Let your rules be written, communicated and enforceable.

A rule that is not written down does not exist

In disciplinary disputes the first question is always the same: where is this rule written, and when was the employee told about it? Internal regulations, handbooks and policy sets bind the employee only if they were properly notified as an annex to the employment contract. Without that, even a thoroughly deserved sanction collapses in court.

Incident, written record, request for the employee's written statement of defence, assessment, proportionate sanction: every link skipped in that chain weakens the termination file. Applying the sanction schedule consistently — not different penalties for the same act — is what the duty of equal treatment requires. The KVKK limits apply at the investigation and monitoring steps.

A living policy set in five steps

Document audit: we inventory the existing regulations, handbook and policies. Gap report: each document is scored against the legislation, against the case law and against its notification record. Localisation and redrafting: group codes of conduct are adapted to Turkish employment law — adapted, not translated. Notification-and-consent campaign: we build a communication routine that can be proved, on wet-ink, e-signature or registered e-mail (KEP) records, because in court those records are what gives the file its strength. Training and maintenance: the HR team is trained on the set, and the set is kept current with annual upkeep. Deliverables: the revised policy set, the notification-record routine and an implementation guide. Where a company wants a standing framework rather than one-off fixes, the work is tied into an ongoing legal counsel arrangement.

Who benefits from documentary strength?

Typical clients: companies crossing the 50-employee threshold that need to institutionalise their rule set, employers running multi-site and remote teams, and German subsidiaries that have inherited group policies. Documentary order pays off in disputes. Under the mandatory mediation regime of Law No. 7036, it is the party that comes to the table with records that does the talking, and the duty of equal treatment is proved by records showing that the schedule was applied consistently. Where an incident reaches the termination stage, the file is handed over ready to the termination practice of our Employment Law focus.