Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Labor Law in Palencia, as in the rest of Spain, governs the relationships between employers and employees. It encompasses the regulations and obligations concerning employment contracts, working hours, wages, workplace safety, non-discrimination, and collective bargaining. The national framework is established by the Workers’ Statute (Estatuto de los Trabajadores), which is supplemented by regional particularities and negotiated agreements specific to sectors or regions, including Palencia. The law aims to protect workers’ rights, uphold fair employment conditions, and provide mechanisms for resolving disputes.
There are several scenarios in which you may need legal advice or representation from a labor lawyer in Palencia. These include unfair dismissal, workplace harassment or discrimination, discrepancies in salary or working conditions, disputes related to employment contracts, occupational accidents, collective redundancies, and difficulties relating to social security cover or benefits. Labor law can be complex, especially when regional or sector-specific collective agreements apply, making expert assistance highly valuable in protecting your interests and ensuring compliance with legal obligations.
In Palencia, labor law is primarily governed by the national Spanish framework, with the Workers’ Statute providing the base for employment relationships. Key aspects in the region include:
The minimum wage is set at the national level by the Spanish government and is updated regularly. As of 2024, it stands at 1,134 euros gross per month for full-time work, paid in 14 installments per year. Some collective agreements may stipulate higher minimum wages depending on the sector.
The standard maximum is 40 hours per week, averaged over the year. Overtime is limited and must be compensated, either through additional pay or time off, in accordance with the law or the applicable collective agreement.
If you believe your dismissal was unjustified, you have the right to challenge it before a labor court. Your employer must follow a fair procedure, and you may be entitled to compensation or reinstatement if the dismissal is found to be improper.
A contract is temporary if it is linked to specific circumstances, such as seasonal work or a particular project. If the role is regular and ongoing, or if statutory requirements for temporary contracts are not met, the contract may be considered permanent by law.
Yes. The statutory minimum is 30 calendar days of paid annual leave. Collective agreements may grant more generous holiday rights.
All workers are protected from workplace harassment (acoso laboral). Employers have a legal duty to prevent and respond to complaints. Victims can seek support and, if necessary, bring claims for damages and legal redress.
Under certain conditions, employees are entitled to request reduced working hours to care for children, elderly relatives, or other dependents. Special procedures apply, and this right is protected by law.
If you are not paid, you can make a formal claim to the company, and if unresolved, you may present a complaint before the regional labor authorities or the labor court. You are also protected by the Salary Guarantee Fund (FOGASA) if the employer becomes insolvent.
Yes. Collective redundancies must follow strict legal procedures, including consultation with employee representatives and notification to labor authorities. Workers affected have specific rights to compensation and support.
Most disputes begin with an attempt at conciliation or mediation. If that fails, you may file a claim with the Social Court (Juzgado de lo Social). Early legal advice is advisable to increase the chances of a favorable resolution.
If you need more information or assistance, consider reaching out to these organizations and bodies:
If you require legal assistance with a labor law issue in Palencia:
