NPartners Legal Alert | Labor Law Update – KEP Notifications
The Law numbered 7555 on the Protection of the Value of the Turkish
Currency and Amendments to Certain Laws and Decree Law No. 635 (“Law”)
entered into force on 24 July 2025.Effective
as of July 24, 2025, an important amendment to the Turkish Labor Law introduces
the use of Registered Electronic Mail (KEP) for delivering official
employment-related notifications.
At NPartners, we provide up-to-date legal
guidance on digital compliance and employment practices. This article outlines
the key aspects of the regulation and its implications for employers and HR
professionals in Turkey.
What Changed with the Amendment?
With the recent amendment to Article 109 of Labor Law No. 4857, employers are now allowed to serve labor-related notifications to employees via KEP, provided that:•The employee has given written consent, and
•The employee has an active KEP address.
KEP notifications will carry the same legal effect as written communication, ensuring both security and legal traceability.
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Written notification ARTICLE 109.– Notifications required by this Law must be made in writing and signed by the relevant party. If the person receiving the notification does not sign it, the situation is recorded in an official report at the location. However, notifications falling under the scope of Law No. 7201 shall be made in accordance with the provisions of the said Law. |
Written or electronic notification ARTICLE 109. –Notifications required in this Law must be made in writing and signed by the relevant party, or — subject to the written consent of the employee — via registered electronic mail (KEP), which serves as legal proof and provides evidence of both the sending and delivery. Notifications that result in the termination of the employment contract must, in all cases, be made in writing. If the person receiving the written notification does not sign it, the situation is recorded in an official report at the location. However, notifications that fall under the scope of the Notification Law No. 7201 dated 11/2/1959 shall be made in accordance with the provisions of the said Law. The costs related to the use of the KEP system shall be borne by the employer. Electronic notifications specified in this article shall be made in accordance with the relevant legislation governing the KEP system. |
Exception on Termination Notices
It is important to note that termination of employment contracts still requires traditional written format (wet signature or hard copy). KEP cannot replace formal termination notices under Turkish law.
Practical Requirements for Employers
To implement KEP in employment communications, the following conditions must be met:
• Obtain written consent from the employee
• Ensure the employee has an active KEP address
• Cover all KEP-related costs, including registration and usage fees
Uncertainties remain regarding whether the
employer must cover the employee’s costs for replying to such notifications and future regulations or court decisions may
clarify this.
Why Does This Amendment Matter in Labor Law?
KEP is already recognized as valid legal evidence in labor disputes, including:• Unlawful termination lawsuits
• Employee claim proceedings
• Notification-related objections and deadlines
With this legal recognition, KEP will become increasingly common in workplace communication, offering a faster, cost-effective, and court-compliant alternative to physical notifications.
How NPartners Can Help the Clients?
At NPartners, we assist companies in:• Preparing KEP-compliant employment documentation
• Drafting employee consent forms and internal HR policies
• Ensuring legal compliance in termination procedures
•Representing employers in labor litigation and inspections
•Advising on digital transformation and KVKK (Turkish data protection) alignment
Our employment law team closely follows all legislative developments and provides bilingual legal assistance in Turkish, English, and Persian.
Email: nazli@npartners.com.tr
WhatsApp: +90 507 604 23 25
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