AI Performance Scoring and Automated Dismissal in Türkiye

Scope of review: the legal classification, decisive evidence, filing deadlines, court route, urgent protection and enforceable remedies for AI Performance Scoring and Automated Dismissal in Türkiye.

Law checked through: 7 September 2026. Responsible lawyer: Attorney Emirhan Keskin.

AI Performance Scoring and Automated Dismissal in Türkiye

An employer using AI performance scoring must process accurate, relevant data on a lawful basis, inform employees about the processing and prevent an exclusively automated result from producing an unjustified adverse outcome. A dismissal still requires a concrete valid or just cause, consistent comparators and a human decision that addresses the employee's defence.

The result follows from a verified chronology and the statutory elements, not from the label used by either party. In AI Performance Scoring and Automated Dismissal in Türkiye, the file must connect the protected status, the controlling instrument, the legally operative date, the opposing act and the expressly stated requested order. The deciding institution does not infer a remedy from unfairness alone; it applies the statutory test to pleaded facts and admissible records.

SGK status correction, employment receivables and administrative sanctions proceed through distinct routes. For AI Performance Scoring and Automated Dismissal in Türkiye, this boundary determines who must be named, which precondition must be completed, which evidence should be requested from third parties and whether an urgent order preserves the final result. Mixing legally distinct routes produces a jurisdiction objection, a missed period or an order that cannot be enforced.

The practical starting point is direct: Preserve the contract, payroll, SGK record, working-time data and termination communication before access is lost. Secure employment contract, role descriptions, workplace policies and personnel file and record the first legally operative date before contacting the opposing party. The initiating party should secure originals before sending a broad accusation, because later correspondence often changes account access, asset position, document wording or the defending party's explanation.

Legal basis and governing rules

The legal analysis of AI Performance Scoring and Automated Dismissal in Türkiye starts with the official sources listed below. The applicable text is the version governing the operative event, read with its regulations, transition rules and procedural provisions. Neither a later amendment nor an outdated online form changes the rule that applied on that date.

Labour Courts Act No. 7036 — official consolidated text

Act No. 7036 governs labour-court jurisdiction, mandatory mediation and special filing periods, including the short job-reinstatement timetable. In the AI Performance Scoring and Automated Dismissal in Türkiye file, the correct employer or employers, mediation application, final record and statutory filing date must align; a defect in one element defeats an otherwise meritorious employment claim. The source should be cited by article and version after the factual chronology fixes the legally relevant date.

Read the official source used for this legal guide.

Turkish Code of Obligations No. 6098 — official consolidated text

The Code of Obligations governs formation, interpretation, performance, default, termination, restitution, damages and the special contract rules used throughout private-law disputes. In the AI Performance Scoring and Automated Dismissal in Türkiye file, the claim must identify the exact obligation, its due date, the required notice or automatic-default event, the elected remedy and the causal loss; mutually inconsistent remedies cannot be pursued as if they were cumulative. The source should be cited by article and version after the factual chronology fixes the legally relevant date.

Read the official source used for this legal guide.

Mediation in Civil Disputes Act No. 6325 — official consolidated text

Act No. 6325 and the relevant special statutes govern mandatory pre-action mediation and the legal effect of the final mediation record. In the AI Performance Scoring and Automated Dismissal in Türkiye file, where mediation is a condition of action, the claimant must name the correct parties and claims, obtain the final record and file it with the petition; urgent interim protection remains separately available. The source should be cited by article and version after the factual chronology fixes the legally relevant date.

Read the official source used for this legal guide.

Code of Civil Procedure No. 6100 — official consolidated text

The Code of Civil Procedure regulates jurisdiction, venue, pleading burdens, evidence, experts, interim injunctions, judgments and appellate procedure in Turkish civil courts. In the AI Performance Scoring and Automated Dismissal in Türkiye file, a successful file connects each requested order to a pleaded material fact and admissible evidence, preserves objections on time and separates interim protection from the final merits remedy. The source should be cited by article and version after the factual chronology fixes the legally relevant date.

Read the official source used for this legal guide.

Private International Law and International Civil Procedure Act No. 5718

Act No. 5718 determines applicable law, international jurisdiction, recognition and enforcement of foreign judgments and foreign-claimant security in Turkish proceedings. In the AI Performance Scoring and Automated Dismissal in Türkiye file, a foreign nationality, foreign document or foreign-law clause does not answer the governing-law question by itself; each claim, form requirement and Turkish mandatory rule is classified separately. The source should be cited by article and version after the factual chronology fixes the legally relevant date.

