Under the Labor Law No. 4857, it is seen that the regulations on overtime work are mandatory. Unlike taking weekly working hours as a basis in limitation of daily working time, the lawmakers did not propose weekly overtime work in determining overtime work limits; they imposed limitations in terms of annual overtime work. Thus, in the Labor Law, overtime work period is regulated as not to be more than 270 hours in total per year. However in practice, it is observed that the limit, enacted by the law, is generally ignored and workers are forced to work even if they do not want to work overtime.Limiting overtime work to a maximum of 270 hours per year is not a legal barrier for evaluating the work that exceeds this limit as overtime work in terms of wage. Despite the fact that there is an overworking ban, an overwork, done with or without the consent of the parties will in any case give an incremental wage right. However, more importantly, in cases where an overwork is done over the maximum period of the annual limit, the worker has the contractual unilateral right of termination in accordance with the clause 24/II-f of Labor Law. Overtime work limit cannot exceed 270 hours per year and it is accepted as a working condition. Failure to enforce working conditions at the workplace is regulated as a justifiable termination for the worker. In addition, it is crucial to state that more than 270 hours of work per year will cause physical and mental fatigue for the worker and this is regarded as a justifiable termination in accordance with the Labor Law article 24/I-a which is "if it poses danger for worker's health and life". In our study, the legal consequences of forcing the worker to work over the maximum annual working time, which was determined by law, are discussed in accordance with the Supreme Court's precedents and opinions from doctrine.