Notifications in labour law

Notifications are very significant in ensuring communication between the employee and the employer. The employee and the employer must notify the other party in order to be able to exercise some of the rights granted to them by legal regulations and to fulfill their obligations. In some cases, the notification must be made to a third party, union representative or a public institution, not the other party of the employment contract. Although the first notification that comes to mind in labour law is the termination notification, many notifications that the parties of the employment contract must make are regulated in the labour legistation. The shortcoming of the regulations regarding the notifications in the labour law is that there is no standard procedure for making notifications. Almost all of the notifications are subject to different validity conditions, different time and style rules. In the first part of our study, the concept of notification is broadly discussed, and then its legal nature and its place in labour law are explained. Also in this part, notifications to be made during the establishment of an employment relationship are included. In the second part, notifications to be made during the continuation of the employment relationship are discussed. In the third part, notifications to be made during the terminations of the employment contract are elaborated. Keywords: Notification, Notification Obligation, Employment Contract, Notice