Check the employment decision before it leaves the meeting room.
The most useful review often happens before the decision is communicated: facts, documentation, procedure, timing and the business objective all need to line up.
Where preventive employment advice adds value.
- Hiring, contract changes and employment documentation.
- Disciplinary decisions and internal conflicts.
- Dismissals and other employment exits.
- Workplace disputes and sensitive employee communications.
- Recurring questions where the company needs a consistent legal channel.
The aim is not to add paperwork for its own sake. It is to identify which legal and documentary points need to be checked before a decision is implemented.
Permanent disability and continuity of employment
When a worker is recognised as having total, absolute or severe permanent incapacity, the company should review the current legal framework before treating the contract as terminated. Law 2/2025 requires the relevant adjustment or alternative-post options to be considered under the statutory conditions.
What actually happened?
Separate the documented facts from assumptions before drafting the next communication.
What process applies?
Check the contractual, collective and statutory framework relevant to the decision.
When does it have to happen?
Identify dates, notice requirements and any procedural window before communicating the decision.
Need to review a company decision?
Send us the essential facts, the timing and the documents already prepared.