{"id":1335,"date":"2021-02-01T14:36:41","date_gmt":"2021-02-01T13:36:41","guid":{"rendered":"http:\/\/smart-arbeitsrecht.de\/?page_id=1335"},"modified":"2025-07-03T08:40:00","modified_gmt":"2025-07-03T06:40:00","slug":"kuendigung-des-arbeitsvertrages-kuendigungsschutz","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/","title":{"rendered":"\u0130\u015f s\u00f6zle\u015fmesinin feshi \u2013 i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma"},"content":{"rendered":"<h2 class=\"wp-block-heading\">\u0130\u015f s\u00f6zle\u015fmenizin feshedilmesinden sonra sa\u011flam temellere dayanan bilgiler<\/h2>\n\n\n\n<p>Muhtemelen bu sayfaya, bir \u00e7al\u0131\u015fan veya sevdi\u011finiz biri olarak, i\u015ften \u00e7\u0131kar\u0131lma bildirimi ald\u0131\u011f\u0131n\u0131z i\u00e7in geldiniz. Ya da i\u015f s\u00f6zle\u015fmenizin feshedilmesi an meselesi. \u0130\u015fvereninizin sizi kolayca i\u015ften \u00e7\u0131kar\u0131p \u00e7\u0131karamayaca\u011f\u0131ndan emin de\u011filsiniz. Ve bu durumda k\u0131dem tazminat\u0131na hak kazan\u0131p kazanmad\u0131\u011f\u0131n\u0131zdan da emin de\u011filsiniz. Hemen ba\u015ftan, <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/anwalt-kuendigung-arbeitsrecht\/\">Hamburg&#039;da fesih avukat\u0131<\/a> \u0130stedi\u011finiz zaman hizmetinizdeyim. Bana do\u011frudan ula\u015fmaktan \u00e7ekinmeyin.<\/p>\n\n\n\n<p>Bu makalede \u015funlar\u0131 \u00f6\u011freneceksiniz: <strong>\u0130\u015ften \u00e7\u0131kar\u0131lman\u0131n temelleri<\/strong> \u0130\u015fveren taraf\u0131ndan sa\u011flan\u0131r. A\u015fa\u011f\u0131daki konularda de\u011ferli ilk bilgileri alacaks\u0131n\u0131z:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>bir \u00e7al\u0131\u015fan olarak i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 korunup korunmad\u0131\u011f\u0131n\u0131z,<\/li>\n\n\n\n<li>i\u015f s\u00f6zle\u015fmenizin feshedilmesinin etkisiz olmas\u0131 ve buna kar\u015f\u0131 ba\u015far\u0131l\u0131 bir \u015fekilde dava a\u00e7abilmeniz durumunda,<\/li>\n\n\n\n<li>fesih durumunda &quot;\u00f6dev&quot;inizin ne oldu\u011funu, b\u00f6ylece yasal olarak g\u00fcvenli tarafta olman\u0131z\u0131 ve<\/li>\n\n\n\n<li>hangi durumlarda fesih halinde k\u0131dem tazminat\u0131 al\u0131rs\u0131n\u0131z.<\/li>\n<\/ul>\n\n\n\n<p>Ne oldu? <strong>k\u0131dem tazminat\u0131 <\/strong>K\u0131dem tazminat\u0131 k\u0131sm\u0131na gelince, bu biraz karma\u015f\u0131k. K\u0131dem tazminat\u0131 b\u00f6l\u00fcm\u00fcn\u00fc okumaya devam etmenizi \u00f6neririm. Okumaya de\u011fer olaca\u011f\u0131na s\u00f6z veriyorum. Sonras\u0131nda, i\u015f akdinizin feshedilmesini \u00f6nlemek i\u00e7in tam olarak ne yapman\u0131z gerekti\u011fini bileceksiniz. Ayr\u0131ca, dilerseniz, k\u0131dem tazminat\u0131 alma \u015fans\u0131n\u0131z\u0131n ilk de\u011ferlendirmesini hemen alabilirsiniz. <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/anwalt-aufhebungsvertrag\/\">fesih s\u00f6zle\u015fmesi<\/a> K\u0131dem tazminat\u0131 hesaplama arac\u0131m\u0131z arac\u0131l\u0131\u011f\u0131yla.<\/p>\n\n\n\n<div class=\"container p-6 my-5 mx-auto border border-cta\">\n  <div class=\"flex flex-col sm:flex-row sm:items-center items-start mx-auto\">\n    <p class=\"flex-grow sm:pr-16 text-2xl font-medium title-font text-gray-500 sm:no-outer-space\">Fesih bildirimi ald\u0131n\u0131z m\u0131? Fesih s\u00fcrecinizde size tam destek sa\u011flayaca\u011f\u0131z.<\/p><a class=\"btn-cta no-outer-space\" href=\"\/tr\/anwalt-kuendigung-arbeitsrecht\/\" target=\"_blank\" rel=\"noopener\">Evet, i\u015ften \u00e7\u0131kar\u0131lma korumas\u0131 i\u00e7in bir avukata ihtiyac\u0131m var<\/a>\n  <\/div>\n<\/div>\n\n\n\n<div class=\"toc\">\n<h3>\u0130\u00e7indekiler<\/h3>\n<ol>\n<li><a href=\"#fehler_erhalt_k\u00fcndigung\">\u00d6nceden: Fesih bildirimi ald\u0131ktan sonra yap\u0131lan 5 pahal\u0131 hata<\/a><\/li>\n<li><a href=\"#\u00fcberblick_k\u00fcndigungen\">Genel Bak\u0131\u015f: Bu sonland\u0131rma i\u015flemleri mevcuttur<\/a><\/li>\n<li><a href=\"#arten_k\u00fcndigungsschutz\">\u00c7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131na kar\u015f\u0131 koruma<\/a><\/li>\n<li><a href=\"#allgemeiner_k\u00fcndigungsschutz\">\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 ile i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma<\/a><\/li>\n<li><a href=\"#k\u00fcndigungsschutz_k\u00fcndigungsgr\u00fcnde\">\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131: \u0130\u015ften \u00e7\u0131kar\u0131lma nedenleri hakk\u0131nda her \u015fey<\/a><\/li>\n<li><a href=\"#sonderk\u00fcndigungsschutz\">\u00c7al\u0131\u015fanlar i\u00e7in i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma<\/a><\/li>\n<li><a href=\"#form_k\u00fcndigung\">\u0130\u015f ili\u015fkisinin sona erme \u015fekli<\/a><\/li>\n<li><a href=\"#k\u00fcndigungsfristen\">\u00c7al\u0131\u015fanlar ve i\u015fverenler i\u00e7in bildirim s\u00fcreleri<\/a><\/li>\n<li><a href=\"#fristlose_k\u00fcndigung\">Bildirim yap\u0131lmaks\u0131z\u0131n ola\u011fan\u00fcst\u00fc fesih<\/a><\/li>\n<li><a href=\"#betriebsratsanh\u00f6rung\">Yayg\u0131n fesih hatas\u0131: \u0130\u015f konseyi duru\u015fmas\u0131<\/a><\/li>\n<li><a href=\"#k\u00fcndigungsschutzklage\">\u0130\u015ften \u00e7\u0131kar\u0131lma koruma davas\u0131 a\u00e7\u0131lmas\u0131<\/a><\/li>\n<li><a href=\"#abfindung_k\u00fcndigung\">Fesih halinde k\u0131dem tazminat\u0131<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"fehler_erhalt_k\u00fcndigung\">Podcast: Fesih bildirimi ald\u0131ktan sonra yap\u0131lan be\u015f pahal\u0131 hata<\/h2>\n\n\n\n<p>\u00d6ncelikle, i\u015ften \u00e7\u0131kar\u0131lman\u0131n ard\u0131ndan ortaya \u00e7\u0131kabilecek maliyetli hatalar hakk\u0131ndaki podcast b\u00f6l\u00fcm\u00fcm\u00fcz\u00fc ilginize sunmay\u0131 g\u00f6rev biliyoruz. \u0130\u015fte, i\u015ften \u00e7\u0131kar\u0131lmay\u0131 d\u00fc\u015f\u00fcn\u00fcyorsan\u0131z kesinlikle ka\u00e7\u0131nman\u0131z gereken hatalar. Buradaki ipu\u00e7lar\u0131na dikkat ederseniz, i\u015ften \u00e7\u0131kar\u0131lma s\u00fcrecinde g\u00fcvende olursunuz.<\/p>\n\n\n\n<div><script async=\"\" id=\"letscast-player-0901825e\" src=\"https:\/\/letscast.fm\/podcasts\/der-arbeitnehmer-podcast-5a138457\/episodes\/5-teure-fehler-nach-einer-kuendigung-vermeide-diese-unbedingt\/player.js\"><\/script><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"\u00fcberblick_k\u00fcndigungen\">Genel Bak\u0131\u015f: Bu sonland\u0131rma i\u015flemleri mevcuttur<\/h2>\n\n\n\n<p>\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruman\u0131z\u0131 ele almadan \u00f6nce, farkl\u0131 i\u015ften \u00e7\u0131karma t\u00fcrleri hakk\u0131nda sizi bilgilendirmek istiyoruz. \u0130\u015fvereniniz i\u015f s\u00f6zle\u015fmenizi feshederse, \u00f6ncelikle kendinize \u015fu sorular\u0131 sormal\u0131s\u0131n\u0131z: Bu bir i\u015ften \u00e7\u0131karma m\u0131d\u0131r? <strong>bildirimli ola\u011fan fesih veya bildirimsiz ola\u011fan\u00fcst\u00fc fesih<\/strong>?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-die-ordentliche-fristgem-e-k-ndigung\">Bildirim s\u00fcresi i\u00e7inde ola\u011fan fesih<\/h3>\n\n\n\n<p>\u0130\u015f ili\u015fkisinin usul\u00fcne uygun olarak sona ermesi durumunda, i\u015fveren ge\u00e7erli ihbar s\u00fcresine uyacakt\u0131r. Bu t\u00fcr bir fesih yakla\u015f\u0131k olarak a\u015fa\u011f\u0131daki \u015fekilde olacakt\u0131r:<\/p>\n\n\n\n<p><em>Yasal ihbar s\u00fcresine uygun olarak, m\u00fcmk\u00fcn olan en erken tarihten itibaren (hesaplamalar\u0131m\u0131za g\u00f6re bu tarih 30 Kas\u0131m 2020&#039;dir) i\u015f ili\u015fkinizi sonland\u0131r\u0131yoruz.<\/em><\/p>\n\n\n\n<p>veya:<\/p>\n\n\n\n<p><em>Aram\u0131zdaki i\u015f ili\u015fkisini 30 Kas\u0131m 2020 tarihi itibar\u0131yla uygun bir bildirimle sonland\u0131r\u0131yoruz. Alternatif olarak, m\u00fcmk\u00fcn olan en erken tarihte sonland\u0131r\u0131yoruz.<\/em><\/p>\n\n\n\n<p>\u0130\u015fveren fesih nedenlerini i\u015f s\u00f6zle\u015fmesinde belirtir. <strong>Fesih mektubu<\/strong> Genellikle hay\u0131r. Normal bir fesih durumunda yasal olarak bunu yapmak zorunda de\u011fildir. Prensip olarak, a\u015fa\u011f\u0131daki fesih nedenleri d\u00fc\u015f\u00fcn\u00fclebilir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Operasyonel nedenlerle i\u015ften \u00e7\u0131karma<\/li>\n\n\n\n<li>Ki\u015fisel nedenlerle fesih<\/li>\n\n\n\n<li>Uygunsuz davran\u0131\u015f nedeniyle i\u015ften \u00e7\u0131kar\u0131lma.<\/li>\n<\/ul>\n\n\n\n<p>The <strong>hastal\u0131k nedeniyle i\u015ften \u00e7\u0131kar\u0131lma<\/strong> \u0130\u015f s\u00f6zle\u015fmesinin feshi ki\u015fisel nedenlerle yap\u0131lan bir fesihtir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-die-au-erordentliche-fristlose-k-ndigung\">Ola\u011fan\u00fcst\u00fc fesih bildirimsiz<\/h3>\n\n\n\n<p>Ancak, i\u015fveren <strong>ihbars\u0131z ola\u011fan\u00fcst\u00fc fesih<\/strong> \u0130\u015f ili\u015fkisini derhal feshetmek istiyor. \u0130\u015f ili\u015fkisinin bildirimsiz ve ola\u011fan\u00fcst\u00fc bir \u015fekilde feshedilmesini a\u015fa\u011f\u0131daki ifadelerle tan\u0131yabilirsiniz:<\/p>\n\n\n\n<p><em>\u0130\u015fbu belge ile sizinle olan i\u015f ili\u015fkimizi derhal, veya uygun bir ihbar s\u00fcresiyle 30 Kas\u0131m 2020 tarihinde veya en erken tarihte feshediyoruz.<\/em><\/p>\n\n\n\n<p>\u0130\u015fverenler, yaln\u0131zca istisnai durumlarda, yani \u00e7al\u0131\u015fan\u0131n ciddi bir g\u00f6rev ihlali yapmas\u0131 durumunda hakl\u0131 nedenle i\u015f akdini feshedebilir. <strong>Hakl\u0131 sebep ve \u015f\u00fcphe nedeniyle fesih<\/strong>Hakl\u0131 nedenle fesih halinde i\u015fveren, a\u011f\u0131r bir g\u00f6rev ihlalinin varl\u0131\u011f\u0131ndan emindir. <strong>\u015e\u00fcpheye dayal\u0131 i\u015ften \u00e7\u0131karma <\/strong>\u0130\u015fveren a\u00e7\u0131s\u0131ndan bak\u0131ld\u0131\u011f\u0131nda g\u00f6rev ihlali ihtimali olduk\u00e7a y\u00fcksektir.<\/p>\n\n\n\n<p>Ciddi g\u00f6rev ihlalleri d\u0131\u015f\u0131nda, hakl\u0131 sebeple i\u015f ili\u015fkisinin feshi yaln\u0131zca nadir istisnai durumlarda dikkate al\u0131n\u0131r. Bu durum, \u00f6rne\u011fin toplu i\u015f s\u00f6zle\u015fmesiyle ola\u011fan feshin hari\u00e7 tutuldu\u011fu durumlar i\u00e7in ge\u00e7erlidir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">De\u011fi\u015fiklik bildirimi<\/h3>\n\n\n\n<p>Daha sonra s\u00f6zle\u015fme de\u011fi\u015fikli\u011fi bildirimi geliyor. <strong>De\u011fi\u015fiklik bildirimi<\/strong> Prensip olarak bu, i\u015f ili\u015fkisinin sona ermesini de kapsar. Bu ayn\u0131 zamanda a\u015fa\u011f\u0131daki standartlara g\u00f6re de de\u011ferlendirilir: <strong>sosyal gerek\u00e7elendirme<\/strong> Ancak, normal bir fesihten farkl\u0131 olarak, i\u015fveren, i\u015f de\u011fi\u015fikli\u011fiyle fesihte \u00e7al\u0131\u015fana yeni \u00e7al\u0131\u015fma ko\u015fullar\u0131 i\u00e7eren bir de\u011fi\u015fiklik teklifinde bulunur. \u00c7al\u0131\u015fan bu durumda teklifi kabul etme veya reddetme se\u00e7ene\u011fine sahiptir. Ayr\u0131ca, teklifi \u00e7ekincelerle de kabul edebilir ve <strong>De\u011fi\u015fikliklere kar\u015f\u0131 koruma<\/strong> sokmak.<\/p>\n\n\n\n<p>Elbette, bildirim de\u011fi\u015fikli\u011fi ayn\u0131 zamanda bir <strong>i\u015ften \u00e7\u0131kar\u0131lman\u0131n ki\u015fisel, davran\u0131\u015fsal veya operasyonel nedenleri <\/strong>Sosyal gerek\u00e7elendirme de\u011ferlendirmesi, \u00e7al\u0131\u015fana sunulan yeni \u00e7al\u0131\u015fma ko\u015fullar\u0131 i\u00e7in de ge\u00e7erlidir.