Source: http://www.ilo.org/dyn/eplex/termdisplay.redress?p_lang=en&p_country=ES&p_all_years=Y&p_expandcomments=Y&p_checkbox=Y
Timestamp: 2020-04-10 04:03:42
Document Index: 727077823

Matched Legal Cases: ['art. 53', 'art. 84', 'art. 84', 'art. 53', 'art. 53', 'art. 55', 'art. 53', 'art. 53', 'art. 2', 'art. 53', 'art. 53', 'art. 2', 'art. 84', 'art. 53']

EPLex - Spain - Avenues for redress
> GOVERNANCE - home > Employment protection legislation database - EPLex > Spain
Spain - Avenues for redress (penalties, remedies) and litigation procedure for individual complaints
Workers' Statute (Estatuto de los trabajadores) [ET], Royal Decree 1/1995, consolidated version, as last amended by Law 35/2010, Royal Decree Law 3/2012, Law 3/2012, Royal Decree Law 11/2013, Royal Decree Law 16/2013 and Law 22/2013. Available only in Spanish.
Date: 17 Sep 2010; view website » (view in NATLEX »)
Workers' Statute (Estatuto de los trabajadores) [ET], Royal Decree 1/1995, consolidated version, as last amended Royal Decree Law 3/2012, Law 3/2012, Royal Decree law 16/2013. Available only in Spanish
Labour Procedure Law [LPL], Act No. 36/2011, (Ley 36/2011, de 10 de octubre, reguladora de la jurisdicción social). Available only in Spanish
- Reinstatement is mandatory in the event of discriminatory dismissal or dismissal based on maternity-related grounds (art. 53(4), 55(5) and 55(56) ET.
- In addition, the parties can resort to judicial conciliation at the labour court in the beginning of the proceedings, before the trial starts, see art. 84 LPL.
Workers' Statute (Estatuto de los trabajadores) [ET], Royal Decree 1/1995, consolidated version, as last amended by Law 35/2010 and Law 3/2012 Available only in Spanish
Law 35/2010 on urgent measures to reform the labour market (Ley 35/2010, de 17 de septiembre, de medidas urgentes para la reforma del mercado de trabajo). Available only in Spanish.
Royal Decree-Law 3/2012, on urgent measures to reform the labour market (Real Decreto Ley 3/2012, de 10 de febrero, de medidas urgentes para la reforma del mercado laboral). Available only in Spanish
Date: 10 Feb 2012; view website » (view in NATLEX »)
Labour Procedure Law [LPL], Act No. 36/2011 (Ley 36/2011, de 10 de octubre, reguladora de la jurisdicción social). Available only in Spanish
NEW in 2012 : Dismissal declared unfair by the Court (a valid reason has not been given, or cannot be legally substantiated - "despido improcedente"): as from Royal Decree Law 3/2012, the employer can opt for compensation in lieu of reinstatement 33 days' wages for each year of service up to a maximum of 24 months' pay. If the employer opts for reinstatement, he will have to provide for back pay from the date of the dismissal until the judicial decision or until the worker finds another job if that happens before the court's decision.
- In addition, the parties can resort to judicial conciliation at the labour court in the beginning of the proceedings, before the trial takes place, see art. 84 LPL
Workers' Statute (Estatuto de los trabajadores) [ET], Royal Decree 1/1995, consolidated version, as last amended on 17 September 2010 by the Labour Market Reform, Act No. 35/2010 (Ley de medidas urgentes para la reforma del mercado de trabajo) Available only in Spanish
Labour Procedure Law [LPL], consolidated version, Royal Law Decree 2/1995 as last amended in September 2010 by the Labour Market Reform, Act No. 35/2010
(Texto Refundido de la Ley de Procedimiento Laboral, Real Decreto Legislativo 2/1995, de 7 de abril). Available only in Spanish
Date: 17 Sep 2010; view website »
Law 35/2010 on urgent measures to reform the labour market (Ley 35/2010, de 17 de septiembre, de medidas urgentes para la reforma del mercado de trabajo).
- Dismissal declared unfair by the Court (a valid reason has not been given, or cannot be legally substantiated - "despido improcedente"): the employer can opt for compensation in lieu of reinstatement 45 days' wages for each year of service up to a maximum of 42 months' pay + back pay from the date of the dismissal until the judicial decision or until the the worker finds another job if that happens before the court's decision.
As a result of the labour market reform, if the employer does not comply with the procedural requirements for individual or collective dismissals or if he or she fails to prove the existence of alleged cause for termination, the dismissal will now be considered unfair by the Court (and not anymore null and void). This means that the employer can choose between reinstatement and the payment of compensation instead of mandatory reinstatement required by the nullity of the dismissal.
[Compensation for unfair dismissal is reduced to 33 days' wages per years of service up to a maximum of 24 months' wages in the event of objective dismissal subsequently declared unfair (improcedente) if the dismissed worker is under a contract for the promotion of indefinite employment ("contrato de fomento de la contratación indefinida"). Those contracts (which are indefinite-term contracts with government incentives) can be concluded with certain categories of unemployed individuals (i.e individuals aged 16-30, individuals over 45 years, under-represented women, disabled persons...) and with people under a fixed-term or temporary contract, including training contracts.]
- If the employer acknowledges that the dismissal is unfair and deposits compensation for unfair dismissal with the Labour Court within 2 days of the dismissal, the employee will not be entitled to back pay if the Court subsequently rules the dismissal to be unfair.
