Prior Hearing + Disciplinary Dismissal Letter (Trámite de Audiencia Previa + Carta de Despido Disciplinario)

PART A — PRIOR HEARING NOTICE (TRÁMITE DE AUDIENCIA PREVIA)

Employer: ✓Employer name Employee: ✓Employee name, ✓Position

1. ⚠️ MANDATORY PRIOR HEARING 1.1. Following Tribunal Supremo doctrine of 2024 applying ILO Convention No. 158, codified into the Acuerdo Laboral de ámbito Estatal para el sector de Hostelería (ALEH VI) with effect from 13.04.2026, the Employee must be given the opportunity to be heard BEFORE a disciplinary dismissal is issued. 1.2. Charges notified to the Employee: Charges notified for the hearing (cargos) 1.3. Hearing meeting date: Hearing meeting date (audiencia previa). The Employee may submit a written or oral response within Deadline for the employee's response (days) days of this notice. 1.4. ⚠️ Failing to carry out this prior hearing before issuing the dismissal letter (Part B) renders the dismissal improcedente (unfair), regardless of how well-founded the underlying facts are.

PART B — DISCIPLINARY DISMISSAL LETTER (CARTA DE DESPIDO DISCIPLINARIO)

2. FACTS AND CLASSIFICATION (ET ART. 55) 2.1. Having completed the prior hearing in Part A, and considered the Employee's response (if any), the Employer notifies the following facts: Final facts stated in the dismissal letter (hechos) 2.2. Classification of the offence under the applicable convenio: Classification of the offence (leve/grave/muy grave)

3. EFFECTIVE DATE 3.1. This dismissal takes effect on: Effective date of dismissal (fecha de efectos)

4. ⚠️ FORM REQUIREMENTS 4.1. This letter must be in writing, state the facts and the effective date with sufficient precision to allow the Employee to prepare a defence, and be delivered in a way that can be proven (burofax, certified letter, or hand delivery with signed acknowledgement). 4.2. A finiquito (final settlement — see the dedicated template) is separately owed regardless of the outcome of this dismissal.

Employer ______________ / Employer signatory, on behalf of ✓Employer name / Received by Employee ______________ / ✓Employee name / Date: ______________

— — — ⚠️ This is a boilerplate template, not legal advice. Spanish employment, consumer-protection and data-protection law (Estatuto de los Trabajadores "ET", the applicable PROVINCIAL convenio colectivo de hostelería/comercio, the sector-wide ALEH VI framework agreement, RGPD/LOPDGDD 3/2018, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars and changes frequently — statutory figures (SMI, convenio pay tables, LISOS sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a Spanish employment/legal advisor (abogado laboralista / gestoría) and verified against the current provincial convenio and rates before use. In Catalonia, under the Codi de consum de Catalunya (Ley 22/2010, art. 128-1), documents intended for consumers — price lists, terms of sale, mandatory notices — must be available at least in Catalan; where a Catalan-language version of this document is also used, that version prevails in case of conflict for consumers in Catalonia.