{"id":8086,"date":"2025-04-27T20:51:08","date_gmt":"2025-04-27T17:51:08","guid":{"rendered":"https:\/\/gnbtqytp2s.onrocket.site\/makaleler\/dismissal-codes-and-workers-rights\/"},"modified":"2025-09-25T00:18:33","modified_gmt":"2025-09-24T21:18:33","slug":"dismissal-codes-and-workers-rights","status":"publish","type":"makaleler","link":"https:\/\/www.mfylegal.av.tr\/en\/articles\/dismissal-codes-and-workers-rights\/","title":{"rendered":"Dismissal Codes and Worker&#8217;s Rights (Current)"},"content":{"rendered":"\n<p><strong>Short Answer<\/strong> The <strong>SSI exit code<\/strong> in your notice of termination of employment directly determines your entitlement to severance pay, notice pay and unemployment benefit. Code 29 has been abolished; the acts within the scope of <strong>Article 25\/II of Labor Law No. 4857<\/strong> are now defined with separate codes between <strong>42-50<\/strong>. <\/p>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\" id=\"h-isten-cikis-kodu-nedir\"><strong>What is an Exit Code?<\/strong><\/h2>\n\n<p>The exit code is the code that officially notifies the Social Security Institution of the reason for the termination of the employment contract. It is not just a registration number; it also determines which rights the worker is entitled to. <\/p>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\" id=\"h-mevzuat-dayanaklari\"><strong>Basis of Legislation<\/strong><\/h2>\n\n<ul class=\"wp-block-list\">\n<li><strong><a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuat?MevzuatNo=4857&amp;MevzuatTur=1&amp;MevzuatTertip=5\" target=\"_blank\" rel=\"noreferrer noopener\">Labor Law No. 4857<\/a><\/strong> &#8211; in particular the provisions of Article 25\/II.<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.mevzuat.gov.tr\/mevzuat?MevzuatNo=5510&amp;MevzuatTur=1&amp;MevzuatTertip=5\" target=\"_blank\" rel=\"noreferrer noopener\">Law No. 5510 on Social Security and General Health Insurance<\/a><\/strong> &#8211; SSI declarations and social security principles.<\/li>\n\n\n\n<li><strong>SSI Circular 2020\/20<\/strong> &#8211; procedures for notice of termination of employment.<\/li>\n\n\n\n<li><strong>SSI Circular 2021\/9<\/strong> &#8211; removal of code 29 and introduction of codes 42-50.<\/li>\n<\/ul>\n\n<p>These links give you direct access to official sources.<\/p>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\" id=\"h-isten-cikis-kodlari-ve-haklar\">Exit <strong>Codes and Benefits<\/strong><\/h2>\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-center\" data-align=\"center\">Dismissal <strong>Code<\/strong><\/th><th><strong>Description<\/strong><\/th><th class=\"has-text-align-center\" data-align=\"center\">Right to <strong>Severance<\/strong> Pay<\/th><th class=\"has-text-align-center\" data-align=\"center\">Right to <strong>Notice<\/strong> Compensation<\/th><th class=\"has-text-align-center\" data-align=\"center\">Right to <strong>Unemployment<\/strong> Allowance<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-center\" data-align=\"center\">01<\/td><td>Employer termination during probationary period<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">03<\/td><td>Resignation of the worker<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">04<\/td><td>Termination of the employer without just cause<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">05<\/td><td>Termination of a fixed-term employment contract<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">08<\/td><td>Leaving due to retirement or lump sum payment<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">12<\/td><td>Leaving work due to military service<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">13<\/td><td>Separation of a female worker due to marriage<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">15<\/td><td>Mass layoffs<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">17<\/td><td>Workplace closure<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">18<\/td><td>Termination of work<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">23<\/td><td>Termination of workers for compelling reasons<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">24<\/td><td>Termination of workers for health reasons<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">25<\/td><td>Termination due to mistreatment by the employer<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">27<\/td><td>Employer termination for compelling reasons<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">Yes<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">42-50<\/td><td>Acts within the scope of 4857 Article 25\/II (morality, drugs, absenteeism, etc.)