This page was last updated on:
2023-12-31
Zararlı İş Yasağı
Art. 88 of Labour Law 2003 requires the Ministry of Labour and Social Security to prepare a regulation, in consultation with the Ministry of Health, which specifies the periods and types of jobs in which the employment of pregnant and nursing women is to be prohibited. Similarly, the regulation also specifies the conditions and procedures that female workers should abide by while working on jobs in which they may be employed as well as how the nursing rooms and child care centres will be established. The Regulation on Working Conditions of Pregnant or Nursing Woman, Nursing Rooms and Child Care Units, 2004 sets out how the duration and types of employment for pregnant and nursing women must be arranged, the conditions and procedures to be accomplished and terms for setting up crèches and child care centres. The regulation requires the employers to employ their pregnant workers in lighter work. Keeping in view the nature of work and the health of a female employee, a physician may also recommend that the pregnant employee may be assigned to even lighter duties. However, it will not lead to a reduction in her wages.
Pregnant workers cannot be forced to work more than 7.5 hours or in night shifts during the pregnancy.
(Art. 74 of Labour Law 2003)
İşten Atılma için Koruma
A female worker cannot be dismissed during the period of her pregnancy or during the term of her maternity leave. Except for biological reasons or reasons related to the nature of the job, the employer must not make any discrimination, either directly or indirectly, against an employee in the conclusion, conditions, execution and termination of his (her) employment contract due to the employee’s sex or maternity.It would be unfair to terminate the contract of a worker on maternity leave or due to temporary absence for pregnancy related reasons.
(Art. 5, 18 & 25 of Labour Law 2003)
Aynı Konuma Geri Dönme Hakkı
The right to return is not guaranteed under the Labour Law. However, it can be implied from the provisions of non-dismissal during the term of maternity leave.
(Art. 5, 18 & 25 of Labour Law 2003)