{"id":25269,"date":"2026-05-21T09:00:00","date_gmt":"2026-05-21T07:00:00","guid":{"rendered":"https:\/\/delaguialuzon.com\/?p=25269"},"modified":"2026-05-21T10:38:24","modified_gmt":"2026-05-21T08:38:24","slug":"dismissal-in-spain","status":"publish","type":"post","link":"https:\/\/delaguialuzon.com\/en\/blog\/dismissal-in-spain\/","title":{"rendered":"Dismissal in Spain: A 2026 guide for international employers and employees"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"25269\" class=\"elementor elementor-25269\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-691d56d6 e-flex e-con-boxed e-con e-parent\" data-id=\"691d56d6\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-787374bd elementor-widget elementor-widget-text-editor\" data-id=\"787374bd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div style=\"background-color: #f5f5f5; padding: 24px; margin: 0 0 32px 0; border-radius: 6px;\"><h2 style=\"margin-top: 0;\">Dismissal in Spain of Foreign Workers<\/h2><ul><li>Dismissals are classed as fair, unfair, or null.<\/li><li>The main rules are in the Workers\u2019 Statute.<\/li><li>Unfair dismissal usually means 33 days\u2019 salary per year worked.<\/li><li>Objective dismissal usually means 20 days\u2019 salary per year worked.<\/li><li>Employees have 20 working days to challenge dismissal.<\/li><li>SMAC conciliation is required before the court.<\/li><li>UK employers in Spain follow the same dismissal rules.<\/li><li>The July 2025 Supreme Court ruling confirmed statutory severance caps.<\/li><\/ul><\/div><h2>What foreign workers should know about dismissal in Spain<\/h2><p><strong>Dismissal in Spain<\/strong> is one of the most tightly regulated areas of Spanish employment law and a frequent source of disputes between international employers and their Spanish staff.<\/p><p>The procedure, the severance entitlement and the judicial outcome all depend on the legal category assigned to the termination, a distinction that catches many UK SMEs off guard.<\/p><p>This guide explains the three classifications of dismissal under Spanish law, how severance is calculated, the timeline for challenging a termination, and the points that UK employers and international employees must consider in 2026.<\/p><p>The information draws on the Workers&#8217; Statute, recent Royal Decree-Laws, official guidance from the Ministry of Labour, and current rulings of the Tribunal Supremo.<\/p><h2 class=\"wp-block-heading\">The legal framework for dismissal in Spain<\/h2><p>The core statute governing dismissal in Spain is the Workers&#8217; Statute, codified as <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430\" target=\"_blank\" rel=\"nofollow noopener\">Real Decreto Legislativo 2\/2015<\/a>, of 23 October.<\/p><p><strong>Articles 49<\/strong> <strong>to 56<\/strong> set out the grounds for terminating an employment contract, the procedure to be followed and the financial consequences of each scenario.<\/p><p>Subsequent reforms, in particular <strong>Royal Decree-Law 32\/2021<\/strong> (the 2021 labour reform), refined the rules on fixed-term contracts and stabilised many employment relationships into indefinite agreements, while leaving the dismissal architecture broadly intact.<\/p><p>The Inspecci\u00f3n de Trabajo y Seguridad Social monitors compliance and can impose administrative penalties where employers fail to observe procedure or breach equality requirements.<\/p><p>The Juzgados de lo Social (Social Courts) hold exclusive jurisdiction over individual dismissal claims, with appeals progressing to the Tribunal Superior de Justicia of each autonomous community and, ultimately, to the Tribunal Supremo.<\/p><blockquote style=\"border-left: 4px solid #768f6f; background: #f9f9f9; padding: 15px 20px; margin: 24px 0;\"><p>According to the Consejo General del Poder Judicial, Spanish Social Courts processed more than 96,000 individual dismissal claims in 2024, of which approximately 38% were classified as improcedente (unfair).\u00a0<\/p><\/blockquote><h3 class=\"wp-block-heading\">Hierarchy of sources<\/h3><p>The sources that govern any dismissal in Spain follow a strict hierarchy.<\/p><ul class=\"wp-block-list\"><li>The Spanish Constitution (Article 35 on the right to work and Article 14 on non-discrimination).<\/li><li>The Workers&#8217; Statute (Real Decreto Legislativo 2\/2015).