{"id":9692,"date":"2025-07-28T12:49:16","date_gmt":"2025-07-28T10:49:16","guid":{"rendered":"https:\/\/gmintegrarrhh.com\/?p=9692"},"modified":"2025-07-28T12:55:46","modified_gmt":"2025-07-28T10:55:46","slug":"can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr","status":"publish","type":"post","link":"https:\/\/gmintegrarrhh.com\/en\/can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr\/","title":{"rendered":"Can a judge increase the compensation for unfair dismissal? The Supreme Court says yes | GM INTEGRA HR"},"content":{"rendered":"<div>\n<div class=\"pointer-events-none h-px w-px\" aria-hidden=\"true\" data-edge=\"true\">\n<p data-start=\"419\" data-end=\"779\">For years, compensation for unfair dismissal in Spain has followed strict, predefined legal guidelines. However, a recent ruling by the <strong data-start=\"555\" data-end=\"580\">Spanish Supreme Court<\/strong> introduces a key nuance that could reshape how these cases are understood:<br data-start=\"655\" data-end=\"658\" \/><strong data-start=\"658\" data-end=\"779\">Yes, a judge can increase the legally established compensation for unfair dismissal\u2014if additional damages are proven.<\/strong><\/p>\n<p data-start=\"781\" data-end=\"876\">What does this mean for companies and HR departments?<br data-start=\"834\" data-end=\"837\" \/>And how does it impact workers\u2019 rights?<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Tabla de contenido<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/gmintegrarrhh.com\/en\/can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr\/#The_ruling_that_changes_everything\" >The ruling that changes everything<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/gmintegrarrhh.com\/en\/can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr\/#What_could_justify_higher_compensation\" >What could justify higher compensation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/gmintegrarrhh.com\/en\/can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr\/#What_should_companies_consider\" >What should companies consider?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/gmintegrarrhh.com\/en\/can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr\/#How_can_your_company_be_prepared\" >How can your company be prepared?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/gmintegrarrhh.com\/en\/can-a-judge-increase-the-compensation-for-unfair-dismissal-the-supreme-court-says-yes-gm-integra-hr\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h3 data-start=\"883\" data-end=\"923\"><span class=\"ez-toc-section\" id=\"The_ruling_that_changes_everything\"><\/span><strong>The ruling that changes everything<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"924\" data-end=\"1056\">In its <strong data-start=\"931\" data-end=\"971\">May 22, 2024 decision (No. 492\/2024)<\/strong>, the Supreme Court resolved a long-debated question in the legal and labor fields:<\/p>\n<p data-start=\"1058\" data-end=\"1141\"><strong data-start=\"1058\" data-end=\"1139\">Can a judge increase the statutory compensation in cases of unfair dismissal?<\/strong><\/p>\n<p data-start=\"1143\" data-end=\"1375\">The answer is <strong data-start=\"1157\" data-end=\"1164\">yes <\/strong>as long as the employee proves moral damages, additional harm, or a significant violation of fundamental rights, the judge can establish a higher compensation than that outlined in the Spanish Workers\u2019 Statute.<\/p>\n<h3 data-start=\"1382\" data-end=\"1427\"><span class=\"ez-toc-section\" id=\"What_could_justify_higher_compensation\"><\/span><strong>What could justify higher compensation?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"1428\" data-end=\"1581\">The Supreme Court is not opening the door to automatic increases, but rather to <strong data-start=\"1508\" data-end=\"1529\">exceptional cases<\/strong> where aggravating factors are present. For example:<\/p>\n<ul data-start=\"1583\" data-end=\"1834\">\n<li data-start=\"1583\" data-end=\"1634\">\n<p data-start=\"1585\" data-end=\"1634\">Harassment or discrimination prior to dismissal<\/p>\n<\/li>\n<li data-start=\"1635\" data-end=\"1680\">\n<p data-start=\"1637\" data-end=\"1680\">Repeated violations of fundamental rights<\/p>\n<\/li>\n<li data-start=\"1681\" data-end=\"1740\">\n<p data-start=\"1683\" data-end=\"1740\">Clearly abusive dismissals or those made in retaliation<\/p>\n<\/li>\n<li data-start=\"1741\" data-end=\"1834\">\n<p data-start=\"1743\" data-end=\"1834\">Situations where statutory compensation fails to fulfill its reparative or deterrent role<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1836\" data-end=\"2025\">This ruling aligns with the <strong data-start=\"1864\" data-end=\"1886\">ILO Convention 158<\/strong> and the <strong data-start=\"1895\" data-end=\"1922\">European Social Charter<\/strong>, which require that sanctions for unjustified dismissal be <strong data-start=\"1982\" data-end=\"2024\">effective, appropriate, and dissuasive<\/strong>.