[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma\u002Fkoruma":3,"menu:\u002Ftr-tr:":134,"sites:htmlblocks":279,"subsites":1718,"cite-subsites":5280,"footer:tr-tr":5757,"suggested:tr-tr":5839,"cite-footer:tr-tr":5845},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":27,"rendered":36,"description":37,"body":38,"body_blocks":39,"call_to_action":40,"owner":47,"show_related_pages":54,"related_pages":55,"related_sites":132,"in_subsite":54,"contact_page_url":7,"banner_message":133},3631,"koruma","Koruma",null,"","\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma\u002Fkoruma","labourlaw.labourlawpage","tr_TR","\u002Fcms\u002Fpages\u002F3631\u002Fedit\u002F",[14,17,20,23,26],{"title":15,"slug":16},"Türkiye","tr-tr",{"title":18,"slug":19},"Türkiye’de Çalışmak","turkiye-de-calismak",{"title":21,"slug":22},"İş Hukuku","is-hukuku",{"title":24,"slug":25},"Annelik ve Çalışma","annelik-ve-calisma",{"title":6,"slug":5},{"title":28,"description":8,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":16,"created_at":34,"last_modified_at":35},"Zararlı İş Yasağı, İşten Atılma için Koruma, Konuma Geri Dönme Hakkı","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma\u002Fkoruma\u002F","index, follow","website","summary_large_image","2025-08-13T20:08:23.215518+02:00","2026-04-01T21:30:58.773109+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Koruma\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-02-17\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Zararlı İş Yasağı\u003C\u002Fh2>\n          \u003Cp>İş Kanunun 88. maddesine göre Çalışma veSosyalGüvenlik Bakanlığı, Sağlık Bakanlığıile görüşerek, gebe ve emziren kadınların istihdamınınyasaklanacağı işlerin dönemleri ve türlerini belirten bir düzenleme hazırlamalıdır.Benzer şekilde bu düzenlemenin, emzirme odaları ve çocuk bakım merkezleri kurulmasını ve kadın işçilerin uymak zorunda oldukları koşulları ve prosedürleri belirlemesi gerekir. 2004’deki gebe veya emziren kadın, hemşirelik odaları ve çocuk bakım ünitelerinin çalışma koşullarına ilişkin düzenleme, hamile ve emziren kadınlar için istihdam türleri ve süresi nasıl belirlenmesi gerektiğini, koşulları ve prosedürleri nasıl gerçekleştirilebildiğini ve kreşlerveçocuk bakımmerkezlerinikurmakiçin hangi şartlara uyulması gerektiğini ele alır. Bu düzenlemeye göre işverenin, gebe işçilerine hafif çalışma görevleri vermesi gerekir. Kadın işçinin sağlığını ve yapacağı işin doğasını göz önünde tutarak, doktor gebe işçiler için, daha da hafif görevler önerebilir. Ancak, bu durum gebe işçinin maaşında bir azalmaya neden olmaz.\u003C\u002Fp>\n\u003Cp>Hamile çalışanlar hamilelikleri süresince 7,5 saatten fazla veya gece vardiyasında çalışmaya zorlanamaz.\u003C\u002Fp>\n\u003Cp>(Md. 74 İş Kanunu, 2003)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>İşten Atılma için Koruma\u003C\u002Fh2>\n          \u003Cp>Birkadın işçinin gebelikveyadoğum iznidönemindeişten çıkarılamaz. Biyolojik nedenlerleveyaişinniteliğine ilişkinsebepler dışındaişveren, doğrudan veya dolaylı, hiçbir şekilde iş sözleşmesinin sonucunda, koşullarında,uygulamasındavesonlandırmasında cinsiyet ve anneliğe dayalı sebeplerle ayırım yapamaz.Doğum iznindeveya gebelikle ilgilinedenlerden dolayıkadın işçininyokluğunda, sözleşmesini feshetmekhaksızlıktır.\u003C\u002Fp>\n\u003Cp>(Md. 5, 18-25İş Kanunu, 2003)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Aynı Konuma Geri Dönme Hakkı\u003C\u002Fh2>\n          \u003Cp>İş Kanunukapsamındageri dönme hakkı garanti edilmez.Ancak,doğum iznidönemindeişten atılmama hükümlerindenima edilebilir.\u003C\u002Fp>\n\u003Cp>(Md. 5, 18&25 İş Kanunu,2003)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>İlgili konular\u003C\u002Fh2>\n      \n          _ll_maternity_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Koruma, Zararlı İş Yasağı, İşten Atılma için Koruma, Aynı Konuma Geri Dönme Hakkı - Türkiye – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-02-17\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Zararlı İş Yasağı\u003C\u002Fh2>\n\u003Cp>İş Kanunun 88. maddesine göre Çalışma veSosyalGüvenlik Bakanlığı, Sağlık Bakanlığıile görüşerek, gebe ve emziren kadınların istihdamınınyasaklanacağı işlerin dönemleri ve türlerini belirten bir düzenleme hazırlamalıdır.Benzer şekilde bu düzenlemenin, emzirme odaları ve çocuk bakım merkezleri kurulmasını ve kadın işçilerin uymak zorunda oldukları koşulları ve prosedürleri belirlemesi gerekir. 2004’deki gebe veya emziren kadın, hemşirelik odaları ve çocuk bakım ünitelerinin çalışma koşullarına ilişkin düzenleme, hamile ve emziren kadınlar için istihdam türleri ve süresi nasıl belirlenmesi gerektiğini, koşulları ve prosedürleri nasıl gerçekleştirilebildiğini ve kreşlerveçocuk bakımmerkezlerinikurmakiçin hangi şartlara uyulması gerektiğini ele alır. Bu düzenlemeye göre işverenin, gebe işçilerine hafif çalışma görevleri vermesi gerekir. Kadın işçinin sağlığını ve yapacağı işin doğasını göz önünde tutarak, doktor gebe işçiler için, daha da hafif görevler önerebilir. Ancak, bu durum gebe işçinin maaşında bir azalmaya neden olmaz.\u003C\u002Fp>\n\u003Cp>Hamile çalışanlar hamilelikleri süresince 7,5 saatten fazla veya gece vardiyasında çalışmaya zorlanamaz.\u003C\u002Fp>\n\u003Cp>(Md. 74 İş Kanunu, 2003)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>İşten Atılma için Koruma\u003C\u002Fh2>\n\u003Cp>Birkadın işçinin gebelikveyadoğum iznidönemindeişten çıkarılamaz. Biyolojik nedenlerleveyaişinniteliğine ilişkinsebepler dışındaişveren, doğrudan veya dolaylı, hiçbir şekilde iş sözleşmesinin sonucunda, koşullarında,uygulamasındavesonlandırmasında cinsiyet ve anneliğe dayalı sebeplerle ayırım yapamaz.Doğum iznindeveya gebelikle ilgilinedenlerden dolayıkadın işçininyokluğunda, sözleşmesini feshetmekhaksızlıktır.\u003C\u002Fp>\n\u003Cp>(Md. 5, 18-25İş Kanunu, 2003)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Aynı Konuma Geri Dönme Hakkı\u003C\u002Fh2>\n\u003Cp>İş Kanunukapsamındageri dönme hakkı garanti edilmez.Ancak,doğum iznidönemindeişten atılmama hükümlerindenima edilebilir.\u003C\u002Fp>\n\u003Cp>(Md. 5, 18&25 İş Kanunu,2003)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>İlgili konular\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Ftr-tr\u002Fturkiye-de-calismak\u002Fis-hukuku\u002Fannelik-ve-calisma'>Annelik ve Çalışma\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: 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