Turkish employment law considerations during EURO 2016
It is a known fact that most Turkish nationals have an interest in football and also enjoy watching football matches. Therefore, it is expected that some employees would be involved in Euro 2016 in some way; whether it be watching the matches, betting on games, talking about it etc.
There are no special rules regarding the above circumstance. Thus, normal statutory provisions and company policies apply during the tournament.
Below we clarify employment law and rights preventing potential conflicts between employee and employer during Euro 2016.
Holiday and working hours
Weekly working hours of an employee is a maximum of 45 hours per week unless otherwise determined by the employee and employer. Employees are obliged to comply with the normal daily and weekly working hours at the workplace.
Employees may request to take leave (e.g. unpaid leave, annual paid leave) but it will be at the employer’s discretion to grant such leave.
If employees’ written consents were signed at the beginning of the current year, the employer can instruct the employee to work overtime. In this case, employees cannot object to working overtime unless s/he has a just reason- however Euro 2016 related reasons will not be considered as a just reason).
Use of media during working hours
If this is done during business hours through a company asset (e.g. laptop, tablet, phone), then the employer may have the right to dismiss the employees (unless company has allowed employees to use media during business hours) especially if this affects employees’ performance negatively and/or is done regularly.
However, it is advisable for employers to first issue warnings before considering termination if employees repeat the behaviour mentioned above.
Employers, within their management rights, can impose certain restrictions on employees’ clothing (e.g. due to compliance with corporate identity, requirements due to legislation etc.).
Unless employers have imposed restrictions or certain clothing requirements have been implied by the company, employers are expected to tolerate fan clothing- provided that it is not excessive.
Consumption of alcohol
The consumption of alcohol in the workplace, or working while under the influence of alcohol is strictly prohibited. If an employee breaches this, then the employer has the right to dismiss the employee with just cause.
If this is done during business hours through a company asset (e.g. laptop, tablet, phone), then an employer may have the right to dismiss the employee (unless the company allows employees to play betting games) especially if this affects employees’ performance negatively and/or is done regularly.
However, it is advisable for employers to first issue warnings before considering termination or dismissal if employees continuously repeat the behaviour mentioned above.
Watching sport is enjoyed around the world, though employers and employees should continue to comply with their rights and duties during the Euro 2016 in Turkey.
First published on Ius Laboris Global HR.
Read more about sporting events and German employment law in our articles EURO 2016 and employment law in Germany and UK employment law considerations during EURO 2016 as well as Italian employment law considerations during EURO 2016.