{"id":7371,"date":"2023-06-21T11:41:14","date_gmt":"2023-06-21T09:41:14","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?page_id=7371"},"modified":"2026-01-20T10:10:59","modified_gmt":"2026-01-20T09:10:59","slug":"antrag-auf-teilzeit-abgelehnt-was-koennen-arbeitnehmer-tun","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/tr\/antrag-auf-teilzeit-abgelehnt-was-koennen-arbeitnehmer-tun\/","title":{"rendered":"Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurusu reddedildi \u2013 \u00e7al\u0131\u015fanlar ne yapabilir?"},"content":{"rendered":"<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-1024x512.jpg\" alt=\"Antrag auf Teilzeit abgelehnt\" class=\"wp-image-7417\" title=\"Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurusu reddedildi\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeitantrag_abgelehnt_Arbeitnehmer-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Yar\u0131 zamanl\u0131 ba\u015fvurum reddedildi \u2013 \u00e7al\u0131\u015fan olarak ne yapmal\u0131y\u0131m?<\/figcaption><\/figure><\/div>\n\n\n<p>Almanya&#039;da giderek daha fazla \u00e7al\u0131\u015fan yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma iste\u011fi duyuyor. Bunun \u00e7ok \u00e7e\u015fitli nedenleri var. Ve temelde, siz de <strong>Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma hakk\u0131<\/strong>Ancak, \u00e7al\u0131\u015fanlar yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurusunda bulunduktan sonra s\u0131kl\u0131kla anla\u015fmazl\u0131klar ortaya \u00e7\u0131kmaktad\u0131r. Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurular\u0131 bazen i\u015fveren taraf\u0131ndan reddedilebilmektedir. <strong>Reddedilmi\u015f<\/strong> \u2013 operasyonel nedenlerden dolay\u0131 \u2013 \u00e7al\u0131\u015fanlar\u0131 s\u0131k s\u0131k zor durumda b\u0131rakmaktad\u0131r.<\/p>\n\n\n\n<p>Bu rehberde \u015funu istiyoruz: <strong>Yasal se\u00e7enekleriniz<\/strong> \u0130\u015fveren yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebinizi reddettiyse, size a\u015fa\u011f\u0131daki konularda bilgi sa\u011flayaca\u011f\u0131z:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>hangi yasal ko\u015fullar alt\u0131nda yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fman\u0131n m\u00fcmk\u00fcn oldu\u011fu,<\/li>\n\n\n\n<li>yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma hakk\u0131n\u0131z olup olmad\u0131\u011f\u0131,<\/li>\n\n\n\n<li>\u0130\u015fverenin yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurusunu hangi \u00f6l\u00e7\u00fcde reddedebilece\u011fi,<\/li>\n\n\n\n<li>\u0130\u015fvereniniz yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurunuzu haks\u0131z yere reddetti\u011finde hangi yasal se\u00e7eneklere sahipsiniz?<\/li>\n<\/ul>\n\n\n\n<p>Bizimle ileti\u015fime ge\u00e7tikten sonra <strong>sa\u011flam temellere dayanan rehber<\/strong> Bunu okuduktan sonra, i\u015fvereniniz yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebinizi reddetti\u011finde ne yapman\u0131z gerekti\u011fini anlayacaks\u0131n\u0131z. H\u00e2l\u00e2 sorular\u0131n\u0131z varsa, l\u00fctfen bizimle ileti\u015fime ge\u00e7mekten \u00e7ekinmeyin. Ayn\u0131 durum, hukuki yard\u0131ma ihtiyac\u0131n\u0131z oldu\u011funda da ge\u00e7erlidir.<\/p>\n\n\n\n<p><strong>\u00d6nemli NOT:<\/strong> Yar\u0131 zamanl\u0131 veya ebeveyn izni talepleri ortaya \u00e7\u0131kt\u0131\u011f\u0131nda i\u015ften \u00e7\u0131karma tart\u0131\u015fmalar\u0131n\u0131n ortaya \u00e7\u0131kmas\u0131 nadir de\u011fildir. Bazen i\u015fverenler <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\">Fesih<\/a> veya teklif et <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/aufhebungsvertrag-wertvolle-informationen-fuer-arbeitnehmer\/\">fesih s\u00f6zle\u015fmesi<\/a> ile <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/abfindung-bei-kuendigung-alles-was-du-wissen-musst\/\">k\u0131dem tazminat\u0131<\/a> Bu gibi durumlarda konuyu detayl\u0131 bir \u015fekilde g\u00f6r\u00fc\u015febilmemiz i\u00e7in do\u011frudan bizimle ileti\u015fime ge\u00e7meniz gerekmektedir.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Yar\u0131 zamanl\u0131 i\u015f teklifi reddedildi mi? <span class=\"orange-accent\">Haklar\u0131n\u0131z\u0131 kontrol ettirin.<\/span><\/h3>\n\n  <p><strong>\u00c7al\u0131\u015fma saati tercihlerinizi kar\u015f\u0131lamaya kararl\u0131y\u0131z.<\/strong><\/p>\n  <p><em>\u00dccretsiz ilk g\u00f6r\u00fc\u015fmemizde tazminat almaya hak kazan\u0131p kazanmad\u0131\u011f\u0131n\u0131z\u0131 h\u0131zl\u0131 ve g\u00fcvenilir bir \u015fekilde a\u00e7\u0131kl\u0131\u011fa kavu\u015fturaca\u011f\u0131z.<\/em><\/p>\n\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<div style=\"height:32px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"toc\">\n<h3>\u0130\u00e7indekiler<\/h3>\n<ol>\n<li><a href=\"#teilzeitarbeit\">Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma nedir?<\/a><\/li>\n<li><a href=\"#voraussetzungen_teilzeitarbeit\">Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma i\u00e7in gereklilikler<\/a><\/li>\n<li><a href=\"#fehler_teilzeitantrag\">Uygun yar\u0131 zamanl\u0131 talep \u2013 hatalardan ka\u00e7\u0131n\u0131n<\/a><\/li>\n<li><a href=\"#ablehnung_teilzeitarbeit\">\u0130\u015fveren yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fmay\u0131 reddediyor<\/a><\/li>\n<li><a href=\"#teilzeit_abgelehnt_optionen\">Yar\u0131 zamanl\u0131 ba\u015fvuru reddedildi - yasal se\u00e7enekler<\/a><\/li>\n<li><a href=\"#faq\">S\u0131k\u00e7a Sorulan Sorular<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Was ist Teilzeitarbeit?\">Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma nedir?<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-1024x512.jpg\" alt=\"Was ist Teilzeitarbeit\" class=\"wp-image-7418\" title=\"Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma nedir?\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_Bedeutung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Yar\u0131 Zamanl\u0131 ve Belirli S\u00fcreli \u00c7al\u0131\u015fma Yasas\u0131 \u015funu tan\u0131mlar: <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__2.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 2 paragraf 1 c\u00fcmle 1<\/a> A <strong>yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fanlar<\/strong> birisi olarak<\/p>\n\n\n\n<p class=\"has-text-align-center\"><em>&quot;Normal haftal\u0131k \u00e7al\u0131\u015fma saatleri, tam zamanl\u0131 bir \u00e7al\u0131\u015fan\u0131nkinden daha k\u0131sa olan&quot;<\/em>.<\/p>\n\n\n\n<p>Bir \u00e7al\u0131\u015fan\u0131n, a\u015fa\u011f\u0131daki durumlarda yar\u0131 zamanl\u0131 olarak \u00e7al\u0131\u015ft\u0131\u011f\u0131 da kabul edilir: <strong>Marjinal istihdam<\/strong> (\u201cmini i\u015f\u201d).<\/p>\n\n\n\n<p>Bu, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma i\u00e7in bir\u00e7ok f\u0131rsat oldu\u011funu g\u00f6steriyor. Tam zamanl\u0131 bir \u00e7al\u0131\u015fan, \u00e7al\u0131\u015fma saatlerini istedi\u011fi gibi ayarlayabilir. <strong>\u00d6rnek<\/strong> 40 saatten 38 saate. Ancak, \u00e7al\u0131\u015fma saatlerini, istihdam ili\u015fkisinin yaln\u0131zca marjinal nitelikte olaca\u011f\u0131 \u00f6l\u00e7\u00fcde de azaltabilir.<\/p>\n\n\n\n<p>\u00c7al\u0131\u015fma saatlerinizi azaltman\u0131z da m\u00fcmk\u00fcn <strong>5 g\u00fcnl\u00fck haftadan 4 g\u00fcnl\u00fck haftaya<\/strong> Bu da yar\u0131 zamanl\u0131 bir i\u015ftir.<\/p>\n\n\n\n<p>\u00c7al\u0131\u015fma saatlerindeki azalma <strong>kal\u0131c\u0131 olarak<\/strong>Bu, eski \u00e7al\u0131\u015fma saatlerine geri d\u00f6nmenin art\u0131k m\u00fcmk\u00fcn olmad\u0131\u011f\u0131 anlam\u0131na gelir. Sadece s\u00f6zde olanlar i\u00e7in bir istisna ge\u00e7erlidir. <strong>Yar\u0131 zamanl\u0131 k\u00f6pr\u00fc<\/strong> sonras\u0131nda <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__9a.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 9a TzBfG<\/a>Orada belirlenen \u015fartlar alt\u0131nda \u00e7al\u0131\u015fma saatlerinde ge\u00e7ici bir azaltma yap\u0131lmas\u0131 m\u00fcmk\u00fcnd\u00fcr.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"voraussetzungen_teilzeitarbeit\">Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma i\u00e7in gereklilikler<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-1024x512.jpg\" alt=\"Voraussetzungen f\u00fcr Teilzeitarbeit\" class=\"wp-image-7419\" title=\"Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma i\u00e7in gereklilikler\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Voraussetzungen_Teilzeitarbeit-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>\u0130yi haber \u015fu: \u00c7al\u0131\u015fanlar genellikle <strong>Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma hakk\u0131<\/strong>Ancak baz\u0131 temel gereksinimlerin kar\u015f\u0131lanmas\u0131 gerekiyor. A\u015fa\u011f\u0131daki listeyi kullanabilirsiniz: <strong>Kontrol listesi<\/strong> Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma i\u00e7in gereklilikleri kar\u015f\u0131lay\u0131p kar\u015f\u0131lamad\u0131\u011f\u0131n\u0131z\u0131 belirlemek i\u00e7in kullan\u0131n:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Gerek <strong>\u00c7al\u0131\u015fanlar<\/strong> Ne t\u00fcr bir istihdam ili\u015fkisi oldu\u011fu \u00f6nemli de\u011fil. Bu, \u00f6rne\u011fin ge\u00e7ici \u00e7al\u0131\u015fanlar\u0131n, marjinal \u00e7al\u0131\u015fanlar\u0131n, \u00fcst d\u00fczey y\u00f6neticilerin veya toplu i\u015f s\u00f6zle\u015fmesi (T) kapsam\u0131ndaki \u00e7al\u0131\u015fanlar\u0131n genellikle yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma hakk\u0131na sahip oldu\u011fu anlam\u0131na gelir. Serbest \u00e7al\u0131\u015fanlar\u0131n veya benzer pozisyonlardaki \u00e7al\u0131\u015fanlar\u0131n yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma hakk\u0131 yoktur. Ayn\u0131 durum stajyerler i\u00e7in de ge\u00e7erlidir.<\/li>\n\n\n\n<li>\u0130stihdam ili\u015fkisi \u015fu \u015fekilde olmal\u0131d\u0131r: <strong>6 aydan uzun<\/strong> ge\u00e7ti.<\/li>\n\n\n\n<li>\u0130\u015fveren (\u015firket) genellikle \u015funlar\u0131 yapmak zorundad\u0131r: <strong>15&#039;ten fazla \u00e7al\u0131\u015fan <\/strong>\u0130stihdam edilebilir - stajyerler hari\u00e7. \u00d6nemli olan 15 tam zamanl\u0131 pozisyon de\u011fil, i\u015fverenin 15&#039;ten fazla ki\u015fi istihdam edip etmedi\u011fidir.