If you have been fired, the first thing you should do if you believe that you have been unfairly dismissed or believe that the liquidation or settlement carried out by the company is not correct, the first thing is to seek advice from a professional specializing in the matter. Our Lawyers, specialists in labor law, they will give you the advice you need, examining the documentation, dismissal letter, years worked and type of contract, circumstances of the dismissal... but you will have to contact as soon as possible, since the period you have is 20 business days to file the claim. If this deadline is missed, you will not be able to claim anything from the company that fired you.

Broadly speaking, a dismissal will be appropriate when the causes of the dismissal are demonstrated and if not, or in the event that the formal requirements required by law have not been followed, it will be unfounded. A null dismissal will be considered when it is based on causes of discrimination prohibited in the Constitution.

The difference is in the compensation, since if it is considered appropriate, the employer will not have to pay any type of compensation.

If it is considered inadmissible, the employer may choose between reinstatement of the worker or compensation. If you opt for compensation, the worker will receive compensation of 33 days of salary per year worked with a maximum of 24 monthly payments (if the contract was prior to February 12, 2012, the work worked up to that date will be compensated with 45 days of salary).

If the dismissal is considered Void, the worker will be reinstated in the same job, paying him the wages he has not received since the date on which he was dismissed.

But if it is considered that these causes do not exist, the objective dismissal may be considered appropriate, inadmissible or void if it is challenged judicially.

Objective dismissal has compensation of 20 days' salary per year worked, with a maximum of 12 monthly payments.

• Ten workers, in companies that employ less than one hundred workers.
• 10 percent of the number of company workers in those that employ between one hundred and three hundred workers
• Thirty workers in companies that employ more than three hundred workers.

In this case, and as in the objective dismissal, the collective dismissal will be compensated with a minimum of 20 days of salary per year worked with a maximum of twelve monthly payments.