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SSI Dismissal Codes 2026: Has Code 29 Been Removed, How Do the Codes Affect Compensation and Unemployment Benefits? SGK Circular No. 2021/9, Labor Law No. 4857, art. 25/II and Law No. 4447 art. Exit Codes and Correction Ways in accordance with 51 (2026) was prepared based on the legislation in force as of 2026 and official sources dated October 2026.
The dismissal code is the reason for departure reported by the employer to SSI and is the first element examined in the unemployment benefit application. Code 29 was abolished on April 1, 2021, with SSI Circular No. 2021/9, and codes 42 to 50 were replaced. Code alone does not create or eliminate rights; What is decisive is the real reason for the termination. Incorrect code can be corrected at SSI with a finalized receivable or reinstatement decision. For unemployment benefits, you must apply to İŞKUR within 30 days of departure.
When the employment contract ends, the employer notifies the Social Security Institution of the employee's resignation and indicates the reason for the resignation with a code in this notification. The dismissal code appears in the service record in e-Government; This code is first examined by İŞKUR when applying for unemployment benefits. Therefore "what is code 29", "how to delete code 29" and "code
Questions like "Is 29 valid on the registry?" are among the most searched topics in labor law.
The main point to know is this: The exit code is a unilateral declaration of the employer. The code does not by itself create or eliminate a right; What is decisive is the real reason for the termination. However, the wrong code can lead to concrete problems, such as denial of unemployment benefits and a negative impression on job applicants.
It used to mean "termination by the employer due to the employee's behavior contrary to the rules of morality and good faith".
Code 29 has been abolished as of April 1, 2021, with the Circular No. 2021/9 of the SSI. Instead, Article 25 of the Labor Law
II. Codes numbered 42 to 50 have been introduced to meet each paragraph of the article separately. Thus, the employer had to clearly show on which concrete behavior the termination was based.
43 Insulting the employer or his family, unfounded accusation that harms honor and integrity (b)
45 Teasing, coming to the workplace drunk or under the influence of drugs, using it in the workplace (d)
46 Behavior that does not comply with integrity and loyalty, theft, revealing professional secrets (e)
47 Committing a crime in the workplace punishable by imprisonment for more than seven days and not suspended (f)
48 Unexcused absence (two consecutive days, twice a month on a business day following a holiday, or three business days in a month) (g)
03 Termination (resignation) of an indefinite-term contract by the employee As a rule there is none None
04 Termination of an indefinite-term contract by the employer without justifiable reason Yes (conditional for 1 year) If there are conditions
15 / 17 / Mass layoffs, closure of workplaces, termination of employment Yes If there are conditions 18 Yes
23 / 24 / Termination by the worker due to compulsory reason, health reason or the employer's moral and good conduct. 25 If there are conditions, there is termination.
42 - 50 25/II by the employer. justified termination within the scope of article None None
It is not enough for the code to be eligible for unemployment benefits. In accordance with Article 51 of Law No. 4447, it is necessary to have worked under a service contract for the last 120 days before leaving the job, to have paid unemployment insurance premiums for at least 600 days in the last three years and to apply to İŞKUR within 30 days after leaving the job. Depending on the number of bonus days, the benefit period is 180, 240 or 300 days. In 2026, the monthly unemployment benefit cannot exceed 26,424 TL, which is 80% of the gross minimum wage.
How to Fix Incorrect Code?
Request for correction from the employer: If the code has been entered incorrectly by mistake, the employer can notify the SSI about the correction. It is recommended that this request be made in writing and dated.
Labor claim or reinstatement case: The Supreme Court accepts that the employee can directly apply to the Social Security Institution and have the code corrected, with the final decision regarding the acceptance of the severance pay or reinstatement request. For this reason, it is decided that there is no legal benefit in the code correction determination case filed separately along with the debt lawsuit (Supreme Court 9th HD, E. 2025/6858, K. 2025/7875, T. 15.10.2025).
Code correction request only: A determination case may be brought to the agenda for the employee who does not have any claim for receivables, for example, who only wants to determine the real reason for the termination in order to receive unemployment benefits. The choice of litigation should be evaluated according to the concrete situation.
Objection to İŞKUR: The worker whose unemployment benefit application is rejected due to the code can use the means of objection and lawsuit against the rejection; Meanwhile, in order not to miss the 30-day application period, the application must be made on time.
Legal basis SGK Circular No. 2021/9; Article 25/II of Law No. 4857; Article 51 of Law No. 4447
Unemployment benefit requirement Last 120 days of work and at least 600 days of premium in the last 3 years
Case Summary: Mr. Okan, who worked in a supermarket chain, stopped going to work due to unpaid wages for two months and was dismissed four days later with Code 48 (absenteeism). İŞKUR rejected the unemployment benefit application due to this code. Legal Evaluation: The employee's refusal to work if his wage is not paid within twenty days from the payment date is not considered absenteeism according to Article 34 of the Labor Law. Mr. Okan may claim severance and notice pay and wage receivables through mediation and litigation; When the positive decision becomes final, the person may request the correction of the code from SSI.
Case Summary: Ms. Derya, who left by mutual agreement with the company management, was paid six months' wages in addition to her severance pay within the scope of the termination agreement, but her exit was reported as Code 03 (resignation). Legal Consideration: Code 03 results in denial of application for unemployment benefits. During mutual termination negotiations, the code to be reported to SSI must be agreed upon in writing along with the compensation and additional payments. Choosing a code appropriate to the actual departure method prevents any disputes that may arise later.
Are codes 29 or codes 42-50 recorded in the registry?
These codes are not criminal record records; It is included in the insured's SSI service records. The new employer cannot see this information on its own, but it is practically important that the code is correct, as it is common to ask for a service statement from the candidate during the recruitment process.
Can a worker dismissed under Code 29 receive compensation?
The code alone is not decisive. If the employer cannot prove the reason for termination in court, the employee is entitled to severance and notice pay.
Can the code of the resigned worker be entered as 04?
The code must match the actual departure pattern. False code reporting may result in withdrawal of unemployment benefits and administrative sanctions.
Not checking the exit code in the e-Government service statement after leaving work.
Not making the İŞKUR application within thirty days.
Not deciding in writing the code to be reported to SSI in the termination agreement.
Declaring code that doesn't match the actual departure pattern.
Filing a code correction determination lawsuit along with the receivables lawsuit and encountering a legal benefit obstacle.
Although the dismissal code has a direct impact on the worker's unemployment benefits and reputation in business life, it is the real reason for the termination that determines the legal outcome. The worker who encounters the wrong code must determine both the times and the path to follow correctly.
Küheylan Law Firm assists workers in the correction of incorrect exit codes, unemployment benefit disputes and related severance, notice and reinstatement processes; It provides legal support to employers in the preparation of termination notices and SSI declarations in accordance with the legislation.
Important Legal Notice: The legal explanations contained in this guide have been prepared by Küheylan Law Firm for general information purposes and do not constitute legal advice. The unique conditions of each file may change the outcome. In order not to miss the application, objection and lawsuit deadlines, it is recommended to get legal support from a lawyer before the process begins. © 2026 Küheylan Law Firm. All rights reserved.
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