Combined two-part document: the mandatory prior hearing notice (trámite de audiencia previa — Tribunal Supremo doctrine of 2024 applying ILO Convention 158, codified into ALEH VI with effect from 13.04.2026) that MUST precede any disciplinary dismissal, followed by the dismissal letter itself (ET art. 55) stating the facts and effective date. ⚠️ Skipping the prior hearing makes the dismissal improcedente (unfair).
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 10. The PDF will have blank lines in their place to fill in by hand.
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PART A — PRIOR HEARING NOTICE (TRÁMITE DE AUDIENCIA PREVIA)
Employer: Employee: ,
1. ⚠️ MANDATORY PRIOR HEARING 1.1. Following Tribunal Supremo doctrine of 2024 applying ILO Convention No. 158, codified into the Acuerdo Laboral de ámbito Estatal para el sector de Hostelería (ALEH VI) with effect from 13.04.2026, the Employee must be given the opportunity to be heard BEFORE a disciplinary dismissal is issued. 1.2. Charges notified to the Employee: 1.3. Hearing meeting date: . The Employee may submit a written or oral response within days of this notice. 1.4. ⚠️ Failing to carry out this prior hearing before issuing the dismissal letter (Part B) renders the dismissal improcedente (unfair), regardless of how well-founded the underlying facts are.
PART B — DISCIPLINARY DISMISSAL LETTER (CARTA DE DESPIDO DISCIPLINARIO)
2. FACTS AND CLASSIFICATION (ET ART. 55) 2.1. Having completed the prior hearing in Part A, and considered the Employee's response (if any), the Employer notifies the following facts: 2.2. Classification of the offence under the applicable convenio:
3. EFFECTIVE DATE 3.1. This dismissal takes effect on:
4. ⚠️ FORM REQUIREMENTS 4.1. This letter must be in writing, state the facts and the effective date with sufficient precision to allow the Employee to prepare a defence, and be delivered in a way that can be proven (burofax, certified letter, or hand delivery with signed acknowledgement). 4.2. A finiquito (final settlement — see the dedicated template) is separately owed regardless of the outcome of this dismissal.
Employer ______________ / , on behalf of / Received by Employee ______________ / / Date: ______________
This is a boilerplate template, not legal advice. Spanish employment, consumer-protection and data-protection law (Estatuto de los Trabajadores "ET", the applicable PROVINCIAL convenio colectivo de hostelería/comercio, the sector-wide ALEH VI framework agreement, RGPD/LOPDGDD 3/2018, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars and changes frequently — statutory figures (SMI, convenio pay tables, LISOS sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a Spanish employment/legal advisor (abogado laboralista / gestoría) and verified against the current provincial convenio and rates before use. In Catalonia, under the Codi de consum de Catalunya (Ley 22/2010, art. 128-1), documents intended for consumers — price lists, terms of sale, mandatory notices — must be available at least in Catalan; where a Catalan-language version of this document is also used, that version prevails in case of conflict for consumers in Catalonia.
3 of 10 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.