Labour lawyer
for workers

In the event of dismissal, the time limit for claims is very limited: 20 working days from the date of the effect of the dismissal. They don't count Saturdays, Sundays or holidays, but time passes fast and any mistake can leave you without options. During that period, the conciliation ballot and, if there is no agreement, the judicial application must be submitted. That is why it is essential not to wait and not to sign documents without prior advice. Many people lose the chance to claim simply for passing the days or for trusting that "they will look at it later." An early review of dismissal makes it possible to check whether it can be declared appropriate, inappropriate or null and to define the best strategy from the outset.

To sign the finiquito does not necessarily mean that you agree with its content, but can have consequences if not done properly. In many cases it is recommended to sign as "non-conformity" or "pending review," but each situation is different. The finiquito may include wages, holidays, extra pay or even compensation, and an error in this document may result in significant amounts being lost. Before signing, it is appropriate to review what concepts are included, whether the figures are correct and whether any rights are being waived. Having prior advice allows you to sign safely and avoid future problems.

Companies cannot unilaterally change essential conditions such as wages, hours or shifts. These changes may constitute a substantial change in working conditions and must meet legal requirements. As a worker, you have the right to challenge the measure, accept it or even request the termination of the contract, with compensation in certain cases. Each option has different and time-bound implications for action. Analyzing the reason for the change, how it has been communicated and its real impact on your situation is key to deciding how to proceed and protect your rights

Yeah. If the company owes you wages, arrears, bonus, incentives or any other amount, you can claim them legally. There is a limitation period, usually a year, so it is not appropriate to let time pass. On many occasions, economic claims can be resolved through prior negotiation, but where this is not the case, conciliation and, if necessary, in the opinion. It is important to collect payroll, contracts, e-mails and any proof of debt. Appropriate advice makes it possible to calculate the amounts correctly and to raise the claim effectively.

Labour harassment, sexual harassment or discrimination on any grounds are expressly prohibited and may violate fundamental rights. These situations should be addressed with particular care, both at the human and legal levels. It is essential to document the facts, to keep evidence and to act with an appropriate strategy from the start. It is not always easy to step in, but there are legal mechanisms to protect and claim you. Each case requires an individualized analysis to decide the best way of action, whether internal, administrative or judicial. You are not obliged to endure situations that are against your dignity or your rights.

Not always. Many labour disputes are resolved before being tried through negotiation or conciliation. In fact, in most cases there is a mandatory pre-conciliation phase that allows agreements to be reached without the need for judicial procedure. A good strategy from the start can provide quick and satisfactory solutions. However, when it is not possible to reach agreement or fundamental rights have been violated, the best option may be to go to trial. The key is to assess each case with realism and decide the most appropriate path.