{"id":7530,"date":"2023-08-07T16:06:47","date_gmt":"2023-08-07T14:06:47","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?page_id=7530"},"modified":"2026-01-20T12:55:41","modified_gmt":"2026-01-20T11:55:41","slug":"befristeter-arbeitsvertrag","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/tr\/befristeter-arbeitsvertrag\/","title":{"rendered":"Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi"},"content":{"rendered":"<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\/08\/Befristeter_Arbeitsvertrag-1024x512.jpg\" alt=\"Alle Informationen zum befristeten Arbeitsvertrag.\" class=\"wp-image-7550\" title=\"Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmeleri hakk\u0131nda t\u00fcm bilgiler.\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/08\/Befristeter_Arbeitsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi \u2013 t\u00fcm ilgili bilgiler<\/figcaption><\/figure>\n\n\n\n<p>&quot;Maalesef mevcut i\u015f ili\u015fkinizi art\u0131k uzatam\u0131yoruz.&quot; Ge\u00e7ici \u00e7al\u0131\u015fanlar\u0131n duymak istemedi\u011fi \u015fey tam da bu. Bunun yerine istedikleri \u015fey: daha uzun vadeli bir bak\u0131\u015f a\u00e7\u0131s\u0131na sahip kal\u0131c\u0131 bir s\u00f6zle\u015fme. Ancak bu haber, her \u015feyin yasal olarak kaybedildi\u011fi anlam\u0131na gelmiyor. As\u0131l soru \u015fu: <strong>belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi ge\u00e7ersiz<\/strong> Ve buna de\u011fip de\u011fmeyece\u011fi <strong>Daimi istihdam davas\u0131<\/strong> s\u0131n\u0131rlamaya itiraz etmek.<\/p>\n\n\n\n<p>Belirli s\u00fcreli s\u00f6zle\u015fmenin etkisiz oldu\u011fu kan\u0131tlan\u0131rsa, \u00e7al\u0131\u015fanlar yine de g\u00fcvenli k\u0131y\u0131ya ula\u015fabilirler \u2013 <strong>kal\u0131c\u0131 istihdam<\/strong> \u2013 ula\u015f\u0131rlar. Ya da bir konuda spek\u00fclasyon yaparlar <strong>k\u0131dem tazminat\u0131<\/strong> \u2013 ilgi alanlar\u0131n\u0131za ba\u011fl\u0131 olarak. Bu bilgilendirici rehberde size \u015funlar\u0131 g\u00f6sterece\u011fiz:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>istihdam ili\u015fkilerinde hangi s\u0131n\u0131rlamalar var,<\/li>\n\n\n\n<li>i\u015f s\u00f6zle\u015fmelerinin zamana\u015f\u0131m\u0131na u\u011framas\u0131na ili\u015fkin ko\u015fullar,<\/li>\n\n\n\n<li>Belirli s\u00fcreli s\u00f6zle\u015fmeler i\u00e7in ge\u00e7ersizli\u011fin tipik nedenleri nelerdir ve<\/li>\n\n\n\n<li>Belirli s\u00fcreli s\u00f6zle\u015fmenin ge\u00e7ersiz olmas\u0131 durumunda taleplerinizi nas\u0131l ileri s\u00fcrebilirsiniz.<\/li>\n<\/ul>\n\n\n\n<p>Amac\u0131m\u0131z size k\u0131sa ve \u00f6z bir genel bak\u0131\u015f sunmakt\u0131r <strong>yasal dayanak<\/strong> size iletmek ve vermek i\u00e7in <strong>Eylem se\u00e7enekleri<\/strong> Bu makaleyi okuduktan sonra, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmenizin ge\u00e7ersiz olmas\u0131 durumunda ne yapaca\u011f\u0131n\u0131za karar verebileceksiniz. \u0130\u015f hukuku avukatlar\u0131 olarak, i\u015f s\u00f6zle\u015fmeleri konusunda uzman\u0131z. <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/anwalt-abmahnung-arbeitsrecht\/\">Uyar\u0131lar<\/a> veya fesih. Yard\u0131ma ihtiyac\u0131n\u0131z varsa do\u011frudan bizimle ileti\u015fime ge\u00e7mekten \u00e7ekinmeyin.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Bir \u015feye ihtiyac\u0131n var m\u0131? <span class=\"orange-accent\">belirli s\u00fcreli s\u00f6zle\u015fmeniz hakk\u0131nda yetkin dan\u0131\u015fmanl\u0131k<\/span> Peki se\u00e7enekleriniz neler?<\/h3>\n\n  <p><strong>Bir\u00e7ok belirli s\u00fcreli s\u00f6zle\u015fme hukuksal a\u00e7\u0131dan risklidir \u2013 \u015fans\u0131n\u0131z\u0131 inceleyece\u011fiz.<\/strong><\/p>\n  <p><em>Avukatlar Raphael Lugowski ve Hamza G\u00fclbas, belirli s\u00fcreli s\u00f6zle\u015fmenizin ge\u00e7erli olup olmad\u0131\u011f\u0131n\u0131 ve i\u015finizi g\u00fcvence alt\u0131na almak veya daimi bir s\u00f6zle\u015fme elde etmek i\u00e7in hangi se\u00e7eneklerin mevcut oldu\u011funu a\u00e7\u0131kl\u0131\u011fa kavu\u015fturacak.<\/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=\"#arten_befristungen\">Genel \u2013 Belirli s\u00fcreli s\u00f6zle\u015fme t\u00fcrleri<\/a><\/li>\n<li><a href=\"#schriftform_befristungen\">Belirli s\u00fcreli s\u00f6zle\u015fmeler i\u00e7in genel \u015fartlar \u2013 yaz\u0131l\u0131 \u015fekil<\/a><\/li>\n<li><a href=\"#befristung_mit_sachgrund\">Objektif nedenle belirli s\u00fcreli s\u00f6zle\u015fme<\/a><\/li>\n<li><a href=\"#befristung_unwirksamkeitsgr\u00fcnde\">Belirli s\u00fcreli i\u015f ili\u015fkisi: Tipik ge\u00e7ersizlik nedenleri<\/a><\/li>\n<li><a href=\"#befristung_unwirksam_rechtsfolgen\">Ge\u00e7ersiz belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi \u2013 hukuki sonu\u00e7lar<\/a><\/li>\n<li><a href=\"#unwirksame_befristung_optionen\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi ge\u00e7ersiz \u2013 se\u00e7enekleriniz<\/a><\/li>\n<li><a href=\"#entfristungsklage\">Belirli s\u00fcreli s\u00f6zle\u015fmenin ge\u00e7ersiz olmas\u0131 halinde i\u015f akdinin kesin olarak feshedilmesi davas\u0131<\/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=\"arten_befristungen\">Genel \u2013 Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmelerinin t\u00fcrleri<\/h2>\n\n\n\n<p>Yasama organ\u0131, s\u00fcrekli istihdam\u0131n kural olmas\u0131n\u0131 istemektedir. Ancak, belirli s\u00fcreli istihdam\u0131n me\u015fru ticari \u00e7\u0131karlar i\u00e7erebilece\u011fini kabul etmektedir. Dolay\u0131s\u0131yla, yasama organ\u0131, Yar\u0131 Zamanl\u0131 ve Belirli S\u00fcreli \u0130stihdam Yasas\u0131&#039;nda (TzBfG) belirli s\u00fcreli s\u00f6zle\u015fmeleri tamamen yasaklamam\u0131\u015ft\u0131r. Ancak, <strong>Gereksinimler<\/strong> Belirli s\u00fcreli s\u00f6zle\u015fmenin ge\u00e7erli olabilmesi i\u00e7in yerine getirilmesi gereken bir s\u00f6zle\u015fmedir.