Experience and Specialisation: The Foundation of Our Service
The practice is led by Sandra P
alazón and Valerie Iglesia.
Sandra Palazón holds a Law degree from the Autonomous University of Barcelona. She has more than 20 years of professional experience, beginning her career in the legal department of the UGT trade union before continuing her development at highly regarded employment law firms in Barcelona. She specialises in employment law and has extensive experience in legal advice and representation, primarily on behalf of companies.
Valerie Iglesia is a qualified Labour Relations Specialist with more than 25 years of experience in Employment and Social Security Law. Her career has focused on advising companies and representing them in court proceedings.
They jointly lead the team and clearly define its working philosophy:
“Problems are solved by examining every detail.”
This approach focuses on conducting an in-depth analysis of each case to identify effective, tailored solutions.
What Companies Expect from Employment Law Advisory Services Today
The client base is broad, ranging from SMEs to companies with complex organisational structures, but they all share a common need: legal certainty when making employment-related decisions.
Currently, the most in-demand services relate to:
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Dismissals and corporate restructuring
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Employment dispute management
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Mandatory workplace protocols
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Labour inspections and regulatory compliance
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Adapting to changes in employment legislation
The Most Common Mistakes in Employment Management
One of the main issues identified by the team is the lack of prior analysis before significant employment-related decisions are made.
“We sometimes receive cases in which a more favourable outcome could have been achieved, but decisions were made without assessing the potential risks.”
Non-compliance is also common in the following areas:
- Working time records
- Employment documentation
- Mandatory protocols
- Disciplinary management
These situations frequently result in penalties or legal disputes.
The Impact of Not Having Specialist Advice
The consequences of poor employment management can be significant:
- Penalties imposed by the Labour Inspectorate
- Adverse court judgments
- Employment-related business decisions being declared null and void
- Reputational damage
“The employment regulatory framework is becoming increasingly demanding and constantly evolving, and a lack of knowledge does not exempt a company from liability.”
Our Differentiating Value: Prevention and Strategy
The employment law practice takes a proactive approach focused on anticipating risks, rather than solely resolving disputes.
“We do not simply intervene when a problem arises; we seek to anticipate employment-related risks.”
This model enables companies to operate with greater confidence and reduce future exposure.
In addition, the team provides an accessible and personalised service:
“Every company has its own unique circumstances, and our advice must be tailored to its structure and objectives.”
The Importance of Taking a Proactive Approach to Employment Matters
Prevention is essential to avoiding disputes and unnecessary costs.
“When a company acts proactively, it can significantly reduce financial risks and internal disputes.”
By contrast, once a problem has already arisen, the available options are more limited.
Regulatory Changes and New Requirements for Companies
Today’s employment landscape is characterised by:
- New equality-related obligations
- Mandatory internal protocols
- Working time monitoring
- Greater protection for employees
- An increase in labour inspections
Mandatory Protocols: A Strategic Tool
Internal protocols have evolved from being a mere formality into a key component of effective business management.
“Beyond being a legal obligation, they are an essential tool for preventing disputes and demonstrating regulatory compliance.”
Companies that have not yet implemented them should act promptly:
“Waiting for an inspection or an internal dispute to arise considerably increases the level of risk.”
Key Recommendations for Companies
The employment law practice highlights three fundamental actions:
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Conduct regular reviews of employment law compliance
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Seek advice before making significant decisions
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Adopt a preventive management approach
There is also a clear starting point:
“The first step is to conduct an internal assessment of the company’s employment situation.”