Read the official source used for this legal guide.

Personal Data Protection Act No. 6698 — official consolidated text

Act No. 6698 regulates lawful processing, special-category data, information duties, data security, data-subject applications and complaints. In the AI Performance Scoring and Automated Dismissal in Türkiye file, a data dispute requires identification of the controller, each processing purpose and legal basis, recipients, retention, security failure, prior controller application and provable loss. The source should be cited by article and version after the factual chronology fixes the legally relevant date.

Read the official source used for this legal guide.

Labour Act No. 4857 — official consolidated text

The Labour Act regulates employment conditions, equal treatment, working time, overtime, annual leave, termination and job-security rights. In the AI Performance Scoring and Automated Dismissal in Türkiye file, payroll labels do not control. The court reconstructs the actual work relationship, working time, wage components, termination reason and employer organisation from contemporaneous records. The source should be cited by article and version after the factual chronology fixes the legally relevant date.

Read the official source used for this legal guide.

Available remedies and claim design

A remedy for AI Performance Scoring and Automated Dismissal in Türkiye should restore the legal position created by the proven breach and remain executable. Plead alternative routes in a coherent order while election remains open, and request cumulative recovery only for distinct losses. State the principal sum, interest start, currency, non-monetary performance, costs and responsible person for every component.

• Wage, overtime, bonus and benefit recovery: request this relief only for the element and defendant it legally addresses in AI Performance Scoring and Automated Dismissal in Türkiye. Tie the proposed operative wording to a particular exhibit, amount or registry act and describe how it avoids duplicate recovery.
• Severance and notice compensation: request this relief only for the element and defendant it legally addresses in AI Performance Scoring and Automated Dismissal in Türkiye. Tie the proposed operative wording to a particular exhibit, amount or registry act and detail how it avoids duplicate recovery.
• Discrimination or union compensation: request this relief only for the element and defendant it legally addresses in AI Performance Scoring and Automated Dismissal in Türkiye. Tie the proposed operative wording to a particular exhibit, amount or registry act and describe how it avoids duplicate recovery.
• Sgk status and earnings correction: request this relief only for the element and defendant it legally addresses in AI Performance Scoring and Automated Dismissal in Türkiye. Tie the proposed operative wording to a particular exhibit, amount or registry act and describe how it avoids duplicate recovery.
• Reinstatement and job-security compensation: request this relief only for the element and defendant it legally addresses in AI Performance Scoring and Automated Dismissal in Türkiye. Tie the proposed operative wording to a particular exhibit, amount or registry act and clarify how it avoids duplicate recovery.

Interest and currency require express treatment. Distinguish the transaction currency, Turkish-lira court value, fee base, default date and the rate authorised by contract or statute. In AI Performance Scoring and Automated Dismissal in Türkiye, expert calculation assists the arithmetic but cannot supply a missing legal basis or choose between inconsistent elections for the claimant.

Evidence and proof plan

Build the AI Performance Scoring and Automated Dismissal in Türkiye evidence set from original sources. Retain native files, metadata, complete message threads, URLs, account identifiers and capture dates instead of isolated screenshots. Index each item against the fact it establishes, and secure the unredacted original behind any translated or privacy-redacted court copy.

• A dated chronology created specifically for AI Performance Scoring and Automated Dismissal in Türkiye.
• Original records proving the exact status, breach and requested relief in AI Performance Scoring and Automated Dismissal in Türkiye.
• Employment contract, role descriptions, workplace policies and personnel file.
• Payroll, bank credits, SGK earnings and service records for every disputed month.
• Shift, access, task, email, message and system logs showing actual work.
• Termination notice, defence request, mediation application and final record.
• SGK, payroll, bank, access and work-output records aligned month by month.
• Original termination, defence, policy acknowledgement and comparator records.
• Timestamped capture, source file, metadata, account identity and reach data.
• Ownership, licence, model, version, input-output and notice records.

Third-party records require early action. Send a narrow request to the bank, platform, hospital, employer, notary, land registry, SGK unit or public authority, identifying the person, transaction and date. In the AI Performance Scoring and Automated Dismissal in Türkiye petition, detail which institution holds the record, why it matters and why direct access is unavailable.

Personal data and confidentiality do not eliminate proof. They require proportionate collection, restricted use, redaction of unrelated information and a protective order where appropriate. Secretly obtaining excessive data creates a separate admissibility and liability problem that distracts from lawful evidence.

Deadlines, competent court and venue

Operative deadline

Reinstatement requires mediation within one month after termination and suit within two weeks after the final record. KVKK controller applications and complaints use their own statutory timetable and should proceed while model logs and version data remain available.

