At the beginning of each year, the minimum wage, severance payments and administrative fines prescribed by the Labour Act are revised. On 1 January 2021 the changes for 2021 came into effect. Among other changes, the monthly minimum wage rate has increased from TL2,943 (gross) to TL3,577.50 (gross).
Government bodies have introduced progressive measures and restrictions to minimise the COVID-19 pandemic's negative impact on employment and sustain employment relationships. One of the most significant arrangements in this respect is the termination prohibition. However, mutual termination agreements have become a point of contention in light of this prohibition as they are unregulated under Turkish law.
Whether employers can review employees' corporate email accounts and rely on any findings collected during such an inspection in a potential termination is a controversial issue in terms of personal data protection and privacy. The Constitutional Court has rendered two recent decisions on the right to privacy and privacy of communication with regard to corporate email accounts. Both decisions elaborate in particular on employees' information rights.
Pursuant to two presidential decrees recently published in the Official Gazette, the termination prohibition and unilateral unpaid leave, which were to expire by 17 November 2020, have been extended until 17 January 2021. Further, the short-time working allowance granted due to COVID-19 has been extended until 31 December 2020.
Shortly after the publication of Law 7252 in the Official Gazette, several presidential decrees were published, extending the termination prohibition, unilateral unpaid leave and the short-time working allowance. Following these developments, employers are prohibited from terminating employment contracts until 17 November 2020 and can impose unpaid leave without employee consent until 17 November 2020.