{"id":9761,"date":"2026-06-05T12:03:37","date_gmt":"2026-06-05T12:03:37","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9761"},"modified":"2026-06-05T12:03:39","modified_gmt":"2026-06-05T12:03:39","slug":"isten-cikarmalar-disiplin-cezalari-ve-deneme-suresi-isverenler-icin-pratik-bir-rehber","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/isten-cikarmalar-disiplin-cezalari-ve-deneme-suresi-isverenler-icin-pratik-bir-rehber\/","title":{"rendered":"\u0130\u015ften \u00c7\u0131karmalar, Disiplin Cezalar\u0131 ve Deneme S\u00fcresi: \u0130\u015fverenler \u0130\u00e7in Pratik Bir K\u0131lavuz\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Dismissals and disciplinary issues are among the most common and difficult <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/is-yerinde-yapay-zeka-isverenler-icin-pratik-bir-kilavuz\/\">workplace<\/a> problems employers face. Whether an employer is dealing with misconduct,&nbsp;poor performance, absence, attitude concerns, a failed probationary period or a breakdown in <a href=\"https:\/\/rfblegal.co.uk\/tr\/kategori\/guven-hi%cc%87zmetleri%cc%87\/\">trust<\/a>, the decision to dismiss should not be rushed.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, this is not simply an HR issue. It involves legal risk, management judgment, employee&nbsp;relations&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/is-hukuku\/mulki%cc%87yet-davalari-i%cc%87si%cc%87\/kurumsal-i%cc%87sgalci%cc%87ler\/\">ticari<\/a> decision-making. If handled incorrectly, dismissals can lead to grievances,&nbsp;Acas&nbsp;Early Conciliation, <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/employment-rights-act-2025-a-practical-guide-for-employers\/\">employment<\/a> tribunal <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/bakimsizlik-i%cc%87ddi%cc%87alari-ozel-konut-sahi%cc%87pleri%cc%87-i%cc%87ci%cc%87n-bi%cc%87r-rehber\/\">claims<\/a>, management time, legal&nbsp;costs&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/ki%cc%87si%cc%87sel-hukuk\/duzenleyi%cc%87ci%cc%87-hukuk\/itibar-kaybinin-azaltilmasi\/\">reputational damage<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is also a particularly&nbsp;important time&nbsp;for employers to review their approach.&nbsp;Acas&nbsp;helpline <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/veri%cc%87-koruma-guncellemeleri%cc%87-ve-i%cc%87sletmeler-i%cc%87ci%cc%87n-onemli%cc%87-hususlar\/\">data<\/a> for October to December 2025 shows that <a href=\"https:\/\/rfblegal.co.uk\/tr\/bilgi-tabani\/profesyonel-di%cc%87si%cc%87pli%cc%87n\/\">discipline<\/a>,&nbsp;dismissal&nbsp;and grievance was the most common call topic, accounting for around 41% of helpline calls.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/about-us\/service-statistics\/helpline\/2025-to-2026\/october-to-december-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Acas yard\u0131m hatt\u0131 istatistikleri)<\/a>&nbsp;In addition, from 1 January 2027, <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/ki%cc%87si%cc%87sel-hukuk\/istihdam\/haksiz-isten-cikarma\/\">unfair dismissal<\/a> protection is due to apply after six months\u2019 service, rather than two years, and the cap on compensatory awards is due to be removed.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/employment-rights-act-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Acas 2025 \u0130stihdam Haklar\u0131 Kanunu)<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bu makale, i\u015fverenlerin i\u015ften \u00e7\u0131karma, disiplin s\u00fcre\u00e7leri ve deneme s\u00fcrelerini y\u00f6netirken dikkat etmeleri gereken temel hususlar\u0131 ele almaktad\u0131r.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u0130\u015fverenler \u0130\u015ften \u00c7\u0131karma S\u00fcre\u00e7lerini Neden Ciddiye Almal\u0131d\u0131r?