<\/p>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/tr\/aenderungskuendigung\/\" target=\"_blank\" rel=\"noopener\">S\u00f6zle\u015fme de\u011fi\u015fikli\u011fi bildirimi \u2013 sizin i\u00e7in gerekli t\u00fcm bilgiler<\/a><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130\u015f s\u00f6zle\u015fmelerinin feshine ili\u015fkin genel bak\u0131\u015f:<\/h3>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"361\" src=\"\/wp-content\/uploads\/2020\/10\/K\u00fcndigung2-1024x361.jpg\" alt=\"\" class=\"wp-image-959\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/K\u00fcndigung2-1024x361.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/K\u00fcndigung2-300x106.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/K\u00fcndigung2-768x271.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/K\u00fcndigung2-1536x542.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/K\u00fcndigung2-2048x723.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div class=\"cta-1\">\n  <h3>Fesih bildirimi ald\u0131n\u0131z m\u0131? <span class=\"orange-accent\">F\u0131rsatlar\u0131 \u015fimdi yakalay\u0131n<\/span> \u2013 vermek yerine.<\/h3>\n  <p><strong>H\u0131zl\u0131 tepki verenler k\u0131dem tazminat\u0131n\u0131 alabilir veya i\u015ften \u00e7\u0131kar\u0131lmay\u0131 \u00f6nleyebilir.<\/strong><\/p>\n  <p><em>Davan\u0131zda hangi se\u00e7eneklerin mevcut oldu\u011funu size g\u00f6sterece\u011fiz: haks\u0131z fesih davalar\u0131, k\u0131dem tazminat\u0131 m\u00fczakereleri veya i\u015fe iade. Risksiz. \u00dclke \u00e7ap\u0131nda.<\/em><\/p>\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Hemen aray\u0131n\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/tr\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> \u00dccretsiz ilk de\u011ferlendirme\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n\n<h2 class=\"wp-block-heading\" id=\"arten_k\u00fcndigungsschutz\">\u00c7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131na kar\u015f\u0131 koruma<\/h2>\n\n\n\n<p>\u015eimdi \u00f6nemli bir noktaya geliyoruz: \u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 korunman\u0131z\u0131n en \u00f6nemli aya\u011f\u0131 \u015fudur: <strong>\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131<\/strong>Ancak i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma ge\u00e7erliyse i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 ba\u015far\u0131l\u0131 bir \u015fekilde itiraz edebilirsiniz.<\/p>\n\n\n\n<p>Bunun nedeni, \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 d\u0131\u015f\u0131nda, i\u015ften \u00e7\u0131karman\u0131n (neredeyse) sebepsiz olmas\u0131d\u0131r. Bu durumda, i\u015fvereninizin bir \u00e7al\u0131\u015fan\u0131 i\u015ften \u00e7\u0131kar\u0131rken asgari d\u00fczeyde sosyal sayg\u0131 g\u00f6stermesi, daha do\u011frusu uygunsuz bir zamanda i\u015ften \u00e7\u0131karma yapmamas\u0131 yeterlidir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-schutz-des-arbeitnehmers-durch-das-k-ndigungsschutzgesetz\">\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 ile \u00e7al\u0131\u015fanlar\u0131n korunmas\u0131<\/h3>\n\n\n\n<p>Ba\u015fka bir deyi\u015fle, bir i\u015f s\u00f6zle\u015fmesinin feshi, Fesih Koruma Yasas\u0131 uygulanmad\u0131\u011f\u0131 s\u00fcrece, neredeyse her zaman herhangi bir ek i\u015flem gerektirmeden m\u00fcmk\u00fcnd\u00fcr. Buna kar\u015f\u0131l\u0131k, Fesih Koruma Yasas\u0131 kapsam\u0131nda, i\u015fverenin \u00e7al\u0131\u015fan koruma nedenleriyle fesih i\u00e7in bir gerek\u00e7e sunmas\u0131 gerekir; bu da feshi \u00f6nemli \u00f6l\u00e7\u00fcde zorla\u015ft\u0131r\u0131r.<\/p>\n\n\n\n<p>Yasama organ\u0131, i\u015fverenlerin ve \u00e7al\u0131\u015fanlar\u0131n \u00e7\u0131karlar\u0131n\u0131 adil bir \u015fekilde dengelemeye \u00e7al\u0131\u015fm\u0131\u015ft\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-sonderk-ndigungsschutz-aufgrund-von-eigenschaften\">\u00d6zelliklere dayal\u0131 i\u015ften \u00e7\u0131karmaya kar\u015f\u0131 \u00f6zel koruma<\/h3>\n\n\n\n<p>Ayr\u0131ca, \u00e7al\u0131\u015fanlar\u0131n <strong>\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma<\/strong> Baz\u0131 durumlarda, i\u015fverenin i\u015ften \u00e7\u0131karmay\u0131 yasal hale getirmek i\u00e7in yaln\u0131zca \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 kapsam\u0131nda ge\u00e7erli bir nedene ihtiyac\u0131 yoktur, ayn\u0131 zamanda <strong>Yetkili devlet makam\u0131n\u0131n onay\u0131<\/strong> \u00d6rne\u011fin, i\u015fverenin do\u011fum iznindeki kad\u0131nlar\u0131 veya ebeveyn iznindeki \u00e7al\u0131\u015fanlar\u0131 i\u015ften \u00e7\u0131karmak istemesi, i\u015ften \u00e7\u0131kar\u0131lan ki\u015finin a\u011f\u0131r bir engelli olmas\u0131 veya e\u015fit muamele g\u00f6rmesi durumunda bu t\u00fcr bir onay gereklidir.<\/p>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/tr\/kuendigungsschutz-in-schwangerschaft-und-elternzeit\/\" target=\"_blank\" rel=\"noopener\">Hamile kad\u0131nlar ve do\u011fum iznindeki \u00e7al\u0131\u015fanlar i\u00e7in i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma hakk\u0131nda her \u015fey<\/a><\/div>\n\n\n\n<p>R\u0131za \u015fart\u0131, i\u015fverenlerin bu \u00e7al\u0131\u015fanlar\u0131n i\u015f akdini feshetmesini \u00f6nemli \u00f6l\u00e7\u00fcde zorla\u015ft\u0131rmaktad\u0131r. Ancak, \u00e7o\u011fu zaman yanl\u0131\u015f anla\u015f\u0131lsa da, fesih imk\u00e2ns\u0131z de\u011fildir. Do\u011fum izni, ebeveyn izni veya a\u011f\u0131r engellilikle ili\u015fkilendirilemez. Dahas\u0131, devlet yetkilileri, fesih onay\u0131na bu gruplar\u0131n \u00f6zel sosyal koruma ihtiya\u00e7lar\u0131na g\u00f6re karar verir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-sonderk-ndigungsschutz-wegen-funktion\">G\u00f6rev nedeniyle i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma<\/h3>\n\n\n\n<p>Yukar\u0131da belirtilen i\u015ften \u00e7\u0131karmaya kar\u015f\u0131 \u00f6zel koruma, bireysel \u00e7al\u0131\u015fanla ba\u011flant\u0131l\u0131d\u0131r. Ancak, \u00e7al\u0131\u015fanlar \u015firket veya i\u015fletmede belirli pozisyonlarda g\u00f6rev al\u0131yorsa, i\u015ften \u00e7\u0131karmaya kar\u015f\u0131 \u00f6zel koruma da mevcuttur. Bu gibi durumlarda, yetkili makam\u0131n onay\u0131 olsa bile, ola\u011fan i\u015ften \u00e7\u0131karma kesinlikle m\u00fcmk\u00fcn de\u011fildir. Her \u015feyden \u00f6nce, <strong>\u0130\u015f konseyleri <\/strong>veya <strong>Personel konseyleri <\/strong>d\u00fc\u015f\u00fcnmek, ancak di\u011fer pozisyonlar da i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel korumaya yol a\u00e7ar:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Veri koruma g\u00f6revlisi<\/li>\n\n\n\n<li>\u0130misyon kontrol g\u00f6revlisi<\/li>\n\n\n\n<li>At\u0131k g\u00f6revlisi<\/li>\n<\/ul>\n\n\n\n<p>\u00c7al\u0131\u015fanlar\u0131n belirli haklar\u0131n\u0131 kullanmalar\u0131 veya belirli yasal y\u00fck\u00fcml\u00fcl\u00fcklere uymalar\u0131 durumunda bile i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma sa\u011flanmaktad\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bak\u0131m \u0130zni Yasas\u0131 uyar\u0131nca akrabalar\u0131n bak\u0131m\u0131<\/li>\n\n\n\n<li>askeri veya sivil hizmet personeli<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-vertraglicher-k-ndigungsschutz\">Feshe kar\u015f\u0131 s\u00f6zle\u015fmesel koruma<\/h3>\n\n\n\n<p>Ayr\u0131ca, toplu i\u015f s\u00f6zle\u015fmeleri i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 daha uzun s\u00fcreli koruma da sa\u011flayabilir. Baz\u0131 durumlarda, \u00e7al\u0131\u015fanlar\u0131n s\u0131radan i\u015ften \u00e7\u0131kar\u0131lmalar\u0131 bile <strong>toplu s\u00f6zle\u015fmeler<\/strong> hari\u00e7 tutulmu\u015ftur. Ya belirli \u00e7al\u0131\u015fan gruplar\u0131 ola\u011fan i\u015ften \u00e7\u0131karmadan hari\u00e7 tutulabilir. Ya da ola\u011fan i\u015ften \u00e7\u0131karmama, belirli bir hizmet s\u00fcresinden sonra otomatik olarak ger\u00e7ekle\u015fir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-verbot-der-ma-regelung-durch-k-ndigung\">\u0130\u015ften \u00e7\u0131karma yoluyla disiplin cezas\u0131n\u0131n yasaklanmas\u0131<\/h3>\n\n\n\n<p>Son olarak, s\u00f6zde <strong>Disiplin cezas\u0131n\u0131n yasaklanmas\u0131<\/strong>Bu, bir i\u015fverenin, bir \u00e7al\u0131\u015fan\u0131n yaln\u0131zca haklar\u0131n\u0131 kullanmas\u0131 nedeniyle i\u015f ili\u015fkisini sonland\u0131rarak ona kar\u015f\u0131 disiplin i\u015flemi yapamayaca\u011f\u0131 anlam\u0131na gelir.<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>\u00d6rnek: Bir \u00e7al\u0131\u015fan hastal\u0131k nedeniyle \u00e7al\u0131\u015fam\u0131yor ve i\u015fe gitmeme hakk\u0131n\u0131 kullan\u0131yor. \u0130\u015fveren buna kar\u015f\u0131l\u0131k olarak i\u015f s\u00f6zle\u015fmesini feshederse, bu durum izin verilmeyen bir disiplin cezas\u0131 te\u015fkil eder. Dolay\u0131s\u0131yla, i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 herhangi bir koruma sa\u011flansa bile, fesih ge\u00e7ersizdir.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-arten-des-k-ndigungsschutzes\">\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma t\u00fcrleri:<\/h3>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"404\" src=\"\/wp-content\/uploads\/2020\/10\/Arten-K\u00fcndigungsschutz-1024x404.jpg\" alt=\"\" class=\"wp-image-971\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/Arten-K\u00fcndigungsschutz-1024x404.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/Arten-K\u00fcndigungsschutz-300x118.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/Arten-K\u00fcndigungsschutz-768x303.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/10\/Arten-K\u00fcndigungsschutz.jpg 1108w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"allgemeiner_k\u00fcndigungsschutz\">\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 ile i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma<\/h2>\n\n\n\n<p>Feshe kar\u015f\u0131 korunman\u0131z, \u00e7o\u011fu durumda Fesih Koruma Kanunu&#039;nun uygulanabilirli\u011fine ba\u011fl\u0131d\u0131r. <strong>\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 ba\u015far\u0131n\u0131n anahtar\u0131d\u0131r<\/strong>\u0130ster i\u015finizi geri almak, ister k\u0131dem tazminat\u0131 almak isteyin, bu kural genellikle iki ko\u015ful alt\u0131nda ge\u00e7erlidir:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Ayn\u0131 i\u015fyerinde veya \u015firkette alt\u0131 aydan fazla s\u00fcredir aral\u0131ks\u0131z \u00e7al\u0131\u015f\u0131yorsunuz.<\/li>\n\n\n\n<li>\u015eirkette genelde ondan fazla ki\u015fi \u00e7al\u0131\u015f\u0131yor.<\/li>\n<\/ol>\n\n\n\n<p>\u00c7o\u011fu durumda, \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n ge\u00e7erli olup olmad\u0131\u011f\u0131 sorusu herhangi bir zorluk te\u015fkil etmez. Ancak, i\u015fin asl\u0131n\u0131n ayr\u0131nt\u0131larda gizli oldu\u011fu durumlar da vard\u0131r. Bu nedenle, size bu iki gereklilik hakk\u0131nda daha fazla bilgi vermek istiyoruz.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-arbeitsverh-ltnis-von-mehr-als-sechs-monaten\">Alt\u0131 aydan uzun s\u00fcreli istihdam ili\u015fkisi<\/h3>\n\n\n\n<p>Bekleme s\u00fcresi genellikle i\u015f ili\u015fkisinin kuruldu\u011fu anda ba\u015flar. Belirleyici olan, i\u015fverenin emrine girdi\u011finiz andan itibaren i\u015fe ba\u015flaman\u0131zd\u0131r. \u0130\u015f s\u00f6zle\u015fmesini imzalad\u0131ktan hemen sonra i\u015fverende \u00e7al\u0131\u015fmaya ba\u015flarsan\u0131z, i\u015f s\u00f6zle\u015fmesinin akdedildi\u011fi andan itibaren i\u015fe ba\u015flaman\u0131z belirleyici olacakt\u0131r.