Practical employment law training for confident HR decision-making
We train Human Resources teams to strengthen judgement and decision-making in employment matters.
Our programmes cover dismissals, disciplinary action, internal investigations, working conditions, employee relations, equality, workplace policies, documentation and litigation risk.
We provide HR professionals with a practical and business-oriented legal perspective that helps them anticipate risk, communicate clearly and apply employment rules consistently.
HR teams make decisions that can have significant legal, operational and reputational consequences.
The legal framework, internal policies, available evidence, communication strategy and business context must be understood before action is taken.
We design training programmes that translate Spanish employment law into practical criteria for day-to-day HR management.
We provide training on:
Dismissal and disciplinary processes require legal precision, consistent documentation and careful communication.
We train HR teams to identify the appropriate legal route, assess evidence, manage procedural requirements and reduce avoidable litigation risk.
Performance concerns must be addressed early and supported by clear, consistent records.
We provide practical guidance on setting expectations, documenting underperformance, conducting review meetings and coordinating performance management with potential employment action.
Complaints involving harassment, discrimination, retaliation or misconduct require a disciplined and impartial response.
We train HR professionals on complaint handling, confidentiality, interviews, evidence preservation, interim measures and escalation.
Changes to working time, functions, location, reporting lines or remuneration can trigger legal and employee relations risks.
We help HR teams understand when a measure can be implemented directly, when a formal procedure is required and when employee representatives must be involved.
Internal rules are effective only when they are understood and applied consistently.
We train HR teams on policy interpretation, employee communication, proportionality, record-keeping and alignment between internal practice, collective agreements and employment law.
Effective training should reflect the company’s workforce, sector, structure and risk profile.
We design sessions around real HR scenarios, internal policies, recurring issues and strategic priorities, combining legal analysis with practical exercises and decision-making frameworks.
HR priorities, recurring issues, internal policies and risk areas.
Programme scope, legal content, practical scenarios and training format.
Interactive sessions, case studies, decision-making tools and Q&A.
Employment counsel should be involved when HR training needs are defined and before significant legal or organisational changes are implemented.
Training is particularly valuable where the company is growing, restructuring, introducing new policies, managing sensitive complaints, expanding internationally or seeking greater consistency across HR decisions.
Core topics often include dismissals, disciplinary action, working time, performance management, workplace investigations, harassment, discrimination, internal policies and employee representative relations.
Yes. Programmes can be designed around the company’s policies, procedures, workforce structure, sector and recurring HR challenges.
No. It is also valuable for smaller HR functions, managers and business leaders who make employment decisions or handle employee relations matters.
Training should be refreshed following legal changes, new case law, organisational growth, policy updates, restructuring or recurring employment issues.
Corporate restructuring requires precision before action