Atatürk University | SDG 8 – Decent Work and Economic Growth | Indicator 8.2.9
Reporting Year: 2025
1. Institutional Commitment to Labour Rights
Atatürk University recognises and supports fundamental labour rights, particularly freedom of association, trade union membership and collective bargaining, as essential components of fair employment and decent working conditions.
As a public higher education institution, the University operates within Türkiye’s constitutional, labour and public employment frameworks, which establish protections for employees and regulate collective representation.
The University’s commitment encompasses academic, administrative, technical, contractual and support personnel, including women and international employees, in accordance with the statutory provisions applicable to their employment categories.
Atatürk University recognises the importance of ensuring that employees can exercise their legally established labour rights without unlawful discrimination or interference.
This commitment is reflected in institutional relationships with trade unions, workplace representation and formal collective bargaining procedures.
In 2025, Atatürk University demonstrated its recognition of organised labour through collective bargaining negotiations initiated on 16 May 2025 and the signing of a new collective labour agreement on 4 September 2025.
These developments provide direct evidence that the University’s recognition of labour rights extends beyond legal obligations to formal institutional practice.
2. Legal and Regulatory Framework
2.1. Constitutional Protection of Labour Rights
The Constitution of the Republic of Türkiye establishes fundamental protections concerning employment, freedom of association and collective bargaining.
Relevant constitutional provisions include:
Article 10 – Equality Before the Law
Establishes the principle of equality and prohibits discrimination based on sex and other protected characteristics.
Article 49 – Right and Duty to Work
Recognises the right to work and establishes the State’s responsibilities concerning working life.
Article 51 – Right to Form Trade Unions
Protects the right of employees and employers to establish trade unions and join them under the conditions established by law.
Article 53 – Collective Bargaining
Provides constitutional recognition of collective bargaining and collective agreements.
These provisions form the foundation for trade union recognition in public institutions, including universities.
2.2. National Employment and Labour Legislation
Atatürk University applies the relevant Turkish legislation governing employment rights and collective representation.
| Law / Regulation | Relevance to Labour Rights |
|---|---|
| Civil Servants Law No. 657 | Regulates public servants’ employment rights and responsibilities, including the right to establish and join trade unions under Article 22 |
| Higher Education Law No. 2547 | Establishes the legal framework for higher education institutions and academic employment |
| Higher Education Personnel Law No. 2914 | Regulates academic personnel remuneration and related employment provisions |
| Labour Law No. 4857 | Establishes employment protections concerning wages, working conditions, equal treatment and employment relationships |
| Public Servants’ Trade Unions and Collective Bargaining Law No. 4688 | Regulates union organisation and collective bargaining for eligible public servants |
| Trade Unions and Collective Labour Agreements Law No. 6356 | Regulates trade union rights and collective labour agreements for workers |
| Social Insurance and General Health Insurance Law No. 5510 | Establishes social security and general health insurance arrangements |
| Occupational Health and Safety Law No. 6331 | Establishes workplace health and safety responsibilities |
The distinction between Laws No. 4688 and No. 6356 is particularly important because academic and administrative public servants and employees in worker status may be subject to different collective bargaining arrangements.
2.3. Public Servants’ Trade Union Rights
Law No. 4688 establishes the legal framework for trade union membership and collective bargaining among eligible public servants.
Academic and administrative personnel employed under the relevant public employment arrangements may exercise their rights through recognised public-sector trade unions.
These rights include:
- Joining eligible trade unions.
- Participating in lawful trade union activities.
- Exercising representation rights.
- Benefiting from applicable collective bargaining provisions.
- Accessing protections against unlawful union-related discrimination.
Legal reference: Ministry of Labour and Social Security – Law No. 4688
2.4. Trade Union Rights of Workers
Law No. 6356 governs trade union membership and collective labour agreements for employees in worker status.
It provides the statutory framework for:
- Trade union membership.
- Trade union representation.
- Collective labour negotiations.
- Collective labour agreements.
- Protection of lawful union activity.
- Applicable collective labour rights.
The University’s collective bargaining relationship with Tez-Koop-İş provides a concrete institutional example of these provisions in practice.
Legal reference: Ministry of Labour and Social Security – Trade Union and Collective Labour Agreement Legislation
3. Institutional Recognition of Trade Unions
3.1. Recognition of Organised Labour
Atatürk University recognises trade unions as legitimate organisations representing eligible employees within the applicable legal framework.
The University’s institutional practice includes participation in formal collective bargaining procedures and engagement with workplace union representatives.
Trade unions provide an established channel through which employees can collectively address matters concerning:
- Remuneration.
- Working conditions.
- Social and economic rights.
- Employment protections.
- Workplace representation.
- Applicable collective agreement provisions.