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-aufnahme-der-t-tigkeit-zu-einem-sp-teren-zeitpunkt\">Faaliyetin daha sonraki bir tarihte ba\u015flamas\u0131<\/h4>\n\n\n\n<p>Ancak, bir i\u015f s\u00f6zle\u015fmesi imzalanm\u0131\u015f olsa bile, i\u015fe ba\u015flaman\u0131n daha sonraki bir tarihte ger\u00e7ekle\u015fti\u011fi durumlar da s\u0131kl\u0131kla g\u00f6r\u00fclmektedir. Bu durumda, bekleme s\u00fcresinin ba\u015flang\u0131c\u0131 genellikle i\u015f s\u00f6zle\u015fmesine g\u00f6re i\u015fe ba\u015flama tarihi olarak belirlenir. Ancak, Federal \u0130\u015f Mahkemesi i\u00e7tihatlar\u0131na g\u00f6re, taraflar hak ve y\u00fck\u00fcml\u00fcl\u00fcklerini i\u015f s\u00f6zle\u015fmesinin imzaland\u0131\u011f\u0131 tarihte ba\u015flatmay\u0131 planl\u0131yorsa, ancak \u00e7al\u0131\u015fan ba\u015flang\u0131\u00e7ta fiilen i\u015f y\u00fck\u00fcml\u00fcl\u00fcklerinden muaf tutuluyorsa, bu zorunlu de\u011fildir.<br><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-1057-12\/?highlight=2+AZR+1057%2F12\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 24 Ekim 2013 tarihli karar \u2013 2 AZR 1057\/12<\/a><\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>\u00d6rnek: Taraflar 19 Ekim 2020&#039;de i\u015fe ba\u015flama konusunda anla\u015f\u0131rlar. Ancak \u00e7al\u0131\u015fan, i\u015fe ba\u015flama tarihinin 29 Ekim 2020&#039;ye ertelenmesini talep eder ve i\u015fveren de bu talebi kabul eder. Bu durumda, bekleme s\u00fcresi yine de 19 Ekim 2020&#039;de ba\u015flar, \u00e7\u00fcnk\u00fc Federal \u0130\u015f Mahkemesi&#039;ne g\u00f6re, \u00e7al\u0131\u015fma y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc hen\u00fcz mevcut olmasa da, i\u015f ili\u015fkisinden do\u011fan di\u011fer hak ve y\u00fck\u00fcml\u00fcl\u00fckler (rekabet yasa\u011f\u0131, kar\u015f\u0131l\u0131kl\u0131l\u0131k y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc vb.) devreye girmi\u015ftir.<\/em><\/div>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-die-berechnung-der-wartefrist\">Bekleme s\u00fcresinin hesaplanmas\u0131<\/h4>\n\n\n\n<p>Bekleme s\u00fcresinin hesaplanmas\u0131nda; <strong>\u0130\u015fe ba\u015flama g\u00fcn\u00fc<\/strong>Taraflar\u0131n anla\u015ft\u0131\u011f\u0131 tarih 12 Ekim 2020 olup, taraflar i\u015fe ba\u015flama tarihini 11 Nisan 2021 olarak kararla\u015ft\u0131rm\u0131\u015flarsa, bekleme s\u00fcresi 11 Nisan 2021 tarihinde sona erecektir.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-wann-unterbrechungen-sch-dlich-sind\">Kesintiler zararl\u0131 oldu\u011funda<\/h4>\n\n\n\n<p>\u0130\u015f ili\u015fkisinin ba\u015flang\u0131c\u0131ndan itibaren alt\u0131 aydan uzun bir s\u00fcre kesintisiz devam etmi\u015f olmas\u0131 gerekir. Kesintiler ancak a\u015fa\u011f\u0131daki durumlarda zarars\u0131zd\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>birbirini sorunsuz bir \u015fekilde takip eden iki farkl\u0131 istihdam ili\u015fkisi aras\u0131nda <strong>yak\u0131n ger\u00e7ek ba\u011flant\u0131<\/strong> var veya<\/li>\n\n\n\n<li>o <strong>istihdam ili\u015fkisi<\/strong> nispeten <strong>k\u0131sa bir s\u00fcre kesintiye u\u011frad\u0131<\/strong> ve istihdam ili\u015fkileri aras\u0131nda yak\u0131n bir olgusal ba\u011flant\u0131 vard\u0131r.<\/li>\n<\/ul>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-12-10\/?highlight=2+AZR+12%2F10\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 7 Temmuz 2011 tarihli karar \u2013 2 AZR 12\/10<\/a><\/p>\n\n\n\n<p>Bu \u015fartlar\u0131n sa\u011flanmamas\u0131 halinde, bekleme s\u00fcresi a\u00e7\u0131s\u0131ndan her zaman \u00f6nemli kesintiler ya\u015fanmakta ve yeni bir bekleme s\u00fcresinin ba\u015flamas\u0131na neden olmaktad\u0131r.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-vorbesch-ftigung-berufsausbildung-konzernt-tigkeit\">\u00d6nceki istihdam, mesleki e\u011fitim, kurumsal faaliyet<\/h4>\n\n\n\n<p>Bekleme s\u00fcresinin hesaplanmas\u0131nda, <strong>\u00d6nceki i\u015f<\/strong> Farkl\u0131 bir stat\u00fcde, \u00f6rne\u011fin serbest \u00e7al\u0131\u015fan olarak \u00e7al\u0131\u015fanlar dikkate al\u0131nmaz.<\/p>\n\n\n\n<p>Buna kar\u015f\u0131l\u0131k, \u00f6nceki zamanlarda <strong>Mesleki e\u011fitim<\/strong> Bekleme s\u00fcresinin hesaplanmas\u0131nda yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fman\u0131n da dikkate al\u0131nmas\u0131 gerekir.<\/p>\n\n\n\n<p><strong>\u00d6nceki \u00e7al\u0131\u015fma d\u00f6nemleri<\/strong> Grup b\u00fcnyesindeki ba\u015fka bir \u015firkette \u00e7al\u0131\u015fm\u0131\u015f olmak bekleme s\u00fcresine dahil edilmez. Bu durumda, \u00f6nceki istihdam\u0131n a\u00e7\u0131k\u00e7a beyan edilmesi gerekmektedir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-in-der-regel-mehr-als-10-arbeitnehmer-im-betrieb\">\u015eirkette genellikle 10&#039;dan fazla \u00e7al\u0131\u015fan bulunur<\/h3>\n\n\n\n<p>\u015eirket prensip olarak; <strong>ondan fazla \u00e7al\u0131\u015fan<\/strong> \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n uygulanabilmesi i\u00e7in haz\u0131r bulunmas\u0131 gerekir, <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__23.html\" target=\"_blank\" rel=\"noopener\">\u00a7 23 T\u00fcketiciyi Koruma Kanunu<\/a>.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-kein-k-ndigungsschutz-bei-kleinbetrieben\">K\u00fc\u00e7\u00fck i\u015fletmeler i\u00e7in i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma yok<\/h4>\n\n\n\n<p>S\u00f6zde <strong>k\u00fc\u00e7\u00fck i\u015fletmeler<\/strong>Bu e\u015fi\u011fe ula\u015fmayanlar. Kanun koyucu, k\u00fc\u00e7\u00fck i\u015fletmelerde ekip \u00e7al\u0131\u015fmas\u0131n\u0131n d\u00fczenli olarak k\u00fc\u00e7\u00fck gruplar halinde ger\u00e7ekle\u015fti\u011fi g\u00f6r\u00fc\u015f\u00fcndedir. Buradaki i\u015f birli\u011fi, y\u00fcksek d\u00fczeyde kar\u015f\u0131l\u0131kl\u0131 g\u00fcven ve iyi bir \u00e7al\u0131\u015fma ortam\u0131 gerektirir. Bu, bu i\u015fletmelerin \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 kapsam\u0131 d\u0131\u015f\u0131nda b\u0131rak\u0131lmas\u0131n\u0131 hakl\u0131 \u00e7\u0131kar\u0131r. Bu \u015fu anlama gelir: K\u00fc\u00e7\u00fck bir i\u015fletmede \u00e7al\u0131\u015f\u0131yorsan\u0131z, <strong>i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 genel koruma yok<\/strong>. O zaman sebepsiz yere i\u015ften at\u0131labilirsiniz.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-was-unter-einem-betrieb-zu-verstehen-ist\">Bir i\u015fletme ne anlama geliyor?<\/h4>\n\n\n\n<p>Burada bahsedilen &quot;i\u015flem&quot;, \u015firketle kar\u0131\u015ft\u0131r\u0131lmamal\u0131d\u0131r. Yarg\u0131tay i\u00e7tihatlar\u0131 bir i\u015flemi \u015fu \u015fekilde tan\u0131mlamaktad\u0131r:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Bu tan\u0131ma g\u00f6re i\u015fletme, i\u015fverenin, tek ba\u015f\u0131na veya \u00e7al\u0131\u015fanlar\u0131yla birlikte, yaln\u0131zca kendi ihtiya\u00e7lar\u0131n\u0131 kar\u015f\u0131lamaktan ibaret olmayan belirli bir \u00e7al\u0131\u015fma amac\u0131n\u0131 s\u00fcrekli olarak ger\u00e7ekle\u015ftirmek i\u00e7in teknik ve maddi olmayan ara\u00e7lardan yararland\u0131\u011f\u0131 i\u015f ekipman\u0131ndan olu\u015fan \u00f6rg\u00fctsel birimdir. <a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-468-15\/?highlight=2+AZR+468%2F15\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 19 Temmuz 2016 tarihli karar \u2013 2 AZR 468\/15<\/a><\/p>\n<\/blockquote>\n\n\n\n<p>The <strong>\u015eirket b\u00fcy\u00fckl\u00fc\u011f\u00fc<\/strong> Bu nedenle, ba\u015flang\u0131\u00e7ta \u00e7al\u0131\u015fan say\u0131s\u0131n\u0131n hesaplanmas\u0131nda \u00f6nemsizdir. Bir \u015firketin ondan az \u00e7al\u0131\u015fan\u0131 varsa, ancak \u00f6rne\u011fin \u015firketin 50 veya daha fazla \u00e7al\u0131\u015fan\u0131 varsa, i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma genellikle bu \u015firket i\u00e7in ge\u00e7erli de\u011fildir. \u015eirketin b\u00fcy\u00fckl\u00fc\u011f\u00fc, ancak genel bir de\u011ferlendirmede, \u015firketteki belirli organizasyona dayal\u0131 k\u00fc\u00e7\u00fck i\u015fletme h\u00fck\u00fcmlerinin uygulanmas\u0131n\u0131n ayr\u0131cal\u0131\u011f\u0131n anlam\u0131 ve amac\u0131 ile ba\u011fda\u015fmamas\u0131 durumunda bir rol oynayabilir. <strong>etkilenen \u00e7al\u0131\u015fanlara kar\u015f\u0131 haks\u0131z ayr\u0131mc\u0131l\u0131k<\/strong> Bu, \u00e7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 korunmas\u0131na zarar verecek \u015fekilde \u015firketlerin k\u00fc\u00e7\u00fck i\u015fletmelere b\u00f6l\u00fcnmesinin \u00f6n\u00fcne ge\u00e7ecektir.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-teilzeitkr-fte-werden-nur-anteilig-mitgez-hlt\">Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fanlar yaln\u0131zca orant\u0131l\u0131 olarak say\u0131l\u0131r<\/h4>\n\n\n\n<p>Bir \u015firketteki \u00e7al\u0131\u015fan say\u0131s\u0131 hesaplan\u0131rken, mesleki e\u011fitim i\u00e7in \u00e7al\u0131\u015fanlar hari\u00e7 olmak \u00fczere yaln\u0131zca tam zamanl\u0131 \u00e7al\u0131\u015fanlar 1,0 olarak say\u0131l\u0131r. Daha az \u00e7al\u0131\u015fma saati olanlar i\u00e7in bir ayr\u0131m yap\u0131lmal\u0131d\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Haftal\u0131k d\u00fczenli \u00e7al\u0131\u015fma s\u00fcresi en fazla 1000 saat olan yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fanlar <strong>20 saat<\/strong> ile olacak <strong>0,5<\/strong> ayarlamak<\/li>\n\n\n\n<li>Haftal\u0131k d\u00fczenli \u00e7al\u0131\u015fma s\u00fcresi en fazla 1000 saat olan yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fanlar <strong>30 saat<\/strong> ile olacak <strong>0,75<\/strong> dikkate al\u0131nd\u0131<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-bei-der-berechnung-typische-besch-ftigungslage-entscheidend\">Tipik istihdam durumu hesaplamada \u00e7ok \u00f6nemlidir<\/h4>\n\n\n\n<p>\u00c7al\u0131\u015f\u0131rken, \u201c<em>genellikle<\/em>&quot;Ondan fazla \u00e7al\u0131\u015fan istihdam edilmektedir. Bu, ilgili \u015firket i\u00e7in al\u0131\u015f\u0131lmad\u0131k d\u00f6nemlerin dikkate al\u0131nmad\u0131\u011f\u0131 anlam\u0131na gelir. Bunu belirlemek i\u00e7in, <strong>Mevcut personel durumunun g\u00f6zden ge\u00e7irilmesi<\/strong> ve bir <strong>Gelecekteki geli\u015fmelerin de\u011ferlendirilmesi<\/strong> Belirleyici olan, \u015firketin genel karakteristi\u011fi olan istihdam durumudur.<br><a href=\"https:\/\/lexetius.com\/2004,488\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 22 Ocak 2004 tarihli karar \u2013 2 AZR 237\/03<\/a><\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-gemeinschaftsbetrieb-arbeitnehmer-werden-zusammengerechnet\">Ortak operasyon: \u00c7al\u0131\u015fanlar birlikte say\u0131l\u0131r<\/h4>\n\n\n\n<p>Bazen pratikte bir <strong>birka\u00e7 \u015firketin ortak \u00e7al\u0131\u015fmas\u0131<\/strong> Bu, mevcut maddi ve maddi olmayan kaynaklar\u0131n, tek tip bir teknik ama\u00e7 do\u011frultusunda, tek bir y\u00f6netim alt\u0131nda birle\u015ftirilmesi, organize edilmesi ve sistematik olarak kontrol edilmesiyle karakterize edilir. \u0130\u015f birli\u011finin temeli, <strong>Bu \u015fekilde ba\u011fl\u0131 \u015firketler aras\u0131ndaki anla\u015fma<\/strong>\u0130\u015fletmeyi ortakla\u015fa y\u00f6netmek ve sosyal ve personel alanlar\u0131nda temel i\u015fveren i\u015flevlerini ortakla\u015fa y\u00fcr\u00fctmek <strong>birle\u015fik y\u00f6netim alt\u0131nda<\/strong> egzersiz yapmak.<br><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-62-11\/?highlight=2+AZR+62%2F11\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 24 May\u0131s 2012 tarihli karar \u2013 2 AZR 62\/11<\/a><\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>\u00d6rnek: A ve B yaz\u0131l\u0131m \u015firketleri, en iyi \u00e7al\u0131\u015fanlar\u0131n\u0131 her iki \u015firket i\u00e7in de k\u00e2rl\u0131 yaz\u0131l\u0131mlar geli\u015ftirmek \u00fczere g\u00f6revlendirerek kaynaklar\u0131n\u0131 bir araya getiriyor. Her iki \u015firketin geli\u015ftiricileri ayn\u0131 binada bulunuyor ve ofis olanaklar\u0131n\u0131 payla\u015f\u0131yorlar. A \u015firketinden bir y\u00f6netici taraf\u0131ndan denetleniyorlar ve ilgili i\u015f paketlerini koordine ediyorlar.