This notice pay calculator, provided by Hesapstan, helps estimate ihbar tazminatı in Turkey when an indefinite-term employment contract is terminated without observing the required notice period. The result is informational and does not replace legal or payroll review.
What is notice pay in Turkey?
Notice pay, called ihbar tazminatı in Turkish, may be owed when a party terminates an indefinite-term employment contract without observing the statutory notice period.
The practical questions are usually: “How many days is my notice period?” or “How much notice pay is owed?” This page explains both the period and the estimated amount.
- Find the notice period based on service length
- Estimate notice pay if the period is not observed
- Understand the role of gross wage
- Separate notice pay from severance pay
- Get a first estimate for resignation or dismissal situations
Notice pay depends on contract type, termination reason and whether the required notice period was observed. The calculator estimates an amount but does not decide legal entitlement.
How long is the notice period?
The notice period depends on how long the employee has worked for the same employer. The statutory periods are minimum periods and may be increased by contract or collective agreement.
- Less than 6 months of service: 2 weeks, or 14 days
- 6 months to 1.5 years of service: 4 weeks, or 28 days
- 1.5 years to 3 years of service: 6 weeks, or 42 days
- More than 3 years of service: 8 weeks, or 56 days
These are statutory minimum notice periods. Employment contracts or collective agreements may provide longer notice periods.
How is notice pay calculated?
The general method is to multiply the applicable notice period by the daily dressed gross wage. Income tax and stamp tax treatment may affect the net amount.
- Determine the employee’s service period with the same employer.
- Find the notice period: 2, 4, 6 or 8 weeks.
- Calculate the daily dressed gross wage.
- Multiply the notice days by the daily gross wage.
- Apply income tax and stamp tax treatment where relevant.
- Estimate gross and net notice pay.
Notice pay and severance pay are different. Notice pay may be subject to income tax and stamp tax treatment, while severance pay has different rules.
What is dressed gross wage?
Notice pay may be calculated not only on bare salary but also on regular measurable benefits where relevant. This is why the concept of dressed gross wage matters.
- Gross salary is the starting point.
- Regular meal, transport or similar benefits may need review.
- Bonuses and premiums depend on their nature and regularity.
- Net salary alone can be misleading.
- Payroll and employment contract records are important.
To understand gross and net salary, see the Salary Calculator or the Gross to Net Salary Calculator.
Can the employee owe notice pay?
Yes. Notice obligation can apply to both employer and employee. If an employee resigns without observing the required notice period, notice pay liability may arise depending on the circumstances.
- An employer may owe notice pay if dismissing without notice.
- An employee may owe notice pay if resigning without notice.
- Immediate termination for justified reason is assessed separately.
- Trial period and fixed-term contracts may lead to different results.
It is not enough to know the number of days. The type of contract, termination reason and whether immediate termination is justified must be reviewed.
How to use the calculator
- Enter employment start and end dates.
- Enter the latest gross wage.
- Add regular benefits if supported by the calculator.
- Review the calculated notice period.
- Check gross and estimated net notice pay.
- Use the result as information, not as a final legal claim.
For termination-related calculations, you may also need the Severance Pay Calculator, Annual Leave Pay Calculator and Overtime Pay Calculator.
Notice pay vs severance pay
Notice pay and severance pay may both arise during employment termination, but they are not the same. Their conditions, calculation methods and tax treatment differ.
- Severance pay depends on service period and termination conditions.
- Notice pay depends on whether the notice period was observed.
- Severance pay has a statutory ceiling.
- Notice pay depends on notice period and dressed gross wage.
- Tax and deduction treatment may differ.
Common mistakes
- Confusing notice period with total service period
- Assuming every termination creates notice pay
- Forgetting that employees may also have notice obligations
- Not checking whether the contract increases the notice period
- Calculating directly from net salary
- Ignoring dressed gross wage
- Treating an online estimate as a final legal claim
Dismissal, resignation, immediate termination, trial period, fixed-term contracts and mutual termination should be reviewed carefully before relying on the estimate.
Frequently Asked Questions
How is notice pay calculated in Turkey?
The applicable notice period is found based on service length, then multiplied by the daily dressed gross wage. Income tax and stamp tax treatment may affect the net amount.
How long is the notice period in Turkey?
Less than 6 months: 14 days. 6 months to 1.5 years: 28 days. 1.5 years to 3 years: 42 days. More than 3 years: 56 days. These periods may be increased by contract.
Can an employee owe notice pay after resignation?
Yes, if the employee resigns without observing the notice period and no justified immediate termination applies, notice pay liability may arise.
Is notice pay calculated from net or gross salary?
Notice pay is generally calculated from dressed gross wage, not net salary alone.
Is notice pay the same as severance pay?
No. Notice pay is about failure to observe the notice period; severance pay is about service period and qualifying termination conditions.