Employment Of Disabled Persons According To The Law

Employing disabled personnel has become an imperative not only for public workplaces but also for the private sector with Article 30 of the Labor Law No. 4857. It is also stated that there is a penal sanction for workplaces that do not fulfill this obligation. In this case, if employers exceed the allowed number of workers determined by law for their workplaces, this excess has to be covered by disabled persons.

In the private sector, employers employing 50 or more workers within city boundaries are obliged to employ disabled persons covering up to 3% of their workforce. For the fractional figures, this number is rounded up or down as appropriate. Employees with disabilities are not included in the total number of workers.

The number of disabled persons who have to be employed is calculated by counting the total number of employees of the same employer’s different workplaces in one city. For workplaces located in different cities, the calculation will be made based on the number of workers working in the city in question. The total number of workers that we take as a basis for calculating the ratio of disabled persons should include all employees (regardless of whether the job is part time or full time) working under that employer within the provincial borders.

If there is someone who later becomes a disabled person among the employers’ current workers, they can be included in the number of disabled personnel.

People who receive pensions from Social Security can also be hired under the status of “disabled person”. The retired disabled should be registered with İŞKUR. SGK statement will be made not with normal status, but with the status of social security support premium.