01
Initial Review
We identify the conflict, key dates, applicable statutory deadlines, and essential documentation needed.
Labor Law · Dismissals · SMAC
Employment defense in dismissals, sick leave, wage claims, and workplace disputes.
Labor law advice for workers and companies needing fast action, strict deadline control, and a clear strategy in employment disputes.
Labor and Employment Law
Practicing member of the ICAM Bar Association
Urgent intervention for strict deadlines
Clear fee proposals prior to taking action
Employment Strategy and Deadline Control
In labor law, time and evidence can change the outcome of the matter.
Employment disputes are usually subject to short statutory deadlines and require an orderly reaction from day one. A dismissal letter, disciplinary sanction, or substantial modification of working conditions should not be answered without evaluating its legal effects first.
The strategy depends on available documentation, communications with the company, employment history, potential indications of fundamental rights violations, and the procedural economic viability.
At C&Co. Legal Experts, we analyze every case with rigor, avoiding hasty actions and preparing the right path: negotiation, administrative conciliation, or judicial proceedings.
Labor Law Services
We intervene in employment disputes where deadline control, documentary evidence, and negotiation or lawsuit strategies are decisive.
Dismissals and Terminations
Analysis of dismissal letters, severance pay calculations, unfair or void dismissal actions, conciliation, and labor lawsuits when applicable.
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Dismissal During Sick Leave
Assessment of potential discrimination indicators, fundamental rights violations, unfairness, or legal invalidity (nullity) of the dismissal.
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Wage Claims
Claims for unpaid payroll, wage differences, overtime, final settlements (finiquito), bonuses, or outstanding compensation.
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Workplace Harassment (Mobbing)
Analysis of harassment situations, continued pressure, retaliation, fundamental rights infringement, and evidentiary strategy.
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SMAC Conciliation
Preparation of administrative conciliation petitions (papeleta de conciliación), attendance at hearings, and pre-litigation strategy.
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Sanctions and Modifications
Defense against disciplinary sanctions, substantial changes in working conditions, geographical mobility, salary reductions, or employer decisions.
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Working Method
An orderly, fast, and fully documented employment defense.
In labor matters, a delayed or poorly structured action can permanently harm a claim. Therefore, we work strictly from deadline, documentation, and evidence analysis.
02
Legal Consultation
We analyze dismissal letters, contracts, payslips, communications, and available evidence to assess viability and strategy.
03
Conciliation or Prior Action
We prepare the required conciliation petition, claim, or official communication, taking care of content and future legal effects.
04
Lawsuit and Follow-up
If no agreement is reached or court action is required, the engagement is formalized to direct judicial proceedings.
Employment Documentation
The letter, dates, and communications are essential.
To evaluate a labor matter, it is essential to review documentation, identify relevant dates, and preserve all evidence regarding the employer.
Employment contract
Payslips and final settlement statement (finiquito)
Dismissal letter or sanction notice
Written communications with the company
Updated employment history record (Vida laboral)
Medical leave reports, if applicable
Proof of payments or bank transfer records
Any evidence related to the dispute
Legal and documentary analysis is conducted exclusively within a contracted consultation or active legal engagement.
Request legal consultationLegal questions regarding labor law
We resolve frequent questions about dismissals, medical leave, wage claims, labor conciliation, deadlines, and required documentation.
Generally, the statutory deadline to challenge a dismissal is 20 business days from the effective date of termination. It is a very short period, so waiting is not advisable, especially as an administrative conciliation petition (SMAC) must be prepared before court filing.
It depends on specific case circumstances. Dismissal during sick leave may be declared unfair (improcedente) or, under specific scenarios, null and void (nulo) if there are indications of discrimination or fundamental rights violations. Dismissal letters, medical records, and communications must be carefully evaluated.
In most employment disputes, filing an administrative conciliation petition prior to going to court is mandatory, though certain exceptions exist. Conciliation allows for potential settlement and serves as a key strategic phase that defines the parameters of future litigation.
You should bring your employment contract, recent payslips, dismissal or sanction letters, written communications with the employer, updated work history record, medical leave notices (if any), payment receipts, and any relevant proof of the dispute.