Short-time work regulated within the frame work of Unemployment Insurance Act has a dif ferent legal status compared with the short-timework practice in the workplace that may emergeas a result of the legal procedures; processes thatare enforced by Labor Ac or bilaterally agreed be tween the parties such as “fundamental changesin work conditions” and “suspension of employ ment contract”. This brings up the question of be tween all these legal procedures and processeswhether short-time work is mandatory by law ornot; we can say that when the conditions deter mined in law have been fulfilled, short-time workapplication by the employer is not mandatorybut; if the parties do not have another agreementin the context of Labour Act; because of the ulti ma ratio principle; short-time work is a practicethat should be followed by the employer prior tothe Short-time work regulated within the frame work of Unemployment Insurance Act has a dif ferent legal status compared with the short-timework practice in the workplace that may emergeas a result of the legal procedures; processes thatare enforced by Labor Ac or bilaterally agreed be tween the parties such as “fundamental changesin work conditions” and “suspension of employ ment contract”. This brings up the question of be tween all these legal procedures and processeswhether short-time work is mandatory by law ornot; we can say that when the conditions deter mined in law have been fulfilled, short-time workapplication by the employer is not mandatorybut; if the parties do not have another agreementin the context of Labour Act; because of the ulti ma ratio principle; short-time work is a practicethat should be followed by the employer prior tothe termination of the employment contract.Under the Unemployment Insurance Act no.4447, short-time work is defined in respect ofbenefiting from the short-time work benefitswhile the effects of short-time work on the em ployment contract are not regulated. On the oth er hand, the effects of short-time work on theemployment contract are not regulated in theLabour Act either. Therefore, this brings up thequestion of whether the employees are entitledto exercise their rights for termination with thevalid reasons emerging from Labour Act, which isa public act; because of short-time work practice;a special regulation under the Unemployment In surance Law. While the employee can exercise its immediatetermination right before the start of the short time work practice with the same justifications,it should be accepted that the employee cannotterminate his/her employment contract withvalid reasons if the short-time work practice hasalready been started and is going on in the work place, considering short-time work practice is alegal right of the employer and exercised basedon an administrative decision. In this respect,However, it is essential that short-time work pro visions and the regulations on benefitting theshort-time work benefits should neither be im peding on nor contradicting with the employeerights provided by Labor Act as a result of thesame justifications. The provisions of short-timework and short-time work benefits in Unemploy ment Insurance Act, should also not contradictthe employee rights provided by Labor Act as aresult of the same justifications in terms of du ration.