Investigating the personal affairs of workers in reorganization processes can generate a violation of the fundamental right to privacy, with legal consequences for the company and those directly responsible.

The appeal No. 3094/2024 filed by the worker against the ruling handed down by the Social Court No. 8 of Barcelona (orders 527/2023) regarding the protection of fundamental rights is resolved.

The worker provided services as coordinator of the selection center in Spain of a company dedicated to the food sector

The Court rules out the automatic nullity of article 55.5 ET and applies the legal exception, as there is an objective cause. The company was not aware of the pregnancy.

The Social Chamber of the Superior Court of Justice of Catalonia resolves the appeal no. 5782/2024 filed by the plaintiff against the ruling handed down on May 15, 2024 by the Social Court no. 13 of Barcelona, ​​in a dismissal procedure and claim for damages for violation of fundamental rights

The TSJ of Valencia clarifies that these behaviors do not constitute fraud or disloyalty and recalls the limits of the appeal in the review of proven facts and the impossibility of reopening the evaluation of the trial evidence.

The appeal filed by the company is resolved against the ruling of December 12, 2024 of the Social Court No. 16 of Valencia (orders 882/23) on dismissal.

The worker was providing services as a shift manager in a restaurant since July 21

The ruling of the Supreme Court clarifies that the supplements linked to the hardship of shift work are paid in full, also applying gender equality criteria.

The ruling analyzes which supplements are affected by a reduction in working hours for legal guardianship.

It is resolved appeal for unification of doctrine filed by the company against ruling 1027/2023, of the TSJ of Madrid, issued on November 22, 2023, formulated against the ruling of JS no. 17 of Madrid (orders 322/2024).

Marisol

The Court rules out retaliation or discrimination and remembers that corporate ius variandi protects changes in workplace when they do not alter essential elements of the employment relationship. 

The appeal 614/2025 against the ruling of the Social Court No. 5 of La Coruña, procedure 722/2024 for substantial modification of working conditions, is resolved. 

The worker is security guard who worked in the "acudas" service.  The company you transfer to another work center(the old prison of A Coruña), where

The TSJ of Aragón rejects the compensated termination of the contract because there was no serious breach attributable to the employer in accordance with article 50 of the Workers' Statute. The violation of the right to digital disconnection lacks sufficient significance as it occurred with the tacit consent of the worker.

The appeal number 254/2025, presented by the plaintiff against the ruling issued by the Social Court of Huesca on December 19, 2024 with the intervention of the Public Prosecutor's

The Supreme Court has confirmed the nullity of a 60-day suspension of employment and salary for violating the formal requirements of article 58.2 ET, by not setting an objective date for its compliance.

This ruling resolves the appeal for the unification of doctrinefiled against the ruling of March 20, 2023, issued by the Social Chamber of the Superior Court of Justice of Catalonia, in the appeal no. workers.

The case concerns a clinic worker who, on November 30, 2020

The company alleges that the investigation and monitoring of the plaintiff by detectives was commissioned due to well-founded suspicions of improper use of union credit.

The appeal for the unification of doctrine filed by the defendant company against ruling No. 125/2024, issued on January 16 by the Social Chamber of the TSJ of the Basque Country (rec. supplication 2195/2023), is resolved. This ruling confirmed that of JS No. 3 of Vitoria-Gasteiz dated September 15 (orders 240/2023), which resolved the lawsuit

The right to reasonable adjustments is not absolute: the Court draws the line between disability protection and business viability. The worker's physical limitations made it impossible for her to remain without seriously altering the organization.

The appeal 5121/2024 raised by both parties (worker and company) is resolved in relation to the dismissal procedure processed by the Social Court No. 2 of Ferrol (records 874/2023).

The worker, a home help assistant, was on medical leave from September 2022 to July 2023

The Supreme Court sets criteria on working time: the return journey from the last client does not count as a working day. There is no business control or obligations during the trip, so the general rule of article 34.5 of the Workers' Statute is applied, which requires being at the job to start or end the day.

The ordinary appeal filed by the company against the ruling handed down by the Social Chamber of the National Court is resolved (nª