Short answer
The Turkish Ministry of Labour and Social Security lists a gross severance ceiling of 64,948.77 TL for 1 January–30 June 2026 and 73,729.87 TL for 1 July–31 December 2026. These are ceilings per year of service, not the maximum total payment for an employee’s entire service.
The periods were checked against the Ministry’s published table on 8 September 2026. Eligibility, termination date, qualifying service and wage components must also be examined.
Which period applies?
As a rule, use the ceiling in force when employment ends. A July increase does not automatically reopen every earlier termination. If the termination date is disputed or reinstatement proceedings affect the analysis, the legal date must be established first.
What does the ceiling limit?
Under the applicable Article 14 of Law No. 1475, the ceiling limits the amount used for each year of qualifying service. Total severance for several years can exceed one annual ceiling. Additional months and days are assessed under the relevant calculation rules.
Which wage is used?
The calculation concerns the relevant gross wage, not take-home pay. Certain regular benefits measurable in money may form part of the gross calculation base. Bonuses, commissions, meals and travel benefits require assessment according to their nature and continuity; not every payroll item is automatically included.
Hypothetical examples
Assume eligibility and four complete years of service ending in the second half of 2026. With a relevant gross monthly wage of 50,000 TL, the simplified gross result is 200,000 TL. With a wage of 90,000 TL, the ceiling applies: 73,729.87 × 4 = 294,919.48 TL.
These examples exclude extra days, previous payments, deductions and special disputes. They are not net bank payments. Notice pay and unused leave are different claims.
Does every departing employee qualify?
No. Length of service and the legal reason for termination must be examined. One year of service alone does not make every resignation eligible. The employment contract, termination notice, social security records and actual events should be considered together.
Documents and official sources
Gather employment dates, contract, termination documents, recent payrolls, regular benefits and earlier severance payments. Check the applicable official period rather than reusing an old figure under a new year heading. Ministry circulars and published tables should be consulted; a circular should not automatically be described as an Official Gazette publication. This is general information, not an individual payroll report.