{"id":8961,"date":"2026-03-23T11:41:27","date_gmt":"2026-03-23T11:41:27","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=8961"},"modified":"2026-04-07T11:01:45","modified_gmt":"2026-04-07T11:01:45","slug":"kurumsal-baglamda-qa-i%cc%87s-hukuku","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/kurumsal-baglamda-qa-i%cc%87s-hukuku\/","title":{"rendered":"SORU-CEVAP: Kurumsal Ba\u011flamda \u0130\u015f Hukuku\u00a0"},"content":{"rendered":"<h2 class=\"wp-block-heading\"><strong>Q. \u0130ngiliz hukukuna g\u00f6re bir i\u015f s\u00f6zle\u015fmesi neleri i\u00e7ermelidir?<\/strong>\u00a0<\/h2>\n\n\n\n<p>(2002 tarihli \u0130stihdam Yasas\u0131 ve 2020 tarihli \u0130yi \u00c7al\u0131\u015fma Plan\u0131 reformlar\u0131 ile de\u011fi\u015ftirilen) 1996 tarihli \u0130stihdam Haklar\u0131 Yasas\u0131 uyar\u0131nca, bir i\u015fveren t\u00fcm \u00e7al\u0131\u015fanlar\u0131na ve i\u015f\u00e7ilerine istihdam\u0131n ilk g\u00fcn\u00fcnden itibaren istihdam\u0131n \u00f6zelliklerine ili\u015fkin yaz\u0131l\u0131 bir beyan vermek zorundad\u0131r. Ge\u00e7mi\u015fte bu belge i\u015fe ba\u015flad\u0131ktan sonraki iki ay i\u00e7inde verilebiliyordu; Nisan 2020'den bu yana ise ilk g\u00fcn verilmesi gerekiyor.&nbsp;<\/p>\n\n\n\n<p>Yaz\u0131l\u0131 beyan asgari olarak \u015funlar\u0131 i\u00e7ermelidir:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130\u015fveren ve \u00e7al\u0131\u015fan\u0131n isimleri.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130stihdam\u0131n ba\u015flad\u0131\u011f\u0131 tarih ve (farkl\u0131ysa) s\u00fcrekli istihdam\u0131n ba\u015flad\u0131\u011f\u0131 tarih.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00dccret oran\u0131 ve \u00fccret aral\u0131\u011f\u0131.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Haftan\u0131n g\u00fcnleri de dahil olmak \u00fczere \u00e7al\u0131\u015fma saatleri ve saatlerin de\u011fi\u015fip de\u011fi\u015fmeyece\u011fi.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Tatil hakk\u0131 (resmi tatiller dahil) ve tatil \u00fccreti.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fma yeri veya yerleri.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130\u015f unvan\u0131 veya i\u015fin k\u0131sa bir tan\u0131m\u0131.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bildirim s\u00fcreleri.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Deneme s\u00fcresi ko\u015fullar\u0131 (varsa).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hastal\u0131k izni ve \u00f6deme hakk\u0131.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Di\u011fer t\u00fcm faydalar (s\u00f6zle\u015fme d\u0131\u015f\u0131 faydalar dahil).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fan\u0131n Birle\u015fik Krall\u0131k d\u0131\u015f\u0131nda bir aydan fazla \u00e7al\u0131\u015f\u0131p \u00e7al\u0131\u015fmayaca\u011f\u0131 ve \u00e7al\u0131\u015facaksa hangi ko\u015fullarda \u00e7al\u0131\u015faca\u011f\u0131.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130\u015fverenin \u00e7al\u0131\u015fan\u0131n tamamlamas\u0131n\u0131 istedi\u011fi her t\u00fcrl\u00fc e\u011fitimin ayr\u0131nt\u0131lar\u0131.