An employee may not work more than 48 hours a week, including overtime, under the new iteration of the Labor Code that comes into effect with its publishing in the Official Gazette.

There is an exception, thought. The 48-hour limit may only be exceeded if in the four calendar months prior, the employee worked less than 48 hours on average.

Another amendment states that a collective labor agreement concluded prior to the initiation of insolvency proceedings remains valid for its original period. Moreover, the agreement may not be amended unilaterally.

In other circumstances, the law requires the employer to notify employees of any change to the collective labor agreement within 5 working days, through a notification sent out by e-mail or through another means of communication accessible to all employees.

Also, the new Labor Code states that an employee who performed work under an individual labor contract declared void has the right to remuneration for the work done.