<\/li><li>Sector-level and company-level collective bargaining agreements (convenios colectivos).<\/li><li>The individual employment contract.<\/li><li>Binding case law of the Tribunal Supremo and the Constitutional Court.<\/li><\/ul><p>Collective bargaining agreements often impose additional procedural requirements, longer notice periods or enhanced severance terms, and they must be reviewed carefully before any dismissal is executed.<\/p><h2 class=\"wp-block-heading\">Who is affected by dismissal in Spain?<\/h2><p>Spanish dismissal rules apply to every employment relationship governed by the Workers&#8217; Statute, regardless of where the employer is incorporated.<\/p><p>A UK limited company hiring in Spain through a Spanish subsidiary, a branch (sucursal) or even via an Employer of Record (EOR) is fully subject to Spanish dismissal protections.<\/p><p>The rules cover the following workforce categories.<\/p><ul class=\"wp-block-list\"><li>Spanish nationals working under Spanish contracts.<\/li><li>EU and EEA citizens employed in Spain by Spanish or foreign employers.<\/li><li>UK nationals working in Spain, either with settled status under the Withdrawal Agreement or under post-Brexit work and residence permits.<\/li><li>Posted workers under Directive 96\/71\/EC and Law 45\/1999, with Spanish dismissal protections applying once duration thresholds are exceeded.<\/li><li>Senior managers (personal de alta direcci\u00f3n), who fall under a special regime (Royal Decree 1382\/1985) with reduced protection.<\/li><\/ul><p>For UK SMEs, the most common misunderstanding is the assumption that English-style at-will reasoning applies to terminations.<\/p><p>Spanish employment relationships are presumed indefinite, and termination must always be justified, documented and aligned with one of the categories below.<\/p><p>UK businesses sending staff to Spain should review our guide on <a href=\"https:\/\/delaguialuzon.com\/en\/blog\/relocating-uk-employees-to-spain\/\">relocating UK employees to Spain<\/a> before contemplating any termination.<\/p><p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-25277 size-full\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/employer-giving-dismissal-notice-young-woman-scaled.jpg\" alt=\"getting fired in spain\" width=\"2560\" height=\"1707\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/employer-giving-dismissal-notice-young-woman-scaled.jpg 2560w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/employer-giving-dismissal-notice-young-woman-300x200.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/employer-giving-dismissal-notice-young-woman-1024x683.jpg 1024w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/employer-giving-dismissal-notice-young-woman-768x512.jpg 768w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/employer-giving-dismissal-notice-young-woman-1536x1024.jpg 1536w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/employer-giving-dismissal-notice-young-woman-2048x1365.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p><h2 class=\"wp-block-heading\">The three categories of dismissal: Procedente, improcedente and nulo<\/h2><p>Spanish law classifies every contested <strong>dismissal in Spain<\/strong> into one of three judicial outcomes after a claim is filed.<\/p><p>The category determines the employer&#8217;s financial exposure and the employee&#8217;s right to reinstatement.<\/p><h3 class=\"wp-block-heading\">Fair dismissal (procedente)<\/h3><p>A <strong>dismissal in Spain<\/strong> is classified as procedente where the employer demonstrates a valid legal cause and observes the procedural requirements.<\/p><p>Valid grounds include disciplinary dismissal (despido disciplinario) under <strong>Article 54<\/strong>, such as repeated unexcused absences, gross insubordination, breach of trust, harassment or substantial reductions in performance, and objective dismissal (despido objetivo) under <strong>Article 52<\/strong>, including economic, technical, organisational or production reasons.<\/p><p>If the court upholds a disciplinary dismissal as procedente, no severance is owed, although outstanding holiday pay and any final payslip items (finiquito) remain payable.<\/p><p>For objective dismissals, the statutory severance of 20 days per year of service, capped at 12 monthly payments, is due, and it must be paid simultaneously with the delivery of the dismissal letter.