<\/li>\n\n\n\n<li>Muhtemelen: <strong>\u00e7al\u0131\u015fma saatlerinizdeki son azalma<\/strong> veya i\u015fveren taraf\u0131ndan hakl\u0131 olarak reddedilmesinin \u00fczerinden 2 y\u0131ldan fazla zaman ge\u00e7mi\u015f olmas\u0131.<\/li>\n\n\n\n<li>Yar\u0131 zamanl\u0131 arzunuz var <strong>d\u00fczg\u00fcn bir \u015fekilde<\/strong> (Usul\u00fcne uygun ve s\u00fcresi i\u00e7erisinde).<\/li>\n\n\n\n<li>\u0130\u015fveren sizin <strong>Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurusu reddedilmedi<\/strong> veya usul\u00fcne uygun\/zaman\u0131nda reddedilmemi\u015f. <\/li>\n<\/ul>\n\n\n\n<p>Tahmin edebilece\u011finiz gibi, son iki madde uygulamada hukuki sorunlar te\u015fkil ediyor. \u00c7al\u0131\u015fanlar\u0131n yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma i\u00e7in her zaman uygun bir talebi olmayabilir. Ancak, en yayg\u0131n anla\u015fmazl\u0131k noktas\u0131, i\u015fverenin yar\u0131 zamanl\u0131 bir talebi reddetme hakk\u0131d\u0131r. Bu nedenle, bu iki maddeyi a\u015fa\u011f\u0131da ayr\u0131 ayr\u0131 ele alaca\u011f\u0131z.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"fehler_teilzeitantrag\">Uygun yar\u0131 zamanl\u0131 talep \u2013 hatalardan ka\u00e7\u0131n\u0131n<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-1024x512.jpg\" alt=\"Ordnungsgem\u00e4\u00dfes Teilzeitverlangen\" class=\"wp-image-7420\" title=\"Uygun yar\u0131 zamanl\u0131 talep\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ordnungsgemaesser_Teilzeitantrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Gelecekte yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fmak istiyorsan\u0131z, ara\u015ft\u0131rman\u0131z\u0131 yapmal\u0131s\u0131n\u0131z. <strong>Yar\u0131 zamanl\u0131 i\u015fe uygun \u015fekilde ba\u015fvurun<\/strong>Aksi takdirde, i\u015fvereninizin yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebinizi reddetme riskiyle kar\u015f\u0131 kar\u015f\u0131ya kal\u0131rs\u0131n\u0131z. Sadece birka\u00e7 basit ad\u0131m\u0131 izleyerek, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebinizin yasal olarak ge\u00e7erli oldu\u011fundan emin olabilirsiniz. \u0130\u015fte \u00f6nemli noktalar:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Yar\u0131 zamanl\u0131 ba\u015fvurular en az 3 ay \u00f6nceden yap\u0131lmal\u0131d\u0131r.<\/h3>\n\n\n\n<p>Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fman\u0131z\u0131 talep etmelisiniz <strong>yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fman\u0131n istenilen ba\u015flang\u0131c\u0131ndan en az \u00fc\u00e7 ay \u00f6nce<\/strong> i\u015fverenden talep. <strong>\u00d6nemli NOT:<\/strong> \u0130lk alt\u0131 ay boyunca bu m\u00fcmk\u00fcn de\u011fildir. Bu, ancak alt\u0131 ay \u00e7al\u0131\u015ft\u0131ktan sonra yar\u0131 zamanl\u0131 i\u015f ba\u015fvurusunda bulunabilece\u011finiz anlam\u0131na gelir. <\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>\u00d6rnek: 1 Ocak 2023 tarihinde i\u015fe ba\u015flad\u0131n\u0131z. 1 Ekim 2023&#039;te ba\u015flayacak d\u00f6nem i\u00e7in en erken 1 Temmuz 2023&#039;te yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurusunda bulunabilirsiniz. K\u0131salt\u0131lm\u0131\u015f yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma s\u00fcresi ise ancak i\u015fvereninizin onay\u0131yla m\u00fcmk\u00fcnd\u00fcr.<\/em><\/div>\n\n\n\n<p>K\u0131smi s\u00fcreli \u00e7al\u0131\u015fma talebi \u00e7ok k\u0131sa ise, yaln\u0131zca k\u0131smen zararl\u0131d\u0131r. Bu durumda, k\u0131smi s\u00fcreli \u00e7al\u0131\u015fma talebi m\u00fcmk\u00fcn olan en k\u0131sa s\u00fcrede (\u00fc\u00e7 ay i\u00e7inde) y\u00fcr\u00fcrl\u00fc\u011fe girer.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130stenilen \u00e7al\u0131\u015fma saatlerinin azalt\u0131lmas\u0131 ve da\u011f\u0131t\u0131lmas\u0131<\/h3>\n\n\n\n<p>Yasa, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurunuza \u015funlar\u0131 eklemenizi gerektirir: <strong>\u00e7al\u0131\u015fma saatlerinde istenen azalma<\/strong> Bu, \u015fu t\u00fcr uygulamalar\u0131n anlam\u0131na gelir: <em>&quot;\u00c7al\u0131\u015fma saatlerimi azaltmak istiyorum&quot;<\/em> Yeterli de\u011fildir. Azaltmak istedi\u011finiz \u00e7al\u0131\u015fma saatlerini (\u00f6rne\u011fin, haftada 40 saatten 30 saate) belirtmelisiniz. Aksi takdirde, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebiniz reddedilebilir.<\/p>\n\n\n\n<p>Ayr\u0131ca \u015funlar\u0131 da yapmal\u0131s\u0131n\u0131z: <strong>istenilen \u00e7al\u0131\u015fma saati da\u011f\u0131l\u0131m\u0131 <\/strong>Ancak bu zorunlu de\u011fildir. \u00c7al\u0131\u015fma saatlerinin hafta i\u00e7i g\u00fcnlere da\u011f\u0131l\u0131m\u0131n\u0131 i\u015fverenin inisiyatifine de b\u0131rakabilirsiniz.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>\u0130pucu: Azalt\u0131lm\u0131\u015f \u00e7al\u0131\u015fma saatlerinin zamanlamas\u0131 sizin i\u00e7in \u00f6nemli de\u011filse, \u00e7al\u0131\u015fma saatlerinin da\u011f\u0131l\u0131m\u0131n\u0131 belirtmeyi atlayabilirsiniz. Bu \u015fekilde, i\u015fvereninizin yaln\u0131zca uyumsuz \u00e7al\u0131\u015fma saatleri nedeniyle yar\u0131 zamanl\u0131 ba\u015fvurunuzu reddetme riskini ortadan kald\u0131r\u0131rs\u0131n\u0131z.