Law No. 7555, published in the Official Gazette dated 24.07.2025, amended the provision of Article 109 of Labor Law No. 4857 concerning notifications to be made within the scope of the Labor Law.

The relevant article previously stipulated that notifications between the employer and the employee must be made in writing and signed by the relevant party. In cases where the receiving party refused to sign, this situation must be recorded by means of an official report.

The procedure requiring parties to issue written notifications and obtain the relevant party’s signature—particularly in relation to matters such as monthly wages and disciplinary warnings—was especially difficult to implement in workplaces where remote work is practiced. Alternatively, serving such notifications through a notary was not preferred due to cost considerations. Although it was not clear whether such notifications were legally valid, it had become common practice to serve such notifications to employees via registered electronic mail (“REM“).

The aforementioned amendment explicitly regulated that, notifications between employer and employee may also be made through the REM, provided that the employee gives written consent. Therefore, it is recommended that employers revise their employment agreements regarding notifications to be made through REM or sign an additional protocol in this regard. The same amendment also stipulates that the costs associated with the use of the REM system shall be borne by the employer, and that termination notices may not be made through the REM.

The amendment, which entered into force on the date of its publication, is considered a positive step in terms of the transformative impact of digitalization in minimizing certain procedures and costs, as it now allows for notifications, excluding termination notices, to be validly made through the REM.

Should you have any inquiries, please do not hesitate to contact us.