<\/p><h3 class=\"wp-block-heading\">Unfair dismissal in Spain (improcedente)<\/h3><table style=\"width: 100%; border-collapse: collapse; background-color: #ffffff; color: #000000;\"><thead><tr><th style=\"border: 1px solid #000000; padding: 12px; text-align: left;\">Example<\/th><th style=\"border: 1px solid #000000; padding: 12px; text-align: left;\">Issue<\/th><\/tr><\/thead><tbody><tr><td style=\"border: 1px solid #000000; padding: 12px;\">Disciplinary dismissal<\/td><td style=\"border: 1px solid #000000; padding: 12px;\">The alleged misconduct is not proven.<\/td><\/tr><tr><td style=\"border: 1px solid #000000; padding: 12px;\">Unclear dismissal letter<\/td><td style=\"border: 1px solid #000000; padding: 12px;\">The facts are not explained in enough detail.<\/td><\/tr><tr><td style=\"border: 1px solid #000000; padding: 12px;\">Objective dismissal<\/td><td style=\"border: 1px solid #000000; padding: 12px;\">The employer fails to give 15 days\u2019 notice or pay severance at the same time.<\/td><\/tr><\/tbody><\/table><p>A dismissal is improcedente where the court finds that the cause was insufficient, unproven or procedurally defective.<\/p><p>The employer must then choose, within five days of the ruling, between two outcomes.<\/p><ul class=\"wp-block-list\"><li>Reinstating the employee with back pay (salarios de tramitaci\u00f3n) covering the period between dismissal and reinstatement.<\/li><li>Paying severance of 33 days of salary per year of service, capped at 24 monthly payments, calculated pro rata for partial years.<\/li><\/ul><p>The 33-day rule applies to service accrued from 12 February 2012 onwards.<\/p><p>Service before that date accrues at 45 days per year, capped at 42 monthly payments for that period, under the transitional regime introduced by Law 3\/2012.<\/p><p>For deeper context on recent case law, our analysis of the <a href=\"https:\/\/delaguialuzon.com\/en\/blog\/unfair-dismissal-compensation\/\">Supreme Court ruling on unfair dismissal compensation<\/a> sets out why the statutory caps cannot be lifted by judges.<\/p><h3 class=\"wp-block-heading\">Null dismissal (nulo)<\/h3><p>A dismissal is declared nulo where it breaches a fundamental right or is discriminatory under <strong>Article 14<\/strong> of the Spanish Constitution.<\/p><p>This includes dismissal of pregnant employees, employees on parental leave, employees following a complaint about workplace harassment, and any termination based on protected grounds such as race, sex, religion, sexual orientation, disability or trade-union activity.<\/p><p>The consequences are severe: immediate reinstatement is mandatory, and the employee must be paid full back pay from the date of dismissal until the date of effective reinstatement.<\/p><p>The employer has no option to substitute compensation for reinstatement, unlike in an improcedente outcome.<\/p><h2 class=\"wp-block-heading\">Severance calculation under Spanish dismissal rules<\/h2><p>The financial outcome of a dismissal in Spain depends on three variables: the category assigned by the court, the length of service, and the salary.<\/p><p>The table below summarises how each category compares.<\/p><figure class=\"wp-block-table\"><table><thead><tr><th>Category<\/th><th>Legal basis<\/th><th>Severance<\/th><th>Reinstatement<\/th><th>Court verdict<\/th><\/tr><\/thead><tbody><tr><td>Procedente (disciplinary)<\/td><td>Article 54 ET<\/td><td>None (only finiquito)<\/td><td>Not applicable<\/td><td>Cause proven and procedure correct<\/td><\/tr><tr><td>Procedente (objective)<\/td><td>Article 52 ET<\/td><td>20 days\/year, capped at 12 months<\/td><td>Not applicable<\/td><td>Cause proven and procedure correct<\/td><\/tr><tr><td>Improcedente<\/td><td>Article 56 ET<\/td><td>33 days\/year, capped at 24 months (45 days\/year for pre-12 February 2012 service, capped at 42 months)<\/td><td>Employer&#8217;s choice within 5 days<\/td><td>Cause insufficient or procedure flawed<\/td><\/tr><tr><td>Nulo<\/td><td>Article 55.5 ET<\/td><td>Back pay from dismissal to reinstatement<\/td><td>Mandatory<\/td><td>Discriminatory or fundamental right breached<\/td><\/tr><\/tbody><\/table><\/figure><h3 class=\"wp-block-heading\">Worked example<\/h3><p>Consider a UK employee earning \u20ac45,000 gross per year with five full years of service in a Valencian Community-based company.<\/p><ul class=\"wp-block-list\"><li>Annual gross salary: \u20ac45,000.<\/li><li>Daily salary (\u20ac45,000 \/ 365 days): \u20ac123.29.<\/li><li>Years of service: 5.<\/li><li>Severance if dismissal is improcedente: \u20ac123.29 \u00d7 33 days \u00d7 5 years = \u20ac20,343, well within the 24-month cap of \u20ac90,000.<\/li><li>Severance if dismissal is procedente by objective grounds: \u20ac123.29 \u00d7 20 days \u00d7 5 years = \u20ac12,329, within the 12-month cap of \u20ac45,000.<\/li><li>Severance if dismissal is procedente by disciplinary grounds: nil, save final payslip items.<\/li><\/ul><p>The daily salary calculation must include extraordinary payments (pagas extraordinarias), regular bonuses, commissions and benefits in kind that form part of the contractual remuneration package.<\/p><p>Errors at this step routinely understate the true severance figure and lead to further claims.<\/p><h2 class=\"wp-block-heading\">The dismissal procedure step by step<\/h2><p>Spanish dismissal procedure is highly formal, and procedural defects routinely cause an otherwise valid dismissal to be reclassified as improcedente.<\/p><ol class=\"wp-block-list\"><li>Draft a written dismissal letter (carta de despido) specifying the facts, dates and legal basis under Article 54 ET.<\/li><li>Deliver the letter in person with acknowledgement of receipt, or via burofax (a Spanish legally tracked postal service).<\/li><li>Deregister the employee from the Tesorer\u00eda General de la Seguridad Social (TGSS) on the effective date.<\/li><li>Settle the final payslip (finiquito), including outstanding salary, accrued holiday pay and the proportional share of extra payments.<\/li><li>Issue the company certificate (certificado de empresa) so the worker can claim unemployment benefits at SEPE.<\/li><\/ol><p><img decoding=\"async\" class=\"aligncenter wp-image-25278 size-full\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/close-up-businessman-holding-paper-his-office-scaled.jpg\" alt=\"work dismissal payout\" width=\"2560\" height=\"1707\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/close-up-businessman-holding-paper-his-office-scaled.jpg 2560w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/close-up-businessman-holding-paper-his-office-300x200.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/close-up-businessman-holding-paper-his-office-1024x683.jpg 1024w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/close-up-businessman-holding-paper-his-office-768x512.jpg 768w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/close-up-businessman-holding-paper-his-office-1536x1024.jpg 1536w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2026\/05\/close-up-businessman-holding-paper-his-office-2048x1365.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p><h3 class=\"wp-block-heading\">Additional steps for an objective dismissal<\/h3><ol class=\"wp-block-list\"><li>Provide 15 days&#8217; written notice or pay 15 days of salary instead of notice.<\/li><li>Deliver severance of 20 days per year of service together with the dismissal letter; missing this step automatically converts the dismissal into improcedente.<\/li><li>Where collective dismissal thresholds are met (10 employees in companies of fewer than 100, 10% in companies of 100 to 300, or 30 employees in companies above 300, within any 90 days), follow the collective redundancy procedure (ERE) under Article 51 ET with consultation and authority notification.<\/li><\/ol><h3 class=\"wp-block-heading\">Challenging the dismissal<\/h3><p>The employee has 20 working days to file a complaint, beginning the day after the dismissal takes effect (Article 59.3 ET).<\/p><p>The first step is conciliation at SMAC (Servicio de Mediaci\u00f3n, Arbitraje y Conciliaci\u00f3n) or the regional equivalent.<\/p><p>If conciliation fails, the matter proceeds to the Juzgados de lo Social, with a typical hearing date within four to nine months in the Valencia courts.<\/p><p>The Valencian Community handles dismissal matters through its specialised social-jurisdiction courts in Valencia, Alicante and Castell\u00f3n, all of which operate with shorter waiting times than Madrid or Barcelona.