The Conciliation Hearing: What is it?
The conciliation hearing is an administrative procedure carried out before specialized bodies of the Autonomous Communities, through which employers and employees are encouraged to reach an agreement before resorting to the Courts. The purpose is to prevent litigation and thus avoid excessive conflict in the processes of termination of employment relationships.
Is the conciliation hearing mandatory in case of dismissal?
Yes, it is mandatory; and it is legally regulated in article 63 of the LRJS (Law Regulating Social Jurisdiction).
Is the conciliation hearing free of charge?
Yes, it is free of charge; no fees or prices are to be paid to the Competent Administration.
Where is the conciliation hearing processed?
This conciliation hearing is processed in the conciliation or labor relations services that each Autonomous Community has, usually depending on the General Directorate of Labor of the regional administration.
How is the conciliation hearing procedure initiated?
This conciliation hearing is initiated by means of a document known as a “Conciliation Request Form.” It can be drafted by the employee or their lawyer, or by filling out one of the forms provided by the Autonomous Administration for workers.
After drafting the Conciliation Request Form, it must be submitted to the corresponding body of the Autonomous Community.
What is the deadline for initiating labor conciliation?
The deadline is twenty working days for dismissals (excluding Saturdays, Sundays, and holidays). In the case of wage claims, the deadline is one year.
However, it is advisable to submit it as soon as possible and not to exhaust the deadlines.
What happens once the conciliation request form has been filed?
Once the Conciliation Request Form is filed, the Conciliation Service or Center sends a copy to the company and sets a day and time for the conciliation hearing. Frequently, the administrative body provides the applicant with the day and time at the moment the conciliation request form is submitted.
Can I delegate attendance at the conciliation hearing?
Yes, it is possible. This can be done through a notarial power of attorney or an administrative power of attorney before the same body that will process the Conciliation Hearing.
Before whom is the conciliation hearing held?
They are not judges; they are conciliation lawyers who are experts in the field, who will draft the Official Record and attest to what happens therein.
What can happen at the conciliation hearing? How can it end?
The Hearing can end in the following ways:
Withdrawal, when the worker does not appear or, if present, states that they do not wish to continue with the procedure.
Without Effect, when the company does not appear.
Agreement, when both parties reach an agreement.
No Agreement, when both parties do not reach any agreement; in such a case, the worker must file a lawsuit before the Courts of Justice.
Is the agreement reached in a conciliation hearing binding on the parties?
Yes, it is binding and has the same legal force as a judgment, so, in the hypothetical case of non-compliance, one can go to the Courts to request its enforcement.
Be careful in cases where companies are insolvent or may enter bankruptcy proceedings, as agreements in the conciliation record, if the company later fails to comply, are not covered by Fogasa (Wage Guarantee Fund). In such cases, it is recommended to pursue legal action before the Courts and not to close agreements before the Conciliation Body.
Is legal assistance from lawyers mandatory?
While not mandatory, it is highly recommended. Labor law is complex, and interpreting regulations, the Workers’ Statute, applicable Collective Bargaining Agreements, and calculating compensation amounts or due wages is not always straightforward. A labor lawyer specializes in this area, understanding the procedures and the specific legal framework necessary to protect their client’s interests.
Furthermore, a correct drafting of the Conciliation Request Form is very important, as this can condition subsequent legal actions, as established by Article 80 of the LRJS.
Update: State of Emergency Due to the COVID-19 Health Crisis. Deadlines: Suspended
Royal Decree 463/2020 of March 14, updated by Royal Decree 465/2020 of March 17, provides in the second additional provision of the former for the suspension of all procedural deadlines in the following terms:
“Time limits are suspended, and the deadlines set forth in procedural laws are suspended and interrupted for all levels of jurisdiction. The calculation of these deadlines will resume when this royal decree, or any extensions thereof, ceases to be in effect.”
It continues by excepting some judicial processes of special urgency from the above, such as habeas corpus, trials with provisional prisoners, or those involving the protection of minors’ rights.
Since the labor procedure for dismissal claims is not among these exceptions, it is affected by the general suspension. Therefore, as these procedures are suspended, it is not possible to file dismissal lawsuits or the corresponding conciliation request forms.
Preguntas frecuentes sobre conciliación laboral y reclamaciones ante la empresa
¿Qué datos debe incluir una papeleta de conciliación laboral?
Debe identificar correctamente al trabajador y a la empresa, describir los hechos principales, indicar la reclamación que se formula, concretar fechas relevantes y reflejar con claridad lo que se solicita. Una redacción incompleta puede limitar después la demanda judicial.
¿Qué errores conviene evitar al presentar una papeleta de conciliación?
Conviene evitar datos incorrectos de la empresa, omitir fechas esenciales, reclamar cantidades mal calculadas, no explicar suficientemente los hechos o presentar una papeleta genérica sin conexión con la futura demanda laboral.
¿La presentación de la papeleta interrumpe o suspende el plazo para demandar?
La presentación de la papeleta tiene efectos sobre el cómputo de plazos, especialmente en procedimientos de despido. Por ello, es importante controlar con precisión la fecha de efectos del despido, la presentación de la papeleta y el tiempo restante para acudir al juzgado.
¿Qué pasa si la empresa no acude al acto de conciliación?
Si la empresa no comparece, el acto suele cerrarse sin efecto. En ese caso, el trabajador podrá continuar con la vía judicial, aportando el acta correspondiente para acreditar que intentó la conciliación previa.
¿Puede reclamarse más de un concepto en la misma papeleta?
Sí, pueden acumularse varias reclamaciones cuando tengan relación con la misma controversia laboral, como despido, cantidades pendientes, vacaciones, salarios o indemnizaciones. No obstante, debe revisarse cada caso para evitar problemas procesales posteriores.
¿Qué ocurre si el acuerdo alcanzado no se cumple?
Si una de las partes incumple lo pactado en conciliación, puede solicitarse su ejecución ante el órgano judicial competente. Por eso es fundamental que el acuerdo quede redactado de forma clara, concreta y exigible.
¿Puede una mala conciliación perjudicar al trabajador?
Sí. Aceptar cantidades inferiores, firmar renuncias poco claras o cerrar acuerdos sin valorar todas las consecuencias puede perjudicar al trabajador. Antes de aceptar una propuesta, conviene revisar indemnizaciones, salarios, cotizaciones y posibles efectos fiscales.
¿Es recomendable negociar antes del acto de conciliación?
Puede ser recomendable si existe margen real de acuerdo. Sin embargo, cualquier negociación debe hacerse con cautela, dejando constancia adecuada y evitando aceptar condiciones que reduzcan derechos laborales sin una valoración jurídica previa.
¿Qué documentos conviene preparar antes de la conciliación?
Conviene preparar contrato de trabajo, nóminas, carta de despido, comunicaciones de la empresa, vida laboral, cuadrantes, justificantes de pago, convenio colectivo aplicable y cualquier prueba relacionada con la reclamación.
¿Cómo puede ayudar IN DIEM Abogados en una conciliación laboral?
IN DIEM Abogados puede revisar la viabilidad de la reclamación, calcular cantidades, redactar la papeleta, asistir al acto de conciliación, negociar con la empresa y preparar la demanda laboral si no se alcanza un acuerdo satisfactorio.
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