<\/p>\n\n\n\n<p>Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin \u00f6zelli\u011fi, i\u015fverenin fesih bildiriminde bulunmas\u0131na veya fesih s\u00f6zle\u015fmesi yapmas\u0131na gerek kalmaks\u0131z\u0131n sona ermesidir.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Not: Bu, i\u015fverenlerin i\u015f ili\u015fkisini feshetmek i\u00e7in bir nedene ihtiya\u00e7 duymad\u0131\u011f\u0131 anlam\u0131na gelir. Bu durum, belirli s\u00fcreli s\u00f6zle\u015fmeleri i\u015fveren a\u00e7\u0131s\u0131ndan \u00f6zellikle cazip hale getirir, \u00e7\u00fcnk\u00fc \u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131 y\u00fcr\u00fcrl\u00fckte de\u011fildir. Ayr\u0131ca, \u00f6rne\u011fin, i\u015f konseyine dan\u0131\u015f\u0131lmas\u0131na gerek yoktur.<\/em><\/div>\n\n\n\n<p>Temel olarak, Yar\u0131 Zamanl\u0131 ve Belirli S\u00fcreli \u0130stihdam Yasas\u0131, a\u015fa\u011f\u0131dakileri ay\u0131r\u0131r: <strong>iki t\u00fcr belirli s\u00fcreli s\u00f6zle\u015fme<\/strong>:<\/p>\n\n\n\n<p><strong>(1) Belirli bir ama\u00e7 i\u00e7in zaman s\u0131n\u0131r\u0131:<\/strong> Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin amac\u0131n\u0131n ger\u00e7ekle\u015fmesiyle i\u015f ili\u015fkisi sona erer. \u00d6rnek: Bir \u00e7al\u0131\u015fan do\u011fum izninden d\u00f6ner.<\/p>\n\n\n\n<p><strong>(2) Zaman s\u0131n\u0131rlamas\u0131:<\/strong> \u0130\u015f ili\u015fkisi, akdedildi\u011fi s\u00fcrenin dolmas\u0131 ile sona erer. \u00d6rnek: \u0130\u015f ili\u015fkisi 1 Ocak 2023 tarihinde ba\u015flar ve 31 Aral\u0131k 2023 tarihinde sona erer; fesih bildirimine gerek yoktur.<\/p>\n\n\n\n<p>Hem belirli s\u00fcreli hem de ge\u00e7ici i\u015f s\u00f6zle\u015fmeleri yasal gerekliliklere tabidir. \u0130\u015fveren bunlara uymazsa, <strong>S\u0131n\u0131rlama ge\u00e7ersiz<\/strong> Bu, kal\u0131c\u0131 bir istihdam ili\u015fkisine yol a\u00e7acakt\u0131r. Belirli s\u00fcreli bir s\u00f6zle\u015fmenin yasal olarak izin verilip verilmedi\u011fi sorusuna gelince, temel bir ayr\u0131m yap\u0131l\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Objektif nedenle belirli s\u00fcreli s\u00f6zle\u015fme<\/li>\n\n\n\n<li>Objektif bir nedene dayanmayan belirli s\u00fcreli s\u00f6zle\u015fme.<\/li>\n<\/ul>\n\n\n\n<p>A\u015fa\u011f\u0131da sizi bir konu hakk\u0131nda bilgilendirece\u011fiz<strong>genel gereksinimler<\/strong> Belirli gereksinimleri ele almadan \u00f6nce etkili bir s\u0131n\u0131rlamaya varmal\u0131y\u0131z.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"schriftform_befristungen\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmelerine ili\u015fkin genel \u015fartlar \u2013 yaz\u0131l\u0131 \u015fekil<\/h2>\n\n\n\n<p>Herhangi bir s\u0131n\u0131rlama, <strong>yaz\u0131l\u0131 form<\/strong>Bu, \u015fu \u015fekildedir: <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__14.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 14, paragraf 4 TzBfG<\/a>Yaz\u0131l\u0131 bi\u00e7im, gereksinimlerin kar\u015f\u0131lanmas\u0131 anlam\u0131na gelir. <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__126.html\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a7 126 Alman Medeni Kanunu<\/a> yerine getirilmelidir. Bu, i\u015fverenin belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi i\u00e7in bir s\u00f6zle\u015fme d\u00fczenlemesi ve s\u00f6zle\u015fmede belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesini tespit etmesi gerekti\u011fi anlam\u0131na gelir. Bu s\u00f6zle\u015fme daha sonra i\u015fveren ve i\u015fveren taraf\u0131ndan \u015fahsen imzalanmal\u0131d\u0131r. <strong>imzaland\u0131<\/strong> haline gelmek.<\/p>\n\n\n\n<p>Zaman s\u0131n\u0131rlamas\u0131 ve ama\u00e7 s\u0131n\u0131rlamas\u0131 durumunda yaz\u0131l\u0131 \u015feklin farkl\u0131 bir ba\u011flay\u0131c\u0131 unsuru vard\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Zaman s\u0131n\u0131r\u0131:<\/strong> Bu durumda, yaz\u0131l\u0131 \u015fekilde belirli s\u00fcreli s\u00f6zle\u015fmenin s\u00fcresi belirtilmelidir. Ancak, belirli s\u00fcreli s\u00f6zle\u015fmenin sebebinin belirtilmesi zorunlu de\u011fildir.<\/li>\n\n\n\n<li><strong>Ama\u00e7 s\u0131n\u0131rlamas\u0131: <\/strong>Belirli s\u00fcreli s\u00f6zle\u015fmelerde ise, yaz\u0131l\u0131 \u015fekilde amac\u0131n a\u00e7\u0131k\u00e7a belirtilmesi ve belirli s\u00fcreli s\u00f6zle\u015fmenin s\u00fcresinin a\u00e7\u0131k\u00e7a belirlenebilir olmas\u0131 gerekir.<\/li>\n<\/ul>\n\n\n\n<p>Yaz\u0131l\u0131 bi\u00e7imi bir <strong>temel \u00f6n ko\u015ful <\/strong>Ge\u00e7erli bir belirli s\u00fcreli s\u00f6zle\u015fme i\u00e7in. Burada yap\u0131lacak herhangi bir hata, belirli s\u00fcreli s\u00f6zle\u015fmeyi ge\u00e7ersiz k\u0131lacakt\u0131r. Bu durum, i\u015fveren a\u00e7\u0131s\u0131ndan feci sonu\u00e7lar do\u011furur, \u00e7\u00fcnk\u00fc kanun gere\u011fi kal\u0131c\u0131 bir i\u015f ili\u015fkisi kurulmu\u015f olur.