<\/p>\n<h3 data-start=\"2032\" data-end=\"2069\"><span class=\"ez-toc-section\" id=\"What_should_companies_consider\"><\/span><strong>What should companies consider?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"2070\" data-end=\"2128\">This decision calls on organizations to thoroughly review:<\/p>\n<ul data-start=\"2130\" data-end=\"2375\">\n<li data-start=\"2130\" data-end=\"2171\">\n<p data-start=\"2132\" data-end=\"2171\">Dismissal practices and legal grounds<\/p>\n<\/li>\n<li data-start=\"2172\" data-end=\"2245\">\n<p data-start=\"2174\" data-end=\"2245\">Respect for fundamental rights throughout the employment relationship<\/p>\n<\/li>\n<li data-start=\"2246\" data-end=\"2304\">\n<p data-start=\"2248\" data-end=\"2304\">Proper documentation and communication of HR decisions<\/p>\n<\/li>\n<li data-start=\"2305\" data-end=\"2375\">\n<p data-start=\"2307\" data-end=\"2375\">The importance of having <strong data-start=\"2332\" data-end=\"2373\">clear and preventive action protocols<\/strong><\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2377\" data-end=\"2576\">In this new scenario, expert outsourcing of labor management becomes even more relevant\u2014since formal mistakes or poorly handled dismissals can lead to serious financial and reputational consequences.<\/p>\n<h3 data-start=\"2583\" data-end=\"2622\"><span class=\"ez-toc-section\" id=\"How_can_your_company_be_prepared\"><\/span><strong>How can your company be prepared?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"2623\" data-end=\"2671\">At <strong data-start=\"2626\" data-end=\"2645\">GM Integra RRHH<\/strong>, we support companies to:<\/p>\n<p data-start=\"2673\" data-end=\"2959\">\u2714\ufe0f Stay compliant with current regulations and international labor standards<br data-start=\"2749\" data-end=\"2752\" \/>\u2714\ufe0f Manage dismissal processes safely and strategically<br data-start=\"2806\" data-end=\"2809\" \/>\u2714\ufe0f Implement preventive and corrective measures to reduce legal risks<br data-start=\"2878\" data-end=\"2881\" \/>\u2714\ufe0f Act with full legal and documentary rigor when making sensitive decisions<\/p>\n<h3 data-start=\"2966\" data-end=\"2982\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span><strong>Conclusion<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"2983\" data-end=\"3231\">This Supreme Court ruling marks a turning point in how <strong data-start=\"3038\" data-end=\"3071\">unfair dismissal compensation<\/strong> is interpreted. It&#8217;s no longer just about meeting the minimum legal requirements but about ensuring that <strong data-start=\"3177\" data-end=\"3215\">no fundamental rights are violated<\/strong> in the process.<\/p>\n<p data-start=\"3233\" data-end=\"3322\">Because in labor matters, what you do is important <strong data-start=\"3284\" data-end=\"3321\">but how you do it is even more so<\/strong>.<\/p>\n<\/div>\n<\/div>\n<div style=\"text-align: left;\">\n<p data-start=\"0\" data-end=\"25\">You can <strong data-start=\"8\" data-end=\"22\">contact us<\/strong>:<\/p>\n<p data-start=\"0\" data-end=\"25\">By email: comunicaci\u00f3<a rel=\"noopener\" data-start=\"51\" data-end=\"70\">n@gmintegrarrhh.com<\/a><\/p>\n<p data-start=\"74\" data-end=\"107\">Call us at: +34 93 872 69 44<\/p>\n<p data-start=\"109\" data-end=\"140\" data-is-last-node=\"\" data-is-only-node=\"\"><strong data-start=\"109\" data-end=\"140\" data-is-last-node=\"\">Other articles of interest:<\/strong><\/p>\n<\/div>\n<p><a href=\"https:\/\/gmintegrarrhh.com\/en\/payroll-penalties-how-to-avoid-them-by-automating-critical-tasks-gm-integra-hr\/\">Payroll penalties: how to avoid them by automating critical tasks | GM INTEGRA HR<\/a><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Realizamos un repaso a la evoluci\u00f3n de la normativa en materia de protecci\u00f3n en riesgos laborales.<\/p>\n","protected":false},"author":5,"featured_media":9694,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[157],"tags":[211,217,203,173,237,240,233,220,253,231,257],"class_list":["post-9692","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-communication","tag-company","tag-digital-consulting","tag-gm-integra-hr","tag-hr-platform","tag-human-resources","tag-new-website","tag-online-payroll-management","tag-payroll-services","tag-payrolls","tag-technology","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"_links":{"self":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/9692","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/comments?post=9692"}],"version-history":[{"count":3,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/9692\/revisions"}],"predecessor-version":[{"id":9698,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/9692\/revisions\/9698"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media\/9694"}],"wp:attachment":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media?parent=9692"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/categories?post=9692"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/tags?post=9692"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}