Mandatory Documents
Identity information of the worker (Labour K. m.75),
Recruitment declaration (506 s. SSK. m. 9),
Work permit for foreign workers (Law no. 4817)
If there is work with an indefinite-term employment contract with a minimum and maximum duration of one year or more, a copy of it (Labour Code Art. 8/2)
If there is work with a fixed-term employment contract, a copy of it (Labor Code Art.11)
If there is on-call work, a copy of the contract (Labour Code Art. 14)
If a written employment contract has not been made, the employee shall be notified within two months at the latest after hiring.
A copy of the “written document containing the terms of employment”, which must be given, with the annotation and signature of the worker showing that he has received this document (Labour Code Art. 8/3)
A copy of the “wage calculation sheet”, which must be given to the worker every month, bearing the signature of the worker (Labour Code Art. 37),
Approval documents for working overtime hours received from the worker (Labour Code Art. 41),
In cases where there is no provision in the contract, approval documents to work on National Holidays and General Holidays (Labour Code Art. 44),
Mandatory doctor’s report for the worker who will be employed in heavy and dangerous works (Labour Code Art. 86),
Mandatory doctor’s report before hiring children of working age (Labour Code Art.87),
Control examination reports showing that there is no obstacle in continuing the work that must be taken at certain periods for those who work in heavy and dangerous jobs and for children (Labour Code Art. 86 and 87),
Physician approval required if pregnant women work up to three weeks before delivery (Labour Code m.74/1),
Doctor’s report showing that prenatal and postnatal leave should be increased (İş K. m.74/2),
Leave registration document showing the annual paid leaves and bearing the signature of the worker (Labor Code m.56/end),
A copy of the “work document”, which must be given to the employee when the employment contract is terminated, and a proof document showing that the document was given to the employee and bearing the employee’s signature (Labour Code Art. 28),
Notice of Dismissal from Work (IAB), which is obligatory in accordance with the Unemployment Insurance Law (no. 4447 ISK. m. 48/4).
