Workplace Mobbing in Turkey: Evidence and Current Complaint Routes

Repeated humiliation, exclusion from duties, unrealistic targets designed to force a resignation and public belittlement can make work unbearable. Rather than relying only on the label “mobbing”, identify who did what, when it happened and how the conduct repeated. This guide helps private-sector employees preserve evidence and assess remedies under Turkish law. Civil servants’ administrative applications and court routes require separate consideration.

Not every workplace disagreement is mobbing

Assessment of psychological harassment considers systematic conduct, its continuity, the person targeted and its effect on the employment relationship. A single criticism, objective performance monitoring or lawful task allocation is not automatically mobbing. Conversely, an isolated incident may constitute an insult, threat, sexual harassment or discrimination even if it does not meet the criteria for mobbing. Do not overlook those separate protections while deciding what to call the conduct.

For example, repeatedly assigning meaningless tasks without a work-related explanation, removing an employee’s tools and then accusing them of poor productivity may need to be assessed together. Exclusion from meetings and repeated degrading messages should likewise be viewed as a process. The evidence should show both what happened and why it differs from ordinary management.

What did Circular No. 2025/3 introduce?

Presidential Circular No. 2025/3, published on 6 March 2025, emphasises preventive workplace policies, training, effective and prompt investigation of complaints and confidentiality. It reconstituted the Board for Combating Psychological Harassment and continued information and support through ALO 170. This current framework is relevant when assessing an employer’s preventive practices. It does not create automatic compensation for every complaint or a single new court procedure for all cases.

How should you keep an incident log?

For each event, note the date, time, place, participants, exact words or actions, witnesses and related document. Separate observations from interpretation: instead of “they wanted to intimidate me”, describe the words used at a meeting or a task withdrawn repeatedly without written explanation. Compare the original job description with later instructions when workload or targets change. A diary created by the employee does not prove everything by itself; it gains significance alongside other records.

Preserve messages and emails sent to you with dates, senders and the complete conversation context.
Document changes to duties, rotas, performance targets and leave requests.
Identify people who directly saw or heard particular events.
If your health is affected, obtain timely medical care and preserve genuine medical records.
Keep internal complaints, delivery evidence and responses.

Do not create a new violation when collecting evidence

Preserving your own lawfully accessible correspondence differs from accessing someone else’s account or copying all company files. Secret recording of private conversations can create privacy, data-protection and criminal-law issues and cannot be recommended as a general method. Whether evidence was obtained lawfully must be assessed in the particular case. Do not circulate unnecessary third-party data, publicly target people on social media or alter original records.

Why notify the employer in writing?

Article 417 of the Turkish Code of Obligations requires employers to protect employees’ personality rights and take necessary measures against psychological and sexual harassment. A specific report to the appropriate HR team or management level can request investigation, cessation of continuing conduct and protective measures. If the person complained of is the relevant manager, identify an alternative reporting channel. The report should describe events and requested action rather than make personal attacks.

In urgent threats or violence, waiting solely for an internal investigation may be inappropriate; police, prosecution and protective applications may need separate consideration. Medical support may also be needed independently of legal proceedings. Medical records can help show harm and timing, but do not alone conclusively establish who committed each act.

ALO 170, TİHEK, mediation and court proceedings

ALO 170 provides information and a complaint channel for working-life issues. An application to the Human Rights and Equality Institution of Türkiye (TİHEK) may be considered where a prohibited discrimination ground and other admissibility conditions are present. Its jurisdiction is not an unlimited compensation mechanism for every workplace conflict. Do not assume that an internal or administrative complaint automatically suspends court deadlines.

Compensation claims arising from private-sector employment generally require mediation before proceedings. The legal basis, harm, seriousness of the conduct and evidence must be examined together. If conduct also constitutes an offence, a criminal complaint may proceed separately; the word “mobbing” does not by itself establish a particular crime in every case. If justified termination is being considered, assess the reason, notice and applicable time limits first. Simply stopping work may lead to an allegation of unauthorised absence.

Frequently asked questions

How many months must it last to count as mobbing?

There is no fixed number of months or repetitions for every case. The overall process, systematic nature, target and effects are assessed together.

Can I apply without witnesses?

Correspondence, changes in duties, complaints and medical records may provide different forms of evidence. Each item’s relevance and the combined picture must be assessed.

What if I am dismissed after complaining?

Document the dismissal reason and its timing in relation to the complaint. If you qualify for reinstatement protection, the one-month mediation deadline is separately important. Do not wait for an administrative complaint to finish.

LEGAL ASSESSMENT

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A practical guide to documenting workplace harassment, lawful evidence, employer notification and complaint routes in light of Circular No. 2025/3.

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Updated: 21 October 2026. This article provides general information on Turkish law and is not a substitute for an assessment of your individual circumstances. Application and litigation deadlines must be checked for each case. The image is illustrative.