Labor Law No. 14 of 2025 replaced Law No. 12 of 2003 and changed the rules on maternity leave, notice, resignation, work patterns and labor courts. It has applied since 1 September 2025, so any contract or regulations written under the old law need review.
Step by step
- 1
Longer maternity leave
Four months instead of 90 days, up to three times instead of twice, under Article 54 of the new law compared with Article 91 of the old law.
- 2
Three months' notice
Article 156 requires written notice three months before ending an open-ended contract. Article 111 of the old law set two months for service of up to ten years.
- 3
Certified resignation
Article 167 requires a resignation to be written, signed and certified by the competent administrative authority, with ten days to decide on it and ten days to withdraw it.
- 4
New leave rights
Casual leave is 7 days instead of 6, a worker gets a paid day on the day his child is born up to three times, and persons with disabilities and persons of short stature get 45 days of annual leave, under Articles 124 and 128.
- 5
Modern work patterns
Articles 96 to 100 regulate remote work, part-time work, flexible work and job sharing, with the same rights as traditional employment.
- 6
Specialized labor courts
Article 176 creates a labor court within each court of first instance, and its provisions took effect on 1 October 2025 under Article 13 of the issuing articles.
Updating the contract template alone is not enough. Internal regulations, the leave policy and the resignation and notice forms all need review against the text of the new law.
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