It has long been established in the Turkish labour law under art. 109 of the Turkish Labour Code no. 4857 that all notifications under the Labour Code must be made in written form, including the notices of termination of employment agreements. Notwithstanding this, the Code does not declare every termination invalid in the absence of a written notice per se. The type of termination has an important role in determining whether a written notice is actually necessary.
In workplaces, where job security provisions do not apply, termination with a written notice is not a requirement but a necessity in terms of proving that the termination has been duly notified. The employment security provisions in art. 18-21 of the Labour Code stipulates for stricter conditions and a specific procedure for the termination of the employment agreements of employees that work for an indefinite term and who have a seniority of at least 6 months in a workplace that employs 30 or more employees. According to the employment security provisions, notification of the employee in written form is a requirement in order for the termination to be deemed valid.