{"id":2377,"date":"2025-03-12T13:00:40","date_gmt":"2025-03-12T12:00:40","guid":{"rendered":"https:\/\/tecemabogados.com\/dismissal-legal-precautions-that-lawyers-recommend-before-firing-an-employee\/"},"modified":"2025-03-12T13:00:40","modified_gmt":"2025-03-12T12:00:40","slug":"dismissal-legal-precautions-that-lawyers-recommend-before-firing-an-employee","status":"publish","type":"post","link":"https:\/\/tecemabogados.com\/en\/dismissal-legal-precautions-that-lawyers-recommend-before-firing-an-employee\/","title":{"rendered":"Dismissal: Legal precautions that lawyers recommend before firing an employee"},"content":{"rendered":"<p data-start=\"417\" data-end=\"662\">The <strong data-start=\"420\" data-end=\"431\">dismissal<\/strong> of an employee is one of the most sensitive decisions within a company. Not only does it affect the internal organization and the work environment, but it can also have legal consequences if it is not carried out correctly. <\/p>\n<p data-start=\"664\" data-end=\"1023\"><a href=\"https:\/\/www.google.com\/url?sa=t&source=web&rct=j&opi=89978449&url=\/maps\/place\/\/data%3D!4m2!3m1!1s0xd72f71f27a328a7:0xccdda8c80ad6147a%3Fsa%3DX%26ved%3D1t:8290%26ictx%3D111&ved=2ahUKEwiPrIvpsPiLAxVuiP0HHcK1HtcQ4kB6BAgpEAM&usg=AOvVaw2it3oiUbijayUDZJ3H_DTw\" target=\"_blank\" rel=\"noopener\"><strong data-start=\"668\" data-end=\"680\">Attorneys<\/strong> specialized<\/a> in labor law recommend companies to act with caution before proceeding with a <strong data-start=\"789\" data-end=\"800\">dismissal<\/strong>, making sure to comply with current regulations and to have a solid legal backing. A poorly managed procedure may result in unnecessary indemnities or even in the declaration of nullity of the <strong data-start=\"1009\" data-end=\"1020\">dismissal<\/strong>. <\/p>\n<p data-start=\"1025\" data-end=\"1165\">In this article, we analyze the key aspects that every company should consider before terminating the employment relationship with an employee.<\/p>\n<h2 data-start=\"1167\" data-end=\"1233\"><strong data-start=\"1170\" data-end=\"1231\">1. Determine the type of dismissal and its legal justification.<\/strong><\/h2>\n<p data-start=\"1235\" data-end=\"1416\">Before initiating the process, it is essential to identify the type of <strong data-start=\"1302\" data-end=\"1313\">dismissal<\/strong> to be applied. The legislation distinguishes several scenarios, each with specific requirements. <\/p>\n<h3 data-start=\"1418\" data-end=\"1454\"><strong data-start=\"1422\" data-end=\"1452\">Disciplinary dismissal <\/strong><\/h3>\n<p data-start=\"1456\" data-end=\"1637\">This type of termination occurs when the employee has seriously failed to fulfill his or her obligations. Examples include: <\/p>\n<ul data-start=\"1639\" data-end=\"1891\">\n<li data-start=\"1639\" data-end=\"1706\">Repeated and unjustified absences in attendance or punctuality.<\/li>\n<li data-start=\"1707\" data-end=\"1763\">Acts of disobedience or indiscipline at work.<\/li>\n<li data-start=\"1764\" data-end=\"1829\">Abuse of trust or breach of contractual good faith.<\/li>\n<li data-start=\"1830\" data-end=\"1891\">Workplace harassment or aggression within the work environment.<\/li>\n<\/ul>\n<p data-start=\"1893\" data-end=\"2068\">In order to justify this measure, it is essential to have documented evidence to support the decision.<\/p>\n<p data-start=\"1893\" data-end=\"2068\">Companies must ensure that the disciplinary procedure prior to termination of the contract is proportional to the misconduct committed. In many cases, before reaching a definitive measure, it is advisable to apply gradual sanctions, such as written warnings or temporary suspensions, which allow the employee to correct his or her behavior. <\/p>\n<p data-start=\"1893\" data-end=\"2068\">In addition, it is important that the company\u2019s internal protocols and disciplinary rules are properly defined and known to all employees to avoid misunderstandings or unnecessary conflicts.<\/p>\n<h3 data-start=\"2070\" data-end=\"2101\"><strong data-start=\"2074\" data-end=\"2099\">1.2. Objective dismissal <\/strong><\/h3>\n<p data-start=\"2103\" data-end=\"2276\">This occurs when there are economic, technical, organizational or production causes that justify the termination of the contract. The most common reasons include: <\/p>\n<ul data-start=\"2278\" data-end=\"2543\">\n<li data-start=\"2278\" data-end=\"2356\">Sustained reduction in revenues or decrease in the company\u2019s demand.<\/li>\n<li data-start=\"2357\" data-end=\"2471\">Changes in the organizational or technological structure that make it unfeasible to maintain the job.