Labour Law

At Virtus Advocats we offer comprehensive labor law advice for both companies and employees, tailored to the specifics of the Andorran legal environment.


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LABOUR LAW ADVISORY SERVICES
FOR EMPLOYEES
Throughout your working life, situations may arise where you need to know and defend your rights. At Virtus Advocats, we provide the information and support you need to face any labour issue with confidence.
  • Study and issuance of regulatory provisions.
  • Review and analysis of payrolls.
  • Recognition of employee rights.
  • Vacations and leave.
  • Challenges to disciplinary sanctions.
  • Advice on psychological harassment cases (mobbing).
  • Defense and representation of employees in individual disputes with their employer during or after employment.
  • Pre-litigation legal assistance in judicial and administrative channels.
  • Claims for unpaid wages.

labor
LABOR LAW ADVISORY SERVICES
FOR COMPANIES
We help you focus on your core business by professionally and rigorously handling all your labour law needs . Our team of labour law attorneys is ready to cover every aspect of employment relations, ensuring legal compliance and providing effective, tailored solutions.
  • Full labour law advisory service.
  • Labour audits.
  • Drafting of all types of employment contracts and amendments, according to each company’s needs, operations, and structure, with special attention to exclusivity, non-compete, and confidentiality agreements.
  • Geographical and functional mobility issues and other substantial changes to working conditions.
  • Working hours, vacations, absences, and disciplinary sanctions.
  • Termination of the employment relationship at the company’s request and legal defense in any resulting court proceedings.

  • Hiring and termination of executive contracts, analysing all possible agreement variations, such as golden parachutes and non-compete clauses, aligned with the company, the law, and market conditions.
  • Employment of foreign workers.
  • Management of strikes and other collective conflicts.
  • Representation of the company in dealings with trade unions.
  • Business transfer / succession.
  • Arbitration and out-of-court dispute resolution.
  • Assistance before the Labour Inspection Service.
  • Social Security contribution advice.
  • Settlement of Social Security debts.
  • Administrative and judicial appeals.
  • Advice on applicable Social Security schemes for various in-company situations.
  • Processing of administrative and contentious appeals arising from liquidation and/or infraction notices issued by the Labour Inspection Service.
  • Preparation of payrolls.
  • Absenteeism control.
  • Certificates for services rendered.
  • Withholding tax certificates.
  • Administrative procedures to obtain the digital certificate.
  • Filing and payment of social security contributions to the CASS.
  • Registration, deregistration and update of companies and employees.
FREQUENTLY ASKED QUESTIONS

We answer all your questions

A company must put contracts in writing, register the employee with the CASS, comply with occupational risk prevention regulations, and respect legal requirements on working hours, breaks, and vacations. It must also maintain rigorous documentary records.

In Andorra, under Law 31/2018 of 6 December, on Labour Relations, there are several types of employment contracts to suit company needs:
  • Permanent contract: the most common, with no time limit.
  • Fixed-term contract: for specific tasks or a limited period.
  • Seasonal contract: for activities repeated annually on predictable dates (e.g., hospitality or snow seasons).
  • Youth contract: for under-25s entering the workforce.
  • Retiree contract: allows continued work after retirement under specific conditions.
  • Substitution contract: to temporarily replace an employee with job retention.
  • Interim contract: when awaiting an administrative or judicial ruling.
  • Part-time contract: with fewer hours than a full-time position.
All contracts must be in writing, specify working conditions (hours, salary, duration, etc.), and comply with current regulations. At Virtus Advocats, we help you choose and draft the contract type that best fits your company, ensuring legal security.

The legal minimum vacation in Andorra is 30 calendar days per year worked (equivalent to 22 business days). Vacations must be paid and agreed with the employer, though they can be split if both parties agree.

If you are dismissed in Andorra and believe your rights were violated, act quickly. Consult a lawyer to assess whether the dismissal was justified and legal requirements were met. In the case of unfair dismissal, you can seek compensation or reinstatement, depending on the circumstances. You are also entitled to a final settlement (unused vacation, unpaid wages, etc.). At Virtus Advocats, we help you defend your labour rights with rigor and confidentiality.

In Andorra, a worker may be dismissed for objective reasons (economic, technical, organisational, or production) or disciplinary reasons (serious contract breaches, repeated absenteeism, disobedience). It is also possible to dismiss without a specific cause if notice periods and indemnity payments are respected. All dismissals must be documented in writing and follow legal procedures to avoid disputes. In cases of unfair dismissal, the worker may be entitled to compensation or reinstatement.

Contact us

If you have any questions, need legal advice, or wish to schedule a consultation, don’t hesitate to contact us. Our team of experts is ready to handle your legal needs professionally and personally.
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