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You must go to a labour lawyer whenever there is a conflict or a doubt related to your employment relationship, whether you are a worker or a company. In the case of workers, it is particularly recommended in the event of dismissal, a change in conditions, a wage claim, harassment, discrimination or a voluntary termination of the contract. For companies, job counselling is key before making sensitive decisions such as sanctions, dismissals, reorganisations, negotiations with the legal representation of workers or before a labour inspection. Counselling from the start allows anticipating risks, avoiding formal errors and defining a strong strategy that reduces economic and legal costs in the medium to long term.

Not always. In fact, many labour disputes are resolved before being brought to trial through negotiation or conciliation. In most cases, there is a mandatory pre-stage of administrative conciliation (SMAC or equivalent) that allows agreements to be reached without the need for judicial procedure. Good legal advice from the outset facilitates effective, fact-based negotiation, documentation and a correct assessment of the real risk of each party. However, in cases where it is not possible to reach a satisfactory agreement or where fundamental rights are violated, the most appropriate way to proceed to trial may be. The key is to analyse each case individually and to decide the most appropriate strategy in terms of the objectives and the context.

In the event of a dismissal, the most important thing is to act quickly and not sign any documents without prior advice. The time limits in labour law are very short: you usually have 20 working days to challenge a dismissal. It is essential to analyse the type of dismissal (disciplinary, objective or collective), the case alleged by the company and the documentation delivered. From there, it can be assessed whether the dismissal is appropriate, inappropriate or void, as well as the options for negotiation or claim. An early analysis makes it possible to define an appropriate strategy, either to improve compensation, to request readmission or to prepare a solid defence in case of judicial proceedings.

Yeah. The advice is provided to both workers and companies, always ensuring independence and confidentiality in each case. This double experience provides a complete view of the labour conflict, understanding how decisions are made within an organization and how the individual rights of the worker are defended. For workers, the aim is to protect their rights and maximize their legal options. For companies, it is about reducing risks, complying with regulations and making decisions in line with the operational reality of the business. This double perspective is particularly useful in negotiating processes, redundancies and complex conflicts.

Having a lawyer who has worked in Human Resources management posts provides a differential value. It makes it possible to understand not only the legal rule, but also the internal processes of companies, decision-making criteria, documentary management and negotiating dynamics. This results in more realistic strategies, a better anticipation of the other party's arguments and a greater capacity to identify weaknesses or strengths in each case. In practice, this experience facilitates more favourable agreements, reduces uncertainty and improves the chances of success in both negotiation and judicial proceedings.

The first contact aims to know your situation and to assess the case in a preliminary manner. This stage analyses the facts, the documentation available and the time limits applicable. From this information, a first guidance is provided on legal options, risks and possible next steps. This initial assessment is key to making informed decisions and avoiding hasty actions. Depending on the case, the most appropriate strategy and the type of accompaniment necessary, whether for timely negotiation, a specific procedure or continued advice, shall be defined.

Although the office is located in Madrid, advice can be provided both at the local level and in other territories, depending on the case. Many work procedures, especially in the process of counselling and negotiation, can be managed telematics. In the case of judicial proceedings, each situation is assessed individually to ensure a correct defence. Closeness, availability and clear communication are key elements of the service, regardless of the location of the customer.