<\/p><h2 class=\"wp-block-heading\">Cross-border considerations for UK employers post-Brexit<\/h2><p>The <a href=\"https:\/\/delaguialuzon.com\/en\/blog\/british-expats-brexit\/\">United Kingdom&#8217;s withdrawal from the EU<\/a> did not change the substantive employment protections owed to UK staff in Spain, but it did reshape the social-security and posting framework around them.<\/p><p>UK companies hiring directly in Spain still bear full Spanish employer obligations, including dismissal compliance.<\/p><p>Key 2026 considerations for UK employers are set out below.<\/p><ul class=\"wp-block-list\"><li>A1\/PDA1 certificates issued under the Spain\u2013UK protocol of the Trade and Cooperation Agreement permit short-term postings, typically up to 24 months and extendable to 5 years, without dual social-security contributions.<\/li><li>The EU Framework Agreement on Teleworking of 1 July 2023 does not cover the United Kingdom, so a UK-resident remote employee of a Spanish company is fully subject to Spanish social security from day one unless covered by a specific bilateral exception.<\/li><li>UK companies without a Spanish entity often use an Employer of Record (EOR), but the EOR becomes the legal employer for dismissal purposes, complicating substantive control over termination decisions.<\/li><li>Settled-status UK nationals retain the right to work in Spain under the Withdrawal Agreement and benefit from the full dismissal protections of the Workers&#8217; Statute.<\/li><li>Modelo 296 and Modelo 216 obligations on cross-border payroll continue alongside the dismissal process and must be settled on the termination date.<\/li><\/ul><p>UK employers should map their workforce by country of work, country of residence and country of social-security registration before any dismissal decision, since each variable can affect both the procedure and the financial exposure.<\/p><p>Our coverage of\u00a0<a href=\"https:\/\/delaguialuzon.com\/en\/blog\/social-security-developments-for-cross-border-teleworkers\/\">social security for cross-border teleworkers<\/a> provides further detail for international HR teams.<\/p><h2 class=\"wp-block-heading\">Common pitfalls in Spanish dismissal<\/h2><p>Procedural errors, not substantive ones, are the most frequent cause of an unfavourable ruling for the employer.<\/p><ul class=\"wp-block-list\"><li style=\"list-style-type: none;\"><ul class=\"wp-block-list\"><li>Vague or generic dismissal letters that fail to describe specific incidents, dates and witnesses, leading the court to find insufficient cause.<\/li><li>Failure to deliver severance at the time of an objective dismissal, which automatically reclassifies the dismissal as improcedente regardless of the underlying cause.<\/li><li>Late filing of the company certificate prevents the worker from accessing SEPE unemployment benefits and triggers administrative fines.<\/li><li>Dismissal of a protected worker (pregnant employees, employees on family-care leave, whistleblowers) without exceptional and well-documented grounds, leading to a nulo classification.<\/li><li>Overlooking the applicable collective bargaining agreement, which may require longer notice or improved severance.<\/li><li>Treating gardening-leave or settlement-style arrangements as equivalent to a Spanish acuerdo, when the Spanish framework requires a formal conciliation act to extinguish future claims.<\/li><\/ul><\/li><\/ul><p><!-- wp<\/p>\n<div style=\"border: 3px solid #6e7d65; background-color: #f9f9f9; padding: 24px; border-radius: 8px; margin: 32px 0;\">\n<h3 style=\"margin-top: 0; color: #6e7d65;\">\n    Common Employer Mistakes in Spanish Dismissals<br \/>\n  <\/h3>\n<p>\n    Procedural mistakes are one of the main reasons employers lose dismissal cases in Spain \u2014 even when there may have been a valid reason for termination.\n  <\/p>\n<ul>\n<li>Using vague dismissal letters without clear facts or dates.<\/li>\n<li>Failing to pay severance at the same time as an objective dismissal.<\/li>\n<li>Submitting company documents late, delaying unemployment benefits.<\/li>\n<li>Dismissing protected employees without strong legal grounds.<\/li>\n<li>Ignoring collective bargaining agreement requirements.<\/li>\n<li>Using informal settlement arrangements instead of formal conciliation.<\/li>\n<li>Misunderstanding probation-period termination limits.<\/li>\n<li>Calculating salary or severance incorrectly.