The Court maintains that the company should have assigned the employee to another service instead of opting for dismissal.

The appeal No. 764/2024 filed against the ruling dated June 4, 2024, issued by the Single Social Court of Huesca in cases No. 557/2023, is resolved.

Mr. Juan Antonio filed a lawsuit for dismissal against a company in the construction sector. He had been serving in the company since September 16, 2020 with an indefinite contract and 1st Officer category. On

“The dismissal was an illegitimate reaction to the employee's previous claims, violating his fundamental right to effective judicial protection.”

The appeal for the unification of doctrine is resolved, against the ruling of the TSJ of Extremadura No. 5464/2023, formulated against the ruling of the Social Court No. 5 of Badajoz with case number 730/2022.

The worker, Jesús Miguel, was providing services as a driver since August 16, 2021.

On July 6, 2022, Jesús Miguel refused to perform additional service, arguing

The Court considers that the offense committed is not serious enough to justify disciplinary dismissal, despite the fact that he used the uniform and vehicle of the company for which he worked as an employee.

The appeal number 1615/24 filed against the ruling of the dismissal process with case number 268/23 of the Social Court of Melilla is resolved.

D. Mateo worked since 2013 as an official telecommunications technician for a company dedicated to communications (distribution of mobile and landline

The ruling confirms the compensated termination of the contract for abusive working conditions, harassment and work overload that affected the employee's health, also imposing compensation for moral damages.

The appeal 58/2024, filed against the sentence handed down by the Social Court No. 2 of Madrid in the ordinary procedure, is resolved (orders 482/2023).

The plaintiff, Ms. Enriqueta, had worked in an insurance company since September 6, 2020, initially being in charge of processing claims for a client insurance company. As

The TSJ highlights that companies must actively and transparently guarantee that workers can exercise their right to rest. In addition, vacations not taken can be claimed after the deadline if the employer has not facilitated their enjoyment.

The ruling resolves the appeal (no. 77/2024) against a ruling by the Social Court No. 1 of Pamplona-Iruña that had already partially upheld the claim, a procedure for claiming an amount in which the payment of 9,728.32 euros for owed salaries was requested

Organic Law 1/2025 published on January 3, 2025 (see page 266 and 267 of the PDF) in which modifies the Workers' Statute Law(approved by Royal Legislative Decree 2/2015, of October 23).

Below are details of the main changes established in the twenty-sixth final provision of this law, which will come into force from April 3, 2025:

Modification of article 50: termination at the will of the worker

This article establishes new causes that allow the worker to

Must the cause of paid leave due to serious illness or hospitalization be justified for its entire duration?

A recent ruling clarifies the interpretation of the paid leave of 5 working days regulated in article 37.3.b of the Workers' Statute. This case of collective conflict, which affects several workplaces in the province of Andalusia, highlights that permission has a strictly causal nature.

The court ruling highlights that, in addition to the initial justification when starting the leave, it is necessary

The plaintiff's request lacks sufficient grounds to justify the adaptation of the day; being a father does not constitute, in itself, a sufficient justification to create an automatic right to conciliation.

The ruling resolves the appeal (no. 935/2024) against a previous ruling by the Social Court No. 3 of Granollers, which had already dismissed the lawsuit, including claims for protection of fundamental rights and a claim for 6,250 euros for moral damages.

The worker, an administrative officer in the "logistics

The Court confirms the dismissal of a worker for violating the duty of probity and committing serious misconduct.

The appeal No. 1628/24, filed against the ruling of the Social Court No. 1 of Palencia (records 37/2023), which dismissed the worker's claim and acquitted the company, is resolved. The Public Prosecutor's Office was also part of the process.

Ms. Laura, employed as a baker's assistant since 03/15/2019, with a permanent contract and a salary of €38.73/day, was fired on December 21

In a case of harassment, the High Court tells the Social Court that it has to reanalyze the facts that led to the dismissal.

The Plenary Session of the Supreme Court has resolved an appeal, formulated against the ruling handed down on February 13, 2023, appeal no. 454/2022, presenting against the ruling handed down by the Social Court No. 4 of Palma, orders no.  

The plaintiff worked as a teacher in the Theater Theory Area at a Drama School