<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><td class=\"has-text-align-center\" data-align=\"center\">No.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n<h2 class=\"wp-block-heading\" id=\"h-42-50-arasi-isten-cikis-kodlarinin-temeli\"><strong>Basis for Dismissal Codes 42-50<\/strong><\/h2>\n\n<p>It is stated in the SSI Circular 2021\/9 (published in SGMD) that the following codes are defined in accordance with the provisions of Article 25\/II:<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>42<\/strong>: Misleading the employer (e.g., untrue statement when concluding a contract)<\/li>\n\n\n\n<li><strong>43<\/strong>: Insulting the employer\/his honor, false denunciation<\/li>\n\n\n\n<li><strong>44<\/strong>: Sexual harassment<\/li>\n\n\n\n<li><strong>45<\/strong>: Drunkenness, drug use in the workplace<\/li>\n\n\n\n<li><strong>46<\/strong>: Theft or breach of trust<\/li>\n\n\n\n<li><strong>47<\/strong>: Non-deferred offense<\/li>\n\n\n\n<li><strong>48<\/strong>: Unauthorized absence<\/li>\n\n\n\n<li><strong>49<\/strong>: Persistence in breach of duty<\/li>\n\n\n\n<li><strong>50<\/strong>: Do not jeopardize work safety<\/li>\n<\/ul>\n\n<p>Terminations based on these exit codes do not entitle the employee to <strong>seniority<\/strong>, <strong>notice<\/strong> and <strong>unemployment benefits<\/strong>.<\/p>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\" id=\"h-hatali-isten-cikis-kodu-duzeltilmesi\"><strong>Correction of Incorrect Dismissal Code<\/strong><\/h2>\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Request a correction of the exit code in <strong>writing<\/strong> to the employer.<\/li>\n\n\n\n<li>The employer may correct the Social Security Institution&#8217;s (SSI) departure declaration (procedure of SSI Circular 2020\/20).<\/li>\n\n\n\n<li>If no correction is made, you can initiate a complaint to the SSI, mediation or litigation.<\/li>\n<\/ol>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\" id=\"h-ornek-vaka\"><strong>Example Case  <\/strong><\/h2>\n\n<p><strong>Situation:<\/strong> Ms. Zeynep <strong>has been<\/strong> working as a <strong>sales manager for 8 years<\/strong>. After the pandemic, the company experienced economic difficulties and decided to close some departments. <\/p>\n\n<p><strong>Notified Code:<\/strong> <strong>Code 17 &#8211;<\/strong> Notified as <strong>workplace closure<\/strong> or departmental closure.<\/p>\n\n<p><strong>Legal Consequences:<\/strong><\/p>\n\n<ul class=\"wp-block-list\">\n<li>Ms. Zeynep is entitled to severance pay (taking into account her 8 years of service).<\/li>\n\n\n\n<li>Notice pay must also be paid if the company has not been notified (e.g. there may be a 12-week notice obligation).<\/li>\n\n\n\n<li>If he\/she meets the conditions for unemployment benefit (e.g. 600 days of premium in the last 3 years, uninterrupted work for the last 120 days), he\/she can receive unemployment benefit.<\/li>\n<\/ul>\n\n<p><strong>Risk:<\/strong> If the employer mistakenly uses a code like <strong>03 (resignation)<\/strong> or <strong>code 45<\/strong>, Ms. Zeynep may lose both her unemployment and compensation rights. In this case, she should follow the steps above to correct the code. <\/p>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\"><strong>Question and Answer<\/strong><\/h2>\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1758747840330\"><strong class=\"schema-faq-question\"><strong>How long does a reinstatement case take?<\/strong><\/strong> <p class=\"schema-faq-answer\">Approximately 4-8 months; may be prolonged with appeal processes.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1758747847118\"><strong class=\"schema-faq-question\"><strong>Why was Code 29 removed?