<\/em><\/div>\n\n\n\n<p>Ortak giri\u015fimlerde, \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n uygulan\u0131p uygulanmayaca\u011f\u0131n\u0131n belirlenmesi amac\u0131yla \u00e7al\u0131\u015fanlar\u0131n birlikte say\u0131lmas\u0131 gerekmektedir. Bu durum, on \u00e7al\u0131\u015fan s\u0131n\u0131r\u0131n\u0131n a\u015f\u0131lmas\u0131na yol a\u00e7abilir.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Merak ediyor musun? <span class=\"orange-accent\">\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma<\/span> E\u011flence?<\/h3>\n  <p><strong>\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n sizin i\u00e7in ge\u00e7erli olup olmad\u0131\u011f\u0131n\u0131 ve sonu\u00e7lar\u0131n\u0131n neler oldu\u011funu a\u00e7\u0131klayaca\u011f\u0131z.<\/strong><\/p>\n  <p><em>\u00d6zellikle bekleme s\u00fcreleri, \u015firket b\u00fcy\u00fckl\u00fc\u011f\u00fc veya \u00f6zel i\u015ften \u00e7\u0131karma korumas\u0131 konusunda emin de\u011filseniz, deneyimli avukatlara dan\u0131\u015fman\u0131z faydal\u0131 olacakt\u0131r. Durumunuzu bireysel olarak analiz edecek ve se\u00e7eneklerinizi a\u00e7\u0131klayaca\u011f\u0131z.<\/em><\/p>\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Hemen aray\u0131n\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/tr\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> \u00dccretsiz ilk de\u011ferlendirme\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"k\u00fcndigungsschutz_k\u00fcndigungsgr\u00fcnde\">\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131: \u0130\u015ften \u00e7\u0131kar\u0131lma nedenleri hakk\u0131nda her \u015fey<\/h2>\n\n\n\n<p>\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 ge\u00e7erliyse, bu durum hem \u00e7al\u0131\u015fan olarak sizin hem de i\u015fveren i\u00e7in kapsaml\u0131 sonu\u00e7lar do\u011furur. Bu, art\u0131k kolayca i\u015ften \u00e7\u0131kar\u0131lamayaca\u011f\u0131n\u0131z anlam\u0131na gelir. \u0130\u015f ili\u015fkisinin feshi, bu durumda <strong>Sosyal gerek\u00e7elendirme standard\u0131<\/strong> Bu, i\u015fverenin daha sonra bir <strong>Fesih nedeni<\/strong> fesih i\u00e7in. Sonra <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__1.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 1 paragraf 2 KSchG<\/a> \u0130\u015ften \u00e7\u0131karma, sosyal olarak haks\u0131zd\u0131r ve bu nedenle etkisizdir; e\u011fer a\u015fa\u011f\u0131dakiler yap\u0131lmazsa:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ki\u015fi veya ki\u015fideki nedenlerle<\/li>\n\n\n\n<li>\u00e7al\u0131\u015fan\u0131n davran\u0131\u015f\u0131nda veya<\/li>\n\n\n\n<li>s\u00fcrekli istihdam\u0131 engelleyen acil operasyonel gereksinimler nedeniyle,<\/li>\n<\/ul>\n\n\n\n<p>\u015fartl\u0131d\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-beispiele-f-r-verhaltens-personen-und-betriebsbedingte-k-ndigung\">Davran\u0131\u015fla ilgili, ki\u015fisel ve operasyonel nedenlerle i\u015ften \u00e7\u0131kar\u0131lma \u00f6rnekleri<\/h3>\n\n\n\n<p><strong>Ki\u015fideki nedenler<\/strong> olabilir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Uzun vadede s\u0131k s\u0131k k\u0131sa s\u00fcreli hastal\u0131klar<\/li>\n\n\n\n<li>Uzun s\u00fcreli hastal\u0131k<\/li>\n\n\n\n<li>mesleki engellilik<\/li>\n\n\n\n<li>\u0130\u015f performans\u0131 ortalaman\u0131n \u00f6nemli \u00f6l\u00e7\u00fcde alt\u0131nda<\/li>\n\n\n\n<li>Mesle\u011fi icra etme lisans\u0131n\u0131n kayb\u0131<\/li>\n<\/ul>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/tr\/ordentliche-personenbedingte-kuendigung\/\" target=\"_blank\" rel=\"noopener\">Ki\u015fisel nedenlerle fesih \u2013 Ayr\u0131nt\u0131l\u0131 bilgi<\/a><\/div>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/tr\/krankheitsbedingte-kuendigung-wichtige-hinweise\/\" target=\"_blank\" rel=\"noopener\">Hastal\u0131k nedeniyle i\u015ften \u00e7\u0131kar\u0131lma \u2013 de\u011ferli bilgiler<\/a><\/div>\n\n\n\n<p><strong>Davran\u0131\u015ftaki nedenler<\/strong> \u00e7al\u0131\u015fan\u0131n:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Fiziksel sald\u0131r\u0131 veya hakaret<\/li>\n\n\n\n<li>\u0130\u015fverene zarar verecek \u015fekilde h\u0131rs\u0131zl\u0131k veya doland\u0131r\u0131c\u0131l\u0131k<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fma zaman\u0131 doland\u0131r\u0131c\u0131l\u0131\u011f\u0131<\/li>\n\n\n\n<li>(Tekrarlanan) \u015firket kurallar\u0131n\u0131n ihlali<\/li>\n<\/ul>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/tr\/verhaltensbedingte-kuendigung-grosser-ratgeber\/\" target=\"_blank\" rel=\"noopener\">Davran\u0131\u015f nedenleriyle i\u015ften \u00e7\u0131karma \u2013 Daha fazla bilgi<\/a><\/div>\n\n\n\n<p>Son olarak, bu konu hakk\u0131nda birka\u00e7 s\u00f6z s\u00f6ylemek gerekirse; <strong>acil operasyonel gereksinimler<\/strong>D\u0131\u015f veya i\u00e7 ko\u015fullar nedeniyle i\u015finizi kaybedebilirsiniz. Acil operasyonel gereksinimlere \u00f6rnek olarak \u015funlar verilebilir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sat\u0131\u015flarda d\u00fc\u015f\u00fc\u015f<\/li>\n\n\n\n<li>Tesisin kapat\u0131lmas\u0131<\/li>\n\n\n\n<li>\u0130\u015f kay\u0131plar\u0131yla yeniden yap\u0131land\u0131rma<\/li>\n\n\n\n<li>\u0130\u015f karar\u0131 nedeniyle personel azalt\u0131mlar\u0131<\/li>\n<\/ul>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/tr\/betriebsbedingte-kuendigung-wichtige-informationen\/\" target=\"_blank\" rel=\"noopener\">Operasyonel nedenlerle i\u015ften \u00e7\u0131karma \u2013 B\u00fcy\u00fck rehber<\/a><\/div>\n\n\n\n<p>Bir i\u015f s\u00f6zle\u015fmesinin feshedilmesinin ge\u00e7erlili\u011fi belirli kriterlere tabidir. \u00d6rne\u011fin, ki\u015fisel veya davran\u0131\u015fsal nedenlere dayal\u0131 bir fesih durumunda, fesih a\u015fa\u011f\u0131daki ko\u015fullar\u0131 kar\u015f\u0131lamal\u0131d\u0131r: <strong>nispeten<\/strong> Davran\u0131\u015f nedenleriyle i\u015ften \u00e7\u0131kar\u0131lma durumunda, daha \u00f6nceki bir <strong><a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/anwalt-abmahnung-arbeitsrecht\/\">uyar\u0131<\/a><\/strong> telaffuz edilmek.<\/p>\n\n\n\n<p>Ayr\u0131ca, i\u015fverenin; <strong>\u00c7\u0131karlar\u0131n dengelenmesi<\/strong> \u00c7al\u0131\u015fan ile i\u015fveren aras\u0131nda. Bu, \u00e7al\u0131\u015fan\u0131n aleyhine olmal\u0131d\u0131r. \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma durumunda, <strong>\u0130stihdam\u0131n devam etme olas\u0131l\u0131\u011f\u0131<\/strong> \u015firkette. Ve: \u0130\u015fveren genellikle <strong>Sosyal se\u00e7ilim<\/strong> \u00c7\u00fcnk\u00fc operasyonel nedenlerle i\u015ften \u00e7\u0131karma, toplumsal olarak korunmaya en az lay\u0131k olanlar\u0131 etkilemeyi ama\u00e7lar.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-ohne-grund-ist-die-k-ndigung-unwirksam\">Sebepsiz yere fesih ge\u00e7ersizdir<\/h3>\n\n\n\n<p>\u0130\u015fveren i\u015ften \u00e7\u0131karma karar\u0131n\u0131 bu gerek\u00e7elerden birine dayand\u0131ramazsa, i\u015ften \u00e7\u0131karma sosyal a\u00e7\u0131dan haks\u0131z ve dolay\u0131s\u0131yla ge\u00e7ersiz say\u0131l\u0131r. Bu, i\u015f ili\u015fkinizin sizin i\u00e7in devam etti\u011fi anlam\u0131na gelir. Ancak, i\u015ften \u00e7\u0131karman\u0131n ge\u00e7ersizli\u011fine itiraz etmek i\u00e7in itirazda bulunman\u0131z gerekir. <strong>\u0130\u015ften \u00e7\u0131kar\u0131lma koruma davas\u0131 <\/strong>Fesih bildirimini ald\u0131ktan sonra, \u015fu haklara sahipsiniz: <strong>\u00fc\u00e7 hafta<\/strong> Zaman.<\/p>\n\n\n\n<p>\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 yasal i\u015flem genellikle yaln\u0131zca \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n ge\u00e7erli oldu\u011fu durumlarda uygundur. Ancak o zaman genellikle ba\u015far\u0131 veya hedeflere ula\u015fma olas\u0131l\u0131\u011f\u0131 vard\u0131r; bu hedefler \u015funlard\u0131r: <strong>S\u00fcrekli istihdam <\/strong>(yarg\u0131) veya bir sonuca ula\u015fmak <strong>K\u0131dem tazminat\u0131 <\/strong>(Kar\u015f\u0131la\u015ft\u0131rmak).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"sonderk\u00fcndigungsschutz\">\u00c7al\u0131\u015fanlar i\u00e7in i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma<\/h2>\n\n\n\n<p>Genel i\u015ften \u00e7\u0131karma korumas\u0131n\u0131n yan\u0131 s\u0131ra, i\u015ften \u00e7\u0131karmaya kar\u015f\u0131 \u00f6zel koruma da mevcuttur.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e7al\u0131\u015fan\u0131n bir \u00f6zelli\u011fine,<\/li>\n\n\n\n<li>\u00e7al\u0131\u015fan veya taraf\u0131ndan ger\u00e7ekle\u015ftirilen \u00f6zel bir i\u015flev<\/li>\n\n\n\n<li>\u00e7al\u0131\u015fan\u0131n ya\u015fam ko\u015fullar\u0131na<\/li>\n<\/ul>\n\n\n\n<p>\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma \u00f6zellikle a\u015fa\u011f\u0131daki \u00e7al\u0131\u015fan gruplar\u0131 i\u00e7in ge\u00e7erlidir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u0130\u015f konseyleri ve personel konseyleri<\/li>\n\n\n\n<li>Hamile kad\u0131nlar ve do\u011fum iznindeki \u00e7al\u0131\u015fanlar<\/li>\n\n\n\n<li>A\u011f\u0131r engelli \u00e7al\u0131\u015fanlar<\/li>\n\n\n\n<li>A\u011f\u0131r engelli olarak muamele g\u00f6ren \u00e7al\u0131\u015fanlar<\/li>\n\n\n\n<li>Veri koruma g\u00f6revlisi<\/li>\n\n\n\n<li>At\u0131k g\u00f6revlisi<\/li>\n<\/ul>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/tr\/kuendigungsschutz-fuer-schwerbehinderte-arbeitnehmer\/\" target=\"_blank\" rel=\"noopener\">A\u011f\u0131r engelli ki\u015filer i\u00e7in i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma \u2013 Sizin i\u00e7in kapsaml\u0131 bilgiler<\/a><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-sonderk-ndigungsschutz-ist-nicht-gleich-unk-ndbarkeit\">\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma, i\u015ften \u00e7\u0131kar\u0131lamazl\u0131k anlam\u0131na gelmez<\/h3>\n\n\n\n<p>Ancak, i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel bir koruman\u0131n varl\u0131\u011f\u0131, bu grup insanlar\u0131n her durumda i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 muaf oldu\u011fu anlam\u0131na gelmez. \u015eirket iflas\u0131 durumunu bir d\u00fc\u015f\u00fcn\u00fcn. \u015eirket tasfiye edilir ve fabrikalar kapat\u0131l\u0131rsa, i\u015f kalmaz. Bu da \u00e7al\u0131\u015fanlar i\u00e7in istihdam olanaklar\u0131n\u0131 ortadan kald\u0131r\u0131r.<\/p>\n\n\n\n<p>Kabul etmek gerekir ki bu istisnai bir durumdur. Ancak bu e\u015fi\u011fin alt\u0131nda bile, i\u015fverenin belirli ko\u015fullar alt\u0131nda fesih hakk\u0131 bulunmaktad\u0131r. <strong>hamile kad\u0131nlar<\/strong> ve \u00e7al\u0131\u015fanlar <strong>Ebeveyn izni<\/strong> \u00d6rne\u011fin, i\u015fverenin ihtiyac\u0131 olan \u015fey <strong>Mesleki g\u00fcvenlikten sorumlu devlet otoritesinin onay\u0131<\/strong>. . de <strong>\u0130\u015f konseyleri ve personel konseyleri<\/strong> A\u015fa\u011f\u0131dakiler ge\u00e7erlidir: Bir fabrikan\u0131n kapanmas\u0131 durumu haricinde, yasal olarak feshedilemezler. Ancak, bir i\u015f konseyi \u00fcyesi i\u015fvereni rahats\u0131z ederse (yak\u0131n zamanda duydu\u011fumuz bir vaka), i\u015fveren elbette i\u015f s\u00f6zle\u015fmesini ihbars\u0131z feshedebilir.