Today, due to the increasing workload of labor courts, the conclusion ofbusiness cases is delayed, which undermines the right to a fair trial. In order toalleviate the workload of courts and to resolve disputes in a shorter time,alternative dispute resolution methods are becoming more and more common.Although there are debates about whether arbitration is an alternative disputeresolution method in the doctrine, there is no hesitation about the disputeresolution that the parties have applied outside of the court upon their own will.Arbitration is the agreement between the two parties who have fallen intoconflict and the solution of this dispute to private persons and the examinationof the dispute by private persons. According to the regulation in article 20 of theLabor Law, the employee whose employment contract is terminated must applyto the mediator first if he / she wants to return to work on the grounds that thetermination notification is not given or that the reason is not a valid reason. Ifan agreement is not concluded as a result of the mediation activity; the lawsuitcan be filed in the labor court, or the parties can take the dispute to the privatearbitrator (arbitration) instead of the labor court. In this study, firstly, which jobdisputes can be applied for arbitration, and then the validity of the arbitrationclause in the employment contract has been examined in the light of the opinionsof the judiciary and the decisions of the Supreme Court.