Employment Agreements
Carefully drafted employment agreements that protect the firm while giving talent the clarity they need, across Turkish, EU, and US jurisdictions.
Employment relationships in technology and finance companies carry risks that generic template contracts simply do not address: ownership of inventions created outside working hours, solicitation restrictions that survive termination, equity vesting acceleration triggers, and classification questions when a contractor works like an employee. GlobalB Law drafts, reviews, and negotiates employment agreements that are calibrated to each client's headcount stage, jurisdiction, and business model.
For companies operating across Türkiye, the EU, and the United States, a single contract template is rarely adequate. Turkish Labour Law imposes mandatory notice periods, statutory severance, and written-form requirements that cannot be contracted away. EU employment law adds layers of collective bargaining rights and cross-border posting obligations. US state-by-state variation, particularly on non-compete enforceability and final-pay timing, demands local counsel awareness at the drafting stage. Our team spans these jurisdictions, enabling seamless multi-country employment structures.
Beyond the foundational employment agreement, we advise on the full employee lifecycle: offer letters, secondment arrangements, restrictive covenant packages, IP assignment clauses, and termination documentation. We work closely with HR teams and outside payroll providers to ensure that legal documents and operational reality stay aligned.
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FAQ
Häufig gestellte Fragen
Can we use the same employment agreement template across our Turkish and US offices?
No. Turkish Labour Law and US state employment law are materially different, from mandatory severance obligations to the enforceability of non-competes. We draft jurisdiction-specific agreements that share a common structure but address each country's mandatory requirements.
Does Turkish law allow non-compete clauses after termination?
Yes, but they must meet specific conditions: they must be in writing, limited to a reasonable geographic scope and duration (typically up to two years under Article 444-447 of the Turkish Code of Obligations), and linked to a legitimate business interest. Overly broad clauses are routinely struck down by Turkish courts.
Who owns software code written by our developers during their personal time?
The answer depends on the jurisdiction and what your employment agreement says. In Türkiye, the default under the Law on Intellectual and Artistic Works favours employer ownership for work performed within the scope of employment, but personal-time work created without company resources is less clear. A well-drafted IP assignment clause addresses this directly.
We are hiring our first employee in the EU from Türkiye, what should we know?
You will need to comply with the employment law of the EU country where the employee is based, which may include works council consultation rights, written statement requirements under the EU Transparent and Predictable Working Conditions Directive, and local payroll tax registration. We advise on the legal structure and liaise with local counsel where needed.
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