<\/li>\n<\/ul>\n<\/div>\n<p><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\"><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\"><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\"><\/span><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\"><\/span><\/span><\/span>:list-item --><\/p><ul class=\"wp-block-list\"><li>Assuming that probationary clauses (periodo de prueba) provide complete freedom to terminate, the cap is six months for qualified workers and two months for unqualified workers, and equality and dignity protections still apply.<\/li><li>Underestimating the impact of an erroneous daily-salary calculation, which can convert a budgeted exit into a costly contested claim.<\/li><\/ul><div style=\"border: 3px solid #6e7d65; background-color: #f9f9f9; padding: 24px; border-radius: 8px; margin: 32px 0;\"><h3 style=\"margin-top: 0; color: #6e7d65;\">Common Employer Mistakes in Spanish Dismissals<\/h3><p>Procedural mistakes are one of the main reasons employers lose dismissal cases in Spain, even when there may have been a valid reason for termination.<\/p><ul><li>Using vague dismissal letters without clear facts or dates.<\/li><li>Failing to pay severance at the same time as an objective dismissal.<\/li><li>Submitting company documents late, delaying unemployment benefits.<\/li><li>Dismissing protected employees without strong legal grounds.<\/li><li>Ignoring collective bargaining agreement requirements.<\/li><li>Using informal settlement arrangements instead of formal conciliation.<\/li><li>Misunderstanding probation-period termination limits.<\/li><li>Calculating salary or severance incorrectly.<\/li><\/ul><\/div><h2 class=\"wp-block-heading\">Recent reforms and 2026 updates on dismissal in Spain<\/h2><p>The Spanish dismissal framework remained broadly stable through 2024 and 2025, with refinements rather than wholesale change.<\/p><ul class=\"wp-block-list\"><li>The Supreme Court ruling of July 2025 confirmed that the statutory severance ceiling for unfair dismissal under Article 56.1 of the Workers&#8217; Statute cannot be raised by judges, even where the employee shows individual hardship.<\/li><li>The ruling expressly addressed the European Committee of Social Rights (ECSR) decision of 2024 that had questioned Spanish severance ceilings, holding that ECSR resolutions are not binding on Spanish courts and do not displace statutory law.<\/li><li>The 2026 update to the Minimum Interprofessional Salary (MSI) influences severance bases for low-wage workers and pro-rata calculations; see our note on the <a href=\"https:\/\/delaguialuzon.com\/en\/blog\/minimum-interprofessional-salary\/\">Minimum Interprofessional Salary<\/a>.<\/li><li>Continued consolidation of the 2021 labour reform (Royal Decree-Law 32\/2021) means more workers benefit from indefinite contracts, broadening the pool of severance-entitled relationships.<\/li><li>Legislative debate on shortening the working week from 40 to 37.5 hours may indirectly affect the daily salary base used for severance calculations.<\/li><\/ul><p>For UK employers, the practical takeaway is that Spanish severance figures are now firmly capped, providing greater predictability when budgeting workforce restructuring or individual exits.<\/p><h2 class=\"wp-block-heading\">How Delagu\u00eda y Luz\u00f3n assists with dismissal in Spain<\/h2><p>Delagu\u00eda y Luz\u00f3n Abogados has advised international clients on Spanish employment law from its Valencia office since 1960.<\/p><p>The firm represents both employers and employees, with multilingual support in English, French, Spanish and Russian.<\/p><p>Our dismissal-related services include the following.<\/p><ul class=\"wp-block-list\"><li>Pre-dismissal risk assessment and procedural planning, with full documentation review.<\/li><li>Drafting and review of carta de despido and supporting evidence files.<\/li><li>Representation at SMAC conciliation and before the Juzgados de lo Social.<\/li><li>Severance optimisation and final review for departing employees.<\/li><li>Collective bargaining agreement interpretation and convenio-specific compliance.<\/li><li>Cross-border dismissal coordination with UK counsel, including A1\/PDA1 and posted-worker matters.<\/li><li>Posted-worker compliance under Directive 96\/71\/EC, Law 45\/1999 and the Spain\u2013UK SSC protocol.