Employment lawyers in Seville
Legal certainty in managing your workforce, from hiring to dispute.
We advise SMEs and self-employed professionals on hiring, payroll and Social Security, labour compliance and defence before the Labour Inspectorate and the courts, coordinated with tax and legal advice.
Employment contracts
We choose the right contract for each worker and notify it on time.
The right type of contract after the 2021 reform: permanent, permanent-discontinuous, temporary due to production circumstances (six months, extendable to twelve by sector agreement, art. 15 ET), replacement and training contracts, with prior Social Security registration and notification through Contrat@.
Payroll and Social Security
We calculate payroll and contributions every month.
Calculation of payslips and settlements, contributions and settlement through RLC and RNT, registrations, terminations and changes through the RED system, and personal income tax withholdings (forms 111 and 190).
Labour compliance
We check that your company meets what the law requires of anyone with employees.
Daily working-time register (art. 34.9 ET), pay register, equality plan for companies with 50 or more employees, anti-harassment protocol and internal reporting channel (Law 2/2023), and determination of the applicable collective agreement (art. 84 ET).
Restructuring and workforce changes
We support you when conditions must change, contracts be suspended or headcount reduced.
Substantial modification of conditions (art. 41 ET), furlough schemes (ERTE) and the RED Mechanism (arts. 47 and 47 bis) and collective dismissal (art. 51), with the consultation period and analysis of the impact on contributions and taxes.
Dismissals and disputes
We defend the company when there is a dismissal or an employment dispute.
Disciplinary and objective dismissal (arts. 54 and 52 ET), calculation of severance (33 days per year with a maximum of 24 months’ pay for unfair dismissal; 20 days and 12 months for objective dismissal), prior conciliation and claim before the Employment Court within twenty business days.
Retirement and disability
We process and claim pensions and Social Security benefits.
Social Security benefits under the LGSS: ordinary, early and flexible retirement, temporary and permanent disability in their various degrees, prior claim before the INSS and claim before the Employment Court.
Labour Inspectorate and penalties
If an inspection or a penalty arrives, we handle the response.
Proceedings by the Labour Inspectorate and the Social Security Treasury: requests, infringement and assessment reports (LISOS), objections, appeals, deferral of debts and wage garnishments (art. 607 LEC).
Prevention and workplace accidents
We look after your workforce’s safety and manage workplace accidents.
Risk assessment, preventive planning and prevention service (Law 31/1995), processing of accident reports in Delt@ and defence against the surcharge on benefits (art. 164 LGSS).
General services
- Drafting of employment contracts and notification in Contrat@
- Registrations, terminations and changes of workers in the General Scheme (RED System)
- Calculation of monthly payroll, settlements and final pay
- Contribution settlement receipts and nominal list of workers (RLC and RNT)
- Registrations, terminations and base changes in the Special Scheme for Self-Employed Workers (contributions based on actual income)
- Management of temporary disability benefit for self-employed workers
- Processing of workplace accident and temporary disability reports
- Handling of wage garnishment orders
- Deferral of Social Security debts
- Representation and assistance before the Labour Inspectorate
- Contribution rebates and hiring incentives
- Working-time register, pay register and equality plans
- Advice on occupational risk prevention
When to turn to us
- You are going to hire your first employee or change the type of contract
- You have received a request or an inspection report from the Labour Inspectorate
- You need to dismiss, restructure the workforce or negotiate with workers’ representatives
- Your workforce reaches 50 employees and you must adapt your compliance obligations
FAQ
What is the deadline to challenge a dismissal?
Twenty business days from the dismissal (art. 59.3 ET); the prior conciliation filing suspends the period. For the company, what matters is documenting the cause properly and drafting the dismissal letter correctly.
How much does an unfair dismissal cost?
As a general rule, 33 days’ salary per year worked with a maximum of 24 months’ pay (art. 56 ET); contracts prior to 12 February 2012 are calculated in stages. For a justified objective dismissal, 20 days per year with a maximum of 12 months’ pay.
From how many employees is an equality plan mandatory?
From 50 employees. In addition, all companies must keep a pay register and an anti-harassment protocol, and those with 50 or more employees must have an internal reporting channel (Law 2/2023).
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