ABSTRACT

Changing in working conditions, has been regulated in the article 22 of Labour Law No. 4857. Employers who do not want to adhere to the restrictions in the provision, impose terms that reserve the right to change standard labour contracts. The purpose of the mentioned provision led to a discussion of the validity of such that terms. On the other hand, different views have been put forward in the doctrine regarding the applicability of the provisions of Article 20-25 of the Turkish Code of Obligations to labor contracts and different judicial decisions have emerged. Likewise, if such terms are included in the collective bargaining agreement, its validity is another topic of discussion. Standardized terms of contract is named general labour terms in labour law. In this study, enforcement, interpretation, content inspections and sanctions that can be applied in the presence of general business conditions are evaluated together with the current Supreme Court decisions