Significant Amendments Introduced to the Labour Law and the Law on Youth and Sports Services

The Law on the Amendment of Certain Laws and Decree Law numbered 375, dated 10 July 2025 and numbered 7553 (“Law”), has introduced significant legislative changes, particularly in the fields of labour law and social security, as well as in various other areas of legislation.

The Law adopted by the Grand National Assembly of Türkiye, was published in the Official Gazette dated 14 July 2025 and numbered 32956, thereby entering into force.

Amendment to the Law on Youth and Sports Services: Authority to Regulate Working Hours Granted to the Ministry

Pursuant to the Law, the authority to regulate the working hours and durations of personnel working in units affiliated with the Ministry of Youth and Sports, such as youth centres, youth offices, dormitories, camps, sports facilities, athlete training centres, and the Türkiye Olympic Preparation Centres, has been granted directly to the Ministry of Youth and Sports.

This amendment aims to ensure that the working conditions of the personnel are determined in line with operational needs and the nature and continuity of the relevant services, and that special working models can be developed in accordance with the operational requirements of different units.

Amendment to the Labour Law: Flexibility Introduced Regarding the Timeframe for Exercising the Weekly Rest Day

While the right to a weekly rest day, earned upon completion of the statutory 45-hour workweek under Labour Law numbered 4857 (“Labour Law”), remains intact, the Law introduces an exceptional regulation concerning the exercise of this right for employees working in accommodation facilities holding tourism operation licences issued by the Ministry of Culture and Tourism.

Pursuant to the new provision, the uninterrupted weekly rest period of at least 24 hours, which, under the Labour Law, must be granted within a seven-day period, may now be scheduled within a maximum period of ten days, provided that the employee’s written request or explicit written consent is obtained and the rest day is granted within four days following the date on which the entitlement arises. In addition, such consent may be revoked by the employee upon at least thirty days’ prior written notice.

Although this tourism sector-specific regulation is intended to address operational requirements arising particularly during peak seasons, it effectively allows for the deferral of the employee’s rest period and thereby enables extended working periods without rest days. This may adversely affect employees’ physical and mental health, as well as their work-life balance.

Furthermore, if the granted flexibility is implemented solely based on the employer’s operational needs, it may lead to violations of the right to weekly rest explicitly safeguarded under Article 50 of the Constitution and Articles 46 and 63 of the Labour Law, and may significantly compromise employees’ physical and psychological well-being. Accordingly, it is of critical importance that the implementation of the amendment does not result in the de facto elimination of the employee’s right to rest, and that administrative oversight mechanisms are effectively enforced to ensure the protection of this fundamental right.

Change in the Competent Authority Regarding Administrative Fines Imposed under the Labour Law

The Law also introduces a reorganisation of administrative competences with respect to the imposition of administrative fines arising from violations of the Labour Law. Within this scope, administrative fines that were previously imposed by the Regional Directorates of the Ministry of Labour and Social Security shall henceforth be imposed directly by the Provincial Directorates of the Turkish Employment Agency.

Likewise, administrative fines imposed for breaches of the legal obligations concerning the employment of persons with disabilities or former convicts, or for non-compliance with the regulations on job placement and recruitment services, shall also be imposed by the relevant Provincial Directorates of the Turkish Employment Agency. For employers operating establishments in more than one province, such fines shall be imposed by the Provincial Directorate located in the province where the employer’s head office is situated.