EYT conditions; formerly known as SSK, with the regulation newly introduced by Law No. 5510, the conditions required for employees who are called members of the 4 / a insurance branch are defined as 5000 days of premium and 20 years of work for women; and 5000 days of premium and 25 years of work for men. 5510 Law 4/B bagkur sheets with respect to employees called the term premium days vary. A 7200-day premium and a 20-year work requirement have been set for female insured persons from Bağkur, while a 9000-day premium and a 25-year work requirement are sought for male insured persons. Employees who are entitled to retirement together with the law are required to resign from their workplace for retirement reasons in order to benefit from this regulation. In this context, the employee must submit a resignation petition to the employer along with the letter stating that he has made an application for the severance pay to be received from the Social Security Institution and preferably monthly. There is also no obligation for the employee to pay a notice compensation or comply with the notice period.
EYT Notice Period Compensation: Notice period compensation is a compensation that the party terminating the employment contract must pay if they fail to notify the other party of this termination within the statutory notice periods. Educational administration under the act for workers who retired, as it is not the obligation of the parties respecting a notice period, in such a case there is the obligation to pay notice to the other party by any party. If employees who have terminated their employment contract by taking advantage of the EYT Law start working again, an account should be made for the second working period by taking into account only the working period that has elapsed during the second working period. In other words, the employee who requests his/her dismissal within the scope of EYT is not obliged to comply with the notice period, and there will be no notice compensation.
EYT Severance Pay: Abrogated Labor Law No. 1475 14. according to the article; If the employee with EYT will not continue to work at the same workplace, severance pay must be paid. However, if the employee continues to work at the same workplace, he may agree to receive severance pay later by agreement with the employer. In this case, if the employee leaves the workplace for a reason that will qualify for severance pay after re-entering the job, including that he is entitled to it at the exit of the EIT 2. They receive the total severance pay entitlement they are entitled to as of the date of termination. On the contrary, if the employee does not leave the job for a reason that will deserve severance pay at a later date, he is only entitled to the severance pay that he earned on the date of exit with EYT. 2. the period is not paid. In the event that an employee who retires under the EIT receives severance pay despite continuing to work at the same workplace, the severance pay is reset, and therefore the working period before retirement, for which severance pay is paid, is not taken into account at the second exit.
EYT Annual Paid Leave: Employees who have terminated their employment contract within the scope of the EYT Law also have the right to request the remuneration of their used annual leave. However, if these employees are rehired by the same employer, the periods during which employees work at one or different workplaces of the same employer may be taken into account by combining the periods required to qualify for annual leave. The failure to pay the compensation corresponding to unused annual leave entitlements accrued during the termination of the first employment period and to provide a summary of the leave periods is not subject to this deduction rule.
Re-Starting Work: Those who are eligible for retirement under the EIT can request their exit in order to benefit from the pension, and after the pension is connected, they can request to re-enter the same workplace. What is important here is that the employer and the employee who is covered by the EIT and wants to leave agree to start working again. At this point, the employer has no legal obligation to re-employ the terminated employee solely because they are an EYT beneficiary. On the other hand, for all insured persons who start working again at the same workplace within 30 days after retirement within the scope of the EIT law, a 5% support premium will be given to the employer, creating an incentive for employers to re-hire employees.
Social Security Support Premium Incentive: To encourage the re-employment of employees who retired using the EYT Law under the same employer, the social security support premium incentive has also been introduced. Accordingly, the SGK Circular dated 14/4/2023 and numbered 2023/19 was published on the application of the insurance premium incentive for the first time for those who are retired or on an old-age pension, that is, those who retired within the scope of the EYT (temporary article 5510-95th), subject to the social security support premium (SGDP) at the private sector workplace where they last worked, to cover the amount that hits the 5-point portion of the SGDP employer’s share by the Treasury.