{"id":9038827,"date":"2025-05-28T07:00:58","date_gmt":"2025-05-28T07:00:58","guid":{"rendered":"https:\/\/www.gremicat.es\/?p=9038827"},"modified":"2025-05-28T07:05:44","modified_gmt":"2025-05-28T07:05:44","slug":"limpagament-o-el-retard-en-el-salari-justifica-lextincio-del-contracte-per-voluntat-del-treballadorlimpagament-o-el-retard-en-el-salari-justifica-lextincio-del-contracte-per-voluntat-del-treballad","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/limpagament-o-el-retard-en-el-salari-justifica-lextincio-del-contracte-per-voluntat-del-treballadorlimpagament-o-el-retard-en-el-salari-justifica-lextincio-del-contracte-per-voluntat-del-treballad\/","title":{"rendered":"L&#8217;impagament o el retard en el salari justifica l&#8217;extinci\u00f3 del contracte per voluntat del treballador"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"9038827\" class=\"elementor elementor-9038827 elementor-9038815\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-fa8d72b elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"fa8d72b\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-ff0f294\" data-id=\"ff0f294\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-47cfa93 elementor-widget elementor-widget-heading\" data-id=\"47cfa93\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Desde el pasado 3 de abril de 2025, los trabajadores lo tienen m\u00e1s f\u00e1cil para romper el contrato si su empresa no paga o retrasa el salario. La nueva redacci\u00f3n del art\u00edculo 50 del Estatuto de los Trabajadores por Ley Org\u00e1nica 1\/2025, aclara qu\u00e9 se entiende por impago o retraso grave. Esto supone un cambio relevante tanto para trabajadores como para empresas.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-b53e261 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"b53e261\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4c0f440\" data-id=\"4c0f440\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-22bc566 elementor-widget elementor-widget-spacer\" data-id=\"22bc566\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-eb9664a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"eb9664a\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-a2e0f1a\" data-id=\"a2e0f1a\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-47ec956 elementor-widget elementor-widget-text-editor\" data-id=\"47ec956\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>\u00a0<\/p>\n<p>\u00a0<\/p>\n<p>\u00a0<\/p>\n<p class=\"p1\">La\u00a0Ley Org\u00e1nica 1\/2025, de 2 de enero, que entr\u00f3 en vigor el\u00a03 de abril de 2025, introduce una reforma importante del\u00a0art\u00edculo 50 del Estatuto de los Trabajadores\u00a0(ET), estableciendo con m\u00e1s precisi\u00f3n cu\u00e1ndo el impago o el retraso en el salario justifica la extinci\u00f3n del contrato por voluntad del trabajador, con derecho a indemnizaci\u00f3n por despido improcedente.<\/p>\n<p class=\"p1\">Con esta reforma, se elimina la inseguridad jur\u00eddica que exist\u00eda hasta ahora al dejarse a criterio judicial la valoraci\u00f3n de la gravedad del incumplimiento. Desde abril:<\/p>\n<ul class=\"ul1\">\n<li class=\"li2\">Se entender\u00e1 por impago la falta de abono de tres mensualidades completas de salario en el plazo de un a\u00f1o, aunque no sean consecutivas.<\/li>\n<li class=\"li2\">Habr\u00e1 retraso si el salario se abona con m\u00e1s de quince d\u00edas de demora respecto a la fecha pactada, siendo causa de extinci\u00f3n cuando esto ocurra durante seis meses en un a\u00f1o, aunque \u00e9stos no sean consecutivos.<\/li>\n<\/ul>\n<p class=\"p1\">Esto otorga al trabajador un nuevo poder: si se cumplen estos requisitos, puede romper el contrato laboral y reclamar la indemnizaci\u00f3n equivalente a la del despido improcedente.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-dd5c89c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"dd5c