Employment Law
Support for employers and employees at every stage of the employment relationship, from hiring to termination of the contract, including regular legal advice to human resources departments.
Matters the office handles
Employment contracts
Permanent and fixed-term contracts (with a fixed or uncertain end date), part-time, service commission, temporary agency, intermittent and remote work contracts; non-compete and minimum-stay agreements and confidentiality agreements (NDAs).
Working time
Working hours, exemption from working hours, time banks, overtime and holidays.
Human resources advice
Regular support for human resources, particularly in hiring and employment management: choosing and drafting employment contracts, internal rules and policies, and responding to employee requests. It also covers preventing and resolving disputes, with disciplinary proceedings, dismissals and compliance audits, and representing the company before the Authority for Working Conditions (ACT) and the courts.
Disciplinary procedures
Investigation, statement of charges, reply and decision.
Termination
Termination by mutual agreement, dismissals, expiry and resignation for cause.
Employment litigation
Unfair dismissal claims, employment-related claims and workplace accidents.
Companies and other employers, human resources departments, executives and employees.
Handled by the lawyers of ME&JBA
Each matter is personally handled by a lawyer of the office assigned to it, from the initial analysis of the facts and documents to its conclusion. Before work begins, the client is informed of the scope of the work, the expected steps and the criteria for setting fees.
Common questions on Employment Law
How long is the probationary period?
For permanent contracts, Article 112 of the Labour Code generally provides for 90 days; 180 days for technically complex roles, roles with a high degree of responsibility or requiring special qualifications, and for first-job seekers and the long-term unemployed; and 240 days for management or senior positions.
What is the deadline to challenge a dismissal?
Where the dismissal is notified in writing, the claim challenging its fairness and lawfulness must be filed within 60 days of receipt of the notice, or of the termination date if later, under Article 387 of the Labour Code.
What must a statement of charges contain?
When an employer intends to dismiss for just cause, it must notify the employee in writing of its intention, enclosing a note of fault (nota de culpa) with a detailed description of the facts alleged. The employee then has 10 working days to inspect the file and reply, if they wish.
General information, based on the legislation in force on 17.10.2026. Its application to a specific situation depends on the facts and requires its own legal analysis.