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Metin bi\u00e7iminde iddia<\/h3>\n\n\n\n<p>Resmi \u015fartlar \u00f6zellikle kat\u0131 de\u011fildir. Bununla birlikte, kanunda asgari bir dizi resmi \u015fart bulunmaktad\u0131r. <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__8.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 8 paragraf 2 c\u00fcmle 1 TzBfG<\/a> Arzunuzu ifade etmelisiniz <strong>Metin bi\u00e7imi<\/strong> Metin bi\u00e7imi nedir? Metin bi\u00e7imi \u015funlar\u0131 gerektirir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>okunabilir bir a\u00e7\u0131klama,<\/li>\n\n\n\n<li>beyan\u0131 yapan ki\u015finin ad\u0131n\u0131n ve<\/li>\n\n\n\n<li>dayan\u0131kl\u0131 bir ortamda sunulan.<\/li>\n<\/ul>\n\n\n\n<p>Ba\u015fka bir deyi\u015fle: E-postay\u0131 ad\u0131n\u0131zla bitirirseniz tek bir e-posta yeterlidir. Bi\u00e7imde herhangi bir hatadan ka\u00e7\u0131nmak i\u00e7in \u015funu \u00f6neririz: <strong>(1)<\/strong> uygulamay\u0131 yazd\u0131rmak i\u00e7in <strong>(2)<\/strong> imzalamak <strong>(3)<\/strong> taramak i\u00e7in <strong>(4)<\/strong> i\u015fverene \u00f6nceden e-posta yoluyla g\u00f6nderilecek ve <strong>(5)<\/strong> asl\u0131 posta yoluyla olmak \u00fczere taahh\u00fctl\u00fc posta yoluyla g\u00f6nderilecektir.<\/p>\n\n\n\n<p>Bunu yapt\u0131\u011f\u0131n\u0131zda, ba\u015fvurunun ger\u00e7ekten i\u015fverene ula\u015fmas\u0131n\u0131 ve ula\u015ft\u0131\u011f\u0131n\u0131 ispatlayabilmenizi de sa\u011flam\u0131\u015f olursunuz.<\/p>\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>Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurunuz reddedildi mi? Davan\u0131z\u0131 inceleyece\u011fiz.<\/strong><\/p>\n\n\n\n<p>Raphael Lugowski ve Hamza G\u00fclbas, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebinizi yasal olarak y\u00fcr\u00fctmenizde size destek oluyor; h\u0131zl\u0131 bir ilk de\u011ferlendirme ve net bir stratejiyle.<\/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<h2 class=\"wp-block-heading\" id=\"ablehnung_teilzeitarbeit\">\u0130\u015fveren yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fmay\u0131 reddediyor - operasyonel nedenler<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-1024x512.jpg\" alt=\"Ablehnung von Teilzeit\" class=\"wp-image-7421\" title=\"Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fman\u0131n reddi\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Ablehnung_Teilzeit_Voraussetzungen-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>\u0130\u015fveren ba\u015fvurunuzu ald\u0131ktan sonra, sizinle yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebinizi g\u00f6r\u00fc\u015ferek bir anla\u015fmaya varmal\u0131d\u0131r. <strong>\u0130\u015f veren<\/strong> Genellikle a\u015fa\u011f\u0131daki se\u00e7enekler mevcuttur:<\/p>\n\n\n\n<p>(1) \u00c7al\u0131\u015fma saatlerinin azalt\u0131lmas\u0131n\u0131n ve \u00e7al\u0131\u015fma saatlerinin (yeniden) da\u011f\u0131t\u0131lmas\u0131n\u0131n onaylanmas\u0131<\/p>\n\n\n\n<p>(2) \u00c7al\u0131\u015fma saatlerinin azalt\u0131lmas\u0131n\u0131n onaylanmas\u0131, \u00e7al\u0131\u015fma saatlerinin da\u011f\u0131t\u0131m\u0131n\u0131n reddedilmesi<\/p>\n\n\n\n<p>(3) K\u0131smi s\u00fcreli \u00e7al\u0131\u015fma ba\u015fvurusunun t\u00fcm\u00fcyle reddedilmesi<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Yar\u0131 zamanl\u0131 ba\u015fvurular usul\u00fcne uygun olarak ve son tarih i\u00e7erisinde reddedilmelidir.<\/h3>\n\n\n\n<p>\u0130\u015fveren, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma (ya da sadece \u00e7al\u0131\u015fma saatlerinin da\u011f\u0131l\u0131m\u0131) talebinizi reddetmek isterse, bunu yapmak i\u00e7in s\u0131n\u0131rs\u0131z bir zamana sahip de\u011fildir. <strong>\u0130stenilen \u00e7al\u0131\u015fma saatlerinin azalt\u0131lmas\u0131 veya da\u011f\u0131t\u0131lmas\u0131n\u0131n ba\u015flamas\u0131ndan bir ay \u00f6nce<\/strong> \u0130\u015fverenin k\u0131smi s\u00fcreli \u00e7al\u0131\u015fma talebini yaz\u0131l\u0131 olarak reddetmi\u015f olmas\u0131 gerekir.<\/p>\n\n\n\n<p>Peki ya i\u015fveren bu s\u00fcreyi dolduramazsa? Bunun ciddi hukuki sonu\u00e7lar\u0131 vard\u0131r. Bu durumda yasa \u015f\u00f6yle diyor:<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong>\u00c7al\u0131\u015fan\u0131n talep etti\u011fi \u00e7al\u0131\u015fma saatlerinin azalt\u0131lmas\u0131 ve da\u011f\u0131t\u0131m\u0131 sabit say\u0131l\u0131r.<\/strong><\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Ba\u015fka bir deyi\u015fle, kanun, i\u015fvereninizin \u00e7al\u0131\u015fma saatlerinin azalt\u0131lmas\u0131 ve da\u011f\u0131t\u0131lmas\u0131n\u0131 kabul etmi\u015f gibi davranman\u0131z\u0131 sa\u011flar. Bu, kanun gere\u011fi s\u00f6zle\u015fmesel bir de\u011fi\u015fiklik te\u015fkil eder. \u0130\u015fverenin bu de\u011fi\u015fikli\u011fi geri alma se\u00e7enekleri s\u0131n\u0131rl\u0131d\u0131r.