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>\u00dcst d\u00fczey \u00e7al\u0131\u015fanlar i\u00e7in hizmet s\u00f6zle\u015fmesi tipik olarak daha da ileri gidecektir - ikramiye haklar\u0131, hisse opsiyonu haklar\u0131, bah\u00e7e izni h\u00fck\u00fcmleri, fesih sonras\u0131 k\u0131s\u0131tlamalar, fikri m\u00fclkiyet devri ve disiplin ve \u015fikayet prosed\u00fcrlerini kapsayacakt\u0131r.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Bah\u00e7e izni nedir ve nas\u0131l \u00e7al\u0131\u015f\u0131r?<\/strong>\u00a0<\/h2>\n\n\n\n<p>Bah\u00e7e izni, bir \u00e7al\u0131\u015fana ihbarda bulunan (veya ondan ihbar alan) bir i\u015fverenin, \u00e7al\u0131\u015fan\u0131n ihbar s\u00fcresi boyunca i\u015fe gitmek yerine evde kalmas\u0131n\u0131 \u015fart ko\u015ftu\u011fu s\u00f6zle\u015fmeye dayal\u0131 bir d\u00fczenlemedir. \u00c7al\u0131\u015fan istihdam edilmeye devam eder ve bah\u00e7e izni s\u00fcresi boyunca tam \u00fccret ve sosyal haklar almaya devam eder, ancak g\u00f6revlerini yerine getirmesi gerekmez ve genellikle bir rakip i\u00e7in \u00e7al\u0131\u015fmas\u0131 yasakt\u0131r.&nbsp;<\/p>\n\n\n\n<p>Bah\u00e7e izni, i\u015fverenler i\u00e7in \u00e7e\u015fitli ticari ama\u00e7lara hizmet etmektedir:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fan\u0131n ihbar s\u00fcresi boyunca mevcut m\u00fc\u015fteri ili\u015fkilerine, gizli bilgilere ve ticari istihbarata eri\u015fimini engeller.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>M\u00fc\u015fteri ili\u015fkilerinin do\u011fal olarak \u2018so\u011fumas\u0131n\u0131\u2019 ve di\u011fer ekip \u00fcyelerine aktar\u0131lmas\u0131n\u0131 sa\u011flar.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130stihdam ile fesih sonras\u0131 k\u0131s\u0131tlamalar\u0131n ba\u015flang\u0131c\u0131 aras\u0131nda bir k\u00f6pr\u00fc g\u00f6revi g\u00f6r\u00fcr - bah\u00e7e izninde ge\u00e7irilen s\u00fcre genellikle fesih sonras\u0131 s\u00f6zle\u015fmelerin s\u00fcresine dahil edilir.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>Bah\u00e7e izninin ge\u00e7erli olabilmesi i\u00e7in i\u015f s\u00f6zle\u015fmesinde a\u00e7\u0131k\u00e7a \u00f6ng\u00f6r\u00fclm\u00fc\u015f olmas\u0131 gerekir. S\u00f6zle\u015fmeye dayal\u0131 olarak bah\u00e7e iznine \u00e7\u0131kar\u0131lma hakk\u0131 verilmeyen bir \u00e7al\u0131\u015fan, i\u015fveren yap\u0131c\u0131 bir i\u015ften \u00e7\u0131karma iddias\u0131 riskini kabul etmeye istekli olmad\u0131\u011f\u0131 s\u00fcrece, genellikle r\u0131zas\u0131 olmadan tam \u00fccretle evde tutulamaz.&nbsp;<\/p>\n\n\n\n<p>Daha da \u00f6nemlisi, mahkemeler fesih sonras\u0131 k\u0131s\u0131tlamalar\u0131n makul olup olmad\u0131\u011f\u0131n\u0131 de\u011ferlendirirken halihaz\u0131rda kullan\u0131lm\u0131\u015f olan bah\u00e7e izni s\u00fcresini dikkate alacakt\u0131r. Alt\u0131 ayl\u0131k bir rekabet yasa\u011f\u0131 ba\u015flamadan \u00f6nce alt\u0131 ayl\u0131k bir bah\u00e7e izni s\u00fcresinin tamam\u0131n\u0131n kullan\u0131lm\u0131\u015f olmas\u0131, rekabet yasa\u011f\u0131n\u0131n ko\u015fullarda makul olarak gerekli olandan daha uzun bulunmas\u0131na neden olabilir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. TUPE nedir ve ne zaman uygulan\u0131r?