Key Amendments in Labor Law May 16, 2025

The newly issued Labor Law No. 13 (HERE IS A LINK FOR THE FILE) introduces significant updates aimed at modernizing the legal framework of employment in line with current workforce dynamics. Here are the most important amendments:

✅ Repeal of Articles 9 and 13

Articles 9 and 13 of the previous labor law have been officially repealed, as they conflicted with the updated legislative directions.

✅ Reinforcement of Employee Reinstatement Rights

Employees returning to work after an interruption are now guaranteed full restoration of their employment rights. The presence of company representatives during reinstatement is mandatory to ensure proper documentation and protection of these rights.

✅ Flexible Complaint Submission

Employees can now submit complaints either verbally or in writing, ensuring accessibility and prompt handling of grievances.

✅ Employment Priority for Vulnerable Groups

The law grants employment priority to individuals who have experienced long-term unemployment or difficult work conditions, facilitating their reintegration into the workforce.

✅ Streamlining of Administrative Procedures

To reduce bureaucracy, several administrative steps have been simplified, particularly in the hiring and reinstatement processes and dispute resolution mechanisms.

✅ Integration of Technology in Labor Processes

The law recognizes the use of modern technology in submitting complaints, tracking cases, and facilitating communication between employees and employers.

Remote Work: Now Legally Recognized

One of the major advancements in the 2025 amendments is the official inclusion and regulation of remote work arrangements:

🌐 Legal Recognition of Remote Work

Remote work is now formally recognized as a legitimate form of employment under the law, with equal legal weight as in-office positions.

🌐 Equal Rights for Remote Employees

Remote workers are entitled to the same legal protections and benefits as on-site employees, including fair wages, regulated working hours, paid leave, and protection from arbitrary dismissal.

🌐 Written Contract Requirement

All remote work arrangements must be governed by a formal written contract, clearly stating:

• Job responsibilities
• Working hours
• Communication tools
• Evaluation mechanisms
• Obligations of both parties

🌐 Safe and Supported Work Environment

Employers are obligated to provide remote employees with the necessary technical and cybersecurity support, including access to systems, devices, and software essential for task completion.

🌐 Working Hours and Performance Monitoring

Remote work must adhere to legal limits on working hours, and any performance monitoring must be transparent and respectful of employee privacy.

🌐 Non-Discrimination Clause

Remote workers must not face any form of discrimination in terms of promotion, performance evaluation, training, or access to organizational services.