3.2. Continuity of Collective Bargaining
The University’s engagement with collective bargaining is demonstrated by successive agreements and negotiation processes.
A collective labour agreement involving Atatürk University Rectorate and its affiliated workplaces was signed in June 2023.
The University continued this established relationship through a new collective bargaining process during 2025.
Evidence: Tez-Koop-İş – Collective Labour Agreement, 2023
University evidence: Atatürk University – Collective Labour Agreements
4. Collective Bargaining Activities in 2025
4.1. First Collective Bargaining Meeting – 16 May 2025
On 16 May 2025, formal collective bargaining negotiations were initiated concerning Atatürk University Rectorate and its affiliated workplaces.
The meeting took place at the headquarters of the Turkish Heavy Industry and Service Sector Public Employers’ Union (TÜHİS).
The negotiations brought together representatives of:
- Atatürk University.
- TÜHİS.
- Tez-Koop-İş Trade Union.
- Workplace union representatives.
University representatives included Secretary General Mevlüt Yıldız and Head of Administrative and Financial Affairs Aras Ünsal.
Tez-Koop-İş representatives included Erzurum Branch President Hakan Kurt, Collective Bargaining Specialist Barış Yılan and workplace union representatives.
The participation of University management and employee representatives demonstrates formal recognition of the collective bargaining process.
The meeting provided an institutional platform for negotiations concerning the rights and working conditions of employees covered by the bargaining process.
Official evidence: Tez-Koop-İş – First Collective Bargaining Session at Atatürk University, May 2025
4.2. New Collective Labour Agreement – 4 September 2025
A new collective labour agreement covering Atatürk University Rectorate and its affiliated workplaces was signed on 4 September 2025.
The signing ceremony was held at TÜHİS, with representatives of the employer organisation and Tez-Koop-İş in attendance.
The union delegation included the Erzurum Branch President, a collective bargaining specialist and workplace union representatives.
The agreement demonstrates that the University recognises the union as a legitimate collective bargaining party and participates in the formal negotiation of employment-related matters.
This development constitutes direct evidence of the University’s practical recognition of labour rights during the 2025 reporting year.
Official evidence: Tez-Koop-İş – Collective Labour Agreement Signed at Atatürk University, September 2025
4.3. Collective Bargaining Timeline
| Date | Institutional Activity | Relevance to SDG 8.2.9 |
|---|---|---|
| June 2023 | Previous collective labour agreement signed | Demonstrates established recognition of collective bargaining |
| 16 May 2025 | First session of new collective bargaining negotiations | Demonstrates direct participation in collective negotiations |
| 4 September 2025 | New collective labour agreement signed | Confirms formal recognition of the union and collective bargaining process |
The 2025 negotiations and agreement provide current institutional evidence of the University’s recognition of freedom of association and collective bargaining.
5. Freedom of Association Across Employment Categories
Atatürk University recognises that different groups of employees exercise trade union rights under different statutory arrangements.
5.1. Academic Personnel
Eligible academic personnel may join trade unions operating within the relevant public service sector.
These personnel include:
- Professors.
- Associate professors.
- Assistant professors.
- Lecturers.
- Research assistants.
Academic personnel’s trade union rights are governed by the relevant provisions of public employment and trade union legislation.
5.2. Administrative Personnel
Eligible administrative employees may exercise their rights to trade union membership and collective representation.
Union activities may address employment conditions, professional rights and applicable public-sector collective bargaining arrangements.
5.3. Technical and Support Personnel
Technical and support personnel may exercise trade union rights according to their legal employment status.
Employees in worker status are subject to the applicable provisions of Law No. 6356.
The University’s 2025 collective labour agreement provides direct evidence of collective bargaining involving employees covered by that agreement.
5.4. Contracted Personnel
The eligibility of contracted employees for trade union membership depends on the statutory provisions applicable to their employment arrangements.
Atatürk University recognises their lawful trade union rights under the relevant legislation.
5.5. Outsourced Personnel
Workers employed by third-party contractors are entitled to the trade union protections applicable to their employment relationships.
Their direct employer and collective bargaining arrangements may differ from those of University employees.
The University recognises the importance of respecting applicable labour rights within outsourced service arrangements.
6. Recognition of Labour Rights for Women
6.1. Equal Access to Trade Union Membership
Atatürk University recognises the equal rights of eligible female and male employees to participate in trade union activities.
Gender does not constitute an independent institutional restriction on lawful union membership.
Female employees may exercise their statutory rights to:
- Join eligible trade unions.
- Participate in union activities.
- Elect or stand for representative positions, where eligible.
- Benefit from applicable collective bargaining provisions.
- Raise employment concerns through recognised representation channels.
6.2. Protection Against Gender Discrimination
The University’s approach is consistent with constitutional equality principles and applicable employment legislation.
Female employees are entitled to legal protections against gender-based discrimination in employment.
These protections are relevant to trade union participation, remuneration and workplace representation.
6.3. Gender-Related Employment Rights
Trade unions and collective bargaining arrangements may address matters affecting women in employment, including:
- Working conditions.
- Maternity-related employment protections.
- Family-related leave.
- Equal treatment.
- Workplace safety.
- Protection against discrimination.
The University’s recognition of collective representation provides a lawful framework through which such matters can be raised.
6.4. Women’s Participation in Collective Representation
Atatürk University supports the principle that women should have equal opportunities to participate in workplace representation.
Actual gender representation within trade union delegations is determined through the unions’ membership and representative selection arrangements.
Institutional reporting on women’s participation should therefore use verified union or personnel records.
7. Recognition of Labour Rights for International Staff
7.1. International Academic and Administrative Personnel
Atatürk University recognises the contribution of international employees to its academic and institutional activities.
International employees are entitled to applicable employment protections under Turkish legislation.
Their eligibility for trade union membership and collective representation depends on their employment status and the relevant statutory provisions.
7.2. Non-Discrimination
The University’s labour rights approach does not impose an additional general institutional prohibition on lawful union participation solely because an employee is a foreign national.
Applicable employment protections and legal remedies remain available according to the employee’s legal status.
7.3. International Employment Framework
International academic employment is regulated through the relevant higher education legislation and procedures governing foreign academic personnel.
The University recognises that international staff should receive the employment protections applicable to their positions.
7.4. Inclusion in Institutional Labour Rights
The University’s labour rights framework addresses:
- Fair employment conditions.
- Applicable social security rights.
- Workplace health and safety.
- Protection against unlawful discrimination.
- Access to legally available complaint procedures.
- Lawful freedom of association and collective representation.
These principles support an inclusive institutional environment for international employees.
8. Protection Against Union-Related Discrimination and Retaliation
8.1. Voluntary Trade Union Membership
Union membership is voluntary under the applicable Turkish legislation.
Eligible employees may exercise their rights to join or refrain from joining a trade union in accordance with the law.
8.2. Protection of Lawful Union Activities
The applicable statutory framework provides protections against unlawful discrimination arising from trade union membership or participation in lawful union activities.
These protections are important for maintaining an environment in which employees can exercise collective rights.
8.3. Equal Treatment
Atatürk University recognises the importance of equal treatment in employment and respect for legally protected employee rights.
The University’s approach supports the principle that employees should not face unlawful adverse treatment because of lawful union membership or collective representation.
8.4. Access to Remedies
Employees who believe their trade union rights have been violated may pursue the administrative or legal remedies available under the relevant legislation.
The appropriate procedure depends on the employee’s employment category and the nature of the alleged violation.
9. Workplace Union Representation and Institutional Dialogue
9.1. Role of Workplace Representatives
Workplace union representatives facilitate communication between union members, union leadership and employers.
Their functions may include:
- Communicating employee concerns.
- Supporting collective bargaining.
- Representing union members.
- Participating in workplace discussions.
- Providing information concerning collective agreements.
9.2. Workplace Representatives in the 2025 Agreement
The September 2025 collective labour agreement signing ceremony included workplace union representatives.
Their participation demonstrates that employee representation formed part of the University’s formal collective bargaining process.
9.3. Institutional Consultation
The University’s previous institutional evidence also documents communication between employee unions and university administration concerning workplace matters.
Examples include discussions relating to salary promotion arrangements and other employment-related administrative issues.
Supporting evidence: Üniversite İdari Personel Sendikası – Atatürk University
Supporting evidence: Atatürk University – Institutional Meeting Documentation
These examples complement the documented collective bargaining activities undertaken in 2025.
10. International Labour Standards
Atatürk University’s recognition of labour rights is consistent with internationally established principles concerning freedom of association and collective bargaining.
10.1. ILO Convention No. 87
Freedom of Association and Protection of the Right to Organise Convention, 1948
Convention No. 87 establishes fundamental principles concerning the right of workers and employers to establish and join organisations of their choosing, subject to the Convention’s provisions.
10.2. ILO Convention No. 98
Right to Organise and Collective Bargaining Convention, 1949
Convention No. 98 addresses protection against anti-union discrimination and the promotion of voluntary collective bargaining.
10.3. ILO Convention No. 100
Equal Remuneration Convention, 1951
Convention No. 100 establishes the principle of equal remuneration for men and women for work of equal value.
10.4. ILO Convention No. 111
Discrimination (Employment and Occupation) Convention, 1958
Convention No. 111 addresses discrimination in employment and occupation.
These conventions provide an international reference framework for the University’s labour rights commitments.
