SORU-CEVAP: Kurumsal Bağlamda İş Hukuku 

Q. İngiliz hukukuna göre bir iş sözleşmesi neleri içermelidir? 

altında İstihdam Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could be provided within two months of starting work; since April 2020 it must be given on day one. 

Yazılı beyan asgari olarak şunları içermelidir: 

• İşveren ve çalışanın isimleri. 

• İstihdamın başladığı tarih ve (farklıysa) sürekli istihdamın başladığı tarih. 

• Ücret oranı ve ücret aralığı. 

• Haftanın günleri de dahil olmak üzere çalışma saatleri ve saatlerin değişip değişmeyeceği. 

• Holiday entitlement (including public holidays) and holiday pay. 

• Bu konum or locations of work. 

• İş unvanı veya işin kısa bir tanımı. 

• Bildirim süreleri. 

• Probationary period conditions (if any). 

• Hastalık izni ve ödeme hakkı. 

• Diğer tüm faydalar (sözleşme dışı faydalar dahil). 

• Whether the employee will work outside the UK for more than one month, and if so on what terms. 

• Details of any training the employer requires the employee to complete. 

İçin senior employees, the service agreement will typically go considerably further — covering bonus entitlements, share option rights, garden leave provisions, post-termination restrictions, intellectual property assignment, and disciplinary and grievance procedures. 

Q. Bahçe izni nedir ve nasıl çalışır? 

Garden leave is a contractual arrangement by which an employer, having given notice to (or received notice from) an employee, requires the employee to remain at home during their notice period rather than attending work. The employee remains employed and continues to receive full pay and benefits during the garden leave period, but is not required to perform their duties and is typically prohibited from working for a competitor. 

Garden leave serves several ticari purposes for employers: 

• Çalışanın ihbar süresi boyunca mevcut müşteri ilişkilerine, gizli bilgilere ve ticari istihbarata erişimini engeller. 

• It allows client relationships to naturally ‘go cold’ and to be transferred to other team members. 

• İstihdam ile fesih sonrası kısıtlamaların başlangıcı arasında bir köprü görevi görür - bahçe izninde geçirilen süre genellikle fesih sonrası sözleşmelerin süresine dahil edilir. 

To be effective, garden leave must be expressly provided for in the employment contract. An employee who has not been given a contractual right to be placed on garden leave cannot generally be kept at home on full pay without their consent — unless the employer is willing to accept the risk of a constructive dismissal claim. 

Daha da önemlisi, mahkemeler fesih sonrası kısıtlamaların makul olup olmadığını değerlendirirken halihazırda kullanılmış olan bahçe izni süresini dikkate alacaktır. Altı aylık bir rekabet yasağı başlamadan önce altı aylık bir bahçe izni süresinin tamamının kullanılmış olması, rekabet yasağının koşullarda makul olarak gerekli olandan daha uzun bulunmasına neden olabilir. 

Q. TUPE nedir ve ne zaman uygulanır? 

TUPE — the Transfer of Undertakings (Protection of Employment) Regulations 2006 — is the legislation that protects employees’ rights when the business or undertaking in which they work is transferred to a new employer. TUPE applies in two principal scenarios: 

İş transferleri - where a business or part of a business (an ‘economic entity’) is transferred from one employer to another as a going concern. This typically covers an asset sale where the business continues as before under new ownership. 

Hizmet sağlama değişiklikleri - where activities that were previously carried out in-house are outsourced to a contractor, where an outsourced service is re-tendered and a new contractor takes over, or where an outsourced service is brought back in-house. 

When TUPE applies, the employees who are assigned to the transferring business or activity automatically transfer to the new employer on their existing terms and conditions. The new employer inherits the employees and all associated rights and liabilities, including outstanding employment claims. Any dismissal connected with the TUPE transfer is automatically unfair unless it is for an ‘economic, technical or organisational’ (ETO) reason entailing changes in the workforce. 

In the context of a share purchase, TUPE generally does not apply — because the company (and therefore the employer) remains the same; only the shareholders change. However, in an asset sale or in a business restructuring following acquisition, TUPE analysis is essential and should be undertaken before any decision is made about post-transaction staffing. 

Q. Uzlaşma anlaşması nedir ve bir çalışan ne zaman imzalamalıdır? 

A settlement agreement (previously called a compromise agreement) is a legally binding contract between an employer and an employee by which the employee agrees to waive some or all of their legal claims against the employer in exchange for a financial payment and (usually) an agreed reference. Settlement agreements are most commonly used to resolve or avoid employment disputes — most frequently in the context of a redundancy, a performance management process, or a negotiated exit. 

For a settlement agreement to be legally valid and to effectively compromise the employee’s statutory claims, it must: 

• Yazılı olsun. 

• Relate to specific complaints or proceedings. 

• Çalışan, nitelikli bir danışmandan (genellikle bir avukat) sözleşmenin şartları ve etkileri hakkında bağımsız hukuki tavsiye almış olmalıdır. 

• Danışman sözleşmede tanımlanmalı ve güncel bir mesleki tazminat sigortası sözleşmesine sahip olmalıdır. 

The requirement for independent legal advice is important: an employee must take advice from their own solicitor (paid for by the employer by way of a contribution to legal fees) before signing. An agreement signed without independent advice is not binding. 

Whether an employee should sign a settlement agreement depends entirely on the specific circumstances. The financial terms, the employee’s prospects in an employment tribunal, the value of any outstanding claims, the quality of the reference and any tax treatment of the payment are all factors to weigh carefully. Employees should always take specialist advice before signing — the contribution to legal fees provided by the employer is specifically intended to fund this. 

Q. Adil bir süreç izlenmeden bir çalışanın işten çıkarılmasının sonuçları nelerdir? 

Dismissing an employee without a fair process — or without a fair reason — exposes the employer to claims in the Employment Tribunal and, potentially, the civil courts. The primary risks are: 

Unfair dismissal — İki veya daha fazla yıl kesintisiz istihdam edilen çalışanlar haksız yere işten çıkarılmama hakkına sahiptir. Adil bir işten çıkarma, hem adil bir maddi neden (işten çıkarma, görevi kötüye kullanma, yeterlilik veya yasalara aykırılık gibi) hem de adil bir prosedür (ACAS Disiplin ve Şikayet Prosedürleri Uygulama Kuralları uyarınca) gerektirir. Mahkemenin haksız işten çıkarma kararı vermesi, temel tazminat (çalışanın yaşı, maaşı ve hizmet süresine göre hesaplanır) ve telafi edici tazminat (52 haftalık maaş veya Nisan 2025 itibariyle 115.115 £’dan düşük olanı ile sınırlandırılır) ile sonuçlanabilir. 

Wrongful dismissal — if the employee is dismissed without notice (or without pay in lieu of notice) in circumstances that do not justify summary dismissal, they have a claim for wrongful dismissal — essentially a breach of contract claim for the notice pay they were owed. Wrongful dismissal claims can be brought in the Employment Tribunal (up to £25,000) or the civil courts (no cap). 

Loss of restrictive covenants — as described in the chapter on restrictive covenants, a repudiatory breach of contract (including a wrongful dismissal) may render post-termination restrictions unenforceable. This can be a highly significant commercial consequence, particularly where the departing employee is a key person with valuable client relationships or access to sensitive business information.