{"id":10605,"date":"2026-01-10T10:15:08","date_gmt":"2026-01-10T09:15:08","guid":{"rendered":"http:\/\/securexrrhh.com\/?p=10605"},"modified":"2026-01-21T16:08:07","modified_gmt":"2026-01-21T15:08:07","slug":"when-is-a-disciplinary-dismissal-considered-valid-in-spain-today","status":"publish","type":"post","link":"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/","title":{"rendered":"When Is a Disciplinary Dismissal Considered Valid in Spain Today?"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Deciding to terminate an employment relationship for disciplinary reasons is never easy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Behind every case there are people, uncomfortable conversations, and the clear feeling of walking on delicate ground.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In everyday business life, <\/span><b>disciplinary termination<\/b><span style=\"font-weight: 400;\"> tend to arise precisely when there is the least room for error: tension within the team, pressure to make quick decisions, and legal risk very much present.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In those moments, acting calmly, with sound judgment and a solid understanding of the legal framework not only protects the company, but also brings clarity and coherence to a situation that is already complex in itself.<\/span><\/p>\n<p><a href=\"https:\/\/securexrrhh.com\/en\/hr-services\/labor-legal-advisory\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-10606 size-full\" src=\"https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png\" alt=\"asesoria laboral juridica\" width=\"2212\" height=\"453\" srcset=\"https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png 2212w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-300x61.png 300w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1024x210.png 1024w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-768x157.png 768w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1536x315.png 1536w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-2048x419.png 2048w\" sizes=\"(max-width: 2212px) 100vw, 2212px\" \/><\/a><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Tabla de contenido<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#What_is_legally_understood_as_a_disciplinary_dismissal\" >What is legally understood as a disciplinary dismissal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#What_conduct_legally_allows_a_disciplinary_dismissal\" >What conduct legally allows a disciplinary dismissal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#What_formal_requirements_must_be_met_for_the_dismissal_to_be_valid\" >What formal requirements must be met for the dismissal to be valid?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#What_common_mistakes_turn_a_disciplinary_dismissal_into_an_unfair_dismissal\" >What common mistakes turn a disciplinary dismissal into an unfair dismissal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#Is_it_possible_to_correct_a_poorly_executed_disciplinary_dismissal\" >Is it possible to correct a poorly executed disciplinary dismissal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#How_do_courts_classify_disciplinary_dismissals\" >How do courts classify disciplinary dismissals?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#What_situations_require_special_caution_before_dismissing\" >What situations require special caution before dismissing?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#How_can_underperformance_be_properly_proven\" >How can underperformance be properly proven?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#Frequently_Asked_Questions_about_Disciplinary_Dismissals\" >Frequently Asked Questions about Disciplinary Dismissals<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/#Does_your_team_need_legal_support\" >Does your team need legal support?<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"What_is_legally_understood_as_a_disciplinary_dismissal\"><\/span><b>What is legally understood as a disciplinary dismissal?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A <\/span><b>disciplinary termination<\/b><span style=\"font-weight: 400;\"> is the termination of an employment contract when a serious breach by the employee occurs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Both elements must be present at the same time. It is not enough for the conduct to be inconvenient or annoying; it must be serious enough to break the trust that underpins the employment relationship.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In practice, this means assuming that:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Not every mistake or isolated incident can justify a disciplinary dismissal.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The conduct must be directly attributable to the employee, without organisational deficiencies being involved.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The company bears the burden of proving the facts that justify the decision.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For this reason, <\/span><b>disciplinary termination<\/b><span style=\"font-weight: 400;\"> requires prior consistency in management, proportionality in the response, and a solid documentary basis.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_conduct_legally_allows_a_disciplinary_dismissal\"><\/span><b>What conduct legally allows a disciplinary dismissal?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430&amp;p=20251204&amp;tn=1#a54\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Article 54.2 of the <\/span><i><span style=\"font-weight: 400;\">Estatuto de los Trabajadores<\/span><\/i><\/a><span style=\"font-weight: 400;\"> establishes a closed list of grounds. This means that not every inappropriate behaviour fits within this legal figure, no matter how problematic it may be in day-to-day operations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Among the most common grounds are repeated and unjustified absences or lateness, lack of discipline or disobedience at work, and verbal or physical offences against the employer or other employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Also included are breaches of contractual good faith and abuse of trust, particularly relevant in positions involving access to sensitive information or financial responsibility. Continuous and voluntary underperformance, habitual intoxication or drug addiction with a work-related impact, and any form of harassment complete the legal list.