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Gerekli: \u00c7eli\u015fkili operasyonel nedenler<\/h3>\n\n\n\n<p>\u0130\u015fveren, yar\u0131 zamanl\u0131 i\u015f ba\u015fvurunuzu usul\u00fcne uygun olarak ve s\u00fcresi i\u00e7inde reddetmi\u015f olsa bile, bu, meselenin \u00e7\u00f6z\u00fcld\u00fc\u011f\u00fc anlam\u0131na gelmez. Asl\u0131nda, i\u015fveren yar\u0131 zamanl\u0131 i\u015f ba\u015fvurunuzu \u00f6ylece reddedemez. \u0130\u015fverenin bu yasal yetkisi, <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__8.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 8 (4) TzBfG<\/a> sadece e\u011fer <strong>operasyonel nedenler<\/strong> Buna kar\u015f\u0131 \u00e7\u0131k\u0131yoruz.<\/p>\n\n\n\n<p>Azaltman\u0131n \u015firket i\u00e7indeki organizasyonu, i\u015f s\u00fcre\u00e7lerini veya g\u00fcvenli\u011fi etkilemesi halinde operasyonel nedenler belirtilir. <strong>\u00f6nemli \u00f6l\u00e7\u00fcde bozmak<\/strong> Ayn\u0131 durum orant\u0131s\u0131z maliyetlere yol a\u00e7acaksa da ge\u00e7erlidir.<\/p>\n\n\n\n<p>\u0130\u015fverenler, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ba\u015fvurular\u0131n\u0131n reddedilmesini genellikle \u00e7al\u0131\u015fma saatlerindeki bir azalman\u0131n kuruma \u00f6nemli \u00f6l\u00e7\u00fcde zarar verece\u011fi gerek\u00e7esiyle hakl\u0131 \u00e7\u0131kar\u0131rlar. Ancak, i\u015fverenin gerek\u00e7esi her zaman ikna edici de\u011fildir. \u0130\u00e7tihat hukuku, <strong>\u00fc\u00e7 ad\u0131m<\/strong>K\u0131smi s\u00fcreli \u00e7al\u0131\u015fma talebinde bulunmay\u0131 engelleyen objektif nedenlerin bulunup bulunmad\u0131\u011f\u0131.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u00c7eli\u015fkili operasyonel nedenlerin incelenmesi<\/h3>\n\n\n\n<p>(1) \u015eirketin bir organizasyonel konsepti var m\u0131? Varsa, yap\u0131s\u0131 nas\u0131ld\u0131r?<\/p>\n\n\n\n<p>(2) \u00d6rg\u00fctsel kavram, \u00e7al\u0131\u015fan\u0131n yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebiyle fiilen \u00e7eli\u015fiyor mu? \u00d6rg\u00fctsel kavram, makul de\u011fi\u015fikliklerle \u00e7al\u0131\u015fan\u0131n yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebiyle uyumlu hale getirilebilir mi?<\/p>\n\n\n\n<p>(3) \u00c7eli\u015fkili operasyonel nedenlerin a\u011f\u0131rl\u0131\u011f\u0131, yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fman\u0131n \u015firketin i\u015f hedeflerini \u00f6nemli \u00f6l\u00e7\u00fcde bozacak kadar b\u00fcy\u00fck m\u00fc?<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/9-azr-259-11\/?highlight=9+AZR+259%2F11\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 13 Kas\u0131m 2012 tarihli karar \u2013 9 AZR 259\/11<\/a><\/p>\n\n\n\n<p>\u0130\u015fveren taraf\u0131ndan iddia edilen operasyonel nedenler; <strong>\u00f6nemli a\u011f\u0131rl\u0131k<\/strong> olmak.<\/p>\n\n\n\n<p><a href=\"https:\/\/lexetius.com\/2003,2230\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 18 \u015eubat 2003 tarihli karar \u2013 9 AZR 164\/02<\/a><\/p>\n\n\n\n<p>\u0130\u015fverenler, <strong>Operasyonel yeniden yap\u0131lanma f\u0131rsatlar\u0131<\/strong> ve gerekti\u011finde i\u015f ak\u0131\u015f\u0131nda veya \u015firket organizasyonunda olu\u015fabilecek aksakl\u0131klar\u0131 ortadan kald\u0131rmak veya en aza indirmek.<\/p>\n\n\n\n<p>\u00c7al\u0131\u015fanlar, i\u015fverenlerin reddetme konusunda operasyonel gerek\u00e7eler sunabilmesinden faydalanmaktad\u0131r. <strong>sunum ve ispat y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc<\/strong> vard\u0131r.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u00c7eli\u015fkili operasyonel nedenlere \u00f6rnekler<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>M\u00fcmk\u00fcn de\u011fil <strong>Tam zamanl\u0131 bir i\u015fin b\u00f6l\u00fcnebilirli\u011fi<\/strong> (\u0130stisna: \u0130\u015fyeri daha \u00f6nce \u201cpayla\u015f\u0131lm\u0131\u015ft\u0131\u201d)<\/li>\n\n\n\n<li><strong>Pedagojik \u00f6rg\u00fctsel kavram<\/strong> bir \u00f6\u011fretmen\/grup lideri ile \u00e7ocuklar\u0131n s\u00fcrekli bak\u0131m\u0131 bir bak\u0131c\u0131 taraf\u0131ndan sa\u011flan\u0131r<\/li>\n\n\n\n<li><strong>Hizmet kavramlar\u0131<\/strong>tam zamanl\u0131 personel gerektiren (m\u00fc\u015fterilerin her zaman ayn\u0131 irtibat ki\u015fisine sahip olmas\u0131 gerekir)<\/li>\n\n\n\n<li>Uygun yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fan \u015fu anda <strong>i\u015fg\u00fcc\u00fc piyasas\u0131<\/strong> mevcut de\u011fil \/ fazla mesai sipari\u015fi vermek m\u00fcmk\u00fcn de\u011fil (ancak, i\u015fverenin i\u015f bulma kurumuna dan\u0131\u015fmas\u0131 ve dahili\/harici olarak ilan vermesi gerekir)<\/li>\n\n\n\n<li>Bir ikamenin kullan\u0131m\u0131 \u015fu sonu\u00e7lara yol a\u00e7ar: <strong>orant\u0131s\u0131z ek maliyetler<\/strong> (yeterli de\u011fil: i\u015fe al\u0131m maliyetleri, e\u011fitim maliyetleri, daha y\u00fcksek idari maliyetler)<\/li>\n\n\n\n<li><strong>M\u00fc\u015fteri<\/strong> belirli say\u0131da haftal\u0131k \u00e7al\u0131\u015fma saatine sahip ge\u00e7ici i\u015f\u00e7ilerin kullan\u0131lmas\u0131n\u0131 gerektirir<\/li>\n\n\n\n<li><strong>\u00c7ak\u0131\u015fan yar\u0131 zamanl\u0131 talepler<\/strong> di\u011fer \u00e7al\u0131\u015fanlar<\/li>\n\n\n\n<li><strong>\u0130\u015fyeri