{"id":9025978,"date":"2017-05-10T08:00:03","date_gmt":"2017-05-10T07:00:03","guid":{"rendered":"http:\/\/gremicat.es\/?p=9704"},"modified":"2017-05-10T08:00:03","modified_gmt":"2017-05-10T07:00:03","slug":"acomiadament-treballador-en-situacio-incapacitat-temporal","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/acomiadament-treballador-en-situacio-incapacitat-temporal\/","title":{"rendered":"Acomiadament treballador en situaci\u00f3 incapacitat temporal"},"content":{"rendered":"

Acomiadament de treballador en situaci\u00f3 d’incapacitat temporal podr\u00e0 ser declarat nul per discriminatori.<\/p>\n

[texto_central]<\/p>\n

El passat 23 de desembre de 2016, el Jutjat Social n\u00ba 33 de Barcelona, va dictar una nova sent\u00e8ncia en la qual, per primera vegada, reconeix la nul\u00b7litat d’un acomiadament per discriminatori, quan el treballador es troba en situaci\u00f3 d’incapacitat temporal.<\/p>\n

Els fets recollits en la sent\u00e8ncia s\u00f3n els seg\u00fcents: el treballador, ajudant de cuina, va sofrir un accident laboral, dislocant-se el colze. Un mes i mig m\u00e9s tard, estant en situaci\u00f3 d’incapacitat temporal, va rebre comunicaci\u00f3 d’acomiadament disciplinari per part de l’empresa, per \u0093no aconseguir les expectatives establertes per l’empresa ni el rendiment que l’empresa considera adequat o idoni per a l’acompliment de les seves tasques en el seu lloc de treball\u0094.<\/em> <\/p>\n

El treballador va interposar una demanda sol\u00b7licitant la nul\u00b7litat de l’acomiadament per discriminatori, en tenir per causa o motiu real la seva situaci\u00f3 d’incapacitat temporal derivada del seu accident de treball. El Jutjat social n\u00ba 33 de Barcelona, encarregat del litigi, va decidir suspendre el procediment i plantejar al TJUE la seg\u00fcent q\u00fcesti\u00f3 prejudicial: si la decisi\u00f3 empresarial d’acomiadar a un treballador pel sol fet d’estar en situaci\u00f3 d’incapacitat temporal, \u00e9s discriminatori… i si entra en el concepte de “discriminaci\u00f3 directa per discapacitat” la decisi\u00f3 empresarial d’acomiadar a aquest treballador.<\/p>\n

Fins al moment, la doctrina dels tribunals espanyols era la seg\u00fcent: els acomiadaments de treballadors en situaci\u00f3 de baixa o incapacitat temporal, podien ser declarats improcedents, per\u00f2 no nuls.<\/p>\n

No obstant aix\u00f2, el TJUE va resoldre aquesta q\u00fcesti\u00f3 prejudicial en la seva sent\u00e8ncia d’1 de desembre de 2016, en la qual venia a recon\u00e8ixer la possibilitat de considerar discriminatori tot cessament basat en la incapacitat del treballador, encara que aquesta sigui temporal. <\/p>\n

En concret, el TJUE va admetre la possibilitat que aquests acomiadaments fossin declarats nuls, en cas que tal incapacitat pugui ser considerada com de car\u00e0cter “durador”, de tal forma que pugui ser considerat com a “discapacitat”. En aquest sentit, el TJUE considera que per poder qualificar al treballador com una “persona amb discapacitat”, ha de patir dol\u00e8ncies f\u00edsiques, mentals o ps\u00edquiques que suposin una limitaci\u00f3 “duradora” per exercir un treball en condicions d’igualtat amb els altres treballadors. Aix\u00f2 \u00e9s, que la incapacitat de l’interessat no present una perspectiva ben delimitada quant a la seva finalitzaci\u00f3 a curt termini, q\u00fcesti\u00f3 que correspon valorar al jutge nacional.<\/p>\n

Dies m\u00e9s tard, el Jutjat social n\u00ba 33 de Barcelona, una vegada resolta la q\u00fcesti\u00f3 prejudicial per part del TJUE, va dictar sent\u00e8ncia en la qual declarava la nul\u00b7litat de l’acomiadament, despr\u00e9s de concloure que la limitaci\u00f3 que patia el treballador constitu\u00efa una “limitaci\u00f3 duradora” i, per tant, una situaci\u00f3 de “discapacitat” a l’efecte de la Directiva 2000\/78, tal com havia considerat el TJUE en la seva sentencia.<\/p>\n

En concret, el Jutjat arriba a la convicci\u00f3 que la causa real de l’acomiadament no va ser el mer fet de l’accident laboral, ni la inicial situaci\u00f3 d’incapacitat temporal (IT) en si mateixa, sin\u00f3 la percepci\u00f3 empresarial que tal incapacitat temporal es tornava en “duradora”, sense “una perspectiva ben delimitada quant a la seva finalitzaci\u00f3 a curt termini”. \u00c9s per aix\u00f2 que l’acomiadament ha de qualificar-se de directament discriminatori per causa de discapacitat.<\/p>\n

Significa aquesta sent\u00e8ncia que, a partir d’ara, qualsevol acomiadament d’un treballador en situaci\u00f3 de IT podr\u00e0 ser declarat nul?<\/strong> <\/p>\n

De la lectura d’ambdues sent\u00e8ncies (del TJUE i del Jutjat Social n\u00ba 33 de Barcelona) es despr\u00e8n que, per a la declaraci\u00f3 de nul\u00b7litat de l’acomiadament en aquestes circumst\u00e0ncies, haur\u00e0 de comprovar-se si la limitaci\u00f3 de la capacitat del treballador t\u00e9 car\u00e0cter durador. Aix\u00f2 \u00e9s, que la incapacitat del treballador no presenti una perspectiva ben delimitada quant a la seva finalitzaci\u00f3 a curt termini o el que aquesta incapacitat pugui perllongar-se significativament.<\/p>\n

En el sup\u00f2sit recollit per la sent\u00e8ncia, l’evoluci\u00f3 m\u00e8dica del treballador, que era coneguda per l’empresa, va posar de manifest la incertesa sobre l’eventual moment de reincorporaci\u00f3 al seu lloc de treball, evidenciant la impossibilitat d’una recuperaci\u00f3 a curt termini, considerant-se de forma indiscutible com una limitaci\u00f3 duradora.<\/p>\n

Per tant, la q\u00fcesti\u00f3 clau \u00e9s la seg\u00fcent: en la sent\u00e8ncia, el treballador no va ser objecte d’acomiadament en un primer moment, en recaure en situaci\u00f3 de IT derivada d’accident de treball, sin\u00f3 \u00fanicament en un moment posterior, quan l’empresa va ser coneixedora de la prolongaci\u00f3 de la situaci\u00f3 de IT i quan el treballador li va comunicar que la seva reincorporaci\u00f3 no seria a curt termini.<\/p>\n

Per aix\u00f2, a partir d’ara amb aquests acomiadaments en situaci\u00f3 de baixa, l’empresari haur\u00e0 de valorar la previsi\u00f3 temporal o car\u00e0cter durador que vagin a tenir les mateixes, ja que ser\u00e0 la clau perqu\u00e8 l’acomiadament pugui ser considerat nul, amb l’obligaci\u00f3 de readmetre al treballador.<\/p>\n

Per ampliar aquesta informaci\u00f3 consulti amb Assessoria laboral<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Acomiadament de treballador en situaci\u00f3 d’incapacitat temporal podr\u00e0 ser declarat nul per discriminatori. 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