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The application of these grounds is not automatic. Their validity depends on how the facts are evidenced and on the specific context, as consistently interpreted by case law.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_formal_requirements_must_be_met_for_the_dismissal_to_be_valid\"><\/span><b>What formal requirements must be met for the dismissal to be valid?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In <\/span><b>disciplinary termination<\/b><span style=\"font-weight: 400;\">, form is just as important as substance. <\/span><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430&amp;p=20251204&amp;tn=1#a55\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Article 55 of the <\/span><i><span style=\"font-weight: 400;\">Estatuto de los Trabajadores<\/span><\/i><\/a><span style=\"font-weight: 400;\"> requires the dismissal to be communicated in writing, through a dismissal letter that describes the facts clearly and precisely.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For the dismissal to be valid, the letter must, at a minimum:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Describe specific facts, not generic value judgments.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Include the effective date of the dismissal.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maintain consistency between the facts described and the legal ground invoked.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In certain cases, additional obligations apply. For example, when the employee is a legal workers\u2019 representative or a union delegate, a prior <\/span><i><span style=\"font-weight: 400;\">expediente contradictorio<\/span><\/i><span style=\"font-weight: 400;\"> must be processed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, if the employee is affiliated with a union known to the company, the corresponding union delegates must be given prior notice.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Failing to comply with these steps may invalidate the entire procedure, even if the underlying cause is real.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_common_mistakes_turn_a_disciplinary_dismissal_into_an_unfair_dismissal\"><\/span><b>What common mistakes turn a disciplinary dismissal into an unfair dismissal?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Many <\/span><b>disciplinary termination<\/b><span style=\"font-weight: 400;\"> end up being <\/span><a href=\"https:\/\/securexrrhh.com\/en\/can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">declared <\/span><i><span style=\"font-weight: 400;\">improcedente<\/span><\/i><\/a><span style=\"font-weight: 400;\"> due to mistakes that could have been avoided. The most common ones are usually related to form and evidence, rather than to the absence of misconduct.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The most frequent mistakes include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Vague or overly generic dismissal letters.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use of indeterminate concepts such as \u201cpoor performance\u201d without objective data.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Lack of prior documentation proving repetition or seriousness.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Failure to review the applicable collective bargaining agreement before proceeding with the dismissal.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In practice, these shortcomings significantly weaken the company\u2019s position in the event of a legal challenge.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Is_it_possible_to_correct_a_poorly_executed_disciplinary_dismissal\"><\/span><b>Is it possible to correct a poorly executed disciplinary dismissal?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Labour regulations allow certain formal defects to be remedied. If the initial disciplinary dismissal does not meet the required formal standards, the company may issue a new dismissal within a 20-day period.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During that time, the employee must remain registered with Social Security and continue to receive their salary. The new dismissal only takes effect from its own date and not retroactively.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although this option exists, resorting to it often increases conflict and conveys legal uncertainty. For this reason, proper preparation from the outset remains the most prudent approach.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_do_courts_classify_disciplinary_dismissals\"><\/span><b>How do courts classify disciplinary dismissals?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">When a disciplinary dismissal is challenged, courts may classify it in three different ways, each with very different consequences.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Classification<\/b><\/td>\n<td><b>What it means<\/b><\/td>\n<td><b>Consequences<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Procedente (Fair dismissal)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Grounds and form are duly proven<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Valid termination without compensation<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Improcedente (Unfair dismissal)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Failure in evidence or form<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Compensation or reinstatement<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Nulo (Null and void dismissal)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Violation of fundamental rights<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Mandatory reinstatement and back pay<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">This classification determines the economic and organisational impact of the decision.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_situations_require_special_caution_before_dismissing\"><\/span><b>What situations require special caution before dismissing?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">There are particularly protected situations in which a disciplinary dismissal is more likely to be declared <\/span><i><span style=\"font-weight: 400;\">nulo<\/span><\/i><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes pregnant employees, individuals on leave due to birth, adoption or breastfeeding, situations related to work-life balance, or cases involving gender-based violence.