<\/p>\n\n\n\n<p>\u0130\u015fverenler genellikle yaz\u0131l\u0131 gereklili\u011fe uyarlar <strong>i\u015f s\u00f6zle\u015fmesi<\/strong>\u00c7\u00fcnk\u00fc istihdam\u0131n belirli s\u00fcreli niteli\u011fi, normalde hem i\u015fveren hem de \u00e7al\u0131\u015fan taraf\u0131ndan imzalanan i\u015f s\u00f6zle\u015fmesinde do\u011frudan do\u011fruya kay\u0131t alt\u0131na al\u0131n\u0131r.<\/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>Zincir vadeli s\u00f6zle\u015fmeler i\u00e7in irtibat ki\u015finiz<\/strong><\/p>\n\n\n\n<p>Dokuzdan fazla uzatma m\u0131 yoksa alt\u0131 y\u0131ldan uzun s\u00fcreli belirli s\u00fcreli bir s\u00f6zle\u015fme mi? Kal\u0131c\u0131 s\u00f6zle\u015fme se\u00e7eneklerinizi h\u0131zl\u0131, net ve hi\u00e7bir y\u00fck\u00fcml\u00fcl\u00fck alt\u0131na girmeden inceleyece\u011fiz.<\/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=\"befristung_mit_sachgrund\">Objektif nedenlere dayal\u0131 belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi<\/h2>\n\n\n\n<p>The <strong>Objektif nedenle belirli s\u00fcreli s\u00f6zle\u015fme <\/strong>\u0130\u015fverenlere sunulan belirli s\u00fcreli bir istihdam bi\u00e7imidir. Ad\u0131ndan da anla\u015f\u0131laca\u011f\u0131 gibi, belirli s\u00fcreli bir s\u00f6zle\u015fme, nesnel bir neden varsa m\u00fcmk\u00fcnd\u00fcr. <strong>nesnel nedenler<\/strong> TzBfG&#039;nin 14. B\u00f6l\u00fcm\u00fcn\u00fcn 1. Paragraf\u0131n\u0131n 2. C\u00fcmlesinde \u00f6rnek olarak belirtilenler \u015funlard\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sadece i\u015f performans\u0131 i\u00e7in ge\u00e7ici operasyonel ihtiya\u00e7<\/li>\n\n\n\n<li>Belirli s\u00fcreli istihdam, e\u011fitim veya \u00f6\u011frenimden sonra ger\u00e7ekle\u015fir ve sonraki istihdama ge\u00e7i\u015fi kolayla\u015ft\u0131r\u0131r<\/li>\n\n\n\n<li>Ba\u015fka bir \u00e7al\u0131\u015fan\u0131 temsil etmek \u00fczere ge\u00e7ici istihdam<\/li>\n\n\n\n<li>\u0130\u015fin niteli\u011fi belirli s\u00fcreli s\u00f6zle\u015fmeyi hakl\u0131 \u00e7\u0131kar\u0131r<\/li>\n\n\n\n<li>Belirli s\u00fcreli s\u00f6zle\u015fme, bir \u00e7al\u0131\u015fan\u0131 test etmeye yarar<\/li>\n\n\n\n<li>Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin i\u015f\u00e7inin \u015fahs\u0131na ili\u015fkin sebeplerle hakl\u0131 k\u0131l\u0131nmas\u0131<\/li>\n\n\n\n<li>Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi b\u00fct\u00e7e kanununda \u00f6ng\u00f6r\u00fcl\u00fcr ve \u00e7al\u0131\u015fan buna g\u00f6re istihdam edilir.<\/li>\n\n\n\n<li>S\u0131n\u0131rlama bir mahkeme karar\u0131na dayanmaktad\u0131r<\/li>\n<\/ul>\n\n\n\n<p>Belirli s\u00fcreli s\u00f6zle\u015fmenin ba\u015fka nesnel nedenleri de elbette m\u00fcmk\u00fcnd\u00fcr. \u00d6rne\u011fin, \u00e7al\u0131\u015fanlar <strong>e\u011fitim veya ileri e\u011fitim ama\u00e7lar\u0131<\/strong> Ancak bu gerek\u00e7elerin a\u00e7\u0131k\u00e7a belirtilen olgusal gerek\u00e7elerle kar\u015f\u0131la\u015ft\u0131r\u0131lmas\u0131 gerekir. <strong>e\u015f de\u011fer<\/strong> \u0130\u015fveren, s\u00fcrekli i\u015f s\u00f6zle\u015fmesi yerine belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesini se\u00e7mede me\u015fru bir menfaate sahip oldu\u011funu g\u00f6stermelidir.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/7-azr-398-18\/?highlight=7+AZR+398%2F18\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u0130\u015f Mahkemesi&#039;nin 17 Haziran 2020 tarihli karar\u0131 \u2013 7 AZR 398\/18<\/a><\/p>\n\n\n\n<p>Ancak i\u015fverenin i\u015f s\u00f6zle\u015fmesinde objektif nedeni belirtmesi zorunlu de\u011fildir ve bu, s\u00f6zle\u015fmenin ge\u00e7erlili\u011fi i\u00e7in bir \u00f6n ko\u015ful de\u011fildir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinde objektif nedenlerle hukukun k\u00f6t\u00fcye kullan\u0131lmas\u0131<\/h3>\n\n\n\n<p>\u00d6zellikle objektif nedenlere dayanan belirli s\u00fcreli s\u00f6zle\u015fmeler ba\u011flam\u0131nda, <strong>kurumsal hukuk suistimali<\/strong> \u00f6nemli bir rol oynamaktad\u0131r. \u0130\u015fverenler bazen nesnel gerek\u00e7elerle belirli s\u00fcreli s\u00f6zle\u015fme kanununu k\u00f6t\u00fcye kullanmaktad\u0131r. \u00c7al\u0131\u015fanlara birden fazla kez, bazen de uzun y\u0131llar s\u00fcrecek belirli s\u00fcreli i\u015f s\u00f6zle\u015fmeleri dayatmaktad\u0131rlar.<\/p>\n\n\n\n<p>\u0130\u015f s\u00f6zle\u015fmelerinin nesnel nedenlerle tekrar tekrar ve uzun s\u00fcreli olarak s\u0131n\u0131rland\u0131r\u0131lmas\u0131, ba\u015fl\u0131 ba\u015f\u0131na hukukun k\u00f6t\u00fcye kullan\u0131lmas\u0131 ve etkisiz de\u011fildir. Ancak i\u015fveren her bir bireysel olayda objektif bir neden g\u00f6sterebildi\u011fi s\u00fcrece, belirli s\u00fcreli s\u00f6zle\u015fmeler i\u00e7tihatlar taraf\u0131ndan hukukun k\u00f6t\u00fcye kullan\u0131lmas\u0131 a\u00e7\u0131s\u0131ndan incelenmektedir. <strong>E\u015fikler<\/strong> a\u015f\u0131labilir. O bir <strong>&quot;Trafik \u0131\u015f\u0131\u011f\u0131 sistemi&quot;<\/strong>, bundan esinlenmi\u015ftir.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/7-azr-135-15\/?highlight=7+AZR+135%2F15\" target=\"_blank\" rel=\"noreferrer noopener\">Federal \u00c7al\u0131\u015fma Mahkemesi, 26 Ekim 2016 tarihli karar \u2013 7 AZR 135\/15<\/a><\/p>\n\n\n\n<p>E\u011fer i\u015fveren <strong>dokuz kereden fazla uzat\u0131ld\u0131<\/strong> ve belirli s\u00fcreli istihdam ili\u015fkisi <strong>alt\u0131 y\u0131ldan fazla<\/strong> Bu, kurumsal hukukun k\u00f6t\u00fcye kullan\u0131ld\u0131\u011f\u0131n\u0131n bir g\u00f6stergesi olabilir. Bu gibi durumlarda, i\u015fverenler her zaman olgusal bir nedenin mevcut oldu\u011funu ve beyan\u0131n bir temele dayanmad\u0131\u011f\u0131n\u0131 belirtmelidir. <strong>s\u00fcrekli eme\u011fe ihtiya\u00e7<\/strong> temel al\u0131nm\u0131\u015ft\u0131r.