Turkish Labour Law was first introduced to positive regulations on Job Security with the amendment made to the Labour Law No. 1475 by Law No. 4773. Shortly after this amendment, the provisions on job security were preserved in the Labour Law No. 4857, which repealed and replaced the Law No. 1475. Thus, two different categories of grounds for termination, namely ‘valid’ and ‘justified’, and two different termination procedures have been brought to the agenda. The problems caused by the difference in the procedural rules to be followed by the employer according to the category of grounds for termination have not yet been fully resolved, although more than twenty years have passed since the enforcement of the Law. During this period, different doctrinal opinions have been put forward and case law has been developed by the Court of Cassation; however, the problem arising from the systematics of the Law remains in essence.In order to present the problem, it is necessary to first focus on the rules applicable to the termination of the employment contract by the employer. Subsequently, we intend to emphasise the most visible aspects of the problem by including the predictions we made nearly twenty years ago. We will also try to find an answer to the question whether it is possible to overcome the problem through interpretation without amending the law.