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenlerin i\u015ften \u00e7\u0131karma prosed\u00fcrlerini ciddiye almalar\u0131 i\u00e7in \u00e7e\u015fitli nedenler vard\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">First, there is the legal risk. Even where an employer has a genuine concern <a href=\"https:\/\/rfblegal.co.uk\/tr\/hakkimizda\/\">about<\/a> an employee\u2019s conduct or performance, a dismissal can still be unfair if the employer does not follow a fair procedure.&nbsp;Acas&nbsp;guidance states that, for a dismissal to be fair, an employer should have a valid reason, make a decision that is balanced and consistent, and usually follow a full and fair procedure.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130kinci olarak, mali risk s\u00f6z konusudur. Disiplin ve \u015fikayet prosed\u00fcrlerine ili\u015fkin Acas Uygulama Kurallar\u0131 ge\u00e7erliyse, i\u015fveren bu Kurallara makul olmayan bir \u015fekilde uymam\u0131\u015fsa, i\u015f mahkemesi tazminat tutar\u0131n\u0131 25%\u2019ye kadar art\u0131rabilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00dc\u00e7\u00fcnc\u00fcs\u00fc, y\u00f6netim riski s\u00f6z konusudur. K\u00f6t\u00fc y\u00f6netilen i\u015ften \u00e7\u0131karma s\u00fcre\u00e7leri genellikle daha da karma\u015f\u0131k bir hal al\u0131r. Adil ve iyi y\u00f6netilmi\u015f bir s\u00fcreci kabul edebilecek bir \u00e7al\u0131\u015fan, haks\u0131z muamele g\u00f6rd\u00fc\u011f\u00fcn\u00fc hissederse, bunun yerine \u015fikayette bulunabilir, veri eri\u015fim talebinde bulunabilir, Acas ile ileti\u015fime ge\u00e7ebilir veya i\u015f mahkemesine dava a\u00e7abilir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Adil Bir \u0130\u015ften \u00c7\u0131karma S\u00fcreci Nedir?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A fair dismissal process <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/bir-vasiyetname-onceki-anlasmalarimi-iptal-edebilir-mi\/\">will<\/a> depend on the circumstances, but most disciplinary or performance-related dismissals should involve&nbsp;a <a href=\"https:\/\/rfblegal.co.uk\/tr\/wpcode\/temporary-phone-number-overwrite-for-immigration-pages\/\">number<\/a> of&nbsp;key steps.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler genellikle \u015funlar\u0131 yapmal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>sorunu net bir \u015fekilde belirleyin;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>olaylar\u0131 ara\u015ft\u0131rmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana iddialar\u0131 veya endi\u015feleri yaz\u0131l\u0131 olarak bildirin;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>provide relevant <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/bolum-28-ceza-davalarinda-onceden-kayit-altina-alinmis-deli%cc%87lleri%cc%87n-artan-kullanimi-bolum-2\/\">evidence<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fan\u0131 disiplin veya performans de\u011ferlendirmesi toplant\u0131s\u0131na davet etmek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>uygun oldu\u011fu durumlarda \u00e7al\u0131\u015fan\u0131n bir ki\u015finin e\u015flik etmesine izin vermek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana i\u015ften \u00e7\u0131kar\u0131lma gerek\u00e7esine ili\u015fkin olarak yan\u0131t verebilmesi i\u00e7in uygun bir f\u0131rsat tan\u0131mak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>karar vermeden \u00f6nce \u00e7al\u0131\u015fan\u0131n a\u00e7\u0131klamas\u0131n\u0131 dikkate al\u0131n;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>decide on an <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/gocmenli%cc%87k-ve-siginma-basvurulari-i%cc%87stedi%cc%87gi%cc%87ni%cc%87z-sonucu-elde-etmeni%cc%87ze-nasil-yardimci-olabi%cc%87li%cc%87ri%cc%87z\/\">outcome<\/a> that is reasonable and proportionate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>karar\u0131 yaz\u0131l\u0131 olarak teyit etmek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>offer a <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/i%cc%87lk-reddetme-hakki-ev-sahi%cc%87pleri%cc%87-ve-ki%cc%87racilar-i%cc%87ci%cc%87n-onemli%cc%87-i%cc%87cgoruler\/\">right<\/a> . <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/i%cc%87sti%cc%87hdam-temyi%cc%87z-mahkemesi%cc%87-zaferi%cc%87\/\">appeal<\/a>.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler a\u00e7\u0131s\u0131ndan en \u00f6nemli nokta, s\u00fcrecin \u00f6nceden belirlenmi\u015f olmamas\u0131 gerekti\u011fidir. Y\u00f6neticiler bu konuya a\u00e7\u0131k fikirli bir \u015fekilde yakla\u015fmal\u0131 ve \u00e7al\u0131\u015fan\u0131n g\u00f6r\u00fc\u015f\u00fcn\u00fc dinlemeden sonucu belirlememelidir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Kural \u0130hlali ve A\u011f\u0131r Kural \u0130hlali&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Misconduct issues may include poor behaviour, failure to follow instructions, <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/ticari-kiraciniz-kira-sozlesmesini-ihlal-ederse-ne-yapmalisiniz\/\">breach<\/a> of policy, inappropriate communications, timekeeping problems, unauthorised&nbsp;absence&nbsp;or failure to meet workplace standards.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gross misconduct is more serious. It may include theft, violence, serious insubordination, fraud, serious breach of confidentiality, serious harassment, serious <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/is-hukuku\/duzenleyi%cc%87ci%cc%87-sorusturmalar\/saglik-ve-guvenli%cc%87k-duzenlemeleri%cc%87\/\">health and safety<\/a> <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/her-ti%cc%87cari%cc%87-mal-sahi%cc%87bi%cc%87ni%cc%87n-ki%cc%87raci-ki%cc%87ralama-i%cc%87hlalleri%cc%87-hakkinda-bi%cc%87lmesi%cc%87-gerekenler\/\">breaches<\/a> or other conduct that fundamentally undermines the employment relationship.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, employers should be careful before labelling conduct as gross misconduct. Not every&nbsp;serious issue&nbsp;justifies <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/ozet-karar-basvurusunda-nasil-basarili-olunur\/\">summary<\/a> dismissal. Employers should consider the facts, the employee\u2019s explanation, length of service,&nbsp;previous&nbsp;record, consistency with&nbsp;previous&nbsp;cases, any mitigation and whether dismissal falls within the range of reasonable responses.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bir \u00e7al\u0131\u015fan\u0131 a\u011f\u0131r suistimal nedeniyle i\u015ften \u00e7\u0131karmadan \u00f6nce, i\u015fverenler genellikle \u015fu sorular\u0131 sormal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Tam olarak ne iddia ediliyor?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bu iddiay\u0131 destekleyen kan\u0131tlar nelerdir?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bu konuda d\u00fczg\u00fcn bir soru\u015fturma yap\u0131ld\u0131 m\u0131?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fana yan\u0131t vermek i\u00e7in adil bir f\u0131rsat tan\u0131nd\u0131 m\u0131?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hafifletici sebepler var m\u0131?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hemen i\u015ften \u00e7\u0131karma karar\u0131 ger\u00e7ekten makul mu?\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme s\u00fcresiyle ilgili ger\u00e7ek bir davran\u0131\u015f sorunu olsa bile, i\u015ften \u00e7\u0131karma karar\u0131n\u0131 \u00e7ok aceleci bir \u015fekilde veren i\u015fverenler kendilerini gereksiz risklere maruz b\u0131rakabilirler.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">D\u00fc\u015f\u00fck Performans ve Yetenek&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">D\u00fc\u015f\u00fck performans, \u00f6zellikle deneme s\u00fcresi boyunca, genellikle kurallara ayk\u0131r\u0131 davran\u0131\u015flardan farkl\u0131 bir \u015fekilde ele al\u0131nmal\u0131d\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In many cases, the issue is not that the employee has deliberately done something wrong, but that they are not meeting the required <a href=\"https:\/\/rfblegal.co.uk\/tr\/rfbtermsofbusiness0625\/\">standard<\/a>. That may require clearer expectations, training, supervision, performance targets, review&nbsp;meetings&nbsp;and warnings before dismissal is considered.