Insights

Günümüzde ilaç sektöründe birleşme, satın alma ve stratejik ortaklık süreçlerinin hız kazanmasıyla birlikte, ruhsat devri işlemleri daha da yaygın hale gelmiştir. Bu durum hem özel sektör paydaşlarının hem de düzenleyici otoritelerin süreci özenle yürütmesini gerekli kılar. Ruhsat devirlerinin yasal ve idari gerekliliklere uygun biçimde yürütülmesi, sektörel sürdürülebilirlik, hasta güvenliği ve kamu sağlığı açısından öncelikli bir sorumluluk alanı olarak değerlendirilmelidir.

The safety of cosmetic products must be carefully monitored not only before they are placed on the market but also throughout their time on the market. In this context, the responsible person is obliged to establish a cosmetovigilance system, record all product-related data accurately, and report serious adverse effects to the Turkish Medicines and Medical Devices Agency within 15 business days following the completion of the causality assessment. This process is of great importance for protecting public health, ensuring consumer confidence, and safeguarding sustainability.

Turkish labor law ties employer duties to workplace size. Larger staff numbers and hazard class trigger rules on job security, disabled hiring, occupational safety, health services, rest areas, childcare, wage payment, and training. Obligations expand as employees increase regarding to hazard class, and non-compliance results in administrative fines and legal consequences.

This guide explains when severance and notice pay are not due under Turkish Labour Law, helping HR avoid overpayment, ensure compliance, and reduce fraud risk through legally grounded, documented, and fair termination practices.

Severance and notice pay must comply with legal requirements on eligibility, calculation, and taxation, using total gross earnings with all benefits such as meal, transportation, and fuel allowances and applying rules based on length of service. Compliance depends on accurate records, current legal limits, and timely, documented payments to reduce legal and financial risks.

This article provides a comparative analysis of the concept of “joint data controllership” within the frameworks of the GDPR and Turkey’s Personal Data Protection Law (KVKK). It examines the legal foundations of the concept, the case law of the Court of Justice of the European Union, and its practical implications. The position of joint data controllership in Turkish law is assessed in light of the Personal Data Protection Board’s Decision No. 2021/1304. The significance of joint responsibility is emphasized, particularly in terms of the protection mechanisms available to data subjects and the principle of joint and several liability.

Bu makale, “ortak veri sorumluluğu” kavramını GDPR ve Türkiye’deki KVKK çerçevesinde karşılaştırmalı olarak ele almaktadır. Kavramın hukuki dayanakları, Avrupa Birliği Adalet Divanı kararları ve uygulamadaki yansımaları incelenmiş; Türk hukukundaki yeri Kurul’un 2021/1304 sayılı kararı ışığında değerlendirilmiştir. Ortak sorumluluğun, veri sahiplerine yönelik koruma mekanizmaları ve müteselsil sorumluluk açısından önemi vurgulanmıştır.

Foreign investors in Türkiye must ensure at least one board member holds unlimited representation authority, duly registered with the trade registry. Without it, companies risk legal incapacity, tax penalties, and even dissolution. Strategic compliance with Turkish governance rules is key to business continuity and legal certainty.

Bu makalemizde, Rekabet Kurumu’nun yerinde incelemelerinde nasıl hareket edilmesi gerektiğini ele alıyoruz. Hazırlık süreci, çalışan eğitimleri ve belge yönetimine odaklanarak, veri silme, hatalı belge paylaşımı gibi risklerden kaçınmamız gerektiğini vurguluyor; hukuki destekle uyumun nasıl sağlanabileceğini açıklıyoruz.

This article outlines key guidelines for undertakings to effectively manage on-site inspections by the Turkish Competition Authority under Law No. 4054. It emphasizes the importance of legal preparedness, internal training, cooperation with inspectors, confidentiality, and document tracking. It also highlights critical mistakes to avoid, such as deleting data, sharing unrequested documents, misusing confidentiality, ignoring instructions, or leaving inspectors unattended. Proper preparation and legal support are essential to reduce risks and ensure compliance.

Foreign entities processing personal data of individuals in Türkiye must register with VERBİS under Law No. 6698 (PDPL) and appoint a local representative. The registry requires disclosure of data types, processing purposes, legal bases, transfers, and safeguards. Non-compliance may result in fines exceeding TRY 13 million. VERBİS ensures transparency and is mandatory regardless of physical presence in Türkiye.

Ticari sırların yetkisiz ifşası, yalnızca sözleşmeye aykırılık değil, aynı zamanda TTK kapsamında haksız rekabet fiili sayılmaktadır. Yargıtay, ekonomik değer taşıyan ve gizliliği korunan bilgileri ticari sır olarak tanımlar. TTK ve HMK hükümleri doğrultusunda haksız rekabetin önlenmesi için men, ref, tespit ve tazminat davaları ile ihtiyati tedbirler mümkündür. Ayrıca TCK m. 239 uyarınca cezai yaptırım öngörülmüştür. Çalışanların gizlilik ve sadakat borcuna aykırı eylemleri hem iş hem ticaret hukuku yönünden değerlendirilmekte; rekabet yasağının geçerli olabilmesi için yer, süre ve konu bakımından sınırlı olması gerekmektedir. Ticari sır ihlali hem bireysel hem de piyasa düzenini bozan çok yönlü bir haksız rekabet türüdür.

Clawback provisions are contractual mechanisms that enable employers to reclaim incentive-based payments under specific conditions such as underperformance, misconduct, or premature resignation. While widely recognized and enforceable in jurisdictions like the U.S. and various EU countries, Turkish Labour Law does not explicitly regulate clawback clauses. Their applicability remains controversial, particularly regarding basic wages, which cannot be reclaimed once earned through labor. However, limited application is possible through bonus arrangements and analogies with penal clauses under the Turkish Code of Obligations, provided they comply with mutuality, fairness, and proportionality as interpreted by the Court of Cassation.

In 2025, Türkiye updated its labour laws, raising the minimum wage to 26,005.50 TRY and severance pay to 46,655.43 TRY. Administrative fines were also increased, covering violations such as underpayment, improper contracts, and failure to comply with working conditions and labour regulations. These updates are critical for employers.

In line with the 2025 revaluation rate, administrative fines under the Occupational Health and Safety Law No. 6331 have been updated. The Ministry of Labour and Social Security has published the revised fines, which vary based on the number of employees (less than 10, 10–49, over 50) and the workplace’s hazard class (less hazardous, hazardous, very hazardous). A summary table of the base fine amounts is provided for reference.

Portfolio compensation under Turkish Commercial Code Article 122 provides fair indemnity to distributors and franchisees who build customer goodwill that continues to benefit the supplier or franchisor after contract termination. Though originally for agency contracts, it applies to long-term, exclusive agreements if certain conditions are met—such as loss of profit and ongoing benefit to the principal. It cannot be waived in advance and must be claimed within one year. While EU law doesn’t explicitly extend this to franchises or distributorships, similar rights are recognized in some countries through case law. Legal guidance is key due to financial risks and legal complexity.