Collective Redundancy (ERE): Complete Workers' Guide in Spain 2026
Guide to collective redundancies (ERE) in Spain: Art. 51 ET thresholds, ETOP grounds, consultation period, 20-day severance, priority of permanence and challenging a null ERE.
# Collective Redundancy (ERE) in Spain 2026: Workers' Complete Guide
A collective redundancy (ERE) applies when ETOP dismissals (economic, technical, organizational or production grounds) exceed Art. 51 ET thresholds within any 90-day period.
Thresholds
<100 workers: ≥10 | 100–300: ≥10% | ≥300: ≥30 | Full closure: >5 affected workers
Procedure
- Simultaneous notice to workers' representatives + Labour Authority with mandatory documentation
- Consultation period: 30 days (15 days if <50 workers), good-faith negotiation required
- Individual dismissal letters with specific grounds
Statutory severance: 20 days/year (max 12 months)
Practice: 25–40 days in negotiated EREs. Unfair/null ERE: 33 days/year or reinstatement + back pay.
Grounds for nullity
- Failure to open consultation period (STS 20/09/2013)
- Missing mandatory economic documentation (STS 25/06/2014)
- Fraudulent piecemeal dismissals to circumvent thresholds
- Discriminatory selection criteria
Individual challenge: 20 working days from dismissal letter; conciliation required first.
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