The practice
Both sides of the table, one standard of rigour
We act for employees and for employers — dismissals and settlements, salary claims, harassment files, disciplinary proceedings, inspections and the social-security disputes that orbit them all. Acting on both sides is not a contradiction; it is the edge. We know exactly how the other bench builds its case, because on other days we are the other bench.
What decides labour cases is rarely drama and nearly always procedure: a letter dated right, a deadline met, a file that holds. The clocks are unforgiving — twenty working days to challenge a dismissal, mandatory conciliation before any court — so the useful habit is simple: bring the papers the week they arrive, unsigned.
Which side are you on?
Pick your seat at the table
A dismissal letter is designed to look final. It is not — it is the opening move, and you have twenty working days to answer it. Do not sign anything marked "conforme" under pressure: signing a receipt is not the same as agreeing, and a settlement reviewed before signature is routinely worth more than the one first offered.
The same desk claims unpaid salary and misapplied categories, protects you when the problem is harassment, and fights incapacity and benefit decisions in front of the social courts. First visit: bring the letter, the contract and the last payslips — we do the arithmetic before you decide anything.
- Challenge a dismissal — 20 working days
- Settlement review before you sign
- Unpaid salary & category claims
- Harassment: protection & evidence
- Incapacity & benefit appeals
- Conciliation & court representation
A dismissal that holds is built before the letter is sent, not after. We prepare disciplinary files that survive scrutiny, draft the letters that decide classifications, and defend the company at conciliation and in court — where a file done right is the difference between a closed case and a year of back salaries.
Beyond the conflict of the day: inspections attended and answered, contracts and working-time records kept defensible, restructurings done lawfully, and the collective side — agreements, representation, negotiations — handled with the same discipline.
- Disciplinary & dismissal files
- Defence at conciliation & court
- Labour inspections
- Restructurings done lawfully
- Contracts & working-time compliance
- Collective bargaining support
The route
From the letter to the hearing
The papers
Letter, contract, payslips — unsigned and inside the week. The twenty-day clock is already running.
The claim
The conciliation request that stops the clock and states your number — drafted to win, not just to file.
The conciliation
The mandatory meeting where a good file does its work. Many cases end here, on our figures.
The courtroom
The social courts, with everything documented from step one. Prepared cases settle better — and win more.
Labour Law questions
Before you ask
I have been dismissed. How long do I have?
Twenty working days from the dismissal date — one of the shortest deadlines in Spanish law, and weekends do not stretch it much. Come the same week, with whatever paperwork you have.
Should I sign the settlement (finiquito)?
Sign that you received it if you must — never that you agree, and never under pressure at the exit meeting. Reviewed first, a settlement is frequently worth more than the version put in front of you.
What compensation does a dismissal carry?
It depends on tenure, salary and — above all — how the dismissal is classified: a fair one and an unfair one carry very different scales. We calculate your real number in the first visit, before you accept anyone else's.
Do you act for employers too?
Yes — disciplinary files, defended claims, inspections, restructurings. And it is precisely because we litigate both sides that our files assume a sharp opponent, whoever that happens to be.
The company simply is not paying. What can I do?
Salary claims run through the same conciliation-then-court route, with surcharges for the delay — and when the company is genuinely insolvent, the wage guarantee fund covers part of what is owed. Unpaid does not mean unrecoverable.
Twenty days go fast. Bring it this week.
Dismissal letter, settlement, sanction, inspection notice — a lawyer reads it and tells you what it is worth and what to do, within one business day.
Prefer to call?
Have your papers read
Tell us what happened and when — a lawyer replies within one business day.
Appointment request
Pick the office, day and time that suit you — bring the letter, the contract and the last payslips.