konseyinin onay vermeyi reddetmesi<\/strong> bir yedek kiralamak<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"teilzeit_abgelehnt_optionen\">Operasyonel nedenlerle yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebi reddedildi \u2013 Yasal se\u00e7enekler<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-1024x512.jpg\" alt=\"Teilzeitantrag abgelehnt: rechtliche M\u00f6glichkeiten f\u00fcr Arbeitnehmer\" class=\"wp-image-7422\" title=\"Yar\u0131 zamanl\u0131 ba\u015fvuru reddedildi: \u00c7al\u0131\u015fanlar i\u00e7in yasal se\u00e7enekler\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/06\/Teilzeit_abgelehnt_Rechtsschutz-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>\u0130\u015fvereniniz yar\u0131 zamanl\u0131 ba\u015fvurunuzu reddettiyse, bu sizin i\u00e7in a\u00e7\u0131k\u00e7a bir sorun te\u015fkil eder. Ancak bu, i\u015fverenin yar\u0131 zamanl\u0131 ba\u015fvurunuzu hakl\u0131 bir sebeple reddetti\u011fi anlam\u0131na gelmez. \u0130\u015fletmesel nedenlerin yar\u0131 zamanl\u0131 ba\u015fvurunuzu engelleyip engellemedi\u011fi konusu yarg\u0131sal incelemeye tabidir.<\/p>\n\n\n\n<p><strong>Sorun:<\/strong> Harekete ge\u00e7mezseniz, her \u015fey ayn\u0131 kalacakt\u0131r. \u0130\u015fverenin yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebinizi reddetmek i\u00e7in hi\u00e7bir nedeni olmasa bile, tek se\u00e7ene\u011finiz i\u015fverenin karar\u0131na itiraz etmektir. <strong>yarg\u0131sal inceleme<\/strong> \u0130\u015fverenin kar\u015f\u0131t operasyonel gerek\u00e7eleri yaln\u0131zca bahane niteli\u011finde veya hukuken ge\u00e7ersiz ise, \u0130\u015f Mahkemesi i\u015fverene \u015fu emri verecektir: <strong>\u00c7al\u0131\u015fma saatlerini de\u011fi\u015ftirme izni<\/strong> a\u00e7\u0131klamak i\u00e7in.<\/p>\n\n\n\n<p>Karar kesinle\u015ftikten sonra, <a href=\"https:\/\/www.gesetze-im-internet.de\/zpo\/__894.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7 894 Hukuk Muhakemeleri Usul\u00fc Kanunu<\/a> R\u0131za beyan\u0131n\u0131n sunuldu\u011fu kabul edilir. Ancak t\u00fcm hikayenin p\u00fcf noktas\u0131 \u015fudur: \u0130htiyac\u0131m\u0131z olan \u015fey <strong>Yasal g\u00fc\u00e7<\/strong>Ve bunun ger\u00e7ekle\u015fmesi i\u00e7in iki dava gerekebilir. Bu, i\u015f mahkemelerinde bir y\u0131ldan fazla s\u00fcren davalara denk gelir.<\/p>\n\n\n\n<p>Bir fikir \u015fu olabilir: <strong>Ge\u00e7ici ihtiyati tedbir ba\u015fvurusu<\/strong> Ancak, ba\u015far\u0131 \u015fans\u0131 \u015f\u00fcphelidir. \u0130\u015f mahkemesinin olumlu bir karar\u0131, as\u0131l davay\u0131 ge\u00e7ersiz k\u0131lacakt\u0131r. Ancak \u00e7al\u0131\u015fanlar a\u00e7\u0131s\u0131ndan, yar\u0131 zamanl\u0131 istihdam\u0131n reddedilmesine ili\u015fkin uyu\u015fmazl\u0131\u011f\u0131 derhal i\u015f mahkemesine ta\u015f\u0131maktan ba\u015fka bir alternatif yoktur.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"faq\">S\u0131k\u00e7a Sorulan Sorular \u2013 Yar\u0131 Zamanl\u0131 \u0130\u015f Ba\u015fvurusu Hakk\u0131nda S\u0131k\u00e7a Sorulan Sorular<\/h2>\n\n\n\n\n<div id=\"smart-column-block_60377d63265f0ad64340835be912f9fe\" 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-full\">\n                    <div class=\"h-full\">\n                        <div class=\"h-full p-1\">\n                        \n<div class=\"mx-auto\">\n            <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u00c7al\u0131\u015fanlar\u0131n genel olarak yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma hakk\u0131 var m\u0131d\u0131r?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Evet. Yar\u0131 Zamanl\u0131 ve Belirli S\u00fcreli \u0130stihdam Yasas\u0131&#039;na g\u00f6re, yasal \u015fartlar yerine getirildi\u011fi takdirde genellikle yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma hakk\u0131 vard\u0131r. Ba\u015fvuru yine de reddedilirse, hakk\u0131n yasal olarak uygulanmas\u0131nda ba\u015far\u0131 \u015fans\u0131n\u0131 de\u011ferlendirmek i\u00e7in erken a\u015famada hukuki dan\u0131\u015fmanl\u0131k al\u0131nmal\u0131d\u0131r.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u0130\u015fveren yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma talebini zaman\u0131nda reddetmezse ne olur?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u0130\u015fveren, istenen ba\u015flang\u0131\u00e7 tarihinden en az bir ay \u00f6nce talebi yaz\u0131l\u0131 olarak reddetmezse, \u00e7al\u0131\u015fma saatleri kanunen otomatik olarak azalt\u0131lm\u0131\u015f say\u0131l\u0131r. Bu durumda, \u00e7al\u0131\u015fan\u0131n itiraz\u0131na gerek yoktur.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Ge\u00e7erli bir yar\u0131 zamanl\u0131 i\u015f ba\u015fvurusunun format\u0131 ne olmal\u0131d\u0131r?