<\/li>\n<li data-start=\"2472\" data-end=\"2543\">Internal restructuring to ensure the viability of the business.<\/li>\n<\/ul>\n<p data-start=\"2545\" data-end=\"2709\">In these cases, the employee is entitled to a severance payment of 20 days per year worked, with a maximum of 12 monthly payments, in addition to 15 days\u2019 notice.<\/p>\n<h3 data-start=\"2711\" data-end=\"2743\"><strong data-start=\"2715\" data-end=\"2741\">Collective dismissal <\/strong><\/h3>\n<p data-start=\"2745\" data-end=\"3112\">When the company needs to reduce its workforce significantly in a period of 90 days, it must be processed by means of an Expediente de Regulaci\u00f3n de Empleo (ERE). In these cases, it is mandatory to negotiate with the workers\u2019 representatives and to comply with additional requirements to guarantee the legality of the process. <\/p>\n<h2 data-start=\"3114\" data-end=\"3174\"><strong data-start=\"3117\" data-end=\"3172\">2. Compliance with regulations prior to a layoff.<\/strong><\/h2>\n<p data-start=\"3176\" data-end=\"3358\">Labor <strong data-start=\"3180\" data-end=\"3192\">lawyers<\/strong> recommend reviewing the regulations in detail before executing a <strong data-start=\"3272\" data-end=\"3283\">dismissal<\/strong>, in order to avoid claims or penalties. Some key aspects include: <\/p>\n<ul data-start=\"3360\" data-end=\"3825\">\n<li data-start=\"3360\" data-end=\"3511\"><strong data-start=\"3362\" data-end=\"3398\">Revision of the employment contract<\/strong>: It may contain specific clauses on termination of the contract, indemnities or additional conditions.<\/li>\n<li data-start=\"3512\" data-end=\"3676\"><strong data-start=\"3514\" data-end=\"3549\">Applicable collective bargaining agreements<\/strong>: In some industries, collective bargaining agreements may establish additional requirements regarding <strong data-start=\"3633\" data-end=\"3645\">dismissals<\/strong> and financial compensation.<\/li>\n<li data-start=\"3677\" data-end=\"3825\"><strong data-start=\"3679\" data-end=\"3702\">Legislation in force<\/strong>: It is essential that the company ensures that it complies with the Workers\u2019 Statute and the regulations applicable to the sector.<\/li>\n<\/ul>\n<p data-start=\"3827\" data-end=\"4018\">Failure to comply with any of these provisions may result in a declaration of nullity of the procedure, obliging the company to reinstate the worker or pay higher compensation.<\/p>\n<h2 data-start=\"4020\" data-end=\"4072\"><strong data-start=\"4023\" data-end=\"4070\">3. Documentation and communication of the dismissal<\/strong><\/h2>\n<p data-start=\"4074\" data-end=\"4269\">To avoid conflicts, it is essential to notify the decision in an adequate manner and to have all the required documentation.<\/p>\n<h3 data-start=\"4271\" data-end=\"4318\"><strong data-start=\"4275\" data-end=\"4316\">3.1. Drafting of the dismissal letter <\/strong><\/h3>\n<p data-start=\"4320\" data-end=\"4385\">The letter of <strong data-start=\"4332\" data-end=\"4343\">termination<\/strong> is a key document that should include:<\/p>\n<ul data-start=\"4387\" data-end=\"4574\">\n<li data-start=\"4387\" data-end=\"4432\">The specific cause that motivates the decision.<\/li>\n<li data-start=\"3746\" data-end=\"3783\">The date on which it will take effect.<\/li>\n<li data-start=\"4473\" data-end=\"4574\">Reference to the applicable regulations and, if applicable, to the evidence justifying the measure.<\/li>\n<\/ul>\n<p data-start=\"3870\" data-end=\"3968\">If this document is not drafted correctly, the measure could be challenged by the worker.<\/p>\n<h3 data-start=\"4688\" data-end=\"4723\"><strong data-start=\"4692\" data-end=\"4721\">3.2. Notice periods and notice requirements <\/strong><\/h3>\n<p data-start=\"4725\" data-end=\"4943\">In cases where the regulations require it, the company must communicate the decision at least 15 days in advance. If this period is not respected, it will be necessary to pay an equivalent financial compensation. <\/p>\n<h2 data-start=\"4945\" data-end=\"4996\"><strong data-start=\"4948\" data-end=\"4994\">4. Settlement and severance after a dismissal<\/strong><\/h2>\n<p data-start=\"4998\" data-end=\"5111\">Upon termination of the contract, the employee must receive the payment corresponding to the economic concepts pending. This calculation may include: <\/p>\n<ul data-start=\"5113\" data-end=\"5359\">\n<li data-start=\"4450\" data-end=\"4519\">Salary corresponding to the days worked in the current month.<\/li>\n<li data-start=\"5198\" data-end=\"5264\">Pending extraordinary payments, if they have not been prorated.<\/li>\n<li data-start=\"5265\" data-end=\"5312\">Compensation for vacations not taken.