It has been ruled in Article 17/4 of the Labor Code that in the event of an irregular termination, the party who fails to comply with the notice periods must pay compensation to the other party in the amount of the wages related to the notice periods. This compensation is called as compensation in lieu of notice in the doctrine. The amount of the compensation in lieu of notice is determined as “the wage for the notice period”. In the calculation of the compensation in lieu of notice in addition to the wage, the gross amount of the benefits provided to the employee in accordance with the money provided to the employee under the contract or the law and the benefits that can be measured in money is taken into consideration. However, the amount of the compensation in lieu of notice may be increased by the labor contract or collective bargaining agreement. In the event that the notice periods are increased by contract, the notice periods stipulated in the contract shall be taken as basis in the calculation of the compensation in lieu of notice. For this reason, in addition to the actual wage, monetary or monetary benefits paid to the employee in the form of social assistance will also be taken into account in the calculation of the dressed gross wage. However, since there is no ceiling, the entire wage will be included in the calculation. In the study, the nature of the notification periods and the consequences of non-compliance will be expressed comparatively.