{"id":2335,"date":"2022-10-10T11:31:38","date_gmt":"2022-10-10T10:31:38","guid":{"rendered":"https:\/\/odiceabogados.com\/?p=2335"},"modified":"2023-02-02T18:12:55","modified_gmt":"2023-02-02T17:12:55","slug":"extincion-del-contrato-por-impago-del-salario","status":"publish","type":"post","link":"https:\/\/odiceabogados.com\/en\/termination-of-contract-by-unpaid-wage-termination\/","title":{"rendered":"Termination of contract for non-payment or arrears of salary"},"content":{"rendered":"<p>When the employer does not comply with his obligations, such as non-payment or continued delay in the payment of wages, the worker may request the termination of the contract. This is provided for in the <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430\" target=\"_blank\" rel=\"noreferrer noopener\">Article 50 of the Workers' Statute<\/a>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The <strong>paragraph 1<\/strong> establishes the causes considered just for the worker, of his own free will, to request the termination of the employment contract due to non-fulfilment by the employer. These include:\n<ol class=\"wp-block-list\">\n<li><strong>Substantial changes<\/strong> in the working conditions without respecting the provisions of the<a href=\"https:\/\/www.conceptosjuridicos.com\/estatuto-de-los-trabajadores-articulo-41\/\" target=\"_blank\" rel=\"noreferrer noopener\"> Article 41 of the Workers' Statute <\/a>and which are detrimental to the dignity of the worker.<\/li>\n\n\n\n<li><strong>Non-payment or continued delays in the payment of agreed wages.<\/strong><\/li>\n\n\n\n<li>Any other <strong>serious non-compliance<\/strong> of the employer's obligations.<\/li>\n<\/ol>\n<\/li>\n\n\n\n<li>The<strong> paragraph 2 <\/strong>guarantees that the worker covered by this scheme can receive the corresponding compensation in the event of unfair dismissal.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:65px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h1 class=\"wp-block-heading\">Requirements for requesting the termination of an employment contract<\/h1>\n\n\n\n<div style=\"height:65px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Termination for non-payment of salary<\/h2>\n\n\n\n<p>The requirements to be able to request the termination of the contract on this specific ground are twofold:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It must be a <strong>uncontroversial salary<\/strong>. This means that termination cannot be requested if it is disputed whether or not a bonus is payable under the collective agreement.&nbsp;<\/li>\n\n\n\n<li>It is necessary that the non-payment is repeated and accumulates several monthly payments. In this respect, case law has established as a general rule a total of 4 <strong>monthly instalments in order to be able to request the resolution<\/strong>.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:65px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Payroll delays<\/h3>\n\n\n\n<p>If there are undisputed wage arrears, the employee is also entitled to request termination for non-performance by his employer.<\/p>\n\n\n\n<p>However, there is more ambiguity as to how many arrears have to be accumulated in order to be able to request a termination. In general, analogy is usually made with the criterion established for non-payments: 4 monthly salary payments, but this has to be analysed on a case-by-case basis.\u00a0<\/p>\n\n\n\n<div style=\"height:65px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Non-payment of wages or payroll arrears: How should I proceed?<\/h3>\n\n\n\n<p>If you are a victim of serious non-payment of wages, you can take action in two ways:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Out of court<\/strong>if you formally and reliably inform the employer of the termination of the employment contract and the employer accepts and pays the outstanding amounts.<\/li>\n\n\n\n<li><strong>Judicially<\/strong>if the employer does not admit the facts. In this case, it will be necessary to file a conciliation paper in which, if there is no agreement, we will have the judicial route open to go to Court and demand that the employer be declared and ordered to pay the wages and the corresponding compensation.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:65px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Unemployment compensation and benefits<\/h3>\n\n\n\n<p>The termination indemnity for non-payment of wages is equal to the indemnity for unfair dismissal, which is divided into two tranches:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>45 days' salary per year worked until 12 February 2012, with a maximum of 42 monthly payments.<\/li>\n\n\n\n<li>33 days per year worked as of 12 February 2012, with a maximum of 24 monthly payments.<\/li>\n<\/ul>\n\n\n\n<p>In addition, to these amounts must be added the unpaid salaries and default interest (10%) for non-payment of these salaries, as well as the amounts corresponding to the proportional part of the extra payments and holidays not taken.<\/p>\n\n\n\n<div style=\"height:80px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Debt collection lawyer in Malaga<\/h2>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/odiceabogados.com\/wp-content\/uploads\/2022\/10\/impago-de-salario-1024x512.jpg\" alt=\"Non-payment of wages\" class=\"wp-image-2339\" srcset=\"https:\/\/odiceabogados.com\/wp-content\/uploads\/2022\/10\/impago-de-salario-1024x512.jpg 1024w, https:\/\/odiceabogados.com\/wp-content\/uploads\/2022\/10\/impago-de-salario-300x150.jpg 300w, https:\/\/odiceabogados.com\/wp-content\/uploads\/2022\/10\/impago-de-salario-768x384.jpg 768w, https:\/\/odiceabogados.com\/wp-content\/uploads\/2022\/10\/impago-de-salario-1536x768.jpg 1536w, https:\/\/odiceabogados.com\/wp-content\/uploads\/2022\/10\/impago-de-salario-2048x1024.jpg 2048w, https:\/\/odiceabogados.com\/wp-content\/uploads\/2022\/10\/impago-de-salario-18x9.jpg 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Addressing a claim for contractual termination for wage arrears is not easy for the layman.<\/p>\n\n\n\n<p>Although it is true that the first instance does not require a lawyer or solicitor and the worker can represent him\/herself, it is highly advisable to hire the services of a labour lawyer to go to court.<\/p>\n\n\n\n<p>From \u00d3dice Abogados, <a href=\"https:\/\/odiceabogados.com\/en\/services\/abogado-laboralista-en-malaga\/\" target=\"_blank\" data-type=\"URL\" data-id=\"https:\/\/odiceabogados.com\/servicios\/abogado-laboralista-en-malaga\/\" rel=\"noreferrer noopener\">Employment Lawyers in Malaga<\/a>We will bring the claim to a successful conclusion and obtain the compensation you are entitled to.<\/p>","protected":false},"excerpt":{"rendered":"<p>When the employer does not comply with its obligations, such as non-payment or continuous delay in the payment of wages, the worker may request the termination of the contract. This is provided for in article 50 of the Workers' Statute: Requirements for requesting the termination of the employment contract Termination for non-payment of salary The requirements to be able to request termination of the employment contract are [...]<\/p>","protected":false},"author":1,"featured_media":2339,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[121,118,119,120],"class_list":["post-2335","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral","tag-abogado-laboral","tag-extincion-de-contrato","tag-impago-de-salario","tag-retrasos-de-salario"],"_links":{"self":[{"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/posts\/2335","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/comments?post=2335"}],"version-history":[{"count":5,"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/posts\/2335\/revisions"}],"predecessor-version":[{"id":2583,"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/posts\/2335\/revisions\/2583"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/media\/2339"}],"wp:attachment":[{"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/media?parent=2335"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/categories?post=2335"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/odiceabogados.com\/en\/wp-json\/wp\/v2\/tags?post=2335"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}