<\/li>\n<li data-start=\"5313\" data-end=\"5359\">Indemnification, if applicable.<\/li>\n<\/ul>\n<p data-start=\"5361\" data-end=\"5554\">The severance payment is a document that should be carefully reviewed before signing. If the employee has any doubts, he\/she can ask for advice to ensure that the amounts are correct. <\/p>\n<h2 data-start=\"5556\" data-end=\"5616\"><strong data-start=\"5559\" data-end=\"5614\">5. Risks of challenges and labor claims<\/strong><\/h2>\n<p data-start=\"5618\" data-end=\"5764\">If the employee considers that the termination of his contract has been unjustified, he may challenge the decision before the courts. In such cases, the judge may declare: <\/p>\n<ul data-start=\"5766\" data-end=\"6195\">\n<li data-start=\"5766\" data-end=\"5843\"><strong data-start=\"5768\" data-end=\"5782\">Proceeding<\/strong>: It is confirmed that the company acted in accordance with the regulations.<\/li>\n<li data-start=\"5844\" data-end=\"6011\"><strong data-start=\"5846\" data-end=\"5862\">Unjustified<\/strong>: It is determined that there was no valid justification, obliging the company to reinstate the worker or compensate him with 33 days per year worked.<\/li>\n<li data-start=\"6012\" data-end=\"6195\"><strong data-start=\"6014\" data-end=\"6022\">Null<\/strong>: It is concluded that the measure violated fundamental rights, which obliges the company to reinstate the worker and pay him the wages not received.<\/li>\n<\/ul>\n<p data-start=\"6197\" data-end=\"6383\">To avoid claims, it is advisable that companies have specialized legal advice and follow all the required formalities.<\/p>\n<p data-start=\"6406\" data-end=\"6702\">The termination of an employee\u2019s employment relationship is a process that must be carefully managed to avoid legal disputes. Correctly identifying the cause, complying with current regulations and properly documenting the decision are fundamental aspects to ensure a risk-free procedure. <\/p>\n<p data-start=\"6704\" data-end=\"6908\"><strong data-start=\"6708\" data-end=\"6720\">Attorneys<\/strong> specialized in labor law can advise companies on the correct management of <strong data-start=\"6812\" data-end=\"6824\">dismissals<\/strong>, ensuring that the rights of both the employee and the employer are respected.<\/p>\n<p data-start=\"6910\" data-end=\"7120\">If you need advice on the proper handling of a termination or any other aspect of employment law, our team is here to help you. At <a href=\"https:\/\/tecemabogados.com\" target=\"_blank\" rel=\"noopener\"><strong data-start=\"173\" data-end=\"191\">Tecem Abogados<\/strong><\/a>we offer solutions adapted to each case, guaranteeing a safe process and in accordance with current regulations. We invite you to visit our website and follow us on <a href=\"https:\/\/instagram.com\/tecemabogadosmalaga\" target=\"_blank\" rel=\"noopener\">our social networks<\/a>, where we share updated information and legal advice that can be very useful. Do not miss the opportunity to be informed and have the support of specialized professionals.   <\/p>\n","protected":false},"excerpt":{"rendered":"<p>The dismissal of an employee is one of the most sensitive decisions within a company. Not only does it affect the internal organization and the work environment, but it can also have legal consequences if it is not carried out correctly. Attorneys specialized in labor law recommend companies to act with caution before proceeding with [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2374,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","rank_math_title":"dismissal,lawyer | Tecem Abogados","rank_math_description":"dismissal lawyer en M\u00e1laga con total garant\u00eda jur\u00eddica. Asesores especializados, resultados probados. Primera consulta gratis.","rank_math_canonical_url":"","rank_math_focus_keyword":"dismissal,lawyer"},"categories":[1],"tags":[],"class_list":["post-2377","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sin-categorizar"],"acf":[],"_links":{"self":[{"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/posts\/2377","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/comments?post=2377"}],"version-history":[{"count":0,"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/posts\/2377\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/media\/2374"}],"wp:attachment":[{"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/media?parent=2377"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/categories?post=2377"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/tecemabogados.com\/en\/wp-json\/wp\/v2\/tags?post=2377"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}