Turkish Labor Law
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The concept of telecommuting (remote work) entered into Turkey’s labor market by the amendments made in the Labor Law.
Telecommuting is the work performed in an environment other than the employer workplace. In general this type of work may be performed home based or from any other place through telecommunication, and it is also called remote, home, mobile, virtual, or cloud working.
AMENDMENTS IN LABOR LAW
Amendments made by Article 2 of Law No. 6715 are as follows;
– Title of 14 article of Labor Law 4857 has been amended as “Work on Call and Telecommuting” and the definition of telecommuting appended to the said article as ” Telecommuting is a written work relationship in which employees perform their work, that is in the scope of employers’ working organization, at home or out of the workplace by means of technological communication instruments.”
– In the employment contract; definition of work; the points concerning way of performing, duration and place of work, wage; equipment provided to employee and liabilities related to safeguarding of this equipment; provisions as to the employers communicating with employees and general and special working conditions should be included.
– Employees in telecommuting cannot be discriminated just for the reason of their employment contracts’ nature. – – Employers are under the obligation of informing employees and of providing training with regard to occupational health and safety precautions by taking into consideration the nature of work.
– The application procedures and principles of telecommuting will be determined by a regulations issued by The Ministry of Labor and Social Security.
Law No. 6715 “LAW AMENDING THE LABOR LAW AND TURKISH EMPLOYMENT ORGANIZATION LAW” that includes the provisions of telecommuting got through the Parliament on 6 May 2016 and soon to be published in Official Journal.
