If you are reading this, you probably have a Spanish employment document in front of you and limited time to react. This guide focuses on the rule to check, the number to verify and the practical steps I would take before signing.

The Dismissal section groups related guides for context. You can also use the calculator to apply your own dates and salary.

Which rule should you check first?

For this topic, start with fair, unfair and null dismissal, Law 15/2022, the repealed absenteeism rule and what to do when receiving the letter.. Spanish employment documents often use terms such as finiquito (final settlement), paro (contributory unemployment benefit), SMAC or baja médica (sick leave). Keep the Spanish term beside the English explanation so you do not lose meaning.

Point to check Why it matters
Start and end date They affect seniority, holiday and legal caps.
Gross salary Most Spanish employment calculations start from gross pay.
Document received The letter or settlement frames what can be challenged.
Deadline Some rights expire quickly if you do nothing.

How does it work with numbers?

Sara is off work after surgery and receives a generic poor-performance dismissal letter with no concrete facts. If the real reason is illness, nullity for discrimination may be argued. If the company proves a separate and sufficient reason, the case may end as fair or unfair dismissal.

My advice is to repeat the calculation separately. Use annual gross salary where required, separate each item and do not mix gross and net. If a figure depends on a yearly public amount or collective agreement, flag it for review before relying on it.

Law 15/2022 includes illness or a health condition among the protected grounds against discrimination. Being on sick leave does not by itself make a dismissal automatically null: a court will assess the indications, the real reason and the employer’s evidence. If there are indications of discrimination, the employer must show that the decision has an objective reason unrelated to the worker’s health.

Which documents should you keep?

Keep the letter, the finiquito, recent payslips, your contract, any social security work history you have and messages about the decision. If something was said verbally, write down the date, who was present and the exact point discussed. A clean timeline helps more than a folder full of unsorted screenshots.

If you are an expatriate, remember that many procedures and documents are in Spanish. You may need NIE, Social Security number and SEPE registration depending on the issue. Do not translate legal words too freely; keep the original Spanish term.

Common mistakes

The first mistake is signing under pressure. A signature does not always block a claim, but signing as fully agreed before checking the figures makes the discussion harder. The second mistake is looking only at the total. A single total can hide badly calculated holiday or a missing severance item.

The third mistake is missing the deadline. Dismissal challenges are especially time-sensitive. Wage claims may have a different timeline, but evidence still gets harder to organise as time passes.

What I’d do

  1. Ask for a copy of every document before leaving the meeting.
  2. Write “received, not in agreement” if I cannot review it calmly.
  3. Make an independent gross calculation with dates and salary.
  4. Check the collective agreement, legal rule and official source.
  5. If serious money or discrimination may be involved, speak to a lawyer or union.

Continue with How to calculate unfair dismissal severance in Spain, Deadline to challenge a dismissal in Spain: 20 working days, How much sick leave pay do workers receive in Spain?. If the issue involves gross versus net salary, compare later with NetoReal’s gross-to-net salary tool where it fits.

Clear takeaway

You do not need to be a Spanish employment lawyer to spot a strange figure. You need method, dates and official sources. If the document does not match what you worked or earned, do not let discomfort decide for you. Review first, decide after.