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu konularda net olmal\u0131:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>hangi standard\u0131n beklendi\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fan\u0131n hangi konularda yetersiz kald\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>hangi iyile\u015ftirmelerin yap\u0131lmas\u0131 gerekti\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what <a href=\"https:\/\/rfblegal.co.uk\/tr\/etiket\/destek-personeli\/\">destek<\/a> will be provided;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>iyile\u015fmenin nas\u0131l \u00f6l\u00e7\u00fclece\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>iyile\u015ftirme i\u00e7in \u00f6ng\u00f6r\u00fclen zaman dilimi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130yile\u015fme sa\u011flanamazsa ne olabilir?.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A common mistake is moving straight to dismissal without giving the employee a fair opportunity to improve. This is particularly risky where the employee has not previously been told that their performance may put their employment at risk. Where performance issues may be linked to health, disability, <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/neurodiversity-in-the-workplace-a-practical-guide-for-employers\/\">neurodiversity<\/a>, pregnancy, caring responsibilities or workplace stress, employers should be particularly careful.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme S\u00fcreleri&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme s\u00fcreleri genellikle yanl\u0131\u015f anla\u015f\u0131l\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deneme s\u00fcresi, hem i\u015fverene hem de \u00e7al\u0131\u015fana, s\u00f6z konusu pozisyonun uygun olup olmad\u0131\u011f\u0131n\u0131 erken bir a\u015famada de\u011ferlendirme f\u0131rsat\u0131 sundu\u011fu i\u00e7in yararl\u0131 olabilir. Ancak bu, i\u015fverenin herhangi bir yasal s\u00fcre\u00e7 izlemeden i\u015ften \u00e7\u0131karma yapabilece\u011fi anlam\u0131na gelmez.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The legal risk during probation may currently be lower in many ordinary unfair dismissal cases where the employee has less than two years\u2019 service. However, that does not remove all risk. Employees may still bring claims relating to discrimination, <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/ki%cc%87si%cc%87sel-hukuk\/istihdam\/ihbarcilik\/\">whistleblowing<\/a>, automatic unfair dismissal, unlawful deduction from wages, notice pay, <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/holiday-pay-irregular-hours-and-record-keeping-a-practical-guide-for-employers\/\">holiday<\/a> pay or breach of contract.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1 Ocak 2027 tarihinden itibaren, alt\u0131 ayl\u0131k hizmet s\u00fcresinin ard\u0131ndan haks\u0131z i\u015ften \u00e7\u0131karma korumas\u0131 y\u00fcr\u00fcrl\u00fc\u011fe girece\u011fi i\u00e7in bu risk de artacakt\u0131r. Bu durum, i\u015fverenlerin deneme s\u00fcresi y\u00f6netimini \u015fimdiden daha \u00f6nemli bir s\u00f6zle\u015fmeye uygunluk konusu olarak ele almaya ba\u015flamalar\u0131 gerekti\u011fi anlam\u0131na gelmektedir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu hususlar\u0131 dikkate almal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>i\u015f s\u00f6zle\u015fmesinde a\u00e7\u0131k bir deneme s\u00fcresi h\u00fckm\u00fc bulunup bulunmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>i\u015fverenin deneme s\u00fcresini uzatma hakk\u0131 olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>deneme s\u00fcresi boyunca daha k\u0131sa bir ihbar s\u00fcresi ge\u00e7erli olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>denetimli serbestlik g\u00f6zden ge\u00e7irme toplant\u0131lar\u0131n\u0131n yap\u0131l\u0131p yap\u0131lmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>endi\u015felerin belgelenip belgelenmedi\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana nelerin iyile\u015ftirilmesi gerekti\u011fi konusunda bilgi verilmi\u015f olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Deneme s\u00fcresi boyunca ya da sonunda yap\u0131lan i\u015ften \u00e7\u0131karma i\u015flemlerinin adil bir \u015fekilde y\u00fcr\u00fct\u00fcl\u00fcp y\u00fcr\u00fct\u00fclmedi\u011fi.