Labor Law No. 4857:
Employee’s Right to Immediate Termination for Just Cause
Article 24 – Whether the employment contract is for a definite or indefinite period, the employee may terminate the contract before the expiration of the period or without waiting for the notice period in the following cases:
I. Health Reasons:
a) If the performance of the work covered by the employment contract becomes dangerous for the employee’s health or life due to the nature of the work.
b) If the employer or another employee whom the worker constantly deals with contracts a contagious disease or a disease incompatible with the employee’s job.
II. Immoral, Dishonorable, or Similar Behaviors:
a) If the employer deceives the employee by providing false qualifications or conditions regarding one of the essential points of the employment contract or provides false information or makes false promises at the time of signing the contract.
b) If the employer behaves in a manner or makes statements that insult the honor or dignity of the employee or any member of the employee’s family, or sexually harasses the employee.
c) If the employer harasses or threatens the employee or a member of the employee’s family, incites or encourages the employee or their family members to engage in illegal acts, commits a crime requiring imprisonment against the employee or their family, or makes false and serious accusations against the employee.
d) If the employee is sexually harassed by another worker or third party at the workplace, and the employer fails to take necessary measures despite being informed.
e) If the employer fails to calculate or pay the employee’s wages in accordance with legal provisions or contract terms.
f) If it is agreed that the wages will be paid based on output or piece rate, and the employer gives the employee less work than they can handle, fails to make up the difference according to time-based wages, or fails to apply the agreed-upon working conditions.
III. Compelling Reasons:
If there are compelling reasons that cause work to stop for more than one week at the workplace where the employee works.
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Source: Labor Law No. 4857
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