Electronic Notification to Employees via Registered Electronic Mail (KEP): 2025 Regulation and Implementation Notes

Electronic Notification to Employees via KEP: 2025 Regulation and Implementation Notes
With digitalization, speed and verifiability in employer–employee communication have become increasingly important. In this context, Registered Electronic Mail (KEP) stands out as a secure method for official notifications, as it records both sending and delivery processes.
Following the amendment to Article 109 of the Labor Law No. 4857, employers are allowed to make certain notifications to employees via KEP, provided that the employee’s written consent is obtained. This regulation entered into force on July 24, 2025.
An important exception applies: notifications that result in termination of the employment contract must still be made in written form. Therefore, KEP is not considered a substitute for termination notices.
Additionally, the costs of obtaining and using a KEP account must be covered by the employer. The application process consists of online pre-application and identity verification steps.