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It is well known that unfair practices in organizations affect employees' intention to quit their job or actual turnover. However, in countries with high unemployment rates, the effect of unfair practices on the intention to quit the job and on actual turnover will not be the same. In countries with low employment opportunities, employees may be expected to endure unfair practices and to continue to remain in the organization. The aim of this study designed with these assumptions is how unfair practices in organizations shape the employees' actual turnover. Qualitative research conducted for this purpose, interviews were carried out with 20 people who were quitted from their previous job voluntarily. As a result of the analyses conducted with the descriptive analysis technique, it was found that unfair practices in the organizations were the major reasons for the actual turnovers. In addition, the main reason for these actual quits was the unfair distribution of the resources and the unfair behavior of their managers. The other results were discussed in the conclusion section.

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