{"id":14559,"date":"2026-10-06T09:30:32","date_gmt":"2026-10-06T07:30:32","guid":{"rendered":"https:\/\/securexrrhh.com\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/"},"modified":"2026-10-14T11:20:55","modified_gmt":"2026-10-14T09:20:55","slug":"acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh","status":"publish","type":"post","link":"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/","title":{"rendered":"Agreements after a dismissal: why signing on the same day can be costly | Securex RRHH"},"content":{"rendered":"\n<!-- ===== Paste ALL of this into a WordPress \"Custom HTML\" block ===== -->\n<!-- SEO title: Settlement agreement after a dismissal: requirements according to Spain's Supreme Court | Securex RRHH -->\n<!-- Meta description: An agreement signed on the same day as the dismissal may not prevent a later claim. 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class=\"wrap\">\n\n<span class=\"kicker\">Employment case law<\/span>\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-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#Agreements_after_a_dismissal_why_signing_on_the_same_day_can_be_costly\" >Agreements after a dismissal: why signing on the same day can be costly<\/a><ul class='ez-toc-list-level-2' ><li class='ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#The_case_signed_on_the_same_day_and_not_ratified_afterwards\" >The case: signed on the same day and not ratified afterwards<\/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\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#Why_the_agreement_didnt_work\" >Why the agreement didn&#8217;t work<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#Simultaneity\" >Simultaneity<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#Ambiguity\" >Ambiguity<\/a><\/li><\/ul><\/li><\/ul><\/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\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#The_six_requirements_the_Supreme_Court_reviews\" >The six requirements the Supreme Court reviews<\/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\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#What_the_judgment_does_not_say\" >What the judgment does not say<\/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\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#How_to_make_an_exit_agreement_watertight\" >How to make an exit agreement watertight<\/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\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#Frequently_asked_questions\" >Frequently asked questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#Official_sources\" >Official sources<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/#Closing_an_exit_with_an_agreement\" >Closing an exit with an agreement?<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"Agreements_after_a_dismissal_why_signing_on_the_same_day_can_be_costly\"><\/span>Agreements after a dismissal: why signing on the same day can be costly<span class=\"ez-toc-section-end\"><\/span><\/h1>\n\n<div class=\"status\">\n  <svg class=\"swoosh\" viewBox=\"0 0 200 200\" fill=\"none\" stroke-width=\"10\" stroke-linecap=\"round\" aria-hidden=\"true\"><path d=\"M10 150c40-90 110-130 180-120\"\/><path d=\"M30 190c40-70 90-100 150-95\"\/><\/svg>\n  <span class=\"lab\">STS 532\/2026, of 10 June<\/span>\n  <p class=\"big\">An agreement signed <em>together with the dismissal letter<\/em>, with no time to think it over and ambiguous wording, may not prevent a later claim.<\/p>\n  <p class=\"sm\">In this case, the company went from agreeing to \u20ac20,000 to a court-set compensation of \u20ac64,267.03.<\/p>\n<\/div>\n\n<p class=\"lead\">Closing an exit with a settlement agreement is a common way to avoid trial. But the employee signing does not always mean the matter is closed. Spain&#8217;s Supreme Court has reviewed what such an agreement needs in order to have a true releasing effect, and which details leave it without value.<\/p>\n\n<h2><span class=\"ez-toc-section\" id=\"The_case_signed_on_the_same_day_and_not_ratified_afterwards\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><rect x=\"3\" y=\"7\" width=\"18\" height=\"13\" rx=\"2\"\/><path d=\"M9 7V5a2 2 0 0 1 2-2h2a2 2 0 0 1 2 2v2\"\/><path d=\"M3 13h18\"\/><\/svg><\/span>The case: signed on the same day and not ratified afterwards<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A sector manager at Leroy Merlin Espa\u00f1a, with fifteen years of service, received a disciplinary dismissal letter. That same day he signed an agreement in which the company acknowledged the dismissal was unfair and offered him compensation below the statutory amount, with a commitment to formalize it later at the administrative conciliation.<\/p>\n\n<ul class=\"timeline\">\n  <li><span class=\"dot\"><\/span><span class=\"d\">September 2021<\/span><span class=\"t\">Disciplinary dismissal letter and signing of the settlement agreement, on the same day.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">Conciliation<\/span><span class=\"t\">The employee does not ratify the agreement and files a claim for unfair dismissal.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">March 2022<\/span><span class=\"t\">The Social Court of Tarragona upholds the agreement and dismisses the claim.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">February 2025<\/span><span class=\"t\">The High Court of Justice of Catalonia (TSJ) denies the agreement a releasing effect and declares the dismissal unfair.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">June 2026<\/span><span class=\"t\">The Supreme Court dismisses the company&#8217;s appeal and the TSJ judgment becomes final.<\/span><\/li>\n<\/ul>\n\n<div class=\"case\">\n  <div><span>Agreed compensation<\/span><b>\u20ac20,000<\/b><\/div>\n  <div><span>Compensation set by the TSJ<\/span><b>\u20ac64,267.03<\/b><\/div>\n  <div><span>Time to decide<\/span><b>None<\/b><\/div>\n<\/div>\n\n<p>The company had to choose between reinstating the employee or paying the statutory compensation, deducting the \u20ac20,000 already paid.<\/p>\n\n<h2><span class=\"ez-toc-section\" id=\"Why_the_agreement_didnt_work\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M12 3 2 21h20z\"\/><path d=\"M12 10v5M12 18h.01\"\/><\/svg><\/span>Why the agreement didn&#8217;t work<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The text looked complete: it acknowledged the dismissal was unfair, itemized the amounts, included a broad waiver of claims and stated that the employee had been able to seek advice. Even so, two things failed.<\/p>\n\n<div class=\"split\">\n  <div class=\"col a\">\n    <h4><span class=\"ez-toc-section\" id=\"Simultaneity\"><\/span>Simultaneity<span class=\"ez-toc-section-end\"><\/span><\/h4>\n    <p>Dismissal and signing coincided in time. The statement that the employee had been able to seek advice was not enough: the Supreme Court describes it as a statement that <em>amounts to no more than a ritual expression<\/em>, because there is no evidence he was given real time to think it over.<\/p>\n  <\/div>\n  <div class=\"col b\">\n    <h4><span class=\"ez-toc-section\" id=\"Ambiguity\"><\/span>Ambiguity<span class=\"ez-toc-section-end\"><\/span><\/h4>\n    <p>One clause said the agreement took full effect from signing. Another made payment depend on what happened at the conciliation, &#8220;provided the employee agreed&#8221;. That contradiction worked against the company.<\/p>\n  <\/div>\n<\/div>\n\n<div class=\"divider\"><span><\/span><\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"The_six_requirements_the_Supreme_Court_reviews\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M9 6h11M9 12h11M9 18h11\"\/><path d=\"M4 6l1 1 2-2M4 12l1 1 2-2M4 18l1 1 2-2\"\/><\/svg><\/span>The six requirements the Supreme Court reviews<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The judgment organizes the Chamber&#8217;s doctrine on when a settlement agreement ends the employment relationship and closes the door to further claims:<\/p>\n\n<ul class=\"checks\">\n  <li><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2.4\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M20 6 9 17l-5-5\"\/><\/svg>A clear document, with an <strong>itemized breakdown of each amount<\/strong>, including compensation for the termination.<\/li>\n  <li><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2.4\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M20 6 9 17l-5-5\"\/><\/svg>A <strong>real payment<\/strong> or an unequivocal willingness to pay on the company&#8217;s part.<\/li>\n  <li><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2.4\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M20 6 9 17l-5-5\"\/><\/svg>A <strong>time margin<\/strong> between the decision to dismiss and the signing.<\/li>\n  <li><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2.4\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M20 6 9 17l-5-5\"\/><\/svg><strong>Consent free of defects.<\/strong> It is better guaranteed if the person is assisted by employee representatives or has time to analyze the document.<\/li>\n  <li><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2.4\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M20 6 9 17l-5-5\"\/><\/svg>Compensation below the statutory amount is valid if it is the knowing counterpart of a <strong>genuine settlement<\/strong>.<\/li>\n  <li><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2.4\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M20 6 9 17l-5-5\"\/><\/svg>If it refers to the conciliation, it must be clear that the termination effect <strong>does not depend<\/strong> on what happens there.<\/li>\n<\/ul>\n\n<div class=\"cita\"><span class=\"q\">&ldquo;<\/span>\n  <p>The settlement will be fully releasing when there is a certain margin of time &mdash; not compatible with simultaneity &mdash; between the decision to dismiss and the signing of the document.<\/p>\n  <small>STS 532\/2026, of 10 June, Social Chamber (appeal 2081\/2025) &mdash; courtesy translation<\/small>\n<\/div>\n\n<p>And the Supreme Court sums it up this way:<\/p>\n\n<div class=\"cita\"><span class=\"q\">&ldquo;<\/span>\n  <p>The private termination agreement contains a true settlement with releasing value when it identifies the dispute, sets out reciprocal concessions, shows the employee&#8217;s unequivocal acceptance, serves the purpose of avoiding litigation and is not subject to a suspensive condition of later ratification.<\/p>\n  <small>STS 532\/2026, of 10 June, legal ground three &mdash; courtesy translation<\/small>\n<\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"What_the_judgment_does_not_say\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"M12 11v5\"\/><path d=\"M12 8h.01\"\/><\/svg><\/span>What the judgment does not say<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>It is worth reading it precisely so as not to draw conclusions that go too far:<\/p>\n\n<div class=\"nope\">\n  <div><b>It sets no minimum period<\/b><small>It requires a time margin, but does not say how many days.<\/small><\/div>\n  <div><b>It doesn&#8217;t invalidate every agreement<\/b><small>A well-drafted pact with time to decide remains valid.<\/small><\/div>\n  <div><b>It doesn&#8217;t unify doctrine on the merits<\/b><small>The appeal is dismissed for lack of contradiction between the judgments compared.<\/small><\/div>\n<\/div>\n\n<p>The comparison with the contrast judgment is revealing. In that case, also involving the same company, the employee had <strong>one day to think<\/strong> about whether to sign, and the agreement made clear that its effectiveness did not depend on the conciliation. That agreement was held valid. The differences are subtle, but decisive.<\/p>\n\n<div class=\"callout blue\"><strong>Beware of generic waivers.<\/strong> The Chamber reminds us that the releasing value only extends to the items expressly stated. If a final settlement receipt (<em>finiquito<\/em>) only mentions holidays or extra pay, a general waiver clause does not prevent a later claim for the dismissal.<\/div>\n\n<div class=\"divider\"><span><\/span><\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"How_to_make_an_exit_agreement_watertight\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M12 3 4 6v6c0 5 3.5 8 8 9 4.5-1 8-4 8-9V6z\"\/><path d=\"m9 12 2 2 4-4\"\/><\/svg><\/span>How to make an exit agreement watertight<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ol class=\"steps\">\n  <li><strong>Don&#8217;t present it together with the letter.<\/strong> Leave a reasonable margin between communicating the dismissal and signing, and keep a record of it.<\/li>\n  <li><strong>Itemize each item.<\/strong> Compensation, outstanding salary, holidays and extra pay, each one separately.<\/li>\n  <li><strong>Remove contradictions.<\/strong> If you refer to the conciliation, make it clear that the agreement is effective from signing no matter what happens afterwards.<\/li>\n  <li><strong>Make advice available.<\/strong> Offer the chance to be assisted by employee representatives or by a professional.<\/li>\n  <li><strong>Pay what was agreed.<\/strong> Actual payment reinforces the validity of the agreement.<\/li>\n<\/ol>\n\n<h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"M9.5 9a2.5 2.5 0 1 1 3.5 2.3c-.7.4-1 .9-1 1.7\"\/><path d=\"M12 17h.01\"\/><\/svg><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"faq\">\n<q>Is an agreement with compensation below the statutory amount valid?<\/q>\n<p>Yes, if it responds to a genuine settlement: both parties give something up to avoid the risk of trial. What doesn&#8217;t work is a formality with no real margin for decision.