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"befristung_ohne_sachgrund\">Objektif bir nedene dayanmayan belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi<\/h2>\n\n\n\n<p>Sonra objektif bir nedene dayanmayan belirli s\u00fcreli s\u00f6zle\u015fme vard\u0131r. Objektif bir nedene dayanmayan belirli s\u00fcreli s\u00f6zle\u015fme ise,<strong> Hukukun k\u00f6t\u00fcye kullan\u0131lmas\u0131n\u0131n s\u0131n\u0131rlar\u0131<\/strong> Bu m\u00fcmk\u00fcn olsa da, objektif dayana\u011f\u0131 olmayan belirli s\u00fcreli s\u00f6zle\u015fmeler i\u00e7in \u015fartlar daha kat\u0131d\u0131r. Bu durum hem belirli s\u00fcreli s\u00f6zle\u015fmenin s\u00fcresi hem de uzatma say\u0131s\u0131 i\u00e7in ge\u00e7erlidir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Belirli s\u00fcreli s\u00f6zle\u015fmeler objektif bir nedene dayanmaks\u0131z\u0131n en fazla iki y\u0131l s\u00fcreyle yap\u0131labilir.<\/li>\n\n\n\n<li>Bu s\u00fcre i\u00e7erisinde i\u015f ili\u015fkisi \u00fc\u00e7 kez uzat\u0131labilir.<\/li>\n<\/ul>\n\n\n\n<p>Bundan sonra, objektif bir nedene dayanmayan belirli s\u00fcreli s\u00f6zle\u015fme art\u0131k hukuken caiz de\u011fildir. Ancak, \u015fartlar\u0131 sa\u011fland\u0131\u011f\u0131 takdirde objektif bir nedene dayanmayan belirli s\u00fcreli s\u00f6zle\u015fmeye ge\u00e7mek elbette m\u00fcmk\u00fcnd\u00fcr.<\/p>\n\n\n\n<p>\u0130\u015fverenin bu s\u0131n\u0131rlar\u0131 a\u015fmas\u0131 halinde objektif bir neden olmaks\u0131z\u0131n yap\u0131lan belirli s\u00fcreli s\u00f6zle\u015fme ge\u00e7ersizdir. <strong>Yasal sonu\u00e7<\/strong> belirsiz s\u00fcreli bir i\u015f ili\u015fkisinin kanunla kurulmu\u015f olmas\u0131d\u0131r.<\/p>\n\n\n\n<p>Federal \u0130\u015f Mahkemesi daha \u00f6nce, i\u015fverenlerin belirli s\u00fcreli s\u00f6zle\u015fmeleri \u00fc\u00e7 y\u0131l sonra nesnel bir gerek\u00e7e olmaks\u0131z\u0131n yenilemelerine olanak tan\u0131yan bir yasal bo\u015fluktan yararlanm\u0131\u015ft\u0131. Ancak bu karar g\u00fcncelli\u011fini yitirmi\u015ftir. Bir i\u015fveren, bir \u00e7al\u0131\u015fan\u0131 iki y\u0131l boyunca belirli s\u00fcreli s\u00f6zle\u015fmeyle \u00e7al\u0131\u015ft\u0131rm\u0131\u015fsa, izin verilen s\u00fcrenin s\u0131n\u0131rlar\u0131 t\u00fckenmi\u015ftir. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmelerinde objektif bir neden olmaks\u0131z\u0131n \u00f6nceki \u00e7al\u0131\u015fman\u0131n yasaklanmas\u0131<\/h3>\n\n\n\n<p>A\u015fa\u011f\u0131dakiler ge\u00e7erlidir <strong>\u00d6nceki istihdam\u0131n yasaklanmas\u0131<\/strong>Bu, TzBfG&#039;nin 14. maddesinin (2) numaral\u0131 c\u00fcmlesinin 2. c\u00fcmlesine g\u00f6re, ayn\u0131 i\u015fverenle daha \u00f6nce belirli s\u00fcreli veya s\u00fcrekli bir i\u015f ili\u015fkisi mevcutsa, objektif nedene dayanmayan belirli s\u00fcreli s\u00f6zle\u015fmenin art\u0131k caiz olmad\u0131\u011f\u0131 anlam\u0131na gelir.<\/p>\n\n\n\n<p>Ancak \u00f6nceki istihdam uzun zaman \u00f6nce ger\u00e7ekle\u015fmi\u015fse, tamamen farkl\u0131 bir nitelikteyse veya \u00e7ok k\u0131sa s\u00fcreliyse, bu durum hukuki a\u00e7\u0131dan farkl\u0131 de\u011ferlendirilebilir. Bu gibi durumlarda, K\u0131smi Zamanl\u0131 ve S\u00f6zle\u015fmeli \u00c7al\u0131\u015fma Kanunu&#039;nun (TzBfG) 14. maddesinin (2) numaral\u0131 c\u00fcmlesinin 2. c\u00fcmlesine uyulmas\u0131, meslek ve s\u00f6zle\u015fme se\u00e7me \u00f6zg\u00fcrl\u00fc\u011f\u00fcne ili\u015fkin k\u0131s\u0131tlama nedeniyle i\u015f s\u00f6zle\u015fmesinin taraflar\u0131 a\u00e7\u0131s\u0131ndan makul olmayabilir.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesverfassungsgericht.de\/SharedDocs\/Entscheidungen\/DE\/2018\/06\/ls20180606_1bvl000714.html\" target=\"_blank\" rel=\"noreferrer noopener\">BVerfG, 6 Haziran 2018 \u2013 1 BvL 7\/14<\/a><\/p>\n\n\n\n<p>Federal \u0130\u015f Mahkemesi \u015fu karar\u0131 verdi:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Bu arada 22 y\u0131l ge\u00e7mi\u015fse \u00f6nceki istihdam uzun bir zamana dayanmaktad\u0131r (Federal \u0130\u015f Mahkemesi, 21 A\u011fustos 2019 tarihli karar \u2013 7 AZR 452\/17)<\/li>\n\n\n\n<li>Alt\u0131 ay s\u00fcren bir istihdam ili\u015fkisi \u201c\u00e7ok k\u0131sa\u201d s\u00fcreli say\u0131lmaz (Federal \u0130\u015f Mahkemesi, 12 Haziran 2019 tarihli karar \u2013 7 AZR 477\/17)<\/li>\n\n\n\n<li>Buna kar\u015f\u0131l\u0131k, alt\u0131 haftal\u0131k bir istihdam, okul, \u00f6\u011frenim veya e\u011fitim s\u0131ras\u0131nda yap\u0131lan k\u00fc\u00e7\u00fck bir yar\u0131 zamanl\u0131 i\u015f ise \u201c\u00e7ok k\u0131sa\u201d s\u00fcrelidir (Federal \u0130\u015f Mahkemesi, 12 Haziran 2019 \u2013 7 AZR 429\/17)<\/li>\n\n\n\n<li>Yeni i\u015f \u00f6nemli \u00f6l\u00e7\u00fcde farkl\u0131 bilgi ve nitelikler gerektiriyorsa, tamamen farkl\u0131 bir istihdam ili\u015fkisi t\u00fcr\u00fc s\u00f6z konusudur (Federal \u0130\u015f Mahkemesi, 16 Eyl\u00fcl 2020 tarihli karar \u2013 7 AZR 552\/19). \u0130stihdam ge\u00e7mi\u015finde bir kesinti olmas\u0131 gerekir.