Barcelona labor Lawyer for dismissals

labour lawyers experts in layoff procedure:

 There are two kind of layoff in Spain, our experts can help you in this procedure:

dISCIPLINARY LAYOFF:

Our lawyers are experts in disciplinary layoff procedure and penalty: 

  1. First, we have to calculate the compensation amount.
  2. Secondly, it is important to know how the company can apply a penalty and/or proceed to a disciplinary layoff. 
  3. Thirdly, which is the evidence?

With these informations, we can study the situation and know which options you have.

redundancies:

Employment redundancies might be individual but must be collective if affects more than a 10%. Check it here formalities:

Huelga redonditoLink to employment collective dismissal experts

LAYOFF for economic reasons

This option of the employer is actually a contractual resolution that must be justified in :

  • economic reasons.
  • technical causes.
  • organisational causes.
  • production causes.

It will be necessary for the employer to allege and prove these causes for redundancies.

Procedure issues:

The layoff consequences/issues can be:

  • fair dismissal: the judge or the parties are agree with the reasons of the dismissal.
  • unfair dismissal: the judge or the parties declare that the dismissal is not motivated and the company has to pay legal compensation.
  • void dismissal: the judge declares that the dismissal violates fundamental rights and it is necessary for the company to reinstate the worker.

In order to know your options and possibilities in layoff procedure, we can study the matter through a face-to-face visit or video call.

Avocat français Barcelona Spain Link to Lawyer Barcelona

Contact here with our English speaking lawyers. We are located in Barcelona but we defend dismissals all over Spain. 

Abogado laboralista BarcelonaLink to English speaking employment lawyer

 "We are experts in employment law, at the negotiation and at the Court defence."

Spanish employment indemnification when dismissing:

  1. First insert the total annual gross salary
  2. Second insert antiquity before 2012 if any: how many years the employee was hired before 12/02/2012.
  3. Thirth insert antiquity after 2012: how many years the employee has been haired since 12/02/12 till today.
  • First result is indemnification for unfair dismissal
  • Second result is indemnification for fair objective dismissal
  • Thirth result is indemnification for fair disciplinary dismissal
 

 

We are specialist in employment dismissals and redundancies in Spain. Contact for any doubt you need to solve: