Hotel and Seasonal Work in Türkiye: Unpaid Wages, Dismissal and Severance in Alanya

Short answer: if a hotel or restaurant in Alanya fails to pay wages within 20 days of the pay date, staff may stop working; if wages are unpaid or miscalculated, they may terminate the contract without notice (Articles 34 and 24/II-e of Labour Act No. 4857). The end of the season does not cancel unpaid wages or overtime, and not being recalled may trigger severance. Mediation is mandatory before suing.

Last updated: 19 October 2026.

This guide is for foreign and Turkish staff working seasonal jobs in hotels, restaurants and bars in Alanya, Side, Manavgat and Antalya. Notice periods, mediation procedure, jurisdiction and working without a permit are covered on our labour lawyer in Alanya page; here we focus on what is specific to seasonal work.

Is a seasonal hotel contract a fixed-term contract?

Usually yes. Under Article 11 of the Turkish Labour Act No. 4857, a fixed-term contract is made in writing and tied to an objective condition such as a term, completion of a job or a specific event. Fixed-term contracts may not be chained without a material reason; otherwise the contract is treated as open-ended from the start. A fixed-term employee may not be treated less favourably merely because of the term (Art. 12). Contracts of one year or more must be in writing; without a written contract, the employer must give a written statement of terms within two months (Art. 8). Where the same employer re-engages a worker every season, the Court of Cassation (Yargıtay) often treats the relationship as open-ended and suspended between seasons.

What happens at the end of the season, or if you are not recalled?

In every case, wages and all monetary entitlements must be paid in full (Art. 32) and an employment certificate issued (Art. 28). When a fixed-term contract simply expires, no notice pay arises and, as a rule, no severance pay either. In recurring seasonal work, however, not being recalled at the start of the new season is generally treated as termination by the employer. Under Article 14 of Act No. 1475, seniority is calculated by adding up all periods with the same employer, even if the contract was interrupted and renewed; off-season periods are not counted. Severance is 30 days' pay per full year, capped at a statutory ceiling that is updated periodically. Statutory annual leave does not apply to seasonal jobs that by nature last less than a year (Art. 53).

What should you do if wages are not paid?

An employee not paid within 20 days of the pay date may refuse to work and cannot be dismissed or replaced for doing so; late wages carry the highest bank deposit interest rate (Art. 34). Wages are paid at least monthly, in Turkish lira (Art. 32), with a payslip showing additions and deductions (Art. 37). If wages are not paid or not calculated in line with the law or contract, the employee may terminate immediately under Article 24/II-e; with at least one year of service this gives a right to severance. This right should be used within six working days of learning of the breach (Art. 26). Courts usually treat ongoing non-payment as a continuing breach, but delay is risky. The limitation period for wages is five years.

How is overtime calculated in hotels?

Work over 45 hours a week is overtime, paid at a 50% premium, limited to 270 hours a year and subject to the employee's consent (Art. 41). In tourism, the weekly average is measured over four months (extendable to six by collective agreement), with a daily maximum of 11 hours (Art. 63). Since 2025, in accommodation establishments with a tourism operation certificate, the weekly rest day may be shifted to one of the following four days with the employee's written consent (Art. 46). Work on a public holiday earns an extra day's wage (Art. 47), and service charges collected from guests must be distributed to staff in full (Art. 51). Overtime shown on a signed payslip is usually treated as paid, so sign with a written reservation if you disagree.

How do you check your social security (SGK) registration?

The employer must file the start-of-employment notice before work begins (Art. 8 of Social Insurance Act No. 5510). The SGK service record on e-Devlet shows the employer, days and declared wage; foreigners log in with their foreigner ID number and an e-Devlet password. If work was not reported, a service determination claim may be filed at the labour court within five years from the end of the year in which the work was done (Art. 86). For working without a permit see the International Workforce Act No. 6735 and Article 394 of the Code of Obligations, discussed on our labour page; for residence options see residence permit types in 2026 and our residence and citizenship page.

Beware of a release form (ibraname) handed over on your last day: under Article 420 of the Code of Obligations it is void unless signed at least one month after the contract ends, lists each claim by type and amount, and the full payment is made through a bank.

Step-by-step: what to do

Step	Deadline	Where
Keep evidence and your SGK record	Immediately	Phone, e-Devlet
Stop work for unpaid wages (Art. 34)	20 days after the pay date	Written notice to employer
Terminate for just cause (Art. 24)	6 working days from learning of the breach	Notary (ihtarname)
Mediation for reinstatement	1 month from notice of dismissal	Mediation office
Mediation for money claims	Before suing; 5-year limitation	Mediation office
Lawsuit	After the final mediation record (2 weeks for reinstatement)	Alanya or Antalya labour court
Service determination claim	5 years from the end of the year worked	Labour court

Mediation is a condition of suit under Article 3 of Labour Courts Act No. 7036. If you worked in Antalya see lawyer in Antalya; for hotels in Side and Manavgat see lawyer in Manavgat. For bank accounts and tax numbers see this guide, and for Russian-language support legal support for Russian speakers in Alanya.

Frequently asked questions

Are foreign workers entitled to severance pay?

Yes, on the same conditions as Turkish workers. Seasons with the same employer are usually added together.

The hotel closed for winter — was I dismissed?

Not necessarily. In recurring seasonal work the off-season is usually a suspension; termination becomes an issue if you are not recalled.

I have left Türkiye — can I still claim my wages?

Yes. Mediation and court proceedings can be handled by a lawyer under a power of attorney; the limitation period for wages is five years.

Part of my wage was paid in cash — can I prove it?

It is possible but harder; messages, witnesses and the pay of colleagues in similar roles are taken into account.

General information as of 19 October 2026; not individual legal advice. The severance ceiling, interest rates and case law may change — check them when you act.