<\/p>\n\n\n\n<p>Ancak, mevcut \u00f6zel i\u015ften \u00e7\u0131karma korumas\u0131, i\u015fverenler i\u00e7in fesih s\u00fcrecini temelde zorla\u015ft\u0131rmaktad\u0131r. \u0130\u015fverenin i\u015ften \u00e7\u0131karma yapabilmesi i\u00e7in, i\u015f\u00e7i konseylerinin veya personel konseylerinin s\u00f6zle\u015fmesel y\u00fck\u00fcml\u00fcl\u00fcklerini ciddi \u015fekilde ihlal etmi\u015f olmas\u0131 gerekir. Hamile kad\u0131nlar ve do\u011fum iznindeki \u00e7al\u0131\u015fanlar i\u00e7in \u0130\u015f Sa\u011fl\u0131\u011f\u0131 ve G\u00fcvenli\u011fi Kurumu da s\u00fcrece dahil olur. Kurum, yaln\u0131zca a\u015fa\u011f\u0131daki durumlarda fesih onay\u0131 verir:<strong> \u00f6zellikle savunmas\u0131z \u00e7\u0131karlar<\/strong> Bireysel durumlarda i\u015fverenlerin y\u00fck\u00fc a\u011f\u0131rd\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-vertraglicher-sonderk-ndigungsschutz-m-glich\">\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel s\u00f6zle\u015fmesel koruma m\u00fcmk\u00fcn<\/h3>\n\n\n\n<p>Bu arada: \u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma sadece kanunla sa\u011flanmaz. S\u00f6zle\u015fmeler arac\u0131l\u0131\u011f\u0131yla da i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 \u00f6zel koruma sa\u011flanabilir. \u00d6zellikle uzun s\u00fcredir \u00e7al\u0131\u015fan ve toplu i\u015f s\u00f6zle\u015fmeleri kapsam\u0131ndaki \u00e7al\u0131\u015fanlar bazen a\u015fa\u011f\u0131daki avantajlardan yararlanabilir: <strong>ola\u011fan sonland\u0131r\u0131lamazl\u0131k<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"form_k\u00fcndigung\">\u0130\u015f ili\u015fkisinin sona erme \u015fekli<\/h2>\n\n\n\n<p>Sizce ne d\u00fc\u015f\u00fcn\u00fcyorsunuz: \u0130\u015fvereniniz i\u015f akdinizi nas\u0131l feshedebilir? S\u00f6zl\u00fc olarak m\u0131? E-posta veya faks yoluyla m\u0131? Ya da belki mahkemede, bir zamanlar benim de bir avukatla anla\u015fmazl\u0131k ya\u015fad\u0131\u011f\u0131m gibi? Bu e\u011flenceli olabilirdi ama etkili olmad\u0131.<\/p>\n\n\n\n<p>\u0130\u015f ili\u015fkisinin sona ermesinin hangi bi\u00e7imde ger\u00e7ekle\u015fece\u011fi kanunda a\u00e7\u0131k\u00e7a d\u00fczenlenmi\u015ftir. <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__623.html\" target=\"_blank\" rel=\"noopener\">\u00a7 623 Alman Medeni Kanunu<\/a> anla\u015f\u0131lmas\u0131 nispeten kolayd\u0131r:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u0130\u015f ili\u015fkilerinin fesih bildirimi veya fesih anla\u015fmas\u0131 yoluyla sona erdirilmesi, <strong>yaz\u0131l\u0131 form<\/strong>; elektronik form hari\u00e7tir.<\/p>\n<\/blockquote>\n\n\n\n<p><strong>Yaz\u0131l\u0131 bi\u00e7im \u015fu anlama gelir<\/strong> i\u015fverenin fesih bildirimini bizzat yay\u0131nlamas\u0131 <strong>\u0130mza<\/strong> \u0130mzalanmas\u0131 zorunludur. Ba\u015fka herhangi bir imza bi\u00e7imi, fesih i\u015flemini ka\u00e7\u0131n\u0131lmaz olarak ge\u00e7ersiz k\u0131lacakt\u0131r.<\/p>\n\n\n\n<p>Fesih bildirimindeki imza sat\u0131r\u0131n\u0131 kontrol etmek her zaman faydal\u0131d\u0131r. Fesih bildirimi ald\u0131ysan\u0131z, yapman\u0131z gereken ilk \u015fey bildirimin imzalan\u0131p imzalanmad\u0131\u011f\u0131n\u0131 kontrol etmektir. \u0130mzalanmam\u0131\u015fsa, tebrikler.<\/p>\n\n\n\n<p>Ancak imzal\u0131 kopyalar bile daha yak\u0131ndan incelenmeye de\u011fer. Baz\u0131 y\u00f6neticiler o kadar me\u015fgul ki imzalamaya bile vakit bulam\u0131yorlar. Bunun yerine sekreter, bilgisayarda kay\u0131tl\u0131 imzay\u0131 fesih bildirimine ekliyor. Ve i\u015fte \u2013 imza olmad\u0131\u011f\u0131 i\u00e7in fesih bildirimi ge\u00e7ersiz.<\/p>\n\n\n\n<p><strong>Ve bir ipucu daha<\/strong> Bu noktada l\u00fctfen fesih bildirimini kimin imzalad\u0131\u011f\u0131n\u0131 da kontrol edin. Fesih bildirimi \u00e7o\u011fu zaman yetkisi olmayan ki\u015filer taraf\u0131ndan imzalan\u0131r. Bu durumda, siz - veya sizin ad\u0131n\u0131za biz - <strong>\u0130\u015f s\u00f6zle\u015fmesinin feshedilmesini reddetmek<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"k\u00fcndigungsfristen\">\u00c7al\u0131\u015fanlar ve i\u015fverenler i\u00e7in bildirim s\u00fcreleri<\/h2>\n\n\n\n<p>\u0130hbar s\u00fcreleri s\u00f6z konusu oldu\u011funda, sizin durumunuzda \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n ge\u00e7erli olup olmad\u0131\u011f\u0131 \u00f6nemli de\u011fildir. \u0130\u015fveren, fesih bildirimsiz olmad\u0131\u011f\u0131 s\u00fcrece, i\u015f ili\u015fkisini sonland\u0131r\u0131rken her zaman ihbar s\u00fcrelerine uymal\u0131d\u0131r. \u00c7al\u0131\u015fan da i\u015f ili\u015fkisini sonland\u0131rmak isterse ihbar s\u00fcresine uymal\u0131d\u0131r. Peki, ilgili ihbar s\u00fcresi nedir?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-die-gesetzlichen-k-ndigungsfristen-nicht-immer-ma-geblich\">Yasal bildirim s\u00fcreleri her zaman ge\u00e7erli de\u011fildir<\/h3>\n\n\n\n<p>Maalesef bu soruya genel bir cevap veremiyoruz. \u0130hbar s\u00fcreleri kanunla belirlenebilece\u011fi gibi, i\u015f s\u00f6zle\u015fmeniz veya toplu i\u015f s\u00f6zle\u015fmenizle de belirlenebilir. \u015eunlar\u0131 bilmeniz \u00f6nemlidir: Kanun, a\u015f\u0131lmamas\u0131 gereken ihbar s\u00fcreleri i\u00e7erir. Bu nedenle, <strong>i\u015f s\u00f6zle\u015fmesi<\/strong> Yasal bildirim s\u00fcresinin dolmas\u0131na ra\u011fmen ge\u00e7ersiz veya uygulanamaz. Ancak, \u015fu durumlarda bir istisna ge\u00e7erlidir: <strong>deneme s\u00fcresi <\/strong>Bu a\u015famada i\u015fveren, bir \u00e7al\u0131\u015fanla i\u015f ili\u015fkisini sonland\u0131rabilir. <strong>\u0130ki haftal\u0131k son tarih<\/strong> \u00e7\u0131k\u0131\u015f yapmak.<\/p>\n\n\n\n<p>Buna kar\u015f\u0131l\u0131k, <strong>toplu s\u00f6zle\u015fmeler<\/strong> Daha uzun veya daha k\u0131sa bir bildirim s\u00fcresi \u00f6ng\u00f6r\u00fclebilir. Baz\u0131 sekt\u00f6rlerdeki baz\u0131 toplu i\u015f s\u00f6zle\u015fmeleri, \u00f6zellikle ba\u015flang\u0131\u00e7 a\u015famas\u0131nda, kanunda \u00f6ng\u00f6r\u00fclenlerden \u00f6nemli \u00f6l\u00e7\u00fcde daha k\u0131sa bildirim s\u00fcrelerine sahiptir. \u00d6rne\u011fin, temizlik sekt\u00f6r\u00fcnde bildirim s\u00fcreleri \u00f6zellikle k\u0131sad\u0131r ve ba\u015flang\u0131\u00e7ta yaln\u0131zca birka\u00e7 g\u00fcnd\u00fcr. G\u00fcvenlik ve koruma sekt\u00f6r\u00fcnde de bildirim s\u00fcreleri daha k\u0131sad\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Yasan\u0131n izin verdi\u011finden daha uzun bildirim s\u00fcreleri<\/h3>\n\n\n\n<p>Deneme s\u00fcresi ve toplu i\u015f s\u00f6zle\u015fmelerinin yan\u0131 s\u0131ra, yasal bildirim s\u00fcrelerine de genel olarak uyulmal\u0131d\u0131r. Ancak, \u00e7al\u0131\u015fan ve i\u015fverenin kar\u015f\u0131l\u0131kl\u0131 olarak fesih bildiriminde bulunmas\u0131 da m\u00fcmk\u00fcnd\u00fcr. <strong>daha uzun teslim tarihleri konusunda anla\u015fmaya varmak<\/strong>Kanundan farkl\u0131 s\u00fcreler \u00fczerinde anla\u015fmak, a\u015f\u0131lmad\u0131\u011f\u0131 s\u00fcrece tamamen caizdir. Bunun nedeni a\u00e7\u0131kt\u0131r: Bir \u00e7al\u0131\u015fan\u0131n i\u015ften \u00e7\u0131kar\u0131lmas\u0131 durumunda, i\u015fverenin uygun bir yedek bulmak i\u00e7in zamana ihtiyac\u0131 vard\u0131r.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Not: \u00c7al\u0131\u015fan i\u00e7in, daha uzun bir ihbar s\u00fcresi ba\u015flang\u0131\u00e7ta yeni bir i\u015f aramak i\u00e7in daha fazla zaman anlam\u0131na gelir. \u00d6te yandan, \u00e7al\u0131\u015fan yeni bir i\u015f bulduktan sonra i\u015f ili\u015fkisini ayn\u0131 h\u0131zla sonland\u0131ramaz. Bu nedenle, bir\u00e7ok \u00e7al\u0131\u015fan i\u015f ili\u015fkisini nas\u0131l daha h\u0131zl\u0131 sonland\u0131rabileceklerini \u00f6\u011frenmek i\u00e7in bize ba\u015fvurur. Bu durumda iyi bir tavsiyenin maliyeti y\u00fcksektir. Ancak, genellikle \u00e7al\u0131\u015fana yard\u0131mc\u0131 olman\u0131n yollar\u0131n\u0131 ve y\u00f6ntemlerini buluruz.<\/em><\/div>\n\n\n\n\n\n<div class=\"wp-block-columns cta-2 is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"779\" height=\"605\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" alt=\"\" class=\"wp-image-9489\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp 779w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-300x233.webp 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-768x596.webp 768w\" sizes=\"auto, (max-width: 779px) 100vw, 779px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p class=\"has-text-align-left has-medium-font-size\"><strong>\u0130\u015finizden daha erken ayr\u0131lmak ister misiniz?<\/strong><\/p>\n\n\n\n<p>Bildirim s\u00fcrenizi kontrol ediyoruz ve size yasal olarak g\u00fcvenli \u00e7\u0131k\u0131\u015f se\u00e7eneklerini g\u00f6steriyoruz.<\/p>\n\n\n\n<p>\u0130ster fesih anla\u015fmas\u0131, ister taktiksel g\u00f6n\u00fcll\u00fc fesih, isterse s\u0131ra d\u0131\u015f\u0131 bir \u00e7\u00f6z\u00fcm olsun: Uzman avukatlar\u0131m\u0131z Raphael Guelbas ve Hamza Guelbas sizin i\u00e7in uygun bir strateji geli\u015ftirecektir.<\/p>\n\n\n\n<div class=\"buttons-block flex flex-wrap justify-center mt-12\"> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\"> <i class=\"fa fa-phone mr-2\"><\/i> Hemen aray\u0131n <\/a> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/tr\/kontakt\/\"> <i class=\"fa fa-envelope mr-2\"><\/i> \u00dccretsiz ilk de\u011ferlendirme<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-gesetzlichen-k-ndigungsfristen-in-den-ersten-beiden-jahren\">\u0130lk iki y\u0131ldaki yasal bildirim s\u00fcreleri<\/h3>\n\n\n\n<p>Peki yasal bildirim s\u00fcreleri nelerdir? Daha \u00f6nce de belirtildi\u011fi gibi, yasal bildirim s\u00fcreleri <strong>deneme s\u00fcresi<\/strong> iki hafta. Deneme s\u00fcresi kararla\u015ft\u0131r\u0131lmam\u0131\u015fsa veya s\u00fcresi dolmu\u015fsa, s\u00fcre a\u015fa\u011f\u0131daki \u015fekilde belirlenir: <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__622.html\" target=\"_blank\" rel=\"noreferrer noopener\">Alman Medeni Kanunu&#039;nun 622. maddesinin 1. f\u0131kras\u0131<\/a>\u015e\u00f6yle diyor:<\/p>\n\n\n\n<p><em>\u0130\u015f\u00e7i veya hizmetlinin (i\u015f\u00e7inin) i\u015f ili\u015fkisi, takvim ay\u0131n\u0131n onbe\u015finci g\u00fcn\u00fcne veya sonuna kadar d\u00f6rt hafta \u00f6nceden bildirimde bulunulmak suretiyle sona erdirilebilir.<\/em><\/p>\n\n\n\n<p>Deneme s\u00fcresinin bitiminden sonraki yasal bildirim s\u00fcresi <strong>d\u00f6rt hafta<\/strong>Ayr\u0131ca, istihdam ili\u015fkisi yaln\u0131zca <strong>15&#039;inde veya takvim ay\u0131n\u0131n sonunda<\/strong> hem i\u015fveren hem de \u00e7al\u0131\u015fan taraf\u0131ndan feshedilebilir.<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>\u00d6rnek: \u0130\u015fveren 16 Ocak 2021&#039;de fesih bildiriminde bulunuyor. Bunun ne zaman feshedilebilece\u011fini d\u00fc\u015f\u00fcn\u00fcn. Evet, 15 \u015eubat 2021&#039;den itibaren ge\u00e7erli olmak \u00fczere fesih bildiriminde bulunabilirler. Ancak, 19 Ocak 2021&#039;de fesih bildiriminde bulunurlarsa, 15 \u015eubat 2021&#039;den itibaren ge\u00e7erli olmak \u00fczere fesih bildiriminde bulunmak art\u0131k m\u00fcmk\u00fcn de\u011fildir. Bu durumda, d\u00f6rt haftal\u0131k fesih bildirim s\u00fcresine uyulamam\u0131\u015ft\u0131r. Dolay\u0131s\u0131yla, i\u015fveren ancak ay sonunda, yani 28 \u015eubat 2021&#039;de fesih bildiriminde bulunabilir.