Evidence: International Labour Organization – NORMLEX
11. Institutional Governance and Responsibilities
11.1. University Management
University management participates in relevant employment and collective bargaining procedures within its statutory authority.
The participation of University officials in the May 2025 negotiations demonstrates institutional engagement with recognised employee representatives.
11.2. Personnel Department
The Personnel Department provides administrative support concerning:
- Employment classifications.
- Personnel rights.
- Relevant employment legislation.
- Personnel documentation.
- Administrative employment procedures.
Institutional reference: Atatürk University – Personnel Department
11.3. Administrative and Financial Affairs
Administrative and financial functions are relevant to the implementation of employment-related obligations and applicable collective agreement provisions.
11.4. Trade Union Representatives
Trade union representatives participate in collective bargaining and communicate employee concerns within the relevant legal framework.
11.5. Big Data Management Office
The Big Data Management Office can support institutional reporting through authorised analysis of personnel and labour-related information.
Relevant analytical areas include:
- Employment categories.
- Gender distribution of personnel.
- Staff representation indicators.
- Collective bargaining activity records.
- Institutional SDG reporting.
Any quantitative reporting on union membership or representation should be based on verified institutional records.
12. Labour Rights Monitoring and Reporting
The University recognises the importance of documenting institutional practices concerning labour rights.
Relevant indicators include:
| Monitoring Indicator | Purpose |
|---|---|
| Collective bargaining meetings | Document institutional participation in negotiations |
| Collective labour agreements | Demonstrate formal recognition of collective bargaining |
| Workplace union representatives | Document employee representation |
| Union membership by employment category | Assess the scope of union participation |
| Gender distribution of union membership | Examine women’s participation |
| International employee representation | Assess inclusion under applicable legal provisions |
| Labour rights complaints | Monitor concerns relating to employment protections |
| Implementation of collective agreements | Assess compliance with agreed provisions |
For the 2025 reporting year, the collective bargaining meeting and signed collective labour agreement provide documented evidence of institutional practice.
Additional quantitative indicators may be reported where verified data are available.
13. Accessibility of Labour Rights Information
Atatürk University supports access to information concerning employment rights and applicable legislation.
Relevant institutional information is available through the University’s administrative units and official communication channels.
The Personnel Department provides an institutional point of reference for personnel-related regulations and procedures.
National legislation governing public employment, trade union rights and collective bargaining is also publicly accessible.
Institutional reference: Atatürk University – Personnel Department
Legal reference: Ministry of Labour and Social Security
Institutional ethics reference: Council of Higher Education – Ethics
14. Supporting Evidence for 2025
| Evidence | Date | Contribution to Indicator 8.2.9 |
|---|---|---|
| First Collective Bargaining Session at Atatürk University | 16 May 2025 | Demonstrates formal recognition of employee representatives and collective negotiations |
| Collective Labour Agreement Signed | 4 September 2025 | Demonstrates completion of collective bargaining and recognition of the trade union |
| Previous Collective Labour Agreement | June 2023 | Demonstrates continuity of collective labour relations |
| Atatürk University – Collective Labour Agreements | Institutional evidence | Documents the University’s recognition of collective labour agreements |
| Law No. 4688 | Applicable legislation | Public servants’ freedom of association and collective bargaining |
| Law No. 6356 – Ministry of Labour | Applicable legislation | Trade union rights and collective labour agreements for workers |
| Atatürk University – Personnel Department | Institutional reference | Access to personnel-related administrative information |
| ILO – NORMLEX | International framework | Freedom of association, collective bargaining and non-discrimination principles |
15. Contribution to SDG 8 – Decent Work and Economic Growth
Atatürk University recognises freedom of association and collective bargaining as fundamental employment rights.
The University’s institutional approach is grounded in Türkiye’s constitutional guarantees and statutory provisions governing public employment, trade unions and collective labour agreements.
Eligible academic, administrative, technical and support personnel can exercise their trade union rights according to the legislation applicable to their employment status.
These protections extend to women and eligible international employees without additional institutional restrictions based solely on gender or nationality.
During 2025, Atatürk University demonstrated the practical recognition of collective labour rights through two documented developments:
- Formal collective bargaining negotiations initiated on 16 May 2025, involving University management, TÜHİS and Tez-Koop-İş representatives.
- The signing of a new collective labour agreement on 4 September 2025, with the participation of employer and workplace union representatives.
These activities demonstrate the University’s engagement with organised labour and the operation of formal collective bargaining mechanisms.
Through legal recognition, institutional dialogue and participation in collective agreements, Atatürk University contributes to SDG 8 – Decent Work and Economic Growth, Indicator 8.2.9: Recognition of Labour Rights, Including Freedom of Association and Collective Bargaining for Women and International Staff.