<\/strong><\/strong> <p class=\"schema-faq-answer\">With the SSI Circular 2021\/9, code 29 was removed on the grounds that it was ambiguous and replaced with detailed exit codes between 42-50.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1758747854535\"><strong class=\"schema-faq-question\"><strong>Where can I see my exit code?<\/strong><\/strong> <p class=\"schema-faq-answer\">You can see the exit code from the e-Government \u2192 SGK 4A Work Entry-Exit page.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1758747862251\"><strong class=\"schema-faq-question\"><strong>Does an incorrect exit code prevent unemployment benefits?<\/strong><\/strong> <p class=\"schema-faq-answer\">Yes, the use of an incorrect exit code can cancel the right to unemployment benefit. However, the right can be regained with a correction request. <\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1758747870876\"><strong class=\"schema-faq-question\"><strong>Which exit codes are barriers to unemployment benefits?<\/strong><\/strong> <p class=\"schema-faq-answer\">Generally, exit codes 03 (resignation) and 42-50 (termination contrary to the rules of morality and good faith) are barriers to unemployment benefits.<\/p> <\/div> <\/div>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\"><strong>How to Apply for Unemployment Allowance?<\/strong><\/h2>\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Check your exit code on e-Government.<\/li>\n\n\n\n<li>Prepare termination notice, SSI service transcript, identity and bank details.<\/li>\n\n\n\n<li>Apply to \u0130\u015eKUR <strong>within 30 days<\/strong> of leaving your job.<\/li>\n\n\n\n<li>If there is a coding error, request correction from the employer or take legal action.<\/li>\n<\/ol>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<h2 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h2>\n\n<p>Dismissal codes directly affect a worker&#8217;s most basic rights (seniority, notice, unemployment benefits). Incorrect coding can cause serious victimization. Therefore, be sure to check the exit code and request a correction if necessary.  <\/p>\n\n<p><strong>Contact the lawyers at MFY Legal | Law Office for specialized legal support.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The SSI exit code reported by the employer when leaving the job directly affects the employee&#8217;s rights such as severance pay, notice pay and unemployment benefits.<\/p>\n","protected":false},"author":2,"featured_media":9179,"parent":0,"template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":""},"custom-post-tag":[143],"practice-area":[141],"published-year":[157],"class_list":["post-8086","makaleler","type-makaleler","status-publish","has-post-thumbnail","hentry","custom-post-tag-articles","practice-area-labor-law","published-year-2025-en"],"acf":[],"taxonomy_info":{"custom-post-tag":[{"value":143,"label":"Articles"}],"practice-area":[{"value":141,"label":"Labor Law"}],"published-year":[{"value":157,"label":"2025"}]},"featured_image_src_large":["https:\/\/www.mfylegal.av.tr\/wp-content\/uploads\/2025\/04\/isten-cikis-kodlari-1024x684.jpg",1024,684,true],"author_info":{"display_name":"MFY Legal","author_link":"https:\/\/www.mfylegal.av.tr\/en\/author\/mfylegal\/"},"comment_info":"","_links":{"self":[{"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/makaleler\/8086","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/makaleler"}],"about":[{"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/types\/makaleler"}],"author":[{"embeddable":true,"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/users\/2"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/media\/9179"}],"wp:attachment":[{"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/media?parent=8086"}],"wp:term":[{"taxonomy":"custom-post-tag","embeddable":true,"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/custom-post-tag?post=8086"},{"taxonomy":"practice-area","embeddable":true,"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/practice-area?post=8086"},{"taxonomy":"published-year","embeddable":true,"href":"https:\/\/www.mfylegal.av.tr\/en\/wp-json\/wp\/v2\/published-year?post=8086"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}