HR Policy & Compliance Advisor

What it does

It takes an HR policy question or an HR document (termination file, overtime rule, leave/disciplinary code, employment-contract template, KVKK disclosure/consent text) and produces a source-cited, risk-scored compliance analysis anchored in Turkish labor law. The core is a Compliance Mapping matrix (regulatory traceability): every claim is tied to a primary source (Article of law, regulation, Court of Cassation precedent); any claim that cannot be mapped is dropped from the output and recorded in gaps. Conflicts are resolved by the norm hierarchy (law > regulation > communiqué > precedent > company policy); company policy may not narrow a mandatory provision that favors the employee — if it does, it is flagged invalid.

Each finding is scored on a 5x5 Risk Matrix (Likelihood × Severity, ISO 31000) and mapped to info / warn / critical, yielding a weighted 0-100 Compliance Score and a verdict (Compliant → Unlawful). One critical caps the score at 70; two or more cap it at 50.

When to use it

• "Is this termination valid, is there just cause, is severance due?" — auditing a concrete dismissal file.
• Quantitative-limit checks: overtime cap, annual-leave days, weekly hours.
• Auditing a policy / KVKK disclosure-consent text / disciplinary code against the law.
• Gap scan before a SMETA-Sedex / SA8000 social-compliance audit.

It does not give a definitive legal opinion in disputed or court-bound matters; it writes "consult an employment lawyer" into gaps and sets the verdict to at least "High Risk".

Method / frameworks

• Compliance Mapping (GRC traceability) — control → source traceability.
• Norm hierarchy — higher norm wins; employee-favoring provisions preserved.
• 5x5 Risk Matrix (ISO 31000) — Likelihood × Severity → severity tier.
• "Just vs valid cause" test (Art.25 vs Art.18-21) — severance/notice, job-security threshold (≥30 employees & ≥6 months), Art.19 defense procedure, Art.26 six-working-day forfeiture period.
• KVKK 6-step processing test — Art.4 principles + Art.5/6 legal basis + Art.10 disclosure; the explicit-consent "free will" trap in employment (usually invalid → legitimate interest / contractual necessity).
• SA8000 / SMETA-Sedex 4-Pillar — for social-compliance scope.

Named sources: Law 4857 (Arts.5, 17, 18-21, 19, 25, 26, 41, 53), 1475 Art.14 (severance), 6098 Code of Obligations, 6698 KVKK + VERBİS, 6331 OHS, 5510 Social Security, Court of Cassation 9th/22nd Chamber precedents.