<\/p>\n<q>How much time should be left between the dismissal and the signing?<\/q>\n<p>The judgment sets no period. It requires a margin that is not compatible with simultaneity and that allows the person to assess what they are signing.<\/p>\n<q>Is it enough to include in the agreement that the employee has been able to seek advice?<\/q>\n<p>No. The Supreme Court considers that sentence a ritual expression if there is no evidence that real time was given.<\/p>\n<q>What happens if the employee does not ratify the agreement at the conciliation?<\/q>\n<p>It depends on the wording. If the agreement makes clear that it is effective from signing, the lack of ratification does not void it on its own. If its effectiveness depends on the conciliation, it can be left without effect.<\/p>\n<\/div>\n\n<div class=\"callout\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M12 3 2 21h20z\"\/><path d=\"M12 10v5M12 18h.01\"\/><\/svg><strong>Notice:<\/strong> every exit has its own particularities. Before proposing a settlement agreement, review its wording and the procedure with your labor advisors.<\/div>\n\n<h3><span class=\"ez-toc-section\" id=\"Official_sources\"><\/span>Official sources<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul class=\"sources\">\n  <li>Judgment of the Supreme Court, Social Chamber, 532\/2026, of 10 June (appeal 2081\/2025), ECLI:ES:TS:2026:2660<\/li>\n<\/ul>\n\n<div class=\"banner\">\n  <svg class=\"swoosh\" viewBox=\"0 0 200 200\" fill=\"none\" stroke-width=\"10\" stroke-linecap=\"round\" aria-hidden=\"true\"><path d=\"M10 150c40-90 110-130 180-120\"\/><path d=\"M30 190c40-70 90-100 150-95\"\/><\/svg>\n  <h3><span class=\"ez-toc-section\" id=\"Closing_an_exit_with_an_agreement\"><\/span>Closing an exit with an agreement?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n  <p>We review the wording, timing and procedure so that the agreement does its job.<\/p>\n  <a class=\"btn\" href=\"https:\/\/gmintegrarrhh.com\/contacto\/\">Talk to our labor advisory team<\/a>\n<\/div>\n\n<footer>Securex RRHH \u00b7 formerly GM Integra RRHH \u00b7 Informational content, not legal advice.<\/footer>\n\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employment case law Agreements after a dismissal: why signing on the same day can be costly STS 532\/2026, of 10 June An agreement signed together with the dismissal letter, with no time to think it over and ambiguous wording, may not prevent a later claim. In this case, the company went from agreeing to \u20ac20,000 to a court-set compensation of \u20ac64,267.03. Closing an exit with a settlement agreement is a common way to avoid trial. But the employee signing does not always mean the matter is closed. Spain&#8217;s Supreme Court has reviewed what such an agreement needs in order to have a true releasing effect, and which details leave it without value. The case: signed on the same day and not ratified afterwards A sector manager at Leroy Merlin Espa\u00f1a, with fifteen years of service, received a disciplinary dismissal letter. That same day he signed an agreement in which the &#8230; <a title=\"Agreements after a dismissal: why signing on the same day can be costly | Securex RRHH\" class=\"read-more\" href=\"https:\/\/securexrrhh.com\/en\/acuerdos-tras-el-despido-el-supremo-exige-tiempo-real-para-decidir-securex-rrhh\/\" aria-label=\"Read more about Agreements after a dismissal: why signing on the same day can be costly | Securex RRHH\">Read more<\/a><\/p>\n","protected":false},"author":5,"featured_media":14558,"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":[275],"tags":[],"class_list":["post-14559","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-news","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\/14559","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\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/comments?post=14559"}],"version-history":[{"count":1,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/14559\/revisions"}],"predecessor-version":[{"id":14560,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/14559\/revisions\/14560"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media\/14558"}],"wp:attachment":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media?parent=14559"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/categories?post=14559"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/tags?post=14559"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}