Regulation on the Procedures and Principles Regarding Short-Time Working and Short-Time Working Allowance
Recent Developments:
The Ministry of Labour and Social Security (the "Ministry") published the "Regulation on the Procedures and Principles Regarding Short-Time Working and Short-Time Working Allowance" (the "Regulation") in the Official Gazette dated 11 June 2025. The Regulation entered into force retroactively as of 1 March 2025. Short-time working arrangements that commenced before this date shall remain subject to the former regulation.
Amendments Introduced by the Regulation:
Concepts such as sectoral crisis, regional crisis, and general epidemic have been added to the grounds justifying short-time working.
Employers are now required to attach a list containing the short-time working period and duration information of the insured persons subject to short-time working to their applications.
It has been stipulated that the short-time working period for insured persons notified as being subject to short-time working may not be less than 4 weeks.
The conditions for benefiting from the short-time working allowance have been updated. The insured person must have been employed under an employment contract for the last 120 days prior to the start date of short-time working and must have worked as an insured person and paid unemployment insurance premiums for at least 450 days within the last three years.
The daily short-time working allowance amount shall be calculated based on the insured person\'s premium-basis earnings for the last twelve months, provided that it does not exceed 150% of the gross amount of the monthly minimum wage.
The short-time working allowance shall be paid to the insured person on the 5th day of each month.
New regulations have been introduced regarding the suspension of the short-time working allowance.
The circumstances for the termination and suspension of the short-time working allowance have been regulated in greater detail.
Employers with insured persons subject to short-time working at the workplace are required to maintain records regarding the working hours of such insured persons and to present them upon request.
A sanction has been established for failure to comply with the employer\'s obligation to notify the relevant authorities at least 6 business days in advance in the event of early termination of short-time working.
Conclusion:
The Regulation has broadened the conditions for applying for short-time working, regulated the evaluation processes in detail, and amended the payment conditions. Additionally, new regulations have been introduced regarding supervision and suspension. Employers are required to carefully review the amendments in the Regulation and ensure that short-time working arrangements that commenced after 1 March 2025 are brought into compliance with the new regulations.