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"befristung_unwirksamkeitsgr\u00fcnde\">Belirli s\u00fcreli i\u015f ili\u015fkisi: Tipik ge\u00e7ersizlik nedenleri<\/h2>\n\n\n\n<p>Bir \u00e7al\u0131\u015fan bize belirli s\u00fcreli s\u00f6zle\u015fmeyle geldi\u011finde, <strong>Sorun giderme<\/strong>Hizmetimiz, belirli s\u00fcreli s\u00f6zle\u015fmenin ge\u00e7ersiz olup olmad\u0131\u011f\u0131n\u0131 incelemekten olu\u015fur. Ard\u0131ndan nas\u0131l ilerleyece\u011fimize karar veririz. Belirli s\u00fcreli bir s\u00f6zle\u015fme bir\u00e7ok nedenden dolay\u0131 ge\u00e7ersiz olabilir. <strong>analiz etmek<\/strong> Bu nedenle i\u015f s\u00f6zle\u015fmesi belgelerini \u00e7ok dikkatli bir \u015fekilde inceleyerek herhangi bir hata olup olmad\u0131\u011f\u0131n\u0131 tespit edin.<\/p>\n\n\n\n<p>\u0130\u015fverenlerin, belirli s\u00fcreli s\u00f6zle\u015fmelerin etkisiz kalmas\u0131na yol a\u00e7an hatalar\u0131 tekrar tekrar yapt\u0131\u011f\u0131 ortaya \u00e7\u0131k\u0131yor. <strong>Tipik hatalar<\/strong>Burada tekrar tekrar kar\u015f\u0131la\u015ft\u0131\u011f\u0131m\u0131z \u015feyler \u015funlard\u0131r:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Yaz\u0131l\u0131 \u015fekline uyulmad\u0131:<\/strong> \u0130\u015fverenlerin belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesini yaz\u0131l\u0131 olarak onaylamamas\u0131 nispeten nadir de olsa rastlanan bir durumdur.<\/li>\n\n\n\n<li><strong>Nesnel bir sebep yok: <\/strong>Bazen i\u015fverenler, hukuken kabul edilebilir nesnel bir sebep olmasa bile belirli s\u00fcreli i\u015f s\u00f6zle\u015fmeleri vermektedir. Ya da \u00e7o\u011fu zaman, sebep hukuken tan\u0131nmayan bir bahaneden ibarettir.<\/li>\n\n\n\n<li><strong>Maksimum s\u00fcre a\u015f\u0131ld\u0131:<\/strong> \u00c7al\u0131\u015fanlar, objektif bir neden olmaks\u0131z\u0131n en fazla iki y\u0131ll\u0131k s\u00f6zle\u015fmelerle \u00e7al\u0131\u015ft\u0131r\u0131labilir. Baz\u0131 i\u015fverenler bu s\u0131n\u0131r\u0131 a\u015fmaktad\u0131r.<\/li>\n\n\n\n<li><strong>\u00c7ok s\u0131k uzatma: <\/strong>Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin iki y\u0131l i\u00e7inde objektif bir neden olmaks\u0131z\u0131n \u00fc\u00e7 kez uzat\u0131lmas\u0131 caizdir. Bundan fazlas\u0131 olamaz.<\/li>\n\n\n\n<li><strong>\u00d6nceki \u00e7al\u0131\u015fma yasa\u011f\u0131n\u0131n ihlali:<\/strong> \u0130\u015fverenle daha \u00f6nce belirli s\u00fcreli veya s\u00fcrekli bir i\u015f ili\u015fkisi kurulmu\u015fsa, objektif bir nedene dayanmayan yeni bir belirli s\u00fcreli s\u00f6zle\u015fmenin kurulmas\u0131 art\u0131k kural olarak m\u00fcmk\u00fcn de\u011fildir.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">\u0130\u015fverenlerin belirli s\u00fcreli s\u00f6zle\u015fmelerle ilgili yapt\u0131\u011f\u0131 di\u011fer olas\u0131 hatalar<\/h3>\n\n\n\n<p>Bunlar, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin ge\u00e7ersizli\u011fine yol a\u00e7an hatalard\u0131r. Ancak bunlar\u0131n hepsi, nihayetinde belirsiz s\u00fcreli i\u015f s\u00f6zle\u015fmesine yol a\u00e7abilecek hatalar de\u011fildir. \u0130\u015fte baz\u0131 \u00f6rnekler: <strong>iki hata daha<\/strong>i\u015fveren i\u00e7in maliyetli olabilir:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>S\u00f6zle\u015fmenin uzat\u0131lmas\u0131 halinde s\u00f6zle\u015fme de\u011fi\u015fikli\u011fi: <\/strong>\u0130\u015fveren, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesini uzat\u0131rken ayn\u0131 zamanda s\u00f6zle\u015fme \u015fartlar\u0131n\u0131 da de\u011fi\u015ftirirse (yeni \u00e7al\u0131\u015fma saatleri, \u00fccret art\u0131\u015f\u0131 vb.) sorun ya\u015far. <strong>\u00c7\u00fcnk\u00fc:<\/strong> Uzatma, yaln\u0131zca s\u00f6zle\u015fmenin belirli s\u00fcreli niteli\u011fi a\u00e7\u0131s\u0131ndan m\u00fcmk\u00fcnd\u00fcr. Ancak, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin i\u00e7eri\u011finde de de\u011fi\u015fiklik yap\u0131lmas\u0131 halinde, bu art\u0131k bir &quot;uzatma&quot; olmaktan \u00e7\u0131kar. Aksine, yeni bir i\u015f s\u00f6zle\u015fmesi te\u015fkil eder ve dolay\u0131s\u0131yla \u00f6nceki istihdam yasa\u011f\u0131n\u0131n ihlali anlam\u0131na gelir.<\/li>\n\n\n\n<li><strong>Belirli s\u00fcreli s\u00f6zle\u015fmenin sona ermesinden sonra \u00e7al\u0131\u015fmaya devam edilmesi:<\/strong> Klasik \u00f6rnek: \u0130\u015fveren, belirli s\u00fcreli s\u00f6zle\u015fme sona erdikten sonra \u00e7al\u0131\u015fan\u0131 \u00e7al\u0131\u015ft\u0131rmaya devam eder. Belirli s\u00fcreli s\u00f6zle\u015fmede herhangi bir hata bulunmamakla birlikte, hukuki sonu\u00e7lar ayn\u0131d\u0131r. S\u00fcrekli bir i\u015f ili\u015fkisi do\u011far.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"befristung_unwirksam_rechtsfolgen\">Ge\u00e7ersiz belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi \u2013 hukuki sonu\u00e7lar<\/h2>\n\n\n\n<p>Belirli s\u00fcreli s\u00f6zle\u015fmeler s\u00f6z konusu oldu\u011funda i\u015fverenler i\u00e7in \u00e7ok say\u0131da potansiyel hata kayna\u011f\u0131 oldu\u011funu g\u00f6rd\u00fck. Ve bunlar\u0131n \u00e7o\u011fu, belirli s\u00fcreli s\u00f6zle\u015fmenin ge\u00e7ersiz say\u0131lmas\u0131na neden oluyor. Peki hangisi? <strong>Yasal sonu\u00e7lar<\/strong> Belirli s\u00fcreli s\u00f6zle\u015fmenin ge\u00e7ersiz olmas\u0131n\u0131n sonu\u00e7lar\u0131 nelerdir? Buna daha \u00f6nce k\u0131saca de\u011finmi\u015ftik.<\/p>\n\n\n\n<p>Belirli s\u00fcreli bir s\u00f6zle\u015fmenin ge\u00e7ersizli\u011fi, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin tamam\u0131n\u0131 ge\u00e7ersiz k\u0131lmaz. Olumsuz hukuki sonu\u00e7, yaln\u0131zca belirli s\u00fcreli s\u00f6zle\u015fmenin kendisiyle ilgilidir. Dolay\u0131s\u0131yla, belirli s\u00fcreli s\u00f6zle\u015fmenin kendisi ge\u00e7ersizdir; bu da hukuken \u015fu anlama gelir:<\/p>\n\n\n\n<p><strong>Bu, kanunen belirsiz s\u00fcreli bir i\u015f ili\u015fkisinin kurulmu\u015f say\u0131ld\u0131\u011f\u0131 anlam\u0131na gelir.