According to the labor force statistics published by the Turkish Statistical Institute (TÜİK) for 2024, 14.8% of total employment was in the agriculture sector, while 6.6% was in construction and 57.9% was in service sector.
According to the labor force statistics published by the Turkish Statistical Institute (TÜİK) for 2024, 14.8% of total employment was in the agriculture sector, while 6.6% was in construction and 57.9% was in service sector.1 In Türkiye, sectors that constitute a significant share of total employment, such as agriculture, construction, tourism, and food, often experience high labor demand only during certain periods of the year. To meet this fluctuating demand, the seasonal employment model is frequently implemented in these sectors. This study aims to examine the legal nature and practical applications of seasonal employment contracts, as well as to summarize the main discussions on the subject, in light of the Labor Law numbered 4857 (“Labor Law”),2 its secondary legislation, Court of Appeals’s decisions, and relevant legal doctrine.
Although certain working conditions for seasonal employment are regulated under Turkish law3, there is no explicit statutory definition of seasonal work. Instead, the concept is shaped with judicial decisions and legal doctrine. Seasonal work refers to work that, by its very nature, can be performed only during specific periods of the year. In legal doctrine, seasonal work is defined as “work carried out in workplaces...
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