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Ba\u015fvuru yaz\u0131l\u0131 olarak, \u00f6rne\u011fin e-posta veya mektup yoluyla yap\u0131lmal\u0131d\u0131r. Delil olarak yaz\u0131l\u0131 belge sunulmas\u0131 tavsiye edilir. Do\u011fru dil ve kelime se\u00e7imiyle ilgili her t\u00fcrl\u00fc soru \u00f6nceden hukuki olarak a\u00e7\u0131kl\u0131\u011fa kavu\u015fturulabilir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Yar\u0131 zamanl\u0131 i\u015f ba\u015fvurular\u0131nda veri koruman\u0131n rol\u00fc nedir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Yar\u0131 zamanl\u0131 i\u015f ba\u015fvurular\u0131yla ba\u011flant\u0131l\u0131 olarak, ki\u015fisel veriler yaln\u0131zca gerekli oldu\u011fu \u00f6l\u00e7\u00fcde i\u015flenebilir. Veri koruma d\u00fczenlemelerinin ihlali, i\u015f hukuku ve veri koruma hukuku kapsam\u0131nda sonu\u00e7lar do\u011furabilir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Yar\u0131 zamanl\u0131 i\u015f ba\u015fvurusu emeklilik veya rehabilitasyon programlar\u0131n\u0131 etkileyebilir mi?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u00c7al\u0131\u015fma saatlerinde kal\u0131c\u0131 bir azalma, gelecekteki emeklilik haklar\u0131n\u0131 etkileyebilir. Bireysel durumlarda, \u00f6zellikle yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma iste\u011fi sa\u011fl\u0131k nedenlerinden kaynaklan\u0131yorsa, emeklilik haklar\u0131, emeklilik sigortas\u0131 primleri veya rehabilitasyon \u00f6nlemleri de dikkate al\u0131nmal\u0131d\u0131r.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Haks\u0131z bir \u015fekilde reddedilmenin ard\u0131ndan \u00e7al\u0131\u015fanlar\u0131n hangi se\u00e7enekleri vard\u0131r?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Ba\u015fvurunun haks\u0131z yere reddedilmesi durumunda, tek etkili \u00e7\u00f6z\u00fcm yasal yollara ba\u015fvurmakt\u0131r. Mahkeme d\u0131\u015f\u0131 dan\u0131\u015fmanl\u0131k, dava a\u00e7man\u0131n do\u011fru zaman\u0131n\u0131 ve ba\u015far\u0131 \u015fans\u0131n\u0131 ger\u00e7ek\u00e7i bir \u015fekilde de\u011ferlendirmeye yard\u0131mc\u0131 olabilir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ile ilgili ihtilaflar\u0131n \u00e7\u00f6z\u00fcm\u00fc hangi yetkili mercilerdedir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Sadece \u0130\u015fyeri Anayasas\u0131 Kanunu (BetrVG) kapsam\u0131nda tan\u0131mlanan \u00e7al\u0131\u015fanlar oy kullanma hakk\u0131na sahiptir. \u00dcst d\u00fczey y\u00f6neticiler kapsam d\u0131\u015f\u0131ndad\u0131r ve i\u015f g\u00fcvenli\u011fi veya \u015firket organizasyonu gibi konularda bile ayr\u0131 tutulurlar. Bu kategorilerin do\u011fru tan\u0131mlanmas\u0131 se\u00e7im s\u00fcreci i\u00e7in \u00e7ok \u00f6nemlidir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma ile ilgili ihtilaflar\u0131n \u00e7\u00f6z\u00fcm\u00fc hangi yetkili mercilerdedir?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u0130\u015f mahkemesi \u00f6ncelikli yetkilidir. Duruma ba\u011fl\u0131 olarak, \u00f6rne\u011fin emeklilik veya rehabilitasyon konular\u0131yla \u00f6rt\u00fc\u015fen durumlarda, d\u0131\u015f merciler veya sosyal g\u00fcvenlik kurumlar\u0131 da devreye girebilir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u00c7al\u0131\u015fanlar i\u015fverenlerinden bilgi talep edebilir mi?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    \u00c7al\u0131\u015fanlar, yar\u0131 zamanl\u0131 i\u015f ba\u015fvurular\u0131n\u0131n reddedilmesiyle ilgili \u015feffaf bilgi alma hakk\u0131na sahiptir. \u0130stisnai durumlarda, \u00f6rne\u011fin ret gerek\u00e7esi olarak \u015firket politikalar\u0131 g\u00f6sterilirse, bilgi edinme \u00f6zg\u00fcrl\u00fc\u011f\u00fcyle ilgili sorular da ortaya \u00e7\u0131kabilir.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                \u00c7al\u0131\u015fanlar i\u015f hukuku konular\u0131ndan nas\u0131l haberdar olabilirler?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Bir\u00e7ok hukuk firmas\u0131, \u00f6rne\u011fin bir b\u00fclten veya bas\u0131n yay\u0131nlar\u0131 arac\u0131l\u0131\u011f\u0131yla, g\u00fcncel i\u015f hukuku konular\u0131 hakk\u0131nda d\u00fczenli olarak bilgi vermektedir. Bu, yar\u0131 zamanl\u0131 i\u015f hukuku alan\u0131ndaki de\u011fi\u015fikliklere erken a\u015famada tepki vermeye yard\u0131mc\u0131 olabilir.                <\/div>\n            <\/div>\n        <\/div>\n\n            <\/div>\n\n    <script type=\"application\/ld+json\">\n    {\n        \"@context\": \"https:\/\/schema.org\",\n        \"@type\": \"FAQPage\",\n        \"mainEntity\": [\n            {\n    \"@type\": \"Question\",\n    \"name\": \"Haben Arbeitnehmer grunds\u00e4tzlich einen Anspruch auf Teilzeitarbeit?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ja. Nach dem Teilzeit- und Befristungsgesetz besteht grunds\u00e4tzlich ein Anspruch auf Teilzeitarbeit, sofern die gesetzlichen Voraussetzungen erf\u00fcllt sind. Wird der Antrag dennoch abgelehnt, sollte fr\u00fchzeitig Beratung in Anspruch genommen werden, um die Erfolgsaussichten einer rechtlichen Durchsetzung zu pr\u00fcfen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was passiert, wenn der Arbeitgeber den Teilzeitantrag nicht rechtzeitig ablehnt?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Lehnt der Arbeitgeber den Antrag nicht sp\u00e4testens einen Monat vor dem gew\u00fcnschten Beginn in Textform ab, gilt die Arbeitszeit kraft Gesetzes als reduziert. In diesem Fall ist kein Widerspruch des Arbeitnehmers erforderlich.