The AI Performance Scoring and Automated Dismissal in Türkiye deadline audit starts with the source document that triggered time. Record delivery, valid service, actual learning, suspension, resumed time and the final day; then apply the relevant weekend and official-holiday rule. Keep the service evidence beside the calculation instead of relying on a calendar entry alone.

Competent authority

The labour court hears employee–employer disputes after mandatory mediation where required; social-security and administrative-status disputes follow their assigned routes.

Territorial venue

The labour court where the defendant resides or where the work was performed supplies protected venue. An agreement that removes the employee's statutory venue protection is not enforced against the worker.

Mandatory preliminary step

Employee receivables and reinstatement claims begin with mandatory mediation. The application must name every employer and claim needed in court, and the final record must accompany the petition.

Check jurisdiction, venue and every condition of action before finalising claim value. A court without subject-matter jurisdiction creates transfer delay; an unmet precondition produces procedural dismissal. Neither result is harmless while the filing period for AI Performance Scoring and Automated Dismissal in Türkiye continues to run.

Interim protection and urgent action

Urgent evidence work preserves system access, camera data, shift records, messages and medical or safety material. Reinstatement does not ordinarily supply an immediate workplace injunction, so income and evidence strategy must be planned separately.

The AI Performance Scoring and Automated Dismissal in Türkiye emergency application needs a precise target. Identify the asset, status, record or conduct at risk; define the temporary measure and detail urgency with dates. Broad requests against unrelated property or activity weaken proportionality and enforceability.

Urgency does not relax proof discipline. File the source document, a concise chronology and the draft operative wording needed for implementation. Plan service, security, objection and the principal proceeding at the same time so the measure remains effective.

Evidence protection is itself urgent when logs rotate, footage is overwritten, goods are repaired, buildings change, funds move or a foreign document remains with another party. A narrowly framed determination or production request often creates more value for AI Performance Scoring and Automated Dismissal in Türkiye than an unsupported asset freeze.

Cross-border documents and remote representation

For a client abroad, the AI Performance Scoring and Automated Dismissal in Türkiye file begins with capacity and authority. Match passport and registry details, confirm the signatory’s corporate power and prepare a Turkish-compliant mandate. Consular execution avoids a separate apostille step; a foreign notarial document follows the authentication route applicable to its issuing state.

Act No. 5718 treats applicable law, jurisdiction, security for costs and the effect of a foreign judgment as separate questions. Contractual choice does not displace mandatory Turkish provisions. A judgment issued abroad requires the relevant Turkish recognition or enforcement route before compulsory execution against assets in Türkiye.

A client outside Türkiye should transmit the AI Performance Scoring and Automated Dismissal in Türkiye record through a controlled channel after identity verification. Preserve original dates, time zones and currencies, and create a name table for every transliteration. The pleading must tie each variation to the same verified person, company or transaction.

Before filing a foreign record, check completeness page by page and translate text, stamps, annexes and alterations. Do not rely on an extract where legal effect depends on the missing portion. The deciding court or notary should receive access to the original alongside the sworn Turkish version.

Step-by-step legal action plan

1. Preserve the current position by exporting native records, photographing physical evidence and stopping routine deletion relevant to AI Performance Scoring and Automated Dismissal in Türkiye.
2. Verify every party by matching identity, address, corporate or public authority, representation and legally relevant status.
3. Build one chronology covering transaction, performance, breach, discovery, notice, service, application and proposed filing dates.
4. Classify each claim, keep the distinctions in this guide separate and select the law attached to the requested legal effect.
5. Prepare a deadline sheet showing trigger, valid service, suspension, resumed time and final day, supported by the source documents.
6. Secure institution-held proof through precise requests and prepare a reasoned court production request for records that remain unavailable.
7. Quantify the remedy in a schedule of principal, interest, currency, tax, mitigation and supporting documents without overlap.
8. Finish mandatory mediation, notice or administrative application with the same parties, facts and relief intended for the later case.
9. Draft proportionate interim relief alongside the principal claim and link both to the same evidence, asset, status or conduct.
10. Plan appeal and execution before judgment by drafting operative language for direct performance by the bank, registry, employer or authority.

Revise the plan only when a new verified fact changes classification, deadline or remedy. Unrecorded calls, informal promises and generic complaints do not replace a required filing. A concise written position supported by indexed exhibits creates a stronger negotiation and litigation record for AI Performance Scoring and Automated Dismissal in Türkiye.

