Did you just get the letter? Write this before signing
⚠️ Display «Non-Compliant»
You must always sign the letter, but add «Not in Agreement» and today's date next to your signature.
Refusing to sign does not prevent your dismissal; the company will find two witnesses and dismiss you anyway. Putting «Not in Agreement» is your shield: it means you acknowledge receipt of the dismissal notice, but do not agree with the reasons or the money they are offering you.
Doing this will save your life and leave us with an open door to claim your maximum compensation in court.
You only have 20 working daysThe deadline is sacred
The clock starts ticking the day you get laid off. Employment law is very strict and only gives you a 20 working day deadline to file the conciliation claim form.
These 20 days do not include Saturdays, Sundays, or public holidays. It's a very short timeframe to prepare a good defence, so don't leave it until the last minute.
If you miss this 20-day deadline, you will lose all your rights to claim before the Seville CMAC, even if the company owes you thousands of euros or the dismissal is completely unfair.
This is how we have won against companies in Seville
The false disciplinary
A salesman was falsely accused of absenteeism so he could be sacked without paying him a penny (disciplinary dismissal). We proved in the Social Court of Seville that it was a lie. The judge declared it Unfair dismissal and the company had to pay him the maximum compensation of 33 days per year.
Dismissal while on sick leave
A female employee was dismissed from a clinic while on sick leave for an operation. We alleged discrimination due to illness. We succeeded in having the dismissal declared Nothing: the company was obliged to reinstate her and pay her all the wages she had not received since her dismissal (back pay).
The trick severance pay
A waiter was given a letter of dismissal on objective grounds for financial reasons. The severance pay appeared to be correct, but the final settlement did not include payment for his unused holiday entitlement or the 40 hours of overtime he had accumulated. We claimed these amounts on his behalf and managed to get the company to pay him an extra €1,500 that they had tried to withhold.
How much is due to you Compensation?
| Type of Dismissal (Judge’s Assessment) | Days of Indemnity per Year Worked | Maximum Compensation Limit |
|---|---|---|
| Objective Dismissal (For economic or technical reasons) | 20 days for each year worked. | 12 monthly instalments of your salary. |
| Unfair dismissal Unfairly or without real cause | 33 days per year (contracts from 2012 onwards). 45 days per year (contracts entered into before 2012). | 24 monthly instalments (or 42 monthly instalments if the loan was taken out before 2012). |
| Unfair Dismissal (Discrimination or violation of rights) | There is no redundancy pay. | Mandatory readmission in your post + payment of lost wages. |
