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The more employees who become members of a trade union organized in a workplace the more trade union’s influence increase. Employees gathered around a powerful trade union can increase wages through the trade union, acquire better working conditions, limit employer’s right of administrate and terminate. However some employers don’t want to be imposed financial obligations or limit their rights. Therefore they resort to some discriminate acts for weakening trade union organized in workplace. For this purpose, employers can resort to anti-union discrimination in relating to hiring, during employment and dismissal. There are some various legal regulations against acts of anti-union discrimination of employers in order to protect employees’ trade union freedom and right to organize. In this regard article 25 of Act on Trade Unions and Collective Labour Agreement No 6356 is significant. In this context, one of these guarantees against acts anti-union discrimination is trade union compensation. This compensation is a civil penalty against acts of anti-union discrimination of employer. In this study, despite the fact that there are some deficiencies in trade union compensation regulations, it is a deterrent sanction against anti-union discrimination.