Demir who indicated that the employer cannot force the worker to take unpaid leave without a mutual agreement, also  said that “We consider this situation as the termination of the worker's employment by the employer without a justified and valid reason. The date on which the unpaid leave will expire must be specified, the unpaid leave cannot be given as open-ended. In such a case, the worker can request notice and severance pay, and also claim re-employment lawsuit , "he said.  Assist. Prof. Demir who stated that the decision and discretion regarding the use of annual paid leave belongs to the employer,  said, “In accordance with the principle of honesty, if the employer points out these days when the work density decreases significantly or stops, the workers should use their annual paid leave.”

Assist. Prof. Demir who talked about the cases of benefiting from the unemployment insurance of unemployed persons who are unemployed except for their own wishes and defects, also said, “For example, the person who terminated the employment contract for the right reason, who has been subjected to the employment contract for the last 120 days prior to the termination of the employment contract, who has paid unemployment insurance premium for at least 600 days in the last three years before the termination of the employment contract, is the closest within 30 days after the termination of the employment contract. Employees who apply to İŞKUR in person or electronically may benefit from unemployment benefits.”

Pointing out that the conditions for the short-time working allowance were partially facilitated by the Bag Law issued on March 26, Assist. Prof. Demir said the following about the conditions for benefiting from the short-working allowance: ‘’First, the worker must have been working in the same workplace for at least 60 days. Secondly, at least 450 days of unemployment insurance premium must be deposited on behalf of the worker in the last 3 years. If the worker does not meet these two conditions, he will not be able to benefit from the short-time working allowance. The short-time working allowance is up to 60 percent of the employee's monthly gross wage. The upper limit is 1 and a half times the minimum wage. In other words, the workers will be able to receive at least 700 lira and 4 thousand 400 lira”

Reminding that the duration of the short-term working allowance is three months at most, Assist. Prof. Ender Demir said, “With the Bag Law, President Recep Tayyip Erdoğan was authorized, he can extend this period until December 2020. The employer may also request the short-time working payment retrospectively, because the regulation came into force as of February 29, 2020. Those who want to benefit from the short-time working allowance were obliged not to lay off workers. If it is determined that the firms that have received this allowance are recruiting workers, the payments made are requested from the company. ”

Underlining that the employer must take all precautions according to the Occupational Health and Safety Law, which came into force in 2012, Assist. Prof. Demir said, “Because of the coronavirus outbreak, the workplaces should be disinfected regularly and the social distance should be maintained. If these measures are not taken, if there is intimacy between the workers and there is a serious danger, then the worker can avoid working in this situation and is entitled to receive wages. ”

Stating that any incident that harms the worker physically or spiritually in the workplace or during the execution of the work is an occupational accident, the teacher concluded his words by using the following expressions: “In this case, catching the remote worker by COVID-19 can be considered as a work accident. The important thing here is that the accident occurs during working hours, whilce working. Employees who have a work accident can benefit from temporary incapacity benefit, permanent incapacity income, and beneficiaries from death income ”