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In these circumstances, the company must clearly demonstrate that the reason for dismissal is entirely unrelated to the protected situation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This protection even extends to the 12 months following the employee\u2019s return to work after birth-related leave.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_can_underperformance_be_properly_proven\"><\/span><b>How can underperformance be properly proven?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Continuous and voluntary underperformance is one of the most complex grounds within <\/span><b>disciplinary termination<\/b><span style=\"font-weight: 400;\">. Subjective perceptions or unclear comparisons are not sufficient.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For this ground to be valid, courts require the underperformance to be:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Real<\/b><span style=\"font-weight: 400;\">, supported by objective data.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Sustained over time<\/b><span style=\"font-weight: 400;\">, not isolated.<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Voluntary<\/b><span style=\"font-weight: 400;\">, not caused by factors beyond the employee\u2019s control.<\/span>&nbsp;<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Comparisons must be made against agreed objectives, the employee\u2019s own previous performance, or that of other employees in equivalent roles and similar conditions.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions_about_Disciplinary_Dismissals\"><\/span><b>Frequently Asked Questions about Disciplinary Dismissals<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul>\n<li><b>Does a disciplinary dismissal include severance pay?<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">No, only when it is declared unfair or null. If it is deemed fair, it does not entitle the employee to severance pay.<\/span><\/li>\n<li><b>Is it mandatory to provide a dismissal letter?<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Yes. Written notification is an essential legal requirement for a disciplinary dismissal to be valid.<\/span><\/li>\n<li><b>Can a one-off mistake justify a disciplinary dismissal?<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">No. The conduct must be serious and culpable; isolated errors usually do not meet this requirement.<\/span><\/li>\n<li><b>What deadline does the employee have to challenge the dismissal?<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">The employee has 20 working days from the effective date of the dismissal to file a challenge.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Does_your_team_need_legal_support\"><\/span><b>Does your team need legal support?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">At <\/span><b>GM Integra<\/b><span style=\"font-weight: 400;\">, we are here to help. We have a <\/span><a href=\"https:\/\/securexrrhh.com\/en\/hr-services\/labor-legal-advisory\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">team of labour law specialists<\/span><\/a><span style=\"font-weight: 400;\"> who can support you when complex situations arise in connection with <\/span><b>disciplinary termination<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/securexrrhh.com\/en\/hr-services\/labor-legal-advisory\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-10606 size-full\" src=\"https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png\" alt=\"asesoria laboral juridica\" width=\"2212\" height=\"453\" srcset=\"https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png 2212w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-300x61.png 300w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1024x210.png 1024w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-768x157.png 768w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1536x315.png 1536w, https:\/\/securexrrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-2048x419.png 2048w\" sizes=\"(max-width: 2212px) 100vw, 2212px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Deciding to terminate an employment relationship for disciplinary reasons is never easy. Behind every case there are people, uncomfortable conversations, and the clear feeling of walking on delicate ground. In everyday business life, disciplinary termination tend to arise precisely when there is the least room for error: tension within the team, pressure to make quick decisions, and legal risk very much present. In those moments, acting calmly, with sound judgment and a solid understanding of the legal framework not only protects the company, but also brings clarity and coherence to a situation that is already complex in itself. What is legally understood as a disciplinary dismissal? A disciplinary termination is the termination of an employment contract when a serious breach by the employee occurs. Both elements must be present at the same time. It is not enough for the conduct to be inconvenient or annoying; it must be serious enough &#8230; <a title=\"When Is a Disciplinary Dismissal Considered Valid in Spain Today?\" class=\"read-more\" href=\"https:\/\/securexrrhh.com\/en\/when-is-a-disciplinary-dismissal-considered-valid-in-spain-today\/\" aria-label=\"Read more about When Is a Disciplinary Dismissal Considered Valid in Spain Today?\">Read more<\/a><\/p>\n","protected":false},"author":13,"featured_media":10603,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[160],"tags":[],"class_list":["post-10605","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal","masonry-post","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"_links":{"self":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/10605","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/comments?post=10605"}],"version-history":[{"count":2,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/10605\/revisions"}],"predecessor-version":[{"id":10608,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/10605\/revisions\/10608"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media\/10603"}],"wp:attachment":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media?parent=10605"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/categories?post=10605"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/tags?post=10605"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}