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130yi y\u00f6netilen bir deneme s\u00fcresi s\u00fcreci, anla\u015fmazl\u0131k riskini azaltabilir ve olas\u0131 bir i\u015ften \u00e7\u0131karma karar\u0131n\u0131n gerek\u00e7elendirilmesini kolayla\u015ft\u0131rabilir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Disiplin S\u00fcrecinin Y\u00f6netimi&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Adil bir disiplin s\u00fcreci genellikle adil bir soru\u015fturma ile ba\u015flar. Soru\u015fturman\u0131n amac\u0131, olgular\u0131 ortaya koymakt\u0131r; \u00e7al\u0131\u015fan\u0131n su\u00e7lu oldu\u011funu kan\u0131tlamak de\u011fildir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depending on the circumstances, an investigation may involve reviewing <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/yeni%cc%87-mali%cc%87-yil-rehberi%cc%87-i%cc%87sletmeni%cc%87zi%cc%87n-yasal-belgeleri%cc%87ni%cc%87n-guncel-olmasini-saglamak\/\">documents<\/a>, emails, messages, system records, witness evidence, CCTV,&nbsp;policies&nbsp;or&nbsp;previous&nbsp;warnings. Employers should consider evidence that supports the allegation and evidence that may support the employee\u2019s position.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the matter&nbsp;proceeds&nbsp;to a disciplinary hearing, the employee should usually be given written <a href=\"https:\/\/rfblegal.co.uk\/tr\/ana-sayfa-eski\/edentran\/\">details<\/a> of the allegations, copies of relevant evidence, reasonable time to prepare, details of the possible outcomes and confirmation of the right to be&nbsp;accompanied.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Duru\u015fma s\u0131ras\u0131nda i\u015fveren, iddialar\u0131 a\u00e7\u0131klamal\u0131, delilleri g\u00f6zden ge\u00e7irmeli ve \u00e7al\u0131\u015fana yan\u0131t vermesi i\u00e7in yeterli f\u0131rsat tan\u0131mal\u0131d\u0131r. \u0130\u015fveren daha sonra bir karar vermeden \u00f6nce duru\u015fmay\u0131 ertelemelidir. Bu, karar\u0131n \u00f6nceden belirlenmi\u015f olmad\u0131\u011f\u0131n\u0131 g\u00f6stermeye yard\u0131mc\u0131 olur.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should usually offer a right of appeal. An appeal gives the employer an opportunity to correct mistakes before the <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/1996-tahki%cc%87m-yasasinin-9-bolumu-goz-onunde-bulunduruldugunda\/\">Madde<\/a> escalates. Where possible, the appeal should be heard by someone who was not involved in the original decision and who has authority to change the outcome.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Disiplin S\u00fcreci S\u0131ras\u0131nda \u0130leri S\u00fcr\u00fclen \u015eik\u00e2yetler&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler, bir \u00e7al\u0131\u015fan\u0131n disiplin veya i\u015ften \u00e7\u0131karma s\u00fcreci s\u0131ras\u0131nda \u015fikayette bulunmas\u0131 durumunda genellikle zorluk ya\u015farlar.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Do\u011fru yakla\u015f\u0131m, duruma g\u00f6re de\u011fi\u015fecektir. Bazen \u015fikayet, disiplin s\u00fcreciyle birlikte ele al\u0131nabilir. Bazen de \u015fikayet soru\u015fturulurken disiplin s\u00fcrecinin ask\u0131ya al\u0131nmas\u0131 gerekebilir. Di\u011fer durumlarda ise \u015fikayet, disiplin meseleleriyle yak\u0131ndan ba\u011flant\u0131l\u0131 olabilir ve genel karar verme s\u00fcrecinin bir par\u00e7as\u0131 olarak de\u011ferlendirilebilir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu hususlar\u0131 dikkate almal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u015fikayetin konusu nedir;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>disiplin su\u00e7lamalar\u0131yla do\u011frudan ilgili olup olmad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ayr\u0131mc\u0131l\u0131k, ihbar veya ma\u011fduriyet sorunlar\u0131na yol a\u00e7\u0131p a\u00e7mad\u0131\u011f\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>daha fazla soru\u015fturma gerekip gerekmedi\u011fi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>zaman \u00e7izelgesinin de\u011fi\u015ftirilmesi gerekip gerekmedi\u011fi.