<\/li><\/ul><p>For UK SMEs, the firm provides integrated HR services through our <a href=\"https:\/\/delaguialuzon.com\/en\/labour-solicitor-valencia-spain\/\">labour solicitor practice in Valencia<\/a> and <a href=\"https:\/\/delaguialuzon.com\/en\/human-resources-consultancy\/\">HR consultancy<\/a>, ensuring that the entire employee lifecycle is structured to minimise dismissal exposure.<\/p><p>Employees considering whether to challenge a dismissal can read our companion guide on <a href=\"https:\/\/delaguialuzon.com\/en\/blog\/working-in-spain-as-a-foreigner\/\">working in Spain as a foreigner<\/a> for context on rights and remedies.<\/p><div style=\"background-color: #f5f5f5; padding: 24px; margin: 32px 0; border-radius: 6px;\"><h2 style=\"margin-top: 0;\">Speak to our labour solicitors in Valencia<\/h2><p>Contact our legal team for personalised guidance on dismissal in Spain, whether you are a UK employer planning a restructuring, an HR director managing a contentious exit, or an employee considering a claim. We work in English, French, Spanish and Russian, and have advised international clients from our Valencia office for over 65 years.<\/p><p><strong>Email:<\/strong> <a href=\"mailto:felix.delaguia@delaguialuzon.com\">felix.delaguia@delaguialuzon.com<\/a><br \/><strong>Phone:<\/strong> <a href=\"tel:+34963741657\">+34 963 74 16 57<\/a><br \/><strong>Office:<\/strong> Avinguda Regne de Valencia, 6, 1\u00ba-2\u00ba, 46005 Valencia, Spain<\/p><\/div><h2 class=\"wp-block-heading\">Frequently asked questions on dismissal in Spain<\/h2><h4 class=\"wp-block-heading\">What is the difference between procedente, improcedente and nulo?<\/h4><p>Procedente means the court has upheld the dismissal in Spain as lawful and properly executed; the employer owes no severance for a disciplinary dismissal, or 20 days\/year for an objective dismissal.<\/p><p>Improcedente means the dismissal was insufficient or procedurally defective; the employer must pay 33 days\/year of service (capped at 24 months) or reinstate the worker.<\/p><p>Nulo means the dismissal was discriminatory or breached a fundamental right; reinstatement and back pay are mandatory, and severance cannot replace reinstatement.<\/p><h4 class=\"wp-block-heading\">How is severance calculated for unfair dismissal in Spain?<\/h4><p>For service accrued from 12 February 2012 onwards, unfair dismissal severance is 33 days of salary per year of service, capped at 24 monthly payments.<\/p><p>Pre-12 February 2012 service accrues at 45 days per year for that period only, with a separate cap of 42 monthly payments under Law 3\/2012.<\/p><h4 class=\"wp-block-heading\">How long does an employee have to challenge a dismissal in Spain?<\/h4><p>The employee has 20 working days from the day after the dismissal takes effect, under Article 59.3 of the Workers&#8217; Statute.<\/p><p>The clock pauses during conciliation at SMAC, which is a mandatory pre-trial step.<\/p><h4 class=\"wp-block-heading\">Can a UK company dismiss a Spanish employee under English law?<\/h4><p>No, where the employee habitually works in Spain, Spanish dismissal law applies regardless of the governing-law clause in the contract.<\/p><p>This is anchored in Article 8 of the Rome I Regulation, which protects mandatory rules of the country where the work is performed.<\/p><h4 class=\"wp-block-heading\">What happens if the employer does not deliver severance with an objective dismissal letter?<\/h4><p>The dismissal will be reclassified as improcedente regardless of the underlying cause, increasing the severance from 20 days\/year to 33 days\/year and exposing the employer to additional procedural sanctions.<\/p><h4 class=\"wp-block-heading\">Does the probation period (periodo de prueba) allow at-will termination?<\/h4><p>The probation period permits termination without severance and without cause, but only within statutory limits: six months for qualified workers and two months for unqualified workers, unless the applicable collective agreement provides shorter limits.<\/p><p>Equality, dignity and non-discrimination protections still apply during probation, so a termination motivated by a protected characteristic remains nulo.<\/p><h4 class=\"wp-block-heading\">What is the role of SMAC in dismissal proceedings?<\/h4><p>SMAC (Servicio de Mediaci\u00f3n, Arbitraje y Conciliaci\u00f3n) hosts mandatory pre-trial conciliation between employer and employee.<\/p><p>If the parties reach agreement at SMAC, the resulting acta de conciliaci\u00f3n has enforceable effect and prevents further litigation on the same dispute.