An unexpected scandal has erupted at Mercadona’s logistics center in Ribarroja, now being discussed nationwide. An employee who had dedicated more than forty years to the company found himself at the center of a high-profile story after he was dismissed for eating a one-euro snack during his break. The incident has sparked heated debates not only among supermarket staff but also among labor law experts.
It all happened on a regular workday, when the man, holding an A-category manager position and earning over two thousand euros per month, decided to have a snack right at his workplace. His actions did not go unnoticed: a supervisor saw the employee open a box of Trigos Snacks and hide one of the packets under his vest. Soon after, the man was summoned for a meeting with management, where he immediately admitted his guilt. There were no cash registers in the area where the incident occurred, and all employees were aware of this detail.
Internal investigation
After the incident, the company launched an internal investigation. A detailed report was prepared, forming the basis of the disciplinary case. Mercadona’s management deemed the act a serious violation, emphasizing that the issue was not the value of the product, but a fundamental breach of the rules and a breakdown of trust. The dismissal letter reminded staff that all employees undergo training where it is clearly stated that taking or consuming goods without payment is strictly prohibited, even if the items are written off or damaged.
The employee tried to challenge the company’s decision. He first filed for mediation, but an agreement could not be reached. This was followed by a lawsuit, in which the man argued that the punishment was disproportionate to the offense, as he had not caused any real harm to the company and his personal circumstances and health should have been taken into account.
Courtroom drama
However, the court of first instance did not side with the employee. The ruling was clear: the dismissal was deemed lawful. The man then turned to the High Court of Justice of the Valencian Community (Tribunal Superior de Justicia de la Comunidad Valenciana), hoping for a review. But his appeal was also denied.
The judges emphasized that such behavior constitutes a very serious violation under the collective agreement and the labor code. Even if the value of the goods is minimal, the mere fact of deception and loss of trust is decisive. This is especially important for employees in positions of responsibility. The court specifically noted that it is impossible to restore trust after such an incident, and personal circumstances cannot serve as an excuse.
Consequences for all
This case sparked an intense debate among employees of major retail chains and labor law experts. Many wonder how fair it is to fire a long-serving employee for such a minor infraction. Mercadona’s management, for its part, insists on strict adherence to the rules, believing this is the only way to maintain discipline and trust within the team.
The court’s decision also emphasized that a significant material loss is not required for disciplinary dismissal if the issue pertains to a breach of loyalty and honesty. The judges did not take into account the employee’s age, health, or past contributions to the company. For Mercadona, this case served as a clear message to all staff: even the slightest violation can lead to severe consequences.
Reaction and discussion
The story of an experienced employee being dismissed over a single packet of snacks has sparked heated debate among professionals. Some believe the company acted too harshly, while others insist that rules should apply equally to everyone, regardless of seniority or achievements. In any case, this incident became a vivid example of how corporate standards and internal policies can change a person’s fate in just a matter of minutes.
While some discuss the details of the case, others wonder whether this precedent will prompt stricter oversight in other companies. Time will tell how attitudes toward similar situations will evolve, but it is already clear: trust between employer and employee is fragile and easily broken.
