or consent, use their uninterrupted minimum 24-hour weekly holiday period within 4 days following the date on which the entitlement arises.
This regulation constitutes an exception to the general rule that the weekly holiday must be granted once every 7 days. In this context, work performed on the designated weekly holiday shall not be considered overtime to the extent that it does not exceed the standard daily working hours. The employee may withdraw their consent by providing the employer with a written notice at least 30 days in advance.
- Amendment to the Competent Authority for Administrative Fines
The amendment to Article 108 of the Labor Law, titled “Administrative Fines,” stipulates that administrative fines arising under the Labor Law shall now be imposed directly by the Provincial Directorates of the Labor and Employment Agency, rather than by the Regional Directorates of the Ministry of Labor and Social Security.
Likewise, administrative fines resulting from breaches of legal obligations concerning the employment of persons with disabilities or former convicts, or from violations of the rules regulating employment intermediation activities, shall also fall under the authority of the relevant Provincial Directorate of the Labor and Employment Agency.
In the case of employers operating workplaces in more than one province, such fines shall be imposed by the Provincial Directorate of the Labor and Employment Agency located in the province where the employer’s headquarters is based.
- Evaluation
These amendments are particularly significant for employers operating in the tourism sector, as they introduce flexibility in the scheduling of weekly holidays. However, this flexibility is conditional upon the employee’s express written consent and is subject to procedural safeguards regarding the withdrawal of such consent.
Additionally, the shift in authority for issuing administrative fines requires employers to align their internal compliance and reporting procedures with the new structure under the Provincial Directorates of the Labor and Employment Agency.
Best regards,
DT Law