<\/p><h4 class=\"wp-block-heading\">Can a posted UK worker in Spain claim unfair dismissal under Spanish law?<\/h4><p>A posted UK worker remains subject to the dismissal rules of the home country for the duration of a genuine posting under Directive 96\/71\/EC.<\/p><p>However, where the posting exceeds the foreseen duration or the worker becomes habitually employed in Spain, Spanish dismissal protections begin to apply, and the 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https:\/\/delaguialuzon.com\/wp-content\/uploads\/2023\/07\/new-mileage-allowances-768x512.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">New mileage allowances in Spain<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a href=\"https:\/\/delaguialuzon.com\/en\/blog\/tech-giant-establishes-operations-spain\/\" class=\"lwrp-list-link\"><img width=\"480\" height=\"320\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/09\/establishment-in-spain.jpg\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"establishment in spain\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/09\/establishment-in-spain.jpg 795w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/09\/establishment-in-spain-300x200.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/09\/establishment-in-spain-768x512.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">Success story: global tech giant establishes operations in Spain with comprehensive legal support<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a href=\"https:\/\/delaguialuzon.com\/en\/blog\/becoming-self-employed-in-spain\/\" class=\"lwrp-list-link\"><img width=\"480\" height=\"320\" src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/04\/self-employed-visa-spain.jpg\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"self employed visa spain\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/04\/self-employed-visa-spain.jpg 795w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/04\/self-employed-visa-spain-300x200.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2024\/04\/self-employed-visa-spain-768x512.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">Becoming self-employed in Spain<\/span><\/a><\/div><div class=\"lwrp-list-item\"><a 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src=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/04\/startup-in-spain.jpg\" class=\"attachment-480x480 size-480x480 wp-post-image\" alt=\"startup in spain\" srcset=\"https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/04\/startup-in-spain.jpg 795w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/04\/startup-in-spain-300x200.jpg 300w, https:\/\/delaguialuzon.com\/wp-content\/uploads\/2025\/04\/startup-in-spain-768x512.jpg 768w\" sizes=\"(max-width: 480px) 100vw, 480px\" \/><br><span class=\"lwrp-list-link-title-text\">How to choose the appropriate legal structure for a startup in Spain<\/span><\/a><\/div>                <\/div>\r\n                <\/div>\r\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Dismissal in Spain follows strict rules under the Workers&#8217; Statute. Discover how procedente, improcedente and nulo classifications affect severance and procedure for UK SMEs. Contact our labour solicitors in Valencia.<\/p>\n","protected":false},"author":5,"featured_media":25274,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mbp_gutenberg_autopost":false,"_joinchat":[],"footnotes":""},"categories":[49],"tags":[],"class_list":["post-25269","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-law"],"_links":{"self":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts\/25269","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/comments?post=25269"}],"version-history":[{"count":14,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts\/25269\/revisions"}],"predecessor-version":[{"id":25367,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/posts\/25269\/revisions\/25367"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/media\/25274"}],"wp:attachment":[{"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/media?parent=25269"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/categories?post=25269"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/delaguialuzon.com\/en\/wp-json\/wp\/v2\/tags?post=25269"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}