İhtiyati tedbir ve ihtiyati haciz, yargılama sürecinde hakların korunması için öngörülmüş geçici hukuki koruma yollarıdır. Amaçları, tarafların menfaat dengesini gözeterek hak kayıplarını önlemektir. Yetki, süre, teminat ve sorumluluk kurallarıyla işleyiş sınırlandırılır; kötüye kullanım engellenir, esas hükme kadar geçici güvence sağlanır.

Turkish labor law ties employer duties to workplace size. Larger staff numbers and hazard class trigger rules on job security, disabled hiring, occupational safety, health services, rest areas, childcare, wage payment, and training. Obligations expand as employees increase regarding to hazard class, and non-compliance results in administrative fines and legal consequences.

This guide explains when severance and notice pay are not due under Turkish Labour Law, helping HR avoid overpayment, ensure compliance, and reduce fraud risk through legally grounded, documented, and fair termination practices.

Severance and notice pay must comply with legal requirements on eligibility, calculation, and taxation, using total gross earnings with all benefits such as meal, transportation, and fuel allowances and applying rules based on length of service. Compliance depends on accurate records, current legal limits, and timely, documented payments to reduce legal and financial risks.