- No compensation following discriminatory dismissal or dismissal based on maternity-related grounds. In such cases the dismissal is null and void and reinstatement with back pay is the only available remedy.
- In the event of non-compliance with procedural requirements applicable to disciplinary dismissal, the employer may choose between reinstatement and compensation for unfair dismissal + back bay as described above.
- On compensation for unfair dismissal for workers under a contract for the promotion of indefinite employment, (Contrato para el fomento de la contratación indefinida) see Act 12/2001 of 9 July 2001.
NEW: The labour market reform (Act 35/2010) modifies Act 8/2001 of 9 July 2001 with regard to contracts for the promotion of indefinite employment by extending the groups of persons that an enterprise may hire through this type of contract. The amount of compensation for unfair dismissal remains unchanged.
- On discriminatory dismissal and dismissals based on maternity-related grounds, see art. 53(4) and 55(4) ET.
- On non-compliance with the objective dismissal requirements, see art. 53(4) ET.
- On non-compliance with the procedural requirement applicable to disciplinary dismissal, see art. 55(4) ET.
Note: The labour marker reform (Act 35/2010 - already provided in RDL 10/2010) modifies the legal effects of the failure to observe the procedural requirement applicable to objective dismissal (including redundancy). Such failure will entail the same consequence as unfair dismissal (employer's choice between reinstatement or compensation) instead of mandatory reinstatement required by the nullity of the dismissal (art. 53(4) ET).
"With respect to other ways of out-of-court [individual] conflict resolution processes, their establishment in the state and the Autonomous Communities was carried out through agreements between the most representative union and employers' organisations, establishing the type of mediation and the arbitration as procedures (some Communities also include conciliation). Therefore, since the early nineties procedures have been developed for resolving conflicts of this nature, first in the historical communities (Basque Country, Catalonia and Galicia), and then in all the others, and joint institutions were created normally consisting of a department or section in the Autonomic Administration. Similarly, since 1996 there has been the Agreement on the Extrajudicial Resolution of Labour Conflicts (Acuerdo de Solución Extrajudicial de Conflictos, ASEC) at the national level, signed this year and renewed in 2009 to last until 2012, by the UGT, CCOO (the unions), CEOE and CEPYME (the employers' organisations). This agreement opened the doors to the creation of the private foundation administered by the Interconfederal Service of Mediation and Arbitration (SIMA), financed entirely by the state, but managed autonomously by the social partners. Its services are free, just like those of the joint institutions of the communities, but they are distinguished as focusing only on collective conflicts".
Workers' Statute (Estatuto de los trabajadores) [ET], Royal Decree 1/1995, consolidated version, as amended by Act 40/2007 with respect to social security matters (Ley 40/2007 de medidas en materia de Seguridad Social). Available only in Spanish; view website » (view in NATLEX »)
Labour Procedure Law [LPL], consolidated version, Royal Law Decree 2/1995 as last amended in November 2009 (Texto Refundido de la Ley de Procedimiento Laboral, Real Decreto Legislativo 2/1995, de 7 de abril). Available only in Spanish
Date: 03 Nov 2009; view website »
- Dismissal declared unfair by the Court (a valid reason has not been given, or cannot be legally substantiated - "despido improcedente"): the employer can opt for compensation in lieu of reinstatement 45 days' wages for each year of service up to a maximum of 42 months' pay + back pay from the date of the dismissal until the judicial decision or until the the workers finds another job if that happens before the court's decision.
[Compensation for unfair dismissal is reduced to 33 days' wages per years of service up to a maximum of 24 months' wages in the event of objective dismissal subsequently declared unfair (improcedente) if the dismissed worker is under a contract for the promotion of indefinite employment ("contrato de fomento de la contratación indefinida"). Those contracts can be concluded with certain categories of unemployed individuals (i.e individuals aged 16-30, individuals over 45 years, under-represented women, disabled persons).]
- No compensation if the employer fails to observe the requirements applicable to objective dismissal (written notice indicating the reasons for dismissal and payment of severance pay): the dismissal is null and void and therefore the employee is entitled only to reinstatement with back pay.
NOTE - Labour Market Reform, enacted by Royal Decree Law 10/2010 [RDL10]:
* The RDL modifies Act 8/2001 of 9 July 2001 with regard to contracts for the promotion of indefinite employment by extending the groups of persons that an enterprise may hire through this type of contract. The amount of compensation for unfair dismissal remains unchanged.
* The RDL modifies the legal effects of the failure to observe the procedural requirement applicable to objective dismissal (including redundancy). Such failure now entails the same consequence as unfair dismissal (employer's choice between reinstatement or compensation) instead of the nullity of the dismissal (art. 53(4) ET modified by art. 2 RDL10)
- Similarly, failure to observe the requirements applicable to objective dismissal (written notice indicating the reasons for dismissal and payment of severance pay) will give rise to reinstatement (art. 53(4) ET).
The RDL modifies the legal effects of the failure to observe the procedural requirement applicable to objective dismissal (including redundancy). Such failure will entail the same consequence as unfair dismissal (employer's choice between reinstatement or compensation) instead of mandatory reinstatement required by the nullity of the dismissal (art. 53(4) ET modified by art. 2 RDL10).
- In addition, the parties can resort to judicial conciliation at the labour court in the beginning of the proceedings, before the trial takes place, see art. 84 LPL.
- Reinstatement is mandatory in the event of discriminatory dismissal or dismissal based on maternity-related grounds (art. 53(4), 55(5) and 55(6) ET).