Employment Law and Dispute Management for Companies
An employer’s need for employment-law support does not arise only when a lawsuit is filed. Every step, from recruitment to termination of the employment contract and from performance and disciplinary processes to restructuring decisions, may directly affect future disputes concerning employment receivables, reinstatement, discrimination, occupational accidents and social security.
Kaplan Law & Legal Consultancy, provides legal support for companies’ day-to-day human-resources operations, preventive management of employment disputes and follow-up of litigation/mediation proceedings. The work is based on assessing the commercial requirements of the specific matter together with employment legislation.
Case experience: Our firm has worked on approximately 300 employment-law litigation and dispute files in different provinces of Türkiye.
Expert-witness perspective: Our founding attorneys Attorney Yusuf Kaplan and Attorney Tuğçe Nur Kaplan, are registered as expert witnesses in the field of Qualified Calculations Arising from Employment Legislation This experience contributes to the technical assessment of severance pay, notice pay, overtime, annual leave and other employment receivables before a dispute arises.
Main Services We Provide to Employers
Employment Contracts and HR Documentation
Preparation of fixed-term and indefinite-term employment contracts, supplementary protocols, confidentiality and non-compete clauses, job descriptions, minutes, defence requests and internal company procedures.
Termination and Disciplinary Processes
Assessment of just or valid grounds, performance processes, defence and warning mechanisms, termination notices and analysis of post-termination risks.
Workforce Transition and Restructuring
Legal planning for organisational change, department closures, workplace or employer changes, workplace transfers, collective dismissals and workforce-reduction projects.
Mediation and Settlement Negotiations
Management of mandatory mediation applications, review of claims from the perspectives of calculation and evidence, negotiation strategy and preparation of settlement documents.
Employment Litigation
Representation of employers in actions concerning reinstatement, severance and notice pay, overtime, national and public holiday pay, annual leave, wages and other employment receivables.
Occupational Accidents and SSI Disputes
Assessment of legal processes after occupational accidents, material and non-pecuniary compensation claims, disputes over fault and disability, and follow-up of SSI recourse disputes.
Subcontracting and Service Procurement
Review from an employment-law perspective of principal employer-subcontractor relations, service procurement models, sham arrangements and joint-liability risks, and contractor agreements.
Employment Receivables Risk Analysis
Calculation of severance pay, notice pay, overtime, annual leave and similar receivables on the basis of documents and payroll records before a potential dispute, and development of risk scenarios.
Workforce Transition and Restructuring Projects
In processes such as company mergers, organisational changes, downsizing or transition to a new working model, it is important to identify employment-law risks before the project begins. Taking the employer’s operational objective into account, employee groups, contract structures, severance liabilities, notice periods, grounds for termination and litigation risks are assessed together.
- Legal review of the employee inventory and contract structure,
- Comparison of the risks and costs of termination or transition alternatives,
- Assessment of collective dismissal conditions and notification procedures,
- Preparation of employee communications, offers and protocol texts,
- Review of releases, settlement, mediation and separation documents,
- Centralised follow-up of the subsequent litigation and mediation portfolio.
High-Volume Litigation and Mediation Portfolio Management
In disputes involving multiple cities or a large number of employees, a common legal approach should be established in addition to following each file individually. Grouping similar claims, standardising calculation methods, distinguishing precedent files and providing regular reports to company management help make the total cost of disputes more predictable.
Our Working Model
- Initial review: Employment contracts, payroll records, personnel files, company policies and the existing dispute portfolio are reviewed.
- Risk map: Legal and financial risks are classified by subject; areas requiring priority intervention are identified.
- Implementation: The necessary contracts, minutes, termination, protocol and mediation documents are prepared and a litigation strategy is developed.
- Follow-up and reporting: Open files, hearings, mediations and potential financial liabilities are monitored regularly.
Frequently Asked Questions
What does ongoing employment-law consultancy for employers cover?
It may cover legal review of day-to-day HR matters, particularly recruitment and contract processes, performance and disciplinary practices, termination, personnel documents, employment-receivable calculations, occupational accidents, mediation and litigation.
Should a legal review be carried out before collective or large-scale employee dismissals?
Yes. The number of employees, grounds for termination, notification obligations, severance and notice liabilities and reinstatement risk should be assessed together. Depending on the nature of the process, collective dismissal provisions may also apply.
What is the benefit of calculating employment receivables before mediation?
Comparing the amounts claimed with payroll, attendance records, leave records and length of service helps reveal the true financial dimension of the dispute and enables more informed negotiation limits.
Can employment cases in different provinces of Türkiye be managed centrally?
Depending on the file structure, employment disputes in different provinces can be handled with a common strategy, standardised reporting and central coordination. Where necessary, local procedures may be carried out in the relevant city while the legal approach is managed centrally.