According to Article 18 of the Labour Code 4857, the employer who wants to terminate the contract of an employee included in the scope of job security with serving notice, must depend on a valid reason for such termination connected with the capacity or conduct of the employee or based on the operational requirements of the establishment or service. As those reasons haven’t been explained in detail within the Labour Code, especially conflicts about the valid reasons connected with the conduct of the employee appears usually in practice. In this study, we dwell on the issue whether the termination of the contract of the employee based on private life, family life and sexual orientation would be considered as a valid reason or just cause or not within the scope of the conduct of the employee and in this regard present situation is evaluated according to Court of Appeal verdicts.