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Form muss ein wirksamer Teilzeitantrag haben?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Der Antrag muss in Textform gestellt werden, etwa per E-Mail oder Brief. Aus Beweisgr\u00fcnden empfiehlt sich ein schriftlicher Nachweis. Fragen zur richtigen Sprache und Formulierung lassen sich vorab rechtlich kl\u00e4ren.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Rolle spielt der Datenschutz beim Teilzeitantrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Im Zusammenhang mit Teilzeitantr\u00e4gen sind personenbezogene Daten nur im erforderlichen Umfang zu verarbeiten. Verst\u00f6\u00dfe gegen den Datenschutz k\u00f6nnen arbeitsrechtliche und datenschutzrechtliche Konsequenzen nach sich ziehen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Kann ein Teilzeitantrag Auswirkungen auf Rente oder Reha haben?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine dauerhafte Reduzierung der Arbeitszeit kann sich auf sp\u00e4tere Rentenanspr\u00fcche auswirken. In Einzelf\u00e4llen sind auch Bez\u00fcge zur Rente, zur Rentenversicherung oder zu Ma\u00dfnahmen der Reha zu ber\u00fccksichtigen, insbesondere bei gesundheitlichen Gr\u00fcnden f\u00fcr den Teilzeitwunsch.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche M\u00f6glichkeiten haben Arbeitnehmer nach einer unberechtigten Ablehnung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Wird der Antrag zu Unrecht abgelehnt, bleibt als wirksames Mittel die gerichtliche Durchsetzung des Anspruchs. Eine vorherige au\u00dfergerichtliche Beratung kann helfen, den richtigen Zeitpunkt und die Erfolgsaussichten einer Klage realistisch einzusch\u00e4tzen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Stellen sind bei Konflikten rund um Teilzeit zust\u00e4ndig?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Wahlberechtigt sind ausschlie\u00dflich Arbeitnehmer im Sinne des BetrVG. Leitende Angestellte sind ausgeschlossen und werden auch bei Themen wie Arbeitsschutz oder betrieblicher Organisation gesondert behandelt. Die korrekte Abgrenzung ist zentral f\u00fcr das Wahlverfahren.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Stellen sind bei Konflikten rund um Teilzeit zust\u00e4ndig?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Zust\u00e4ndig ist in erster Linie das Arbeitsgericht. Je nach Sachverhalt k\u00f6nnen auch externe Beh\u00f6rden oder Sozialversicherungstr\u00e4ger eingebunden sein, etwa bei \u00dcberschneidungen mit Renten- oder Reha-Fragen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"K\u00f6nnen Arbeitnehmer Informationen vom Arbeitgeber verlangen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Arbeitnehmer haben Anspruch auf transparente Informationen zur Ablehnung ihres Teilzeitantrags. In Ausnahmef\u00e4llen k\u00f6nnen sich auch Fragen der Informationsfreiheit stellen, etwa wenn betriebliche Konzepte als Ablehnungsgrund angef\u00fchrt werden.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wie bleiben Arbeitnehmer zu arbeitsrechtlichen Themen informiert?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Viele Kanzleien informieren regelm\u00e4\u00dfig \u00fcber aktuelle arbeitsrechtliche Themen, etwa \u00fcber einen Newsletter oder Ver\u00f6ffentlichungen in der Presse. Dies kann helfen, fr\u00fchzeitig auf \u00c4nderungen im Teilzeitrecht zu reagieren.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>\n\n\n\n\n\n<div class=\"cta-1\">\n  <h3>\u0130le ilgili sorunlar <span class=\"orange-accent\">Yar\u0131 zamanl\u0131 isteklerinizi yerine getirin mi?<\/span><\/h3>\n\n  <p><strong>Yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma haklar\u0131n\u0131z\u0131 yasal ve etkili bir \u015fekilde uygulaman\u0131za yard\u0131mc\u0131 oluyoruz.<\/strong><\/p>\n  <p><em>\u0130\u015fvereniniz taraf\u0131ndan reddedildiyseniz veya ba\u015fvurunuzdan emin de\u011filseniz, davan\u0131z\u0131 inceleyip size en iyi yolu g\u00f6sterece\u011fiz.<\/em><\/p>\n\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>","protected":false},"excerpt":{"rendered":"<p>Almanya&#039;da giderek daha fazla \u00e7al\u0131\u015fan yar\u0131 zamanl\u0131 \u00e7al\u0131\u015fma iste\u011fini dile getiriyor. Bunun \u00e7e\u015fitli nedenleri var...<\/p>","protected":false},"author":1,"featured_media":7417,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-7371","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Antrag auf Teilzeit abgelehnt - Was k\u00f6nnen Arbeitnehmer tun?<\/title>\n<meta name=\"description\" content=\"Der Arbeitgeber hat den Antrag auf Teilzeit abgelehnt. 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Rehberimiz yasal durumu ve haklar\u0131n\u0131z\u0131 a\u00e7\u0131kl\u0131yor.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/smart-arbeitsrecht.de\/tr\/antrag-auf-teilzeit-abgelehnt-was-koennen-arbeitnehmer-tun\/","og_locale":"tr_TR","og_type":"article","og_title":"Antrag auf Teilzeit abgelehnt - Was k\u00f6nnen Arbeitnehmer tun?","og_description":"Der Arbeitgeber hat den Antrag auf Teilzeit abgelehnt. 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