<\/strong>\u00a0<\/h2>\n\n\n\n<p>TUPE - 2006 tarihli Te\u015febb\u00fcslerin Devri (\u0130stihdam\u0131n Korunmas\u0131) Y\u00f6netmelikleri - \u00e7al\u0131\u015ft\u0131klar\u0131 i\u015fletme veya te\u015febb\u00fcs yeni bir i\u015fverene devredildi\u011finde \u00e7al\u0131\u015fanlar\u0131n haklar\u0131n\u0131 koruyan mevzuatt\u0131r. TUPE iki temel senaryoda uygulan\u0131r:&nbsp;<\/p>\n\n\n\n<p><strong>\u0130\u015f transferleri -&nbsp;<\/strong>Bir i\u015fletmenin veya bir i\u015fletmenin bir b\u00f6l\u00fcm\u00fcn\u00fcn (\u2018ekonomik varl\u0131k\u2019) bir i\u015fverenden di\u011ferine devam eden bir i\u015fletme olarak devredildi\u011fi durumlarda. Bu genellikle i\u015fletmenin yeni sahiplik alt\u0131nda eskisi gibi devam etti\u011fi bir varl\u0131k sat\u0131\u015f\u0131n\u0131 kapsar.&nbsp;<\/p>\n\n\n\n<p><strong>Hizmet sa\u011flama de\u011fi\u015fiklikleri -&nbsp;<\/strong>Daha \u00f6nce kurum i\u00e7inde y\u00fcr\u00fct\u00fclen faaliyetlerin bir y\u00fckleniciye verildi\u011fi, d\u0131\u015far\u0131dan al\u0131nan bir hizmetin yeniden ihale edildi\u011fi ve yeni bir y\u00fcklenicinin devrald\u0131\u011f\u0131 veya d\u0131\u015far\u0131dan al\u0131nan bir hizmetin tekrar kurum i\u00e7ine getirildi\u011fi durumlarda.&nbsp;<\/p>\n\n\n\n<p>TUPE uyguland\u0131\u011f\u0131nda, devredilen i\u015fletme veya faaliyete atanan \u00e7al\u0131\u015fanlar, mevcut h\u00fck\u00fcm ve ko\u015fullar\u0131yla otomatik olarak yeni i\u015fverene ge\u00e7er. Yeni i\u015fveren, \u00e7al\u0131\u015fanlar\u0131 ve \u00f6denmemi\u015f istihdam talepleri de dahil olmak \u00fczere ilgili t\u00fcm hak ve y\u00fck\u00fcml\u00fcl\u00fckleri devral\u0131r. TUPE devri ile ba\u011flant\u0131l\u0131 herhangi bir i\u015ften \u00e7\u0131karma, i\u015fg\u00fcc\u00fcnde de\u011fi\u015fiklik gerektiren \u2018ekonomik, teknik veya \u00f6rg\u00fctsel\u2019 (ETO) bir nedenle olmad\u0131\u011f\u0131 s\u00fcrece otomatik olarak haks\u0131zd\u0131r.&nbsp;<\/p>\n\n\n\n<p>Bir hisse al\u0131m\u0131 ba\u011flam\u0131nda, TUPE genellikle ge\u00e7erli de\u011fildir - \u00e7\u00fcnk\u00fc \u015firket (ve dolay\u0131s\u0131yla i\u015fveren) ayn\u0131 kal\u0131r; sadece hissedarlar de\u011fi\u015fir. Ancak, bir varl\u0131k sat\u0131\u015f\u0131nda veya sat\u0131n alma sonras\u0131nda i\u015fletmenin yeniden yap\u0131land\u0131r\u0131lmas\u0131nda, TUPE analizi esast\u0131r ve i\u015flem sonras\u0131 personel istihdam\u0131 hakk\u0131nda herhangi bir karar verilmeden \u00f6nce yap\u0131lmal\u0131d\u0131r.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Uzla\u015fma anla\u015fmas\u0131 nedir ve bir \u00e7al\u0131\u015fan ne zaman imzalamal\u0131d\u0131r?