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Bir \u015fik\u00e2yet, disiplin s\u00fcrecini otomatik olarak aksatmamal\u0131d\u0131r, ancak g\u00f6z ard\u0131 edilmemelidir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u0130\u015fverenlerin S\u0131k\u00e7a Yapt\u0131\u011f\u0131 Hatalar&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler, a\u015fa\u011f\u0131daki hatalar\u0131 yapmamak i\u00e7in \u00f6zellikle dikkatli olmal\u0131d\u0131r:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s\u00fcre\u00e7 ba\u015flamadan \u00f6nce davay\u0131 reddetme karar\u0131 almak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00fczg\u00fcn bir \u015fekilde soru\u015fturma yapmamak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>iddialar\u0131 yaz\u0131l\u0131 hale getirmemek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>disiplin duru\u015fmas\u0131 \u00f6ncesinde delil sunmamak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fana haz\u0131rlanmas\u0131 i\u00e7in yeterli s\u00fcre tan\u0131mamak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>deneme s\u00fcresindeki \u00e7al\u0131\u015fanlara hi\u00e7bir hakk\u0131 yokmu\u015f gibi davranmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>denetimli serbestlikle ilgili endi\u015felerin belgelenmemesi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>uyar\u0131 veya destek verilmeksizin d\u00fc\u015f\u00fck performans nedeniyle i\u015ften \u00e7\u0131karma;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>bir davran\u0131\u015f\u0131 \u00e7ok \u00e7abuk a\u011f\u0131r ihlal olarak nitelendirmek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>olas\u0131 ayr\u0131mc\u0131l\u0131k, ihbar veya sa\u011fl\u0131k sorunlar\u0131n\u0131 g\u00f6z ard\u0131 ederek;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>temyiz hakk\u0131 tan\u0131nmamas\u0131;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>g\u00fcncelli\u011fini yitirmi\u015f disiplin veya yeterlilik prosed\u00fcrlerini kullanmak;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>y\u00f6neticilere e\u011fitim verilmemesi.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015ften \u00e7\u0131karma davalar\u0131n\u0131n \u00e7o\u011fu, i\u015fverenin konuyu \u00f6nemsememesinden de\u011fil, bu konunun \u00e7ok aceleyle, \u00e7ok gayri resmi bir \u015fekilde ya da yeterli delil olmaks\u0131z\u0131n ele al\u0131nmas\u0131ndan kaynaklanmaktad\u0131r.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u0130\u015fverenler \u0130\u00e7in Pratik Ad\u0131mlar&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler \u015fu anda a\u015fa\u011f\u0131daki ad\u0131mlar\u0131 atmay\u0131 d\u00fc\u015f\u00fcnmelidir:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Disiplin ve yetkinlik politikalar\u0131n\u0131 g\u00f6zden ge\u00e7irin.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Review probationary period clauses in <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/is-hukuku\/istihdam-isi\/is-sozlesmeleri\/\">employment contracts<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Net deneme s\u00fcresi de\u011ferlendirme \u015fablonlar\u0131 haz\u0131rlay\u0131n.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Y\u00f6neticilere, uygunsuz davran\u0131\u015flar ve performans sorunlar\u0131yla nas\u0131l ba\u015fa \u00e7\u0131kacaklar\u0131 konusunda e\u011fitim verin.