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Türkiye: why confirm a former employee's job?

Every Turkish employer already states the kind of work and how long it lasted in the employment certificate it gives a departing employee, and the law expects the next employer to rely on it. Confirming the same facts takes a minute and helps the person into their next job. certo asks on their behalf, with their explicit consent.

Law as of 26 October 2026 · İş Kanunu (Law No. 4857) and Kişisel Verilerin Korunması Kanunu (Law No. 6698), consolidated texts on mevzuat.gov.tr, last amended by Law No. 7578 of 22 April 2026 and Law No. 7499 of 2 March 2024

In short

  • The facts are already on paper. Every employer gives a departing employee an employment certificate (çalışma belgesi) showing the kind of work and how long it lasted (İş Kanunu, Art. 28). Those are the facts we ask about.
  • It is the check Turkish hiring already relies on. The same Article lets a new employer who hired the person claim compensation if the certificate was late or wrong. Confirming the same facts to certo is the same check, done once and online.
  • It helps the person who worked for you. A record confirmed by a former employer is what the next employer trusts. Answering takes about a minute and needs no account.
  • certo asks on their behalf, with their explicit consent. The Personal Data Protection Law (KVKK) allows personal data to be processed and transferred with the explicit consent of the person concerned (Art. 5(1), Art. 8(1)). The person started this check themselves, for these facts and no others.
  • You do not have to answer. We found no Turkish law that obliges an employer to answer certo. Declining is fine.

The Labour Law

İş Kanunu, Law No. 4857, quoted from the consolidated text on mevzuat.gov.tr.

Article 28: the employment certificate

İşten ayrılan işçiye, işveren tarafından işinin çeşidinin ne olduğunu ve süresini gösteren bir belge verilir.

In English: an employee who leaves is given a document by the employer showing what kind of work they did and for how long. These are the facts we ask about, so your records already hold them.

Belgenin vaktinde verilmemesinden veya belgede doğru olmayan bilgiler bulunmasından zarar gören işçi veyahut işçiyi işine alan yeni işveren eski işverenden tazminat isteyebilir.

In English: an employee, or a new employer who hired them, harmed because the document was not given on time or contained incorrect information may claim compensation from the former employer. Turkish law expects these facts to be accurate and expects the next employer to rely on them. Confirm only what your records show.

Article 75: what the employer keeps confidential

İşveren, işçi hakkında edindiği bilgileri dürüstlük kuralları ve hukuka uygun olarak kullanmak ve gizli kalmasında işçinin haklı çıkarı bulunan bilgileri açıklamamakla yükümlüdür.

In English: the employer must use the information it holds about an employee in good faith and lawfully, and must not disclose information the employee has a legitimate interest in keeping confidential. Here the employee asked for these facts to be confirmed. Nothing else is asked, and nothing else should be disclosed.

What is never asked

We found no provision of the İş Kanunu that lists questions an employer may not put to a job applicant. KVKK Article 6 makes data on race, ethnic origin, political opinion, philosophical belief, religion, sect or other beliefs, dress, membership of an association, foundation or trade union, health, sex life, criminal convictions and security measures, and biometric and genetic data special categories of personal data. certo never asks you about any of these.

Personal data

Kişisel Verilerin Korunması Kanunu, Law No. 6698 (KVKK), applies to your personnel records.

Article 5(1): processing needs explicit consent

Kişisel veriler ilgili kişinin açık rızası olmaksızın işlenemez.

In English: personal data may not be processed without the explicit consent of the person concerned. KVKK defines explicit consent (Art. 3(1)(a)):

Açık rıza: Belirli bir konuya ilişkin, bilgilendirilmeye dayanan ve özgür iradeyle açıklanan rızayı

In English: consent on a specific subject, based on information and given of free will. The person's request names your organisation, certo and each fact.

Article 8(1): so does a transfer

Kişisel veriler, ilgili kişinin açık rızası olmaksızın aktarılamaz.

In English: personal data may not be transferred without the explicit consent of the person concerned. Sending your answer to certo is a transfer, and the person's request is that consent, for the listed facts only.

Article 9(6)(a): certo is outside Türkiye

certo is run from Estonia, in the EU. Where there is no adequacy decision and no appropriate safeguard, KVKK allows an occasional transfer abroad in the cases it lists, the first being:

İlgili kişinin, muhtemel riskler hakkında bilgilendirilmesi kaydıyla, aktarıma açık rıza vermesi.

In English: the person concerned gives explicit consent to the transfer, having been informed of the possible risks.

Article 4(2)(ç): limited and proportionate

İşlendikleri amaçla bağlantılı, sınırlı ve ölçülü olma.

In English: data must be relevant, limited and proportionate to the purpose. You confirm or leave unticked only the facts listed. Add nothing else: anything beyond them is not covered by the person's consent.

Proof of consent. certo records which account asked, when, and for which facts. Write to support@certo.bio and we send you the record for your request.

What this means for your answer

  • Tick only what your HR, payroll or personnel records show.
  • Not sure it is the same person? Press "We can't find a matching record". Never confirm a record you are not sure is theirs.
  • Your policy is not to answer? Press "We do not answer these requests". The record shows your organisation declined, and nobody else there is asked.

Sources

This page is not legal advice. It reflects the law as it stood on 26 October 2026.