<\/strong>\u00a0<\/h2>\n\n\n\n<p>Uzla\u015fma anla\u015fmas\u0131 (daha \u00f6nce uzla\u015fma anla\u015fmas\u0131 olarak adland\u0131r\u0131l\u0131rd\u0131), bir i\u015fveren ile bir \u00e7al\u0131\u015fan aras\u0131nda, \u00e7al\u0131\u015fan\u0131n i\u015fverene kar\u015f\u0131 yasal taleplerinin bir k\u0131sm\u0131ndan veya tamam\u0131ndan mali bir \u00f6deme ve (genellikle) kararla\u015ft\u0131r\u0131lan bir referans kar\u015f\u0131l\u0131\u011f\u0131nda feragat etmeyi kabul etti\u011fi yasal olarak ba\u011flay\u0131c\u0131 bir s\u00f6zle\u015fmedir. Uzla\u015fma anla\u015fmalar\u0131 en yayg\u0131n olarak istihdam anla\u015fmazl\u0131klar\u0131n\u0131 \u00e7\u00f6zmek veya \u00f6nlemek i\u00e7in kullan\u0131l\u0131r - en s\u0131k olarak i\u015ften \u00e7\u0131karma, performans y\u00f6netimi s\u00fcreci veya m\u00fczakere edilmi\u015f bir \u00e7\u0131k\u0131\u015f ba\u011flam\u0131nda.&nbsp;<\/p>\n\n\n\n<p>Bir uzla\u015fma anla\u015fmas\u0131n\u0131n yasal olarak ge\u00e7erli olabilmesi ve \u00e7al\u0131\u015fan\u0131n yasal taleplerini etkili bir \u015fekilde kar\u015f\u0131layabilmesi i\u00e7in&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Yaz\u0131l\u0131 olsun.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Belirli \u015fikayetler veya i\u015flemlerle ilgilidir.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fan, nitelikli bir dan\u0131\u015fmandan (genellikle bir avukat) s\u00f6zle\u015fmenin \u015fartlar\u0131 ve etkileri hakk\u0131nda ba\u011f\u0131ms\u0131z hukuki tavsiye alm\u0131\u015f olmal\u0131d\u0131r.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dan\u0131\u015fman s\u00f6zle\u015fmede tan\u0131mlanmal\u0131 ve g\u00fcncel bir mesleki tazminat sigortas\u0131 s\u00f6zle\u015fmesine sahip olmal\u0131d\u0131r.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>Ba\u011f\u0131ms\u0131z hukuki dan\u0131\u015fmanl\u0131k gereklili\u011fi \u00f6nemlidir: bir \u00e7al\u0131\u015fan imzalamadan \u00f6nce kendi avukat\u0131ndan (i\u015fveren taraf\u0131ndan yasal \u00fccretlere katk\u0131 yoluyla \u00f6denen) tavsiye almal\u0131d\u0131r. Ba\u011f\u0131ms\u0131z tavsiye al\u0131nmadan imzalanan bir anla\u015fma ba\u011flay\u0131c\u0131 de\u011fildir.&nbsp;<\/p>\n\n\n\n<p>Bir \u00e7al\u0131\u015fan\u0131n uzla\u015fma anla\u015fmas\u0131 imzalay\u0131p imzalamayaca\u011f\u0131 tamamen \u00f6zel ko\u015fullara ba\u011fl\u0131d\u0131r. Mali ko\u015fullar, \u00e7al\u0131\u015fan\u0131n istihdam mahkemesindeki beklentileri, \u00f6denmemi\u015f taleplerin de\u011feri, referans\u0131n kalitesi ve \u00f6demenin vergi muamelesi, dikkatle de\u011ferlendirilmesi gereken fakt\u00f6rlerdir. \u00c7al\u0131\u015fanlar imzalamadan \u00f6nce her zaman uzman tavsiyesi almal\u0131d\u0131r - i\u015fveren taraf\u0131ndan sa\u011flanan yasal \u00fccretlere katk\u0131 \u00f6zellikle bunu finanse etmeyi ama\u00e7lamaktad\u0131r.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Adil bir s\u00fcre\u00e7 izlenmeden bir \u00e7al\u0131\u015fan\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131n\u0131n sonu\u00e7lar\u0131 nelerdir?