Newsletter-21

336 NEWSLETTER 2016 In this manner, the employer adheres to the principle of termination as a last remedy, and perchance the employee may accept the amend- ment, and thus, no need to terminate the contract. Conclusion The employers should be aware that the actions they decide to implement in line with their management right, unilaterally, cannot be removed through their unilateral consent. The gestures they make in good faith can be irrevocable. Within this scope, employers should reserve their right of withdrawal while granting implementations and they should obtain their employee’s written consent when they decide to remove a workplace practice. In the event that they cannot obtain the written consent of the employee, they may terminate the employ- ment contract respecting the regulations governing severance payment and notification period. In the event that they do not terminate the contract, but remove the workplace practice, the employee has the right to terminate the contract and claim for the workplace practices.