Severance, notice pay and unemployment benefit have separate eligibility tests. The SGK exit code reports the reason for leaving; it does not by itself establish or remove an employee’s legal entitlement. The termination facts, service history, contract and supporting records must be assessed.
The table below distinguishes common SGK codes and the questions to check. It assumes employment within the relevant labour-law framework; special employment regimes and disputed termination grounds require separate review.
| Code | Reason for Leaving | Severance Pay | Unemployment Pay | Notice Pay |
|---|---|---|---|---|
| 3 | Employee resignation from an indefinite-term contract | Ordinary resignation normally does not qualify; a statutory exception must be established. | Ordinary voluntary resignation normally does not qualify. | No employer notice payment; the employee may owe notice if required notice was not given. |
| 4 | Employer termination of an indefinite-term contract without a justified reason | May qualify with at least one year of service and the applicable statutory conditions. | May qualify if the termination and insurance/application conditions are met. | Due if the required notice was not worked or paid; the code does not itself mean an unlawful dismissal. |
| 8 | Retirement (old-age) or lump-sum payment | Assess retirement evidence and at least one year of service. | Retirement does not ordinarily qualify for unemployment benefit. | Retirement-based employee termination does not normally create notice pay. |
| 12 | Military service | May qualify under Law No. 1475, Article 14, with service and military-service evidence. | Apply to İŞKUR for assessment; military service affects availability and payment timing. | Military-service termination does not normally create notice pay. |
| 13 | Marriage of a female employee | May qualify if termination occurs within one year of marriage and the service requirement is met. | Marriage-based voluntary departure normally does not qualify. | No notice pay for this statutory departure route. |
| 14 | Retirement conditions met apart from age | Assess the SGK eligibility letter and service requirement; conditions depend on the insurance history. | This voluntary retirement-related departure normally does not qualify. | No notice pay for this employee departure route. |
| 16 | Transfer to another workplace of the same employer before termination of the contract | The transfer alone does not terminate employment or trigger severance. | Employment continues; no unemployment award merely because of the transfer. | No termination notice payment merely because of the transfer. |
| 17 | Workplace closure | May qualify with the service and termination conditions. | May qualify subject to İŞKUR eligibility. | Assess whether notice was given or paid and whether a justified-termination exception applies. |
| 24 | Employee termination for health reasons | May qualify if the statutory health ground is proved and the service requirement is met. | May qualify subject to the justified ground and insurance/application conditions. | A justified immediate termination normally carries no notice pay. |
| 25 | Employee termination for employer conduct contrary to ethics and good faith | May qualify if the employer conduct and service requirement are proved. | May qualify subject to the justified ground and insurance/application conditions. | A justified immediate termination normally carries no notice pay. |
| 27 | Employer termination for force majeure or detention | Assess the exact statutory ground and service requirement. | May qualify subject to İŞKUR eligibility. | A justified immediate termination normally carries no notice pay. |
| 28 | Employer termination for health reasons | May qualify if the statutory conditions and service requirement are met. | May qualify subject to İŞKUR eligibility. | A justified immediate termination normally carries no notice pay. |
Disclaimer: The information provided in this table is for general informational purposes only and does not constitute legal advice. Employment disputes are highly factual, and variations may apply based on individual circumstances, employment contracts, and updated court precedents. For specific legal guidance regarding termination, severance, or notice pay, please consult with a qualified Turkish employment lawyer.
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- Severance: Law No. 1475, Article 14 remains the core provision. Generally, at least one year of service and a qualifying termination route are needed; the statutory ceiling and the employee’s wage components affect calculation.
- Notice: Labour Law No. 4857, Article 17 concerns indefinite-term employment and notice periods based on service. Notice pay arises when required notice is not provided or paid, subject to the termination route.
- Unemployment benefit: İŞKUR assesses eligible involuntary or qualifying justified departures, coverage under an employment contract for the final 120 days, at least 600 days of unemployment premiums in the preceding three years, and an application within 30 days. Late application can reduce the payment period unless force majeure applies.
Documents to Review
Keep the SGK exit declaration, termination notice, employment contract, payroll and service records, correspondence supporting the termination ground, and any marriage, military-service, health or retirement evidence. Challenge an incorrect code or disputed reason through the appropriate process; do not treat the employer’s reporting entry as the final legal decision.