Termination of changes and changes in working conditions in Turkish labor law

As regulated in Article 8 of the Labor Law, employment contracts that are formed when the worker of one party undertakes to work as a dependent and the employer of the other party undertakes to pay wages. While employment contracts create a relationship of dependency and loyalty on the employee due to their unique nature, they also give the employer the right to manage. The purpose of our labor law is to draw the boundaries of the employee-employer relationship and to regulate the rights and responsibilities between these two parties. However, while making this arrangement, only the employer and employee parties should not be taken into account, and the effects of economic and social events on the employment contract should also be kept within this scope. In the event of a change in economic, social or operational conditions that may arise after the establishment of the employment contract, it is possible to make changes as a result of changing conditions, taking into account the interests of the parties. Seeing the inevitable changes in business life and the problems it creates in business relations, the Legislator brought a very important innovation to our legislation with the 22 nd article of the Labor Law No. 4857. According to this article, the changes desired to be made in the employment relationship established by the employer and the employee are subject to a procedure. With the enforcement of this regulation, employers will no longer unilaterally change the working conditions to which the employment relationship is subject, as they wish, and will have to make changes according to the conditions regulated in Article 22 of the Law. The aim of our thesis is to explain the concept of working conditions, to determine the fundamental changes in working conditions and the limits of the employer's right to manage, to examine the concept of termination of change.