<\/strong><\/p>\n\n\n\n<p>Daha \u00f6nce de belirtildi\u011fi gibi, yasa koyucu, s\u00fcrekli istihdam\u0131n norm olmas\u0131n\u0131 ama\u00e7lamaktad\u0131r. Buna g\u00f6re, ge\u00e7ersiz bir belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi durumunda i\u015f hukuku yapt\u0131r\u0131m\u0131, i\u015fverenle otomatik olarak s\u00fcrekli bir i\u015f ili\u015fkisi kurulmas\u0131d\u0131r.<\/p>\n\n\n\n<p>Belirli s\u00fcreli bir s\u00f6zle\u015fme ge\u00e7ersizse, yasa \u00e7al\u0131\u015fan\u0131 s\u00f6zle\u015fme yokmu\u015f gibi de\u011ferlendirir. Bunu \u015fu \u015fekilde yapabilirsiniz: <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__16.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 16 c\u00fcmle 1 TzBfG <\/a>tam olarak nerede oldu\u011funu okuyun:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cBelirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi hukuken ge\u00e7ersiz ise, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi belirsiz s\u00fcreli say\u0131l\u0131r.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin sona ermesinden sonra i\u015fverenin itiraz etmeksizin i\u015f\u00e7iyi \u00e7al\u0131\u015ft\u0131rmaya devam etmesi halinde de ayn\u0131 hukuki sonu\u00e7lar do\u011far. <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__15.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 15 (5) TzBfG<\/a>. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin ge\u00e7ersiz olmas\u0131 durumunda s\u00fcrekli i\u015f s\u00f6zle\u015fmesinin feshi m\u00fcmk\u00fcn m\u00fcd\u00fcr?<\/h3>\n\n\n\n<p>\u015eimdi \u015funlar\u0131 d\u00fc\u015f\u00fcnebilirsiniz: \u0130\u015fveren daha sonra daimi istihdam s\u00f6zle\u015fmesini feshedebilir <strong>\u00e7\u0131k\u0131\u015f yapmak<\/strong>, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin sona ermesinden sonra i\u015f\u00e7iyi \u00e7al\u0131\u015ft\u0131rmaya devam etmek istemedi\u011fi i\u00e7in.<\/p>\n\n\n\n<p>Bu d\u00fc\u015f\u00fcn\u00fclebilir, ancak yaln\u0131zca \u00e7al\u0131\u015fan\u0131n <strong><a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/#allgemeiner_k%C3%BCndigungsschutz\">\u0130\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma<\/a><\/strong> \u00c7al\u0131\u015fan \u015firkette alt\u0131 aydan fazla s\u00fcredir \u00e7al\u0131\u015f\u0131yorsa ve \u015firkette ondan fazla tam zamanl\u0131 \u00e7al\u0131\u015fan varsa, o zaman <strong>\u0130\u015ften \u00c7\u0131karma Koruma Yasas\u0131<\/strong>Sonu\u00e7: \u0130\u015fverenin, art\u0131k kal\u0131c\u0131 olan istihdam ili\u015fkisini sonland\u0131rmak i\u00e7in bir fesih nedenine (ki\u015fisel, operasyonel veya davran\u0131\u015fsal) ihtiyac\u0131 vard\u0131r.<\/p>\n\n\n\n<p>Ancak b\u00f6yle bir sebep \u00e7o\u011fu zaman mevcut olmayaca\u011f\u0131ndan, \u00e7al\u0131\u015fan genellikle rahat bir hukuki konumda olur. Bu konu hakk\u0131nda daha fazla bilgiyi a\u015fa\u011f\u0131da bulabilirsiniz.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Zaman s\u0131n\u0131r\u0131n\u0131 kontrol edin &amp; <span class=\"orange-accent\">G\u00fcvenli k\u0131dem tazminat\u0131<\/span><\/h3>\n\n  <p><strong>Ge\u00e7ersiz bir belirli s\u00fcreli s\u00f6zle\u015fme, kal\u0131c\u0131 bir s\u00f6zle\u015fmeye veya y\u00fckl\u00fc bir k\u0131dem tazminat\u0131na giden biletiniz olabilir.<\/strong><\/p>\n  <p><em>\u0130\u015f ili\u015fkinizi analiz ediyoruz, belirli s\u00fcreli s\u00f6zle\u015fmelerinizdeki hatalar\u0131 tespit ediyoruz ve sizin i\u00e7in en iyi \u00e7\u00f6z\u00fcm\u00fc h\u0131zl\u0131, etkili ve \u00fclke \u00e7ap\u0131nda m\u00fczakere ediyoruz.<\/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<h2 class=\"wp-block-heading\" id=\"unwirksame_befristung_optionen\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi ge\u00e7ersiz \u2013 se\u00e7enekleriniz<\/h2>\n\n\n\n<p>Belirli s\u00fcreli s\u00f6zle\u015fme ge\u00e7ersizse, i\u015fverenle kal\u0131c\u0131 bir i\u015f ili\u015fkiniz olur. Ayr\u0131ca i\u015ften \u00e7\u0131kar\u0131lmaya ve sosyal a\u00e7\u0131dan haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 da koruman\u0131z olabilir. Bu sizin i\u00e7in m\u00fckemmel, ancak bu durumda kendinize \u00f6nemli bir soruyu cevaplaman\u0131z gerekir: Tam olarak \u00e7\u0131karlar\u0131n\u0131z neler?<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Kendinizi i\u015fvereninize ifade etmek ister misiniz? <strong>kal\u0131c\u0131 istihdam s\u00f6zle\u015fmenizi devreye sokun<\/strong> ve orada \u00e7al\u0131\u015fmaya devam m\u0131 edeceksiniz?<\/li>\n\n\n\n<li>Yoksa kal\u0131c\u0131 bir i\u015f s\u00f6zle\u015fmesiyle ciddi olarak ilgilenmiyor musunuz, ancak spek\u00fclasyon mu yap\u0131yorsunuz? <a href=\"https:\/\/smart-arbeitsrecht.de\/tr\/abfindung-bei-kuendigung-alles-was-du-wissen-musst\/\">maddi tazminat \u015feklinde <strong>k\u0131dem tazminat\u0131<\/strong><\/a>?<\/li>\n<\/ul>\n\n\n\n<p><strong>Sadece aram\u0131zda:<\/strong> T\u00fcm \u00e7al\u0131\u015fanlar i\u015f ili\u015fkilerini kal\u0131c\u0131 olarak s\u00fcrd\u00fcrmek istemez. \u0130\u015fveren, belirli s\u00fcreli s\u00f6zle\u015fme sunarak, \u00e7al\u0131\u015fan\u0131 kal\u0131c\u0131 olarak i\u015fe alma niyetinde olmad\u0131\u011f\u0131n\u0131 g\u00f6stermi\u015f olur. Bu nedenle \u00e7al\u0131\u015fanlar pek de ho\u015f kar\u015f\u0131lanmaz. Belirli s\u00fcreli s\u00f6zle\u015fmenin etkisizli\u011fi, \u00e7al\u0131\u015fanlar\u0131n i\u015fe devam etmek istememesine yol a\u00e7an \u00e7at\u0131\u015fma ve gerginliklere yol a\u00e7m\u0131\u015f olabilir.