Npartners Logo

NPartners Legal Alert | Labor Law Update – KEP Notifications

The team behind the work

Att. Nazlı Özkul

Partners / Associate / Solicitor

nazli@npartners.com.tr

The Law numbered 7555 on the Protection of the Value of the Turkish
Currency and Amendments to Certain Laws and Decree Law No. 635 (“Law”)
entered into force on 24 July 2025.Effective
as of July 24, 2025, an important amendment to the Turkish Labor Law introduces
the use of Registered Electronic Mail (KEP) for delivering official
employment-related notifications.

At NPartners, we provide up-to-date legal
guidance on digital compliance and employment practices. This article outlines
the key aspects of the regulation and its implications for employers and HR
professionals in Turkey.

What
Changed with the Amendment?

With the recent amendment to Article 109 of
Labor Law No. 4857, employers are now allowed to serve labor-related
notifications to employees via KEP, provided that:

•The employee has given written consent, and
•The employee has an active KEP address.

KEP notifications will carry the same legal
effect as written communication, ensuring both security and legal
traceability.

Previous Text

New Text

Written notification

ARTICLE
109.– Notifications required
by this Law must be made in writing and signed by the relevant party. If the
person receiving the notification does not sign it, the situation is recorded
in an official report at the location. However, notifications falling under
the scope of Law No. 7201 shall be made in accordance with the provisions of
the said Law.

Written
or electronic notification

ARTICLE
109. –Notifications required
in this Law must be made in writing and signed by the relevant party, or —
subject to the written consent of the employee — via registered electronic
mail (KEP), which serves as legal proof and provides evidence of both the
sending and delivery. Notifications that result in the termination of the
employment contract must, in all cases, be made in writing. If the person
receiving the written notification does not sign it, the situation is
recorded in an official report at the location. However, notifications that
fall under the scope of the Notification Law No. 7201 dated 11/2/1959 shall
be made in accordance with the provisions of the said Law. The costs related
to the use of the KEP system shall be borne by the employer. Electronic
notifications specified in this article shall be made in accordance with the relevant
legislation governing the KEP system.

Exception
on Termination Notices

It is important to note that termination of
employment contracts still requires traditional written format (wet signature or hard copy). KEP cannot replace formal termination notices under Turkish law.

Practical
Requirements for Employers

To implement KEP in employment communications, the following conditions must be met:

• Obtain written consent from the employee

• Ensure the employee has an active KEP address

• Cover all KEP-related costs, including registration and usage fees

Uncertainties remain regarding whether the
employer must cover the employee’s costs for replying to such notifications and future regulations or court decisions may
clarify this.

Why
Does This Amendment Matter in Labor Law?

KEP is already recognized as valid legal
evidence in labor disputes, including:
• Unlawful termination lawsuits
• Employee claim proceedings
• Notification-related objections and deadlines

With this legal recognition, KEP will become increasingly common in workplace communication, offering a faster,
cost-effective, and court-compliant alternative to physical notifications.

How
NPartners Can Help the Clients?

At NPartners, we assist companies in:
• Preparing KEP-compliant employment documentation
• Drafting employee consent forms and internal HR policies
• Ensuring legal compliance in termination procedures
•Representing employers in labor litigation and inspections
•Advising on digital transformation and KVKK (Turkish data protection) alignment

Our employment law team closely follows all legislative developments and provides bilingual legal assistance in Turkish,
English, and Persian.

Email:
nazli@npartners.com.tr

WhatsApp:
+90 507 604 23 25