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Make sure allegations are put in writing before <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/ki%cc%87si%cc%87sel-hukuk\/duzenleyi%cc%87ci%cc%87-hukuk\/profesyonel-di%cc%87si%cc%87pli%cc%87n\/\">disciplinary hearings<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>\u00c7al\u0131\u015fanlara kan\u0131t sunulmas\u0131n\u0131 ve haz\u0131rlanmalar\u0131 i\u00e7in makul bir s\u00fcre tan\u0131nmas\u0131n\u0131 sa\u011flay\u0131n.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Soru\u015fturma toplant\u0131lar\u0131, disiplin duru\u015fmalar\u0131 ve temyiz duru\u015fmalar\u0131na ili\u015fkin ayr\u0131nt\u0131l\u0131 tutanaklar tutun.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Check whether dismissal <a href=\"https:\/\/rfblegal.co.uk\/tr\/icgoruler\/tek-yoneti%cc%87ci%cc%87li%cc%87-ve-model-sozlesmeli%cc%87-si%cc%87rketler-gecerli%cc%87-kararlar-alabi%cc%87li%cc%87r-mi%cc%87\/\">decisions<\/a> are consistent with\u00a0previous\u00a0cases.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Ayr\u0131mc\u0131l\u0131k, ihbar veya sa\u011fl\u0131kla ilgili sorunlar s\u00f6z konusu olabilece\u011fi durumlarda, \u00e7al\u0131\u015fanlar\u0131 i\u015ften \u00e7\u0131karmadan \u00f6nce uzman tavsiyesi al\u0131n.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Ocak 2027\u2019den itibaren haks\u0131z i\u015ften \u00e7\u0131karma i\u00e7in ge\u00e7erli s\u00fcrenin k\u0131salt\u0131lmas\u0131na haz\u0131rl\u0131kl\u0131 olun.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Bu ad\u0131mlar\u0131n at\u0131lmas\u0131, hukuki riskleri azaltabilir ve i\u015fverenlerin i\u015fyeri sorunlar\u0131yla daha emin bir \u015fekilde ba\u015fa \u00e7\u0131kmalar\u0131na yard\u0131mc\u0131 olabilir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sonu\u00e7&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015ften \u00e7\u0131karmalar, disiplin cezalar\u0131 ve deneme s\u00fcreleri, \u00f6zellikle i\u015ften \u00e7\u0131karma nedenleri g\u00f6z \u00f6n\u00fcne al\u0131nd\u0131\u011f\u0131nda, i\u015fverenlerin hafife alamayaca\u011f\u0131 konulard\u0131r. K\u00f6t\u00fc y\u00f6netildiklerinde, \u015fikayetlere, Acas Erken Uzla\u015fma s\u00fcrecine, haks\u0131z i\u015ften \u00e7\u0131karma davalar\u0131na, ayr\u0131mc\u0131l\u0131k davalar\u0131na ve \u00f6nlenebilir y\u00f6netim aksakl\u0131klar\u0131na yol a\u00e7abilirler. Do\u011fru bir \u015fekilde ele al\u0131nd\u0131\u011f\u0131nda ise i\u015fverenlerin i\u015fyeri sorunlar\u0131n\u0131 adil, tutarl\u0131 ve ticari bir bak\u0131\u015f a\u00e7\u0131s\u0131yla \u00e7\u00f6zmelerine olanak tan\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0130\u015fverenler i\u00e7in en \u00f6nemli nokta, erken harekete ge\u00e7mek, varsay\u0131mlardan ka\u00e7\u0131nmak ve adil bir s\u00fcre\u00e7 izlemektir. 1 Ocak 2027 tarihinden itibaren, alt\u0131 ayl\u0131k hizmet s\u00fcresinin ard\u0131ndan haks\u0131z i\u015ften \u00e7\u0131karma korumas\u0131 y\u00fcr\u00fcrl\u00fc\u011fe girece\u011fi i\u00e7in bu husus daha da \u00f6nem kazanacakt\u0131r.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/tr\/\">Fletcher<\/a> Baker, our Employment <a href=\"https:\/\/rfblegal.co.uk\/tr\/etiket\/dava-eki%cc%87bi%cc%87-dj\/\">Team<\/a> advises employers on dismissals, disciplinary procedures, probationary periods, grievances, performance&nbsp;management&nbsp;and employment <a href=\"https:\/\/rfblegal.co.uk\/tr\/hizmetler\/ki%cc%87si%cc%87sel-hukuk\/istihdam\/istihdam-mahkemesi-talepleri\/\">tribunal claims<\/a>. If you&nbsp;require&nbsp;advice on managing a dismissal or reviewing your disciplinary and probation processes, we can help you assess the risks and&nbsp;identify&nbsp;a practical way forward.&nbsp;<\/p>","protected":false},"author":12,"featured_media":9763,"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":[67],"tags":[],"class_list":["post-9761","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-employment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Dismissals and disciplinary issues are among the most common and difficult workplace problems employers face. 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