With the Law on the Protection of the Value of the Turkish Currency and on Amendments to Certain Laws and to Decree-Law No. 635, published in the Official Gazette dated 24 July 2025, No. 32965, a significant amendment has been made to Article 109 of the Labor Law No. 4857. The said regulation entered into force on the same date.
Article 109 Before the Amendment (Written Notification):
“Notifications stipulated under this Law must be made to the relevant person in writing and against signature. If the person to whom the notification is made does not sign, this shall be ascertained by a record at the place. However, notifications falling within the scope of Law No. 7201 shall be made in accordance with the provisions of the said Law.”
Article 109 After the Amendment (Written or Electronic Notification):
“Notifications stipulated under this Law must be made to the relevant person either in writing and against signature, or—provided that the employee has given written consent—by being sent via a registered electronic mail (KEP) account, which is the qualified form of electronic mail providing legal evidence regarding the use, including the transmission and delivery, of electronic communications. Notifications resulting in termination of the employment contract shall, in any case, be made in writing. If the person to whom the written notification is made does not sign, this shall be ascertained by a record at the place. However, notifications falling within 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. The electronic notifications specified in this article shall be made within the framework of the legislation concerning the KEP system.”
With this legislative amendment, employers are now able to serve notifications to employees via the Registered Electronic Mail (KEP) system, provided that the employee’s written consent has been obtained. Accordingly, notifications made through the KEP system carry legal validity within the framework of the relevant legislation.
However, notifications that result in the termination of the employment contract are excluded from this arrangement. Pursuant to the legislation, notifications concerning termination must continue to be made in physical form and in writing.
In conclusion, with this regulation, the KEP system has become a valid method for notifications within the employment relationship; yet notifications regarding the termination of the employment contract are expressly excluded as an exception to the new arrangement.
You can access the relevant law text and Article 23, which contains the amended Article 109 of the Labor Law No. 4857, via the provided link.