Enforcement after the decision

After the judgment in AI Performance Scoring and Automated Dismissal in Türkiye, prepare an operative-part checklist. Separate declarations from payment and conduct orders, set out the implementing bank, registry, employer or authority, and calculate interest and costs from the dates stated in the judgment.

Turkish monetary judgments proceed through judgment enforcement, with foreign currency and interest reproduced exactly. Send registry or administrative orders to the responsible body with proof of finality where required. If voluntary compliance fails, request the statutory enforcement consequence rather than reopening the decided merits.

The decision type controls whether AI Performance Scoring and Automated Dismissal in Türkiye proceeds during appeal. Record the service date, appellate cut-off, finality legal element, available stay and security. Taking one step does not secure the other unless the governing procedure expressly links them.

Frequently asked questions

What is the legal result for AI Performance Scoring and Automated Dismissal in Türkiye?

An employer using AI performance scoring must process accurate, relevant data on a lawful basis, inform employees about the processing and prevent an exclusively automated result from producing an unjustified adverse outcome. A dismissal still requires a concrete valid or just cause, consistent comparators and a human decision that addresses the employee's defence.

What deadline applies to AI Performance Scoring and Automated Dismissal in Türkiye?

Reinstatement requires mediation within one month after termination and suit within two weeks after the final record. KVKK controller applications and complaints use their own statutory timetable and should proceed while model logs and version data remain available.

Which authority hears disputes concerning AI Performance Scoring and Automated Dismissal in Türkiye?

The labour court hears employee–employer disputes after mandatory mediation where required; social-security and administrative-status disputes follow their assigned routes.

Which evidence is most important for AI Performance Scoring and Automated Dismissal in Türkiye?

Start with Employment contract, role descriptions, workplace policies and personnel file, Payroll, bank credits, SGK earnings and service records for every disputed month and Shift, access, task, email, message and system logs showing actual work. Each document should be tied to a date, legal element and requested order.

What is the first step in AI Performance Scoring and Automated Dismissal in Türkiye?

Preserve the contract, payroll, SGK record, working-time data and termination communication before access is lost. Secure employment contract, role descriptions, workplace policies and personnel file and record the first legally operative date before contacting the opposing party.

Does foreign nationality change the rule for AI Performance Scoring and Automated Dismissal in Türkiye?

Foreign nationality does not remove Turkish mandatory rules or equal access to the competent authority. It adds identity, apostille or legalisation, sworn translation, governing-law, international jurisdiction and remote-representation checks where the file contains a foreign element.

Which urgent protection applies to AI Performance Scoring and Automated Dismissal in Türkiye?

Urgent evidence work preserves system access, camera data, shift records, messages and medical or safety material. Reinstatement does not ordinarily supply an immediate workplace injunction, so income and evidence strategy must be planned separately.

How does a Turkish lawyer handle AI Performance Scoring and Automated Dismissal in Türkiye?

Counsel verifies status and service, calculates every live period, secures third-party records, selects the correct remedy and forum, completes any precondition and drafts an enforceable request. For AI Performance Scoring and Automated Dismissal in Türkiye, that work starts with the documents listed in this guide.

Which deadline must be recorded first for AI Performance Scoring and Automated Dismissal in Türkiye?

Reinstatement requires mediation within one month after termination and suit within two weeks after the final record. KVKK controller applications and complaints use their own statutory timetable and should proceed while model logs and version data remain available.

Which court or authority handles AI Performance Scoring and Automated Dismissal in Türkiye?

The labour court hears employee–employer disputes after mandatory mediation where required; social-security and administrative-status disputes follow their assigned routes.

Related legal publications

• Employment Law services and case assessment
• Employee Termination for Late or Underpaid Wages in Türkiye
• Meal, Transport and Regular Benefits in Turkish Severance Calculations
• Ownership of an Employee's Invention, Software or Copyright in Türkiye
• Contact Attorney Emirhan Keskin in English

Official sources

• Labour Courts Act No. 7036 — official consolidated text
• Turkish Code of Obligations No. 6098 — official consolidated text
• Mediation in Civil Disputes Act No. 6325 — official consolidated text
• Code of Civil Procedure No. 6100 — official consolidated text
• Private International Law and International Civil Procedure Act No. 5718
• Personal Data Protection Act No. 6698 — official consolidated text
• Labour Act No. 4857 — official consolidated text

Legal information notice: This is general legal information, not advice for an unreviewed file or a promise of outcome. Representation starts only after conflict clearance and express instruction. Original documents, operative dates and current law must be checked for a case-specific opinion.