Abogados y Economistas

Employment/Labour Law

In recent years, employment law has been affected by major changes. Every new government in Spain imposes its own interpretation of the job market and this affects the relationship between employer and employee.

Changes in work culture, new technologies, the collaborative economy, greater awareness of employment rights and inclusion in the market of generations with different interests and needs all mean that human resources departments need agile, up-to-date interlocutors who are available to them.

Moreover, the broad collective-bargaining capabilities that the law recognises in employment matters generates a need for professionals who are used to, and experienced in, negotiating. That is the only way to reach agreements that comply with the law and collective-bargaining agreements, so companies can manage the disputes that can frequently arise in this area.

Despite the importance of negotiation, in many cases, the only solution is to take legal action. When this happens, if we are sure that our claims are based on strong grounds, we will take them to even the highest courts. Accordingly, the experience of our employment lawyers has allowed us to achieve success and reach settlements that have not only benefited our client (which is always the ultimate goal), but that have also become landmark cases and created precedent in the interpretation of employment issues.

  • Employment due diligence
  • Re-structuring, ERTE (temporary-employment regulation), collective dismissal
  • Posted workers
  • Contract termination
  • Disciplinary procedures and objective dismissals
  • Negotiating and drafting employment contracts, including executive contracts
  • Collective bargaining agreements
  • Modifying employment conditions, and relocations
  • Employment inspections
  • Collective conflicts (strikes, lockouts)
  • Equality plans
  • Business succession and outsourcing
  • Designing compensation and incentive plans

 

Changes in work culture, new technologies, the collaborative economy, greater awareness of employment rights and inclusion in the market of generations with different interests and needs all mean that human resources departments need agile, up-to-date interlocutors who are available to them.