Is the dismissal compensation figure correct? Start with the underlying facts.
Length of service, salary composition, the type of termination and the documents delivered by the employer can all matter. This page helps you prepare the first review.
The number alone does not tell the whole story.
Length of service
Check the actual start date and any relevant employment periods that need to be considered.
Salary used for the calculation
Depending on the circumstances, salary components, variable pay and other remuneration may need to be reviewed.
Type of termination
The applicable regime depends on how the employment relationship ended. Compensation and legal classification are distinct questions.
Settlement and compensation
The final settlement may include salary, accrued holiday or other amounts in addition to compensation.
Estimate dismissal severance compensation
Enter the employment dates and an annual gross salary reference. The tool compares two economic scenarios; it does not decide which legal regime applies to your case.
Estimated severance
0,00 €Legal basis: The Workers’ Statute provides, among other cases, 20 days of salary per year for objective termination and 33 days per year for unfair dismissal, with statutory caps. Contracts signed before 12 February 2012 may be subject to specific transitional rules for unfair dismissal.
Read the Workers’ Statute at the BOE →Compare with the CGPJ calculator →Does the amount you were offered look wrong?
Send the essential documents and figures so the underlying calculation can be reviewed.