<\/strong>\u00a0<\/h2>\n\n\n\n<p>Bir \u00e7al\u0131\u015fan\u0131n adil bir s\u00fcre\u00e7 olmaks\u0131z\u0131n veya adil bir gerek\u00e7e olmaks\u0131z\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131, i\u015fvereni \u0130stihdam Mahkemesinde ve potansiyel olarak hukuk mahkemelerinde hak taleplerine maruz b\u0131rak\u0131r. Ba\u015fl\u0131ca riskler \u015funlard\u0131r:&nbsp;<\/p>\n\n\n\n<p><strong>Haks\u0131z i\u015ften \u00e7\u0131karma -&nbsp;<\/strong>\u0130ki veya daha fazla y\u0131l kesintisiz istihdam edilen \u00e7al\u0131\u015fanlar haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lmama hakk\u0131na sahiptir. Adil bir i\u015ften \u00e7\u0131karma, hem adil bir maddi neden (i\u015ften \u00e7\u0131karma, g\u00f6revi k\u00f6t\u00fcye kullanma, yeterlilik veya yasalara ayk\u0131r\u0131l\u0131k gibi) hem de adil bir prosed\u00fcr (ACAS Disiplin ve \u015eikayet Prosed\u00fcrleri Uygulama Kurallar\u0131 uyar\u0131nca) gerektirir. Mahkemenin haks\u0131z i\u015ften \u00e7\u0131karma karar\u0131 vermesi, temel tazminat (\u00e7al\u0131\u015fan\u0131n ya\u015f\u0131, maa\u015f\u0131 ve hizmet s\u00fcresine g\u00f6re hesaplan\u0131r) ve telafi edici tazminat (52 haftal\u0131k maa\u015f veya Nisan 2025 itibariyle 115.115 \u00a3\u2019dan d\u00fc\u015f\u00fck olan\u0131 ile s\u0131n\u0131rland\u0131r\u0131l\u0131r) ile sonu\u00e7lanabilir.&nbsp;<\/p>\n\n\n\n<p><strong>Haks\u0131z i\u015ften \u00e7\u0131karma -&nbsp;<\/strong>E\u011fer \u00e7al\u0131\u015fan i\u015ften \u00e7\u0131kar\u0131lmay\u0131 hakl\u0131 k\u0131lmayan ko\u015fullarda ihbars\u0131z (veya ihbar tazminat\u0131 \u00f6denmeden) i\u015ften \u00e7\u0131kar\u0131l\u0131rsa, haks\u0131z i\u015ften \u00e7\u0131karma talebinde bulunabilir - esasen bor\u00e7lu olduklar\u0131 ihbar tazminat\u0131 i\u00e7in bir s\u00f6zle\u015fme ihlali talebi. Haks\u0131z i\u015ften \u00e7\u0131karma talepleri \u0130stihdam Mahkemesinde (25.000 \u00a3'a kadar) veya hukuk mahkemelerinde (\u00fcst s\u0131n\u0131r yok) a\u00e7\u0131labilir.&nbsp;<\/p>\n\n\n\n<p><strong>K\u0131s\u0131tlay\u0131c\u0131 s\u00f6zle\u015fmelerin kayb\u0131 -&nbsp;<\/strong>K\u0131s\u0131tlay\u0131c\u0131 s\u00f6zle\u015fmelerle ilgili b\u00f6l\u00fcmde a\u00e7\u0131kland\u0131\u011f\u0131 \u00fczere, (haks\u0131z i\u015ften \u00e7\u0131karma da dahil olmak \u00fczere) bir s\u00f6zle\u015fme ihlali, fesih sonras\u0131 k\u0131s\u0131tlamalar\u0131 uygulanamaz hale getirebilir. Bu durum, \u00f6zellikle i\u015ften ayr\u0131lan \u00e7al\u0131\u015fan\u0131n de\u011ferli m\u00fc\u015fteri ili\u015fkileri olan veya hassas ticari bilgilere eri\u015fimi olan kilit bir ki\u015fi oldu\u011fu durumlarda, son derece \u00f6nemli bir ticari sonu\u00e7 olabilir.&nbsp;<\/p>","protected":false},"author":12,"featured_media":8962,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[65],"tags":[87],"class_list":["post-8961","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","tag-richmond-office"],"acf":[],"aioseo_notices":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Q&amp;A: Employment Law in a Corporate Context\u00a0 - RFB Legal<\/title>\n<meta name=\"description\" content=\"Q. 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