Severance Pay Calculator (Turkey)
Severance pay for Turkey with the official ceiling, down to the day.
For 5 years 0 months 0 days of service the qualifying wage is TRY 50,000: gross severance is TRY 250,000, netting TRY 248,102.50 after stamp duty.
Calculation breakdown
| Qualifying monthly wage | ₺50.000 |
|---|---|
| Severance ceiling (period) | ₺64.948,77 |
| Service period | 5 yıl 0 ay 0 gün |
| Gross severance pay | ₺250.000 |
| Stamp duty | ₺1.897,50 |
| Net severance pay | ₺248.102,50 |
Severance pay (kıdem tazminatı) is a lump-sum payment owed to employees in Turkey who have completed at least one full year with the same employer and whose contract ends in one of the cases listed in the Labour Law. It accrues at 30 days of gross wage — including regular benefits — for every full year of service, with remaining months and days added proportionally. This tool reads the current ceiling and stamp duty rate for 2026 from the sourced parameter store and computes both gross and net amounts.
How is it calculated?
Four steps:
- The qualifying wage is your last monthly gross wage including regular benefits, capped at the severance ceiling of TRY 64,948.77 valid for 2026-01-01 – 2026-06-30. The ceiling is tied to the civil-servant salary coefficient and is reset each July; the tool always uses the current period's value.
- Gross severance equals the qualifying wage for each full year of service; remaining months are prorated over 12 and remaining days over 365, then summed.
- Stamp duty of 0.76% is deducted. It is the only legal deduction: severance pay is exempt from income tax (Income Tax Law art. 25/7) and no social security premium applies.
- Net severance = gross amount minus stamp duty.
If total service is under one full year, no entitlement arises; the tool then shows zero and says why.
| Parameter | Value | Source |
|---|---|---|
| Severance ceiling (2026-01-01 – 2026-06-30) | TRY 64,948.77 | Hazine ve Maliye Bakanlığı (2026-01-01) |
| Stamp duty (wages) | 0.759% | Resmî Gazete 31.12.2025 Sayı 33124 (2025-12-31) |
Example
Consider an employee dismissed by the employer (without just cause) after exactly five years. If their benefit-inclusive gross wage is below the ceiling, gross severance is simply five times that wage, with any extra months and days prorated on top, and only stamp duty is deducted. If the wage exceeds the period ceiling of TRY 64,948.77, the calculation uses the ceiling instead. Enter your own wage and service period above to see the full breakdown to the kuruş.
Frequently asked questions
Is severance pay calculated on gross or net salary?
On gross — specifically the benefit-inclusive gross wage. Regular payments such as meal and transport allowances and bonuses are added to the base gross wage, and severance accrues on that total. Net salary is not used.
What is deducted from severance pay in Turkey?
Only stamp duty, at 0.76%. Severance pay is exempt from income tax under article 25/7 of the Income Tax Law and is not subject to social security premiums, so the gap between gross and net is small.
What is the severance pay ceiling for 2026?
The ceiling is TRY 64,948.77 for 2026-01-01 – 2026-06-30. Employees earning above it accrue at most the ceiling per year of service. Because it is tied to the civil-servant salary coefficient, it is updated each July, and this page reflects the current value automatically.
Can I get severance pay with less than one year of service?
No; entitlement requires at least one full year with the same employer. Below that threshold no severance arises regardless of how the contract ends, and the tool shows zero in that case.
How are leftover months and days counted?
Months beyond full years are prorated over 12 and days over 365. For example, six extra months add half of the qualifying wage; the tool performs this proration to the kuruş and shows it in the breakdown.
When does an employee qualify for severance pay?
Typical qualifying cases are dismissal by the employer without just cause, resignation with just cause, compulsory military service, retirement or meeting retirement conditions other than age, a female employee leaving within one year of marriage, and the employee's death. Resigning without a legal ground generally does not qualify; consult a professional for your specific case.