Strike without fear

No. You have no obligation to tell your employer in advance that you're joining the strike, or to explain why. It's a fundamental right: on the day, you can exercise it and not go to work.

You don't have to say. You can not answer, say you haven't decided yet, or give a vague reply. Your employer can't use questions, pressure or threats to make you give up your right: “I need to know so I can plan”, “tell me now if you're coming in”, “there'll be consequences”… If you're worried about retaliation, it can help to put in writing (an email or a message through the usual channel) that you're exercising your right to strike. If they pressure you, keep evidence and talk to your union.

They can't fire or punish you for exercising your right to strike: no disciplinary action, no worse conditions, no penalty for having taken part. A dismissal or sanction for striking is null and void, and can also lead to penalties for the employer. Being prohibited doesn't mean it never happens: the employer may try to disguise it as something else. That's why keeping evidence from the start matters so much.

Don't let it slide, and act fast: the deadlines to challenge it are very short. If they hand you a final settlement or a letter, sign it with «No conforme» (I do not agree) and write the actual date you received it. Gather everything you have (emails, messages, shift changes, witnesses) and go to your union straight away.

Yes. During the strike your contract is suspended: you aren't paid for that day and no Social Security contributions are made for it. The proportional part of bonus payments and weekly rest is also deducted. Your holidays aren't affected, and attendance or punctuality bonuses depend on your collective agreement. But striking isn't a punishment: your employer can't dock anything else as a penalty. Striking has a cost; having no rights costs far more.

No. Replacing striking workers is illegal: they can't hire people from outside to do your job, move other co-workers to different posts or duties to cover for you, or replace you with automated means. If you think this is happening, document what you can and report it to your union.

Minimum services are set when a strike affects essential services, and they don't mean the whole workforce has to work. If you're designated, your employer must notify you in a verifiable way (in writing; a phone call isn't enough) and you must comply with the hours and duties assigned. Minimum services can't be used to empty the strike in practice: if in doubt, talk to your union.

Yes. Remote working doesn't take away your right to strike. Striking isn't just not going to the office: it's not working. That day you don't log on, don't answer emails, don't take work calls and don't do any tasks. You can strike from home too.

Yes, you have the same rights. But it's a very unprotected time, so it's especially important to put in writing that you're exercising your right and to keep evidence of any pressure.

Yes. The rules governing domestic work give you the same basic labour rights, including the right to strike. As it's a more exposed job, put it in writing and, if there's any retaliation, go to your union.

Yes. The right to strike belongs to each worker, whether or not she's a union member and whether or not there's union representation at her workplace. If your employer says otherwise, they're lying.

Yes. 11N is a general strike lawfully called by unions with a presence in the territory, which have met the requirements on advance notice and on the content of the call. Any employed worker can join it.

The strike is called for employed workers, but as a self-employed worker you can stop that day and pull down the shutters. Your relationship with your clients has nothing to do with the right to strike, so think about how you can join in. We explain it in the Shutters down campaign.

Your employer can't threaten you or retaliate to stop you from striking. If you receive threats, intimidating messages, warnings about “consequences” or pressure not to take part, keep everything: emails, WhatsApps, internal communications, shift changes, later sanctions… Document what happens and contact your union.