<\/p>\n\n\n\n<p>Elbette bu, bir <strong>daha b\u00fcy\u00fck \u015firket<\/strong> B\u00f6ylece etkisiz belirli s\u00fcreli s\u00f6zle\u015fme fiili d\u00fczeyde y\u00fcr\u00fct\u00fclmekte ve i\u015fin kendisi \u00fczerinde hi\u00e7bir etkisi olmamaktad\u0131r.<\/p>\n\n\n\n<p>Ancak deneyimlerimize g\u00f6re, \u00e7al\u0131\u015fanlar genellikle <strong>artan faiz yok<\/strong> \u0130\u015f ili\u015fkisini s\u00fcrd\u00fcrmek i\u00e7in. Geriye sadece ge\u00e7ersiz belirli s\u00fcreli s\u00f6zle\u015fmeyi yasal olarak kendi lehine \u00e7evirmek kal\u0131yor. Ba\u015fka bir deyi\u015fle, m\u00fcmk\u00fcn olan en y\u00fcksek k\u0131dem tazminat\u0131n\u0131 almak. <\/p>\n\n\n\n<p><strong>Ama dikkatli olun:<\/strong> \u00c7al\u0131\u015fanlar\u0131n bunun i\u00e7in s\u0131n\u0131rs\u0131z zaman\u0131 yok. Bunun nedenini bir sonraki b\u00f6l\u00fcmde \u00f6\u011freneceksiniz.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"entfristungsklage\">Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin ge\u00e7ersiz olmas\u0131 halinde s\u00fcrekli istihdam davas\u0131<\/h2>\n\n\n\n<p>Sizin i\u00e7in en \u00f6nemli \u015fey son s\u0131rada: Belirli s\u00fcreli s\u00f6zle\u015fmeniz ge\u00e7ersizse, bu, yasal sonucun otomatik olarak kal\u0131c\u0131 bir i\u015f ili\u015fkisinin kurulmas\u0131 anlam\u0131na gelmedi\u011fi anlam\u0131na gelir. Ba\u015fka bir deyi\u015fle: Bu kesinlikle yasal bir sonu\u00e7 olsa da, bu durumda kal\u0131c\u0131 i\u015f ili\u015fkisini de iddia etmelisiniz.<\/p>\n\n\n\n<p>Bunu bir tane ekleyerek yapars\u0131n\u0131z <strong>Daimi istihdam davas\u0131<\/strong> buna g\u00f6re <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__17.html\" target=\"_blank\" rel=\"noreferrer noopener\">B\u00f6l\u00fcm 17 c\u00fcmle 1 TzBfG<\/a>Yasaya g\u00f6re, yaln\u0131zca \u015funlara izin verilir: <strong>\u00fc\u00e7 hafta zaman <\/strong>Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin sona ermesinden sonra. Haks\u0131z yere i\u015ften \u00e7\u0131kar\u0131lma davas\u0131 a\u00e7ma s\u00fcresinde oldu\u011fu gibi, ge\u00e7ersiz bir belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi durumunda kesin fesih davas\u0131 a\u00e7ma s\u00fcresi de vard\u0131r.<\/p>\n\n\n\n<p>Bu son tarihe uyman\u0131z hayati \u00f6nem ta\u015f\u0131yor. E\u011fer bu s\u00fcreyi ka\u00e7\u0131r\u0131rsan\u0131z, ge\u00e7ersiz s\u00fcre s\u0131n\u0131r\u0131n\u0131 art\u0131k kullanamazs\u0131n\u0131z. Hukuken bu kadar. O zaman biz bile size yard\u0131mc\u0131 olamay\u0131z.<\/p>\n\n\n\n<p><strong>Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin sona ermesinden sonra i\u015f ili\u015fkisi devam eder mi?<\/strong>, \u00fc\u00e7 haftal\u0131k s\u00fcre, i\u015fverenin i\u015f ili\u015fkisinin belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi nedeniyle sona erdi\u011fini yaz\u0131l\u0131 olarak bildirmesiyle ba\u015flar.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>\u0130pucu: Belirli s\u00fcreli s\u00f6zle\u015fmenin sona ermesini beklemeniz gerekmez. Belirli s\u00fcreli s\u00f6zle\u015fmenin ge\u00e7ersiz k\u0131l\u0131nmas\u0131ndan sonra, s\u00f6zle\u015fme hala y\u00fcr\u00fcrl\u00fckteyken bile, kesin fesih davas\u0131 a\u00e7abilirsiniz.<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"faq\">S\u0131k\u00e7a Sorulan Sorular \u2013 Belirli S\u00fcreli \u0130\u015f S\u00f6zle\u015fmeleri Hakk\u0131nda S\u0131k\u00e7a Sorulan Sorular<\/h2>\n\n\n\n\n<div id=\"smart-column-block_01cd5479968c367ef4f3fd464a95cc70\" 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                Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi 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                    Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi, kararla\u015ft\u0131r\u0131lan s\u00fcrenin sona ermesi veya belirli bir amac\u0131n ger\u00e7ekle\u015ftirilmesi \u00fczerine otomatik olarak sona erer. \u0130\u015ften \u00e7\u0131karmadan farkl\u0131 olarak, i\u015fverenden herhangi bir fesih bildirimi gerekmez. Yasal dayana\u011f\u0131 i\u015f hukuku ve K\u0131smi Zamanl\u0131 ve Belirli S\u00fcreli \u0130stihdam Yasas\u0131&#039;nda bulunur.                <\/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                Ne t\u00fcr sabit s\u00fcreli s\u00f6zle\u015fmeler 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                    Kanun, belirli s\u00fcreli s\u00f6zle\u015fmeler ile belirli bir amaca y\u00f6nelik belirli s\u00fcreli s\u00f6zle\u015fmeler aras\u0131nda ayr\u0131m yapmaktad\u0131r. Her iki belirli s\u00fcreli istihdam bi\u00e7imi de i\u015fverenlerin kesinlikle uymas\u0131 gereken farkl\u0131 \u015fartlara tabidir.                <\/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                Nesnel bir gerek\u00e7e olmaks\u0131z\u0131n bir i\u015f s\u00f6zle\u015fmesinin s\u00fcresi ne kadar s\u0131n\u0131rland\u0131r\u0131labilir?                <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                    Nesnel bir gerek\u00e7e olmaks\u0131z\u0131n yap\u0131lan belirli s\u00fcreli s\u00f6zle\u015fmeler iki y\u0131l\u0131 a\u015famaz ve bu s\u00fcre i\u00e7inde en fazla \u00fc\u00e7 kez uzat\u0131labilir. Daha fazla uzatma, belirli s\u00fcreli s\u00f6zle\u015fmeyi ge\u00e7ersiz k\u0131lar.                <\/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                Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin uzat\u0131lmas\u0131 ne zaman ge\u00e7ersiz say\u0131l\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                    S\u00f6zle\u015fme s\u00fcresi yaln\u0131zca de\u011fi\u015ftirildi\u011finde uzatma ge\u00e7erlidir. S\u00f6zle\u015fmenin di\u011fer \u015fartlar\u0131 da de\u011fi\u015ftirilirse, bu yasal olarak uzatma de\u011fil, yeni bir i\u015f s\u00f6zle\u015fmesi olarak kabul edilir ve bu da belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi maddesini tart\u0131\u015fmaya a\u00e7\u0131k hale getirir.                <\/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\u015fverenlerin belirli s\u00fcreli s\u00f6zle\u015fmeyle \u00e7al\u0131\u015fan i\u015fe al\u0131rken yapt\u0131\u011f\u0131 tipik hatalardan baz\u0131lar\u0131 nelerdir?                <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                    S\u0131k yap\u0131lan hatalar aras\u0131nda yaz\u0131l\u0131 form \u015fart\u0131na uyulmamas\u0131, izin verilen s\u00fcrenin a\u015f\u0131lmas\u0131 veya belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin yanl\u0131\u015f \u015fekilde uzat\u0131lmas\u0131 yer almaktad\u0131r. Bu t\u00fcr hatalar genellikle belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesini ge\u00e7ersiz k\u0131lmaktad\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                Ge\u00e7ersiz bir belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin \u00e7al\u0131\u015fanlar i\u00e7in sonu\u00e7lar\u0131 nelerdir?                <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                    Belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi ge\u00e7ersiz ise, i\u015f ili\u015fkisi kanunen otomatik olarak kal\u0131c\u0131 hale gelir. Bu nedenle, \u00e7al\u0131\u015fana genellikle i\u015ften \u00e7\u0131kar\u0131lmaya kar\u015f\u0131 koruma sa\u011flayan kal\u0131c\u0131 bir i\u015f g\u00fcvencesi verilir.                <\/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                Daimi istihdam talebi 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                    Daimi istihdam talebinde, \u00e7al\u0131\u015fan belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin ge\u00e7ersiz oldu\u011funu savunur. Talep, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesinin bitiminden itibaren \u00fc\u00e7 hafta i\u00e7inde yap\u0131lmal\u0131d\u0131r; aksi takdirde, belirli s\u00fcreli i\u015f s\u00f6zle\u015fmesi ge\u00e7erli say\u0131l\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                Belirli s\u00fcreli bir s\u00f6zle\u015fme, s\u00fcresi dolduktan sonra da ge\u00e7erlili\u011fini s\u00fcrd\u00fcrebilir 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                    Evet. \u00c7al\u0131\u015fan, belirli s\u00fcreli s\u00f6zle\u015fme sona erdikten sonra \u00e7al\u0131\u015fmaya devam ederse, otomatik olarak s\u00fcresiz bir i\u015f ili\u015fkisi do\u011far. Bu durum, s\u00f6zle\u015fmenin daha \u00f6nce uzat\u0131l\u0131p uzat\u0131lmad\u0131\u011f\u0131na bak\u0131lmaks\u0131z\u0131n ge\u00e7erlidir.                <\/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 ve Belirli S\u00fcreli \u0130stihdam Yasas\u0131 ne gibi bir rol oynuyor?                <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 ve Belirli S\u00fcreli \u0130stihdam Yasas\u0131, belirli s\u00fcreli istihdam s\u00f6zle\u015fmelerinin hangi ko\u015fullar alt\u0131nda ge\u00e7erli oldu\u011funu ayr\u0131nt\u0131l\u0131 olarak d\u00fczenlemektedir. Yasan\u0131n baz\u0131 maddelerinin ihlali, belirli s\u00fcreli s\u00f6zle\u015fmeyi d\u00fczenli olarak ge\u00e7ersiz k\u0131lmaktad\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                Belirli s\u00fcreli bir s\u00f6zle\u015fmenin hukuki incelemesi ne zaman faydal\u0131 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                    Belirli s\u00fcreli bir i\u015f s\u00f6zle\u015fmesi birden fazla kez uzat\u0131lm\u0131\u015fsa veya uzun y\u0131llard\u0131r y\u00fcr\u00fcrl\u00fckteyse, g\u00f6zden ge\u00e7irilmesi her zaman faydal\u0131d\u0131r. \u00d6zellikle karma\u015f\u0131k i\u015f s\u00f6zle\u015fmelerinde, s\u0131kl\u0131kla hukuki sorunlar ortaya \u00e7\u0131kabilir.                <\/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\": \"Was ist ein befristeter Arbeitsvertrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ein befristeter Arbeitsvertrag endet automatisch mit Ablauf der vereinbarten Zeit oder mit Erreichen eines bestimmten Zwecks. 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Gerade bei komplexen Arbeitsvertr\u00e4gen lassen sich h\u00e4ufig rechtliche Angriffspunkte finden.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>","protected":false},"excerpt":{"rendered":"<p>&quot;Maalesef mevcut i\u015f ili\u015fkinizi art\u0131k uzatam\u0131yoruz.&quot; Ge\u00e7ici \u00e7al\u0131\u015fanlar\u0131n duymak istemedi\u011fi \u015fey tam da budur. Ne...<\/p>","protected":false},"author":1,"featured_media":7550,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-7530","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>Befristeter Arbeitsvertrag: Was Sie wissen m\u00fcssen<\/title>\n<meta name=\"description\" content=\"Wenn ein befristeter Arbeitsvertrag unwirksam ist, k\u00f6nnen Arbeitnehmer eine Entfristungsklage einlegen. 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