Employment lawyers specialising in dismissals
A dismissal cannot be assessed solely by the label used in the letter. The grounds, facts, documentation, dates and effects all matter.
Unfair dismissal
The stated grounds are checked against the facts and documentation to assess how the dismissal might be classified legally.
Void dismissal
We examine whether there are circumstances requiring particular protection or closer scrutiny of the dismissal.
Disciplinary dismissal
The alleged conduct, the evidence supporting it and the proportionality of the decision must be examined together.
Objective dismissal
The stated grounds and supporting documents are assessed alongside the requirements governing the employer's decision.
Have you been dismissed in Barcelona?
Keep the complete letter and note when and how you received it. An initial review should take place before you sign agreements or allow important dates to pass.
We review your dismissal letter
We examine the grounds, the facts, the effective date and any references to documents in the notice.
We calculate the compensation
We review the amounts provided and distinguish the final settlement, wages and compensation to understand each calculation.
We assess whether the dismissal can be challenged
Whether the dismissal can be challenged depends on the letter, the facts and the available evidence.
How can I challenge a dismissal?
The claim should follow a clear sequence from the initial review to court proceedings, if needed.
Dismissal assessment
We organise the chronology, contract, communications, payslips and history of the employment relationship.
Employment conciliation
Conciliation allows the dispute to be presented and the possibility of a resolution before trial to be assessed.
Claim before the Employment Court
The claim must present a consistent account of the facts and the remedies sought in the proceedings.
Dismissal compensation
The calculation must be considered alongside the type of termination, length of service, applicable pay and items included in the final settlement.
Why instruct a dismissal specialist?
Short deadlines and the consequences of signing a document or sending a communication make it advisable to review the case before responding without preparation.
Frequently asked questions
How long do I have to challenge a dismissal?
As a general rule, a dismissal claim must be brought within 20 working days of dismissal, so it is advisable to act promptly.
How can I tell whether my dismissal is unfair?
The letter, the stated grounds, the facts and the documentation must be reviewed. The legal classification should not be based solely on an initial impression.
Can I make a claim if I have already signed the settlement?
Signing a final settlement must be assessed together with its contents, the circumstances of signing and the dismissal documents. Keep a complete copy.
What should I do when I receive a dismissal letter?
Keep the letter, note the date of delivery, gather your contract and payslips, and request a review without delay.