WHAT ARE THE LEGAL RIGHTS OF A WOMAN EMPLOYEE LEFT FROM WORK DUE TO MARRIAGE?

WHAT IS THE LEGAL NATURE OF TERMINATION OF EMPLOYMENT AGREEMENT BECAUSE OF MARRIAGE?

 

In Article 14 of the Labor Law No. 1475, the conditions for entitlement to severance pay are specified. The law only gives the woman spouse the opportunity to terminate the employment contract within 1 year due to marriage. In the 14th article of the Labor Law No. 1475, “…in cases where the woman voluntarily terminates the employment contract within one year from the date of her marriage… the employer gives the employee 30 days of severance pay for each full year from the date the employee started to work during the continuation of the employment contract. compensation is paid. For periods increasing from one year, the payment is made at the same rate.” This right granted to female workers is clearly stated. The female worker must terminate the employment contract within 1 year from the date of marriage and demand severance pay from the employer. Otherwise, the female worker cannot benefit from this right. In order for the female worker to benefit from this right, the employment contract must be ongoing.

 

The start date of the one-year period specified in the law is the date of the official marriage. The existence of a religious marriage or the wedding day is not taken into account at the beginning of the period. If the wife leaves the job due to marriage, the employer must pay the employee's severance pay. However, the employer will not pay the notice compensation in such a case. In addition, the female worker who terminates the employment contract due to marriage will not have to work with the employer during the notice period and does not have to pay notice.