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-die-gesetzlichen-k-ndigungsfrist-nach-ablauf-von-zwei-jahren\">\u0130ki y\u0131l sonra yasal bildirim s\u00fcresi<\/h3>\n\n\n\n<p>Ancak i\u015f ili\u015fkisinde ihbar s\u00fcresi dinamiktir. <strong>Bildirim s\u00fcresi, istihdam s\u00fcresinin artmas\u0131yla birlikte artar<\/strong>Bu, yasan\u0131n ay sonunda iki haftadan yedi aya kadar bir s\u00fcre \u00f6ng\u00f6rd\u00fc\u011f\u00fc anlam\u0131na gelir. Bireysel derecelendirmeler a\u015fa\u011f\u0131daki tabloda bulunabilir:<\/p>\n\n\n\n<figure class=\"wp-block-table\">\n<table>\n<tbody>\n<tr>\n<td><strong>istihdam ili\u015fkisi<\/strong><\/td>\n<td><strong>Bildirim s\u00fcresi<\/strong> (her takvim ay\u0131n\u0131n sonunda)<\/td>\n<\/tr>\n<tr>\n<td>2 y\u0131la kadar<\/td>\n<td>1 ay<\/td>\n<\/tr>\n<tr>\n<td>5 y\u0131ldan itibaren<\/td>\n<td>2 ay<\/td>\n<\/tr>\n<tr>\n<td>8 ya\u015f\u0131ndan itibaren<\/td>\n<td>3 ay<\/td>\n<\/tr>\n<tr>\n<td>10 y\u0131ldan beri<\/td>\n<td>4 ay<\/td>\n<\/tr>\n<tr>\n<td>12 ya\u015f\u0131ndan itibaren<\/td>\n<td>5 ay<\/td>\n<\/tr>\n<tr>\n<td>15 ya\u015f\u0131ndan itibaren<\/td>\n<td>6 ay<\/td>\n<\/tr>\n<tr>\n<td>20 y\u0131ldan beri<\/td>\n<td>7 ay<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<figcaption>BGB&#039;nin 622. maddesine g\u00f6re bildirim s\u00fcreleri<\/figcaption>\n<\/figure>\n\n\n\n<p><strong>\u00d6nemli:<\/strong> Bu bildirim s\u00fcreleri ba\u015flang\u0131\u00e7ta yaln\u0131zca ge\u00e7erlidir <em>&quot;i\u015fveren taraf\u0131ndan fesih&quot;<\/em>\u00c7al\u0131\u015fan i\u00e7in, daha fazla anla\u015fmaya gerek kalmadan <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__622.html\" target=\"_blank\" rel=\"noopener\">Alman Medeni Kanunu&#039;nun 622. maddesinin 1. f\u0131kras\u0131<\/a> Bu, ay\u0131n 15&#039;ine kadar olan d\u00f6rt hafta veya ay sonu i\u00e7in ge\u00e7erlidir. Bununla birlikte, i\u015fverenlerin i\u015f s\u00f6zle\u015fmelerinde \u00e7al\u0131\u015fanlar i\u00e7in uzat\u0131lm\u0131\u015f ihbar s\u00fcreleri belirlemelerine izin verilmektedir. Bunun asl\u0131nda norm oldu\u011funu bilmelisiniz. Ancak, i\u015fverenler bazen i\u015f s\u00f6zle\u015fmesine e\u015fit muamele maddesini eklemeyi unutabilmektedir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"fristlose_k\u00fcndigung\">Bildirim yap\u0131lmaks\u0131z\u0131n ola\u011fan\u00fcst\u00fc fesih<\/h2>\n\n\n\n<p>Ola\u011fan\u00fcst\u00fc fesih, i\u015f hukukunun en keskin silah\u0131d\u0131r. Bildi\u011finiz gibi, i\u015fverenler genellikle fesih i\u00e7in bir gerek\u00e7e ister. \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131&#039;n\u0131n ge\u00e7erli oldu\u011fu durumlarda bu her zaman ge\u00e7erlidir. Ayr\u0131ca, i\u015fverenin ihbar s\u00fcrelerine uymas\u0131 gerekir. Ola\u011fan\u00fcst\u00fc fesihte ise durum farkl\u0131d\u0131r: \u0130\u015fveren ihbar s\u00fcresine uymaz, ancak sizi derhal i\u015ften \u00e7\u0131kar\u0131r. Bu durumda, art\u0131k bir i\u015finiz yoktur ve maa\u015f almazs\u0131n\u0131z.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-fristlose-k-ndigung-nur-bei-wichtigem-grund\">Sadece \u00f6nemli sebeplerden dolay\u0131 bildirimsiz fesih<\/h3>\n\n\n\n<p>\u0130\u015fte tam da bu y\u00fczden ihbars\u0131z fesih en keskin silaht\u0131r. Elbette ki, ancak kat\u0131 ko\u015fullar alt\u0131nda izin verilebilir. Bu ko\u015fullar, <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__626.html\" target=\"_blank\" rel=\"noreferrer noopener\">Alman Medeni Kanunu&#039;nun 626. maddesinin 1. f\u0131kras\u0131<\/a> tan\u0131mland\u0131:<\/p>\n\n\n\n<p>\u0130\u015f ili\u015fkisi her iki taraf\u00e7a da feshedilebilir <strong>\u00f6nemli sebeplerden dolay\u0131<\/strong> fesheden taraf\u0131n, t\u00fcm hususlar\u0131 dikkate alarak, feshetti\u011fi olgular\u0131n varl\u0131\u011f\u0131 halinde, bildirim s\u00fcresi g\u00f6zetilmeksizin feshedilebilir. <strong>Bireysel olay\u0131n ko\u015fullar\u0131<\/strong> ve alt\u0131nda <strong>Her iki s\u00f6zle\u015fme taraf\u0131n\u0131n \u00e7\u0131karlar\u0131n\u0131n dengelenmesi<\/strong> bildirim s\u00fcresinin sonuna kadar veya i\u015f ili\u015fkisinin kararla\u015ft\u0131r\u0131lan \u015fekilde sona ermesine kadar i\u015f ili\u015fkisinin devam etmesi <strong>beklenemez<\/strong>.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-dann-kann-eine-fristlose-k-ndigung-wirksam-sein\">O zaman bildirimsiz fesih etkili olabilir<\/h4>\n\n\n\n<p>O y\u00fczden \u00f6yle olmal\u0131 <strong>(1)<\/strong> Herhangi bir sebep yok, ihbars\u0131z fesih i\u00e7in \u00f6nemli bir sebep var. <strong>(2)<\/strong> \u0130\u015f ili\u015fkisinin devam\u0131n\u0131n i\u015fveren (veya \u00e7al\u0131\u015fan) i\u00e7in makul olmamas\u0131 gerekir. Bunun b\u00f6yle olup olmad\u0131\u011f\u0131, mahkemelerce \u00e7\u0131kar \u00e7at\u0131\u015fmalar\u0131 de\u011ferlendirilerek belirlenir. Bu nedenle mahkeme konuyu iki a\u015famada inceler:<\/p>\n\n\n\n<p><strong>(1)<\/strong> Olay\u0131n kendisi ba\u015fl\u0131 ba\u015f\u0131na \u00f6nemli bir neden olarak uygun mudur?<\/p>\n\n\n\n<p><strong>(2)<\/strong> Olay\u0131n \u00f6zel ko\u015fullar\u0131 ve taraflar\u0131n menfaatleri dikkate al\u0131nd\u0131\u011f\u0131nda, ihbar s\u00fcresinin sonuna kadar i\u015f ili\u015fkisinin devam ettirilmesi makul m\u00fcd\u00fcr?<\/p>\n\n\n\n<p>Bu sizin i\u00e7in \u00e7ok mu belirsiz? Evet, hakl\u0131s\u0131n\u0131z. Asl\u0131nda o kadar da net de\u011fil. Bu y\u00fczden i\u00e7tihat hukuku... <strong>Bildirim yap\u0131lmaks\u0131z\u0131n ola\u011fan\u00fcst\u00fc fesih i\u00e7in dava gruplar\u0131<\/strong> olu\u015fmu\u015f. \u00d6rnek:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-fallgruppen-einer-fristlosen-k-ndigung\">Bildirimsiz fesih dava gruplar\u0131<\/h4>\n\n\n\n<p>\u0130\u015fverenin zarar\u0131na i\u015flenen su\u00e7lar <strong>M\u00fclkiyet veya mali su\u00e7lar<\/strong>, ama ayn\u0131 zamanda su\u00e7 te\u015fkil etmeyen, benzer <strong>i\u015fverenin varl\u0131klar\u0131na do\u011frudan kar\u015f\u0131 ciddi eylemler<\/strong> Su\u00e7un konusunun de\u011feri ve meydana gelen zarar\u0131n miktar\u0131 ne olursa olsun, genellikle ola\u011fan\u00fcst\u00fc fesih gerek\u00e7esi olarak kabul edilir.<br><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-541-09\/?highlight=2+AZR+541%2F09\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi&#039;nin 10 Haziran 2010 tarihli karar\u0131 - &quot;Emmely&quot; davas\u0131 hakk\u0131nda 2 AZR 541\/09<\/a><\/p>\n\n\n\n<p>Elbette, ihbars\u0131z fesih tek \u00f6rnek de\u011fil. Di\u011fer \u00f6rnekler \u015funlard\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00dcstlere y\u00f6nelik fiziksel sald\u0131r\u0131 ve hakaretler<\/li>\n\n\n\n<li>\u00dcstlere y\u00f6nelik tehditler<\/li>\n\n\n\n<li>\u0130zinsiz tatil kullan\u0131m\u0131<\/li>\n\n\n\n<li>\u0130\u015fverene bildirin (orant\u0131s\u0131z tepki varsa)<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fmaya elveri\u015fsiz oldu\u011funu iddia etmek<\/li>\n\n\n\n<li>\u00c7al\u0131\u015fmay\u0131 \u0131srarla reddetme<\/li>\n<\/ul>\n\n\n\n<p>Ciddi \u00e7al\u0131\u015fan suistimali genellikle ola\u011fan\u00fcst\u00fc i\u015ften \u00e7\u0131karma gerek\u00e7esidir. Ancak istisnai durumlarda, ki\u015fisel veya operasyonel nedenlerle de hakl\u0131 g\u00f6r\u00fclebilir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-erkl-rungsfrist-von-zwei-wochen-bei-fristloser-k-ndigung\">Fesih bildirimi yap\u0131lmadan fesih halinde iki haftal\u0131k ihbar s\u00fcresi<\/h3>\n\n\n\n<p>\u0130\u015fveren, i\u015f s\u00f6zle\u015fmesini bildirimsiz olarak feshetmek i\u00e7in sonsuza kadar bekleyemez. Bunun yerine, nispeten k\u0131sa bir bildirim s\u00fcresine uymal\u0131d\u0131r. <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__626.html\" target=\"_blank\" rel=\"noopener\">Alman Medeni Kanunu&#039;nun 626. maddesinin 2. f\u0131kras\u0131<\/a> bildirimsiz fesih yaln\u0131zca <strong>iki hafta i\u00e7inde<\/strong> \u0130lgili ger\u00e7eklerin bilinmesi halinde m\u00fcmk\u00fcnd\u00fcr.<\/p>\n\n\n\n<p>\u0130\u015fveren h\u0131rs\u0131zl\u0131ktan kesin olarak haberdar oldu\u011fu halde harekete ge\u00e7mezse, iki hafta sonra ihbars\u0131z fesih hakk\u0131n\u0131 kaybeder. Ancak, i\u015fveren; <strong>Ger\u00e7ekler yeterince a\u00e7\u0131kl\u0131\u011fa kavu\u015fturulmad\u0131<\/strong> Son tarih hen\u00fcz ba\u015flamad\u0131. \u00d6zellikle i\u015fverenin sadece bir \u015f\u00fcphesi varsa, sakince soru\u015fturma yapabilmesi gerekir.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Not: \u0130\u015fverenlerin, t\u00fcm bilgi kaynaklar\u0131n\u0131 t\u00fckettikten sonra bile \u015f\u00fcphelerini 0 do\u011frulayamamalar\u0131 al\u0131\u015f\u0131lmad\u0131k bir durum de\u011fildir. Bu, i\u015f akdini feshedemeyecekleri anlam\u0131na m\u0131 gelir? Evet, ancak yaln\u0131zca kat\u0131 ko\u015fullar alt\u0131nda: S\u00f6zle\u015fme y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fcn\u00fcn ihlali konusunda en az\u0131ndan g\u00fc\u00e7l\u00fc bir \u015f\u00fcphe olmal\u0131d\u0131r. Kan\u0131tlan\u0131rsa, bu durum bildirimsiz ola\u011fan\u00fcst\u00fc feshi hakl\u0131 k\u0131lmal\u0131d\u0131r. Ve i\u015fveren en az\u0131ndan \u00e7al\u0131\u015fan\u0131 \u00f6nceden dinlemi\u015f olmal\u0131d\u0131r.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-sperrzeit-bei-fristloser-k-ndigung-des-arbeitsvertrages-wahrscheinlich\">\u0130\u015f s\u00f6zle\u015fmesinin bildirimsiz feshi halinde blokaj s\u00fcresi s\u00f6z konusu olabilir<\/h3>\n\n\n\n<p>\u0130\u015f s\u00f6zle\u015fmesinin bildirimsiz ve ola\u011fan\u00fcst\u00fc bir \u015fekilde feshedilmesi, \u00e7al\u0131\u015fanlar i\u00e7in bir\u00e7ok a\u00e7\u0131dan sorunludur. Sadece bir gecede i\u015flerini kaybetmekle kalmazlar. Dahas\u0131, <strong>bundan sonra maa\u015f yok<\/strong> Ve daha da k\u00f6t\u00fcs\u00fc: Genellikle i\u015fsizlik yard\u0131m\u0131 da alam\u0131yorlar \u00e7\u00fcnk\u00fc kurum <strong>12 haftal\u0131k blokaj s\u00fcresi<\/strong> Ayr\u0131ca, bir tane daha olacak <strong>Faydalarda \u00e7eyrek oran\u0131nda azalma<\/strong>.<\/p>\n\n\n\n<p>Bildirim yap\u0131lmaks\u0131z\u0131n fesih halinde de ayn\u0131 \u015fekilde <b>\u0130stihdam referans\u0131 <\/b>pek de iyi sonu\u00e7lanmasa da, bu talihsiz senaryoya kusursuz bir \u015fekilde uyuyor. Bu nedenle, \u00e7al\u0131\u015fanlar\u0131n ihbars\u0131z ola\u011fan\u00fcst\u00fc feshe kar\u015f\u0131 yasal i\u015flem ba\u015flatmalar\u0131 \u00f6nemlidir. Avukat olsun ya da olmas\u0131n. Ne olursa olsun, ama\u00e7, ihbars\u0131z ola\u011fan\u00fcst\u00fc feshi uzla\u015fma yoluyla normal feshe d\u00f6n\u00fc\u015ft\u00fcrmek olmal\u0131d\u0131r.<\/p>\n\n\n\n<p>Hizmetlerimizin reklam\u0131n\u0131 burada yapmak istemesek de, ask\u0131ya alma s\u00fcrecinden ka\u00e7\u0131nmak maalesef o kadar kolay de\u011fil. Bir\u00e7ok fakt\u00f6r devreye giriyor. L\u00fctfen kalifiye bir profesyonelden tavsiye al\u0131n. Bu, ask\u0131ya alma s\u00fcrecinden \u00e7ok daha uygun maliyetlidir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"betriebsratsanh\u00f6rung\">Yayg\u0131n fesih hatas\u0131: \u0130\u015f konseyi duru\u015fmas\u0131<\/h2>\n\n\n\n<p>Baz\u0131 \u015firketlerin bir i\u015f\u00e7i konseyi vard\u0131r. Bu, \u00f6zellikle b\u00fcy\u00fck \u015firketlerde, \u015firket kurulu\u015funa kar\u015f\u0131 \u015f\u00fcpheli y\u00f6ntemler kullanmad\u0131klar\u0131 s\u00fcrece, norm haline gelmi\u015ftir. Bir i\u015f\u00e7i konseyinin varl\u0131\u011f\u0131, i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 do\u011frudan daha fazla koruma anlam\u0131na gelmez. Ancak, <strong>i\u015fveren i\u00e7in resmi engeller<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-betriebsratsanh-rung-vor-k-ndigung-erforderlich\">Fesih \u00f6ncesinde i\u015f konseyi dan\u0131\u015fmanl\u0131\u011f\u0131 gereklidir<\/h3>\n\n\n\n<p>\u0130\u015fyeri konseyi bulunan \u015firketlerde, i\u015fverenin organ\u0131 atamas\u0131 gerekir <strong>herhangi bir fesih duyurulmadan \u00f6nce<\/strong>\u0130\u015fveren duru\u015fma yapmaz ve i\u015f akdini feshederse, fesih geri d\u00f6n\u00fclmez bir \u015fekilde ge\u00e7ersizdir. T\u00fcm bunlar \u015fu \u015fekildedir: <a href=\"https:\/\/www.gesetze-im-internet.de\/betrvg\/__102.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 102, paragraf 1 \u0130\u015f Anayasas\u0131 Yasas\u0131<\/a>, \u015fu \u015fekilde okunur:<\/p>\n\n\n\n<p><em>Herhangi bir i\u015ften \u00e7\u0131karmadan \u00f6nce i\u015fyeri sendika konseyine dan\u0131\u015f\u0131lmal\u0131d\u0131r. \u0130\u015fveren, i\u015ften \u00e7\u0131karman\u0131n nedenlerini i\u015fyeri sendika konseyine bildirmek zorundad\u0131r. \u0130\u015fveren konseyine dan\u0131\u015f\u0131lmadan verilen bir i\u015ften \u00e7\u0131karma ge\u00e7ersizdir.<\/em><\/p>\n\n\n\n<p>\u0130\u015fveren konseyinin i\u015ften \u00e7\u0131karma hakk\u0131nda genel bir bak\u0131\u015f elde edebilmesi i\u00e7in, i\u015fverenin konseyi i\u015ften \u00e7\u0131karma karar\u0131yla ilgili t\u00fcm ko\u015fullar hakk\u0131nda bilgilendirmesi gerekir. Bu, do\u011fal olarak \u015funlar\u0131 i\u00e7erir: <strong>Fesih ko\u015fullar\u0131<\/strong> ve <strong>\u00e7al\u0131\u015fan\u0131n sosyal verileri<\/strong>Fesih t\u00fcr\u00fcne ba\u011fl\u0131 olarak, ba\u015fka hususlar da ge\u00e7erli olabilir. \u00d6rne\u011fin, operasyonel nedenlerle i\u015f akdinin feshedilmesi durumunda, duru\u015fmada a\u015fa\u011f\u0131daki hususlar da ele al\u0131nmal\u0131d\u0131r: <strong>S\u00fcrekli istihdam<\/strong> Ve <strong>Sosyal se\u00e7ilim<\/strong> davranmak.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-k-ndigung-des-arbeitsverh-ltnisses-unwirksam-bei-fehlerhafter-anh-rung\">Dan\u0131\u015fman\u0131n yanl\u0131\u015f olmas\u0131 durumunda i\u015f ili\u015fkisinin feshi ge\u00e7ersizdir<\/h3>\n\n\n\n<p>\u0130\u015fveren feshe yol a\u00e7an t\u00fcm ko\u015fullar\u0131 a\u00e7\u0131klamazsa, duru\u015fma eksik ve dolay\u0131s\u0131yla kusurlu olur. Ortaya \u00e7\u0131kan fesih itiraza a\u00e7\u0131k hale gelir. Ayn\u0131 durum, i\u015fverenin gerekli duru\u015fmay\u0131 hi\u00e7 yapmamas\u0131 durumunda da ge\u00e7erlidir.<\/p>\n\n\n\n<p>Ola\u011fan fesih durumunda, i\u015f konseyi <strong>bir haftal\u0131k s\u00fcre<\/strong>Fesih hakk\u0131nda yorum yapmak. \u00c7al\u0131\u015fan kabul edebilir, endi\u015felerini dile getirebilir veya yorum yapmayabilir. Alternatif olarak, i\u015f konseyi itiraz edebilir. \u0130tiraz, \u00e7al\u0131\u015fan\u0131n usule ili\u015fkin konumunu b\u00fcy\u00fck \u00f6l\u00e7\u00fcde iyile\u015ftirir.<\/p>\n\n\n\n<p>Ola\u011fan\u00fcst\u00fc fesih durumunda, i\u015fyeri konseyinin yaln\u0131zca <strong>\u00fc\u00e7 g\u00fcn zaman<\/strong>yorum yapmak.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>\u00d6nemli: Her durumda, i\u015f konseyi i\u015ften \u00e7\u0131karmay\u0131 engelleyemez. \u0130\u015fveren gerekli ara\u015ft\u0131rmay\u0131 yaparsa, i\u015f s\u00f6zle\u015fmesini yine de feshedebilir. \u0130\u015f konseyinin i\u015ften \u00e7\u0131karma hakk\u0131ndaki g\u00f6r\u00fc\u015f\u00fc ne olursa olsun.<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"k\u00fcndigungsschutzklage\">\u0130\u015ften \u00e7\u0131kar\u0131lma koruma davas\u0131 a\u00e7\u0131lmas\u0131<\/h2>\n\n\n\n<p>E\u011fer d\u00fcnyada bir sonlanma varsa, size ger\u00e7ekten yard\u0131mc\u0131 olabilecek (neredeyse) tek bir \u00f6nlem vard\u0131r: <strong>\u0130\u015ften \u00e7\u0131kar\u0131lma koruma davas\u0131<\/strong>Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davas\u0131yla<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>feshin \u00fc\u00e7 hafta sonra kesinle\u015fmesini \u00f6nlemek,<\/li>\n\n\n\n<li>fesih i\u015fleminin yarg\u0131sal incelemeye tabi tutulmas\u0131 ve<\/li>\n\n\n\n<li>k\u0131dem tazminat\u0131 alma \u015fans\u0131n\u0131 korumak veya<\/li>\n\n\n\n<li>i\u015fini geri kazanmak.<\/li>\n<\/ul>\n\n\n\n<p>Dolay\u0131s\u0131yla, i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 kendinizi ger\u00e7ekten savunmak istiyorsan\u0131z, haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davas\u0131 a\u00e7man\u0131z sizin i\u00e7in asli bir g\u00f6revdir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-wichtig-3-wochen-zeit-f-r-eine-k-ndigungsschutzklage\">\u00d6nemli: Haks\u0131z fesih davas\u0131 a\u00e7mak i\u00e7in 3 hafta<\/h3>\n\n\n\n<p>Muhtemelen bildi\u011finiz gibi, fesih bildirimini ald\u0131ktan sonra <strong>sadece \u00fc\u00e7 hafta<\/strong> Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davas\u0131 i\u00e7in. Bu s\u00fcreyi ka\u00e7\u0131r\u0131rsan\u0131z, i\u015ften \u00e7\u0131kar\u0131lmayla ilgili art\u0131k hi\u00e7bir \u015fey yapamazs\u0131n\u0131z. Kanun, fesih bildiriminin ge\u00e7erli oldu\u011funu varsayar. Ancak bu ayn\u0131 zamanda i\u015f ili\u015fkinizin fesih bildiriminde belirtilen tarihte sona erece\u011fi anlam\u0131na gelir. K\u0131dem tazminat\u0131 \u00f6denmeden. Bu a\u011f\u0131r sonu\u00e7, <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__7.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7 7 T\u00fcketiciyi Koruma Kanunu<\/a>.<\/p>\n\n\n\n<p><strong>Bu nedenle:<\/strong> Planlar\u0131n\u0131z ne olursa olsun, k\u0131dem tazminat\u0131 almak veya i\u015finizi geri almak istiyorsan\u0131z, l\u00fctfen \u00fc\u00e7 haftal\u0131k s\u00fcreyi g\u00f6z \u00f6n\u00fcnde bulundurun. Sizinle ilgili yarg\u0131 yetkisine sahip i\u015f mahkemesine haks\u0131z fesih davas\u0131 a\u00e7abilirsiniz. Yarg\u0131 yetkisine sahip i\u015f mahkemesi genellikle i\u015fvereninizin kay\u0131tl\u0131 ofisinin bulundu\u011fu yere veya i\u015f yerinize g\u00f6re belirlenir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-vorgehen-bei-der-klageerhebung\">Dava a\u00e7ma prosed\u00fcr\u00fc<\/h3>\n\n\n\n<p>Yapabilirsiniz <strong>Bir avukat taraf\u0131ndan i\u015ften \u00e7\u0131kar\u0131lma koruma davas\u0131<\/strong> Mahkemeye \u015fikayette bulunabilirsiniz, ancak bulunmak zorunda de\u011filsiniz. <strong>Hukuki Dan\u0131\u015fmanl\u0131k B\u00fcrosu<\/strong> \u0130lgili i\u015f mahkemesinin. Avukats\u0131z dava a\u00e7man\u0131n mant\u0131kl\u0131 olup olmad\u0131\u011f\u0131 ayr\u0131 bir konu. Avukat kesinlikle pahal\u0131d\u0131r. Deneyimlerime g\u00f6re, bunu herhangi bir art niyet olmadan s\u00f6yl\u00fcyorum, para genellikle k\u0131sa s\u00fcrede geri \u00f6denir.<\/p>\n\n\n\n<p>Genel olarak, <strong>Fesih s\u00fcreci<\/strong> \u015f\u00f6yle bir \u015feye benziyor:<\/p>\n\n\n\n\n<div id=\"smart-column-block_f0489511732d1f8cc5b4cd662cdff14d\" class=\"smart-column flex flex-col\">\n                                    <div class='mobile-even-row order-1 md:order-none' >\n                \n<div class=\"smart-container\" >\n    \n    <div class=\"flex flex-wrap\">\n        \n                                            <div class=\"w-full lg:w-1\/2  mb-4 lg:mb-0\">\n                    <div class=\"h-full  z-10\">\n                        <div class=\"h-full p-2\">\n                            \n<div class=\"relative block\">\n    <!-- black line -->\n    <div class=\"absolute bg-gray-800 w-px h-full top-0 left-5\"><\/div>\n\n            <div class=\"relative mt-3 block w-auto\">\n\n            <!-- left cover element -->\n                            <div class=\"step-cover-line absolute hidden step-cover-line-horizontal h-px top-5 left-0\"><\/div>\n            \n            <!-- bubble -->\n            <div class=\"mr-4 h-10 w-10 leading-10 rounded-full text-white bg-gray-800 text-center float-left\">1<\/div>\n\n            <!-- bubble text -->\n            <div class=\"table-row align-middle text-left\">\n                <div class=\"font-bold\">Eri\u015fim Sonland\u0131rma<\/div>\n                <div>\u0130\u015fveren fesih bildirimini size \u015fahsen ula\u015ft\u0131racak veya kurye\/posta yoluyla alacaks\u0131n\u0131z.<\/div>\n            <\/div>\n\n            <!-- right cover element -->\n                    <\/div>\n            <div class=\"relative mt-3 block w-auto\">\n\n            <!-- left cover element -->\n            \n            <!-- bubble -->\n            <div class=\"mr-4 h-10 w-10 leading-10 rounded-full text-white bg-gray-800 text-center float-left\">2<\/div>\n\n            <!-- bubble text -->\n            <div class=\"table-row align-middle text-left\">\n                <div class=\"font-bold\">Bir avukat\u0131n tavsiyesi<\/div>\n                <div>Fesih bildirimini ald\u0131ktan sonra, se\u00e7ti\u011finiz bir avukatla g\u00f6r\u00fc\u015fme ayarlay\u0131n.<\/div>\n            <\/div>\n\n            <!-- right cover element -->\n                    <\/div>\n            <div class=\"relative mt-3 block w-auto\">\n\n            <!-- left cover element -->\n            \n            <!-- bubble -->\n            <div class=\"mr-4 h-10 w-10 leading-10 rounded-full text-white bg-gray-800 text-center float-left\">3<\/div>\n\n            <!-- bubble text -->\n            <div class=\"table-row align-middle text-left\">\n                <div class=\"font-bold\">\u0130\u015ften \u00e7\u0131kar\u0131lma koruma davas\u0131<\/div>\n                <div>Avukat\u0131n\u0131z sizin ad\u0131n\u0131za ilgili i\u015f mahkemesinde haks\u0131z fesih davas\u0131 a\u00e7acakt\u0131r.<\/div>\n            <\/div>\n\n            <!-- right cover element -->\n                    <\/div>\n            <div class=\"relative mt-3 block w-auto\">\n\n            <!-- left cover element -->\n            \n            <!-- bubble -->\n            <div class=\"mr-4 h-10 w-10 leading-10 rounded-full text-white bg-gray-800 text-center float-left\">4<\/div>\n\n            <!-- bubble text -->\n            <div class=\"table-row align-middle text-left\">\n                <div class=\"font-bold\">Uzla\u015fma duru\u015fmas\u0131<\/div>\n                <div>Uzla\u015fma duru\u015fmas\u0131, ilgili i\u015f mahkemesinin durumuna g\u00f6re \u00fc\u00e7 ila alt\u0131 hafta sonra ger\u00e7ekle\u015fir.<\/div>\n            <\/div>\n\n            <!-- right cover element -->\n                    <\/div>\n            <div class=\"relative mt-3 block w-auto\">\n\n            <!-- left cover element -->\n            \n            <!-- bubble -->\n            <div class=\"mr-4 h-10 w-10 leading-10 rounded-full text-white bg-gray-800 text-center float-left\">5<\/div>\n\n            <!-- bubble text -->\n            <div class=\"table-row align-middle text-left\">\n                <div class=\"font-bold\">Oda duru\u015fmas\u0131<\/div>\n                <div>Uzla\u015fma duru\u015fmas\u0131nda uzla\u015fma sa\u011flanamamas\u0131 halinde davaya karar duru\u015fmas\u0131 denilen daire duru\u015fmas\u0131 ile devam edilir.<\/div>\n            <\/div>\n\n            <!-- right cover element -->\n                    <\/div>\n            <div class=\"relative mt-3 block w-auto\">\n\n            <!-- left cover element -->\n            \n            <!-- bubble -->\n            <div class=\"mr-4 h-10 w-10 leading-10 rounded-full text-white bg-gray-800 text-center float-left\">6<\/div>\n\n            <!-- bubble text -->\n            <div class=\"table-row align-middle text-left\">\n                <div class=\"font-bold\">Uzla\u015fma veya h\u00fck\u00fcm<\/div>\n                <div>Mahkeme duru\u015fmalar\u0131nda da s\u0131kl\u0131kla uzla\u015fmaya var\u0131l\u0131r. Uzla\u015fma sa\u011flanamazsa, mahkeme bir karar verir.<\/div>\n            <\/div>\n\n            <!-- right cover element -->\n                            <div class=\"step-cover-line absolute block w-px h-full step-cover-line-vertical left-5\"><\/div>\n                    <\/div>\n    <\/div>\n                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n                            \n                                                        <div class=\"w-full lg:w-1\/2 self-center\">\n                        <div class=\"h-full  z-10\">\n                            <div class=\"h-full p-2\">\n                                <img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/uploads\/2020\/05\/Kuendigungsschutzgesetz.jpg\" alt=\"\" width=\"1000\" height=\"750\" class=\"alignnone size-full wp-image-871\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/05\/Kuendigungsschutzgesetz.jpg 1000w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/05\/Kuendigungsschutzgesetz-300x225.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2020\/05\/Kuendigungsschutzgesetz-768x576.jpg 768w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>                            <\/div>\n                        <\/div>\n                    <\/div>\n                \n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>\n\n\n\n\n\n<div class=\"cta-1\">\n  <h3>Sadece <span class=\"orange-accent\">\u00fc\u00e7 hafta zaman<\/span> \u2013 \u015fimdi zaman\u0131nda harekete ge\u00e7in!<\/h3>\n  <p><strong>Hi\u00e7bir \u015fey yapmazsan\u0131z fesih ge\u00e7erli hale gelir, kesin ve geri al\u0131namaz.<\/strong><\/p>\n  <p><em>Zaman kaybetmeyin: Uzman avukatlar\u0131m\u0131z fesih karar\u0131n\u0131z\u0131 inceleyecek ve davay\u0131 h\u0131zl\u0131, kararl\u0131 ve net bir stratejiyle a\u00e7acakt\u0131r.<\/em><\/p>\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Hemen aray\u0131n\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/tr\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> \u00dccretsiz ilk de\u011ferlendirme\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n\n<h2 class=\"wp-block-heading\" id=\"abfindung_k\u00fcndigung\">Fesih halinde k\u0131dem tazminat\u0131<\/h2>\n\n\n\n<p><em>&quot;\u0130\u015ften \u00e7\u0131kar\u0131l\u0131rsam en az\u0131ndan k\u0131dem tazminat\u0131 almaya hakk\u0131m var m\u0131?&quot;<\/em> Bu soru \u015fu \u015fekilde al\u0131nd\u0131: <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/\">\u0130\u015f hukuku konusunda uzman avukat<\/a> neredeyse her g\u00fcn. Ve ben her zaman ayn\u0131 cevab\u0131 vermek zorunday\u0131m: A <strong>K\u0131dem tazminat\u0131 hakk\u0131<\/strong> \u0130\u015ften \u00e7\u0131kar\u0131lma durumunda, \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 \u015funu \u00f6ng\u00f6rmektedir: <strong>\u0130stisna<\/strong>\u0130nanm\u0131yor musunuz? O zaman okumaya devam edin. Ya da \u015furay\u0131 a\u00e7\u0131n: <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/abfindung-bei-kuendigung-alles-was-du-wissen-musst\/\" target=\"_blank\" rel=\"noreferrer noopener\">fesih halinde k\u0131dem tazminat\u0131na ili\u015fkin kapsaml\u0131 rehber<\/a>Burada hi\u00e7bir soru cevaps\u0131z kalmayacakt\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-kein-abfindungsschutz-sondern-arbeitsplatzschutz\">K\u0131dem tazminat\u0131 korumas\u0131 yok, ancak i\u015f korumas\u0131 var<\/h3>\n\n\n\n<p>Haks\u0131z yere i\u015ften \u00e7\u0131karma davalar\u0131 k\u0131dem tazminat\u0131 almay\u0131 ama\u00e7lamaz. Bu ba\u011flamda, hukuk sistemimiz di\u011fer AB \u00fclkelerinden farkl\u0131d\u0131r. Haks\u0131z yere i\u015ften \u00e7\u0131karma davas\u0131 a\u00e7t\u0131\u011f\u0131n\u0131zda, genellikle iki ama\u00e7 g\u00fcd\u00fcl\u00fcr:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Feshin ge\u00e7ersizli\u011finin tespiti<\/li>\n\n\n\n<li>S\u00fcrekli istihdam<\/li>\n<\/ol>\n\n\n\n<p>Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davas\u0131n\u0131 kazanman\u0131z, yaln\u0131zca i\u015ften \u00e7\u0131karman\u0131n ge\u00e7ersiz oldu\u011funu, i\u015f ili\u015fkinizin devam etti\u011fini ve i\u015fvereniniz taraf\u0131ndan i\u015fe al\u0131nma hakk\u0131n\u0131z oldu\u011funu teyit eder.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-warum-arbeitgeber-gleichwohl-eine-abfindung-zahlen\">\u0130\u015fverenler neden hala k\u0131dem tazminat\u0131 \u00f6d\u00fcyor?<\/h3>\n\n\n\n<p><strong>Ve yine de:<\/strong> Muhtemelen bir\u00e7ok yerde i\u015fverenlerin k\u0131dem tazminat\u0131 \u00f6dedi\u011fini okumu\u015f veya arkada\u015flar\u0131n\u0131zdan duymu\u015fsunuzdur. Bu i\u015fverenlerin yasal olarak k\u0131dem tazminat\u0131 \u00f6demek zorunda olmad\u0131klar\u0131n\u0131 bilmelisiniz. Aksine, bu k\u0131dem tazminat\u0131n\u0131 alm\u0131\u015flard\u0131r. <strong>g\u00f6n\u00fcll\u00fc olarak<\/strong> paral\u0131.<\/p>\n\n\n\n<p><strong>Bunun arkas\u0131ndaki fikir \u015fudur:<\/strong> Bir i\u015fverenin fesih bildiriminde bulunmas\u0131, feshin ge\u00e7ersiz oldu\u011fu anlam\u0131na gelmez. <strong>Hata kaynaklar\u0131<\/strong>\u0130\u015ften \u00e7\u0131karma nedeninin \u015f\u00fcpheli olmas\u0131, i\u015f\u00e7i konseyine yap\u0131lan isti\u015farenin hatal\u0131 olmas\u0131, bi\u00e7imsel hatalar vb. Bu, i\u015fverenlerin \u00e7o\u011fu zaman, i\u015ften \u00e7\u0131karman\u0131n i\u015f ili\u015fkisini fiilen sona erdirip erdirmedi\u011finden karar verilene kadar emin olamayacaklar\u0131 anlam\u0131na gelir.<\/p>\n\n\n\n<p>\u015eimdi hayal edin <strong>\u0130\u015f s\u00f6zle\u015fmesinin feshi<\/strong> d\u0131r <strong>etkisiz<\/strong> ve mahkeme haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma iddias\u0131n\u0131 kabul ederse, bunun i\u015fveren i\u00e7in ne gibi sonu\u00e7lar\u0131 olur? \u0130lk olarak, <strong>Ge\u00e7ti\u011fimiz aylara ait \u00fccretleri geri \u00f6deyin<\/strong> \u00e7\u00fcnk\u00fc kabul etmede kusurluydu. Dahas\u0131, bunu yapmak zorunda kalacakt\u0131. <strong>i\u015f\u00e7ileri yeniden i\u015fe almak<\/strong>Asl\u0131nda bu, her i\u015fveren i\u00e7in bir fiyaskodur, \u00e7\u00fcnk\u00fc bunu her ne pahas\u0131na olursa olsun \u00f6nlemek isterler. Sonu\u00e7ta, i\u015fverenin a\u00e7\u0131k\u00e7a ge\u00e7ersiz bir fesih bildirimi yapmas\u0131, i\u015fverenin aleyhine olacakt\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u00c7al\u0131\u015fanlar\u0131n i\u015ften \u00e7\u0131kar\u0131lma durumundaki \u00e7\u0131karlar\u0131<\/h3>\n\n\n\n<p>Bir i\u015fveren a\u00e7\u0131s\u0131ndan bak\u0131ld\u0131\u011f\u0131nda, bu belirsizliklerden ka\u00e7\u0131nmak i\u00e7in yeterince sebep var. Tek sorun, \u00e7al\u0131\u015fanlar\u0131n i\u015f ili\u015fkilerini kolayca sonland\u0131rmamas\u0131. <strong>K\u0131dem tazminat\u0131n\u0131n \u00f6denmesi<\/strong> Ancak, yeterince y\u00fcksek oldu\u011fu s\u00fcrece, bu b\u00f6yledir. \u0130\u015fverenlerin herhangi bir bedel \u00f6demeyece\u011fi a\u015fik\u00e2rd\u0131r. Ancak, genellikle makul bir k\u0131dem tazminat\u0131 \u00f6deyerek i\u015f ili\u015fkisinden &quot;sat\u0131n alma&quot; yoluna gitmeye isteklidirler.<\/p>\n\n\n\n<p>\u0130\u015fte bu nedenle, Almanya&#039;da k\u0131dem tazminat\u0131 korumas\u0131 olmamas\u0131na ra\u011fmen, i\u015f mahkemelerinin mahkeme salonlar\u0131 her g\u00fcn bir pazar yeri gibi. Taraflar daha sonra bir anla\u015fmaya var\u0131yor. <strong>Kar\u015f\u0131la\u015ft\u0131rmak<\/strong>\u0130\u015fverenin kararla\u015ft\u0131r\u0131lan k\u0131dem tazminat\u0131n\u0131 \u00f6demeyi taahh\u00fct etti\u011fi s\u00f6zle\u015fme.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-ausnahmsweise-doch-abfindungsschutz-bei-k-ndigung\">\u0130stisnai olarak, fesih durumunda k\u0131dem tazminat\u0131 korumas\u0131<\/h3>\n\n\n\n<p>Son olarak, k\u0131dem tazminat\u0131na hak kazand\u0131\u011f\u0131n\u0131z istisnalar\u0131 listelemek istiyorum. Ba\u015flayal\u0131m:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>K\u0131dem tazminat\u0131 teklifiyle i\u015ften \u00e7\u0131karma:<\/strong> \u0130\u015fletmesel nedenlerle i\u015ften \u00e7\u0131karma durumunda, i\u015fverenler, her bir y\u0131ll\u0131k \u00e7al\u0131\u015fma s\u00fcresi i\u00e7in 0,5 ayl\u0131k maa\u015f tutar\u0131nda k\u0131dem tazminat\u0131 teklif edebilir. Bu durumda, \u00e7al\u0131\u015fan haks\u0131z fesih davas\u0131 a\u00e7mad\u0131\u011f\u0131 takdirde k\u0131dem tazminat\u0131na hak kazan\u0131r.<\/li>\n\n\n\n<li><strong>K\u0131dem tazminat\u0131 kar\u015f\u0131l\u0131\u011f\u0131nda i\u015f ili\u015fkisinin sona erdirilmesi:<\/strong> Sosyal a\u00e7\u0131dan haks\u0131z bir fesih durumunda, \u00e7al\u0131\u015fan haks\u0131z fesih davas\u0131nda fesih ba\u015fvurusunda bulunabilir. Mahkeme daha sonra 12 ayl\u0131k maa\u015fa kadar k\u0131dem tazminat\u0131 \u00f6denmesine karar verebilir. Ancak bu, \u00e7al\u0131\u015fan\u0131n i\u015f ili\u015fkisini s\u00fcrd\u00fcrmesinin makul bir \u015fekilde beklenemeyece\u011fi ko\u015fuluna tabidir.<\/li>\n\n\n\n<li><strong>Operasyonel de\u011fi\u015fiklik:<\/strong> Yeniden yap\u0131land\u0131rma durumunda, i\u015fveren ve i\u015f\u00e7i konseyi bir sosyal plan yapmakla y\u00fck\u00fcml\u00fcd\u00fcr. Bu plan, \u00e7al\u0131\u015fanlar\u0131n kar\u015f\u0131la\u015ft\u0131\u011f\u0131 ekonomik dezavantajlar\u0131, \u00f6rne\u011fin i\u015f kayb\u0131 nedeniyle k\u0131dem tazminat\u0131 \u00f6deyerek, en az\u0131ndan \u00f6nemli \u00f6l\u00e7\u00fcde azaltmay\u0131 ama\u00e7lamaktad\u0131r.<\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>\u0130\u015f s\u00f6zle\u015fmenizin sona ermesinden sonra sa\u011flam bilgiler Muhtemelen bu sayfaya bir \u00e7al\u0131\u015fan veya\u2026 oldu\u011funuz i\u00e7in geldiniz.<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1335","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>K\u00fcndigung des Arbeitsvertrages - K\u00fcndigungsschutz | Smart-Arbeitsrecht<\/title>\n<meta name=\"description\" content=\"Gro\u00dfer Ratgeber: Zur K\u00fcndigung des Arbeitsvertrages durch den Arbeitgeber \u2714\ufe0f zu Ihrem K\u00fcndigungschutz \u2714\ufe0f und zur Abfindung \u2714\ufe0f\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"K\u00fcndigung des Arbeitsvertrages - K\u00fcndigungsschutz | Smart-Arbeitsrecht\" \/>\n<meta property=\"og:description\" content=\"Gro\u00dfer Ratgeber: Zur K\u00fcndigung des Arbeitsvertrages durch den Arbeitgeber \u2714\ufe0f zu Ihrem K\u00fcndigungschutz \u2714\ufe0f und zur Abfindung \u2714\ufe0f\" \/>\n<meta property=\"og:url\" content=\"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\" \/>\n<meta property=\"og:site_name\" content=\"Smart-Arbeitsrecht\" \/>\n<meta property=\"article:modified_time\" content=\"2025-07-03T06:40:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Tahmini okuma s\u00fcresi\" \/>\n\t<meta name=\"twitter:data1\" content=\"34 dakika\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\",\"url\":\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\",\"name\":\"K\u00fcndigung des Arbeitsvertrages - K\u00fcndigungsschutz | Smart-Arbeitsrecht\",\"isPartOf\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\",\"description\":\"Gro\u00dfer Ratgeber: Zur K\u00fcndigung des Arbeitsvertrages durch den Arbeitgeber \u2714\ufe0f zu Ihrem K\u00fcndigungschutz \u2714\ufe0f und zur Abfindung \u2714\ufe0f\",\"breadcrumb\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#breadcrumb\"},\"inLanguage\":\"tr\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"tr\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#primaryimage\",\"url\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\",\"contentUrl\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Startseite\",\"item\":\"https:\/\/smart-arbeitsrecht.de\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"K\u00fcndigung des Arbeitsvertrages &#8211; 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