A surprising labor scandal erupted in Spain: a worker from Alicante was fired for habitually arriving at work half an hour, sometimes even 45 minutes, before her shift was scheduled to start. You might think there’s nothing wrong with showing initiative and being ready ahead of time. However, for the court and her employer, this enthusiasm was not praiseworthy but, on the contrary, became grounds for disciplinary dismissal.
The court’s ruling sparked heated debate among employees and employers nationwide. It turned out that even the most seemingly harmless habits can have unforeseen consequences. In this case, the judge sided with the company, emphasizing that showing up at the workplace before the official start of the shift without authorization violates internal regulations, hinders accurate tracking of work hours, and undermines trust between the employee and management.
A Surprising Precedent
The story began when the employee, convinced she was right, said she had to come in early because she couldn’t handle her workload in the allotted time. Management repeatedly asked her—both verbally and in writing—to stick to the established schedule, but she continued to ignore these requests. In the end, the company resorted to drastic measures, and the court upheld their decision.
The court’s decision states: even if an employee acts with the best intentions, unilaterally changing the work schedule is a violation of the employment contract. Moreover, such actions can create chaos within the organization, especially in teams where precise coordination and time tracking are essential.
Punctuality Versus the Rules
Many Spaniards were stunned: usually, being late is seen as a serious offense, while excessive punctuality is considered a virtue. But in this case, the judge drew a parallel: arriving early without approval is just as much a mistake as being late. The workday starts at the time specified in the contract, and any deviations must be approved by management and documented.
This has become especially important after labor law reforms tightened control over working hours. Now, companies are required to keep accurate records of employees’ hours, and any discrepancies can lead to fines or problems with labor inspections. As a result, employers are increasingly demanding that staff strictly follow the schedule — not a minute earlier or later.
No Compensation
For the dismissed worker, this turned into a double blow: not only did she lose her job, but she also received no compensation. That’s because, according to the court’s decision, a disciplinary dismissal does not entitle the employee to severance pay or any other compensation.
This case clearly demonstrates how even the most routine actions can be considered a violation. Remember: if you want to show initiative and work beyond your standard hours, this must be approved by your employer and documented in writing. Otherwise, even your best intentions can lead to trouble.
Work habits under scrutiny
In Spain, attitudes toward working hours are becoming increasingly strict. Since the introduction of new time-tracking rules, employers watch closely to ensure staff not only avoid being late but also do not arrive too early. This is not just about bureaucracy—it’s also aimed at preventing conflicts and misunderstandings with labor inspectors.
Court cases show that even if an employee believes they are acting in the company’s best interests, unauthorized decisions can be seen as disciplinary violations. Employers, in turn, increasingly prefer to follow the letter of the law to avoid risks and fines.
My perspective
Personally, I believe such stories should serve as a wake-up call for anyone used to playing it safe and going above what’s required by contract. Modern Spanish labor law leaves no room for improvisation: everything must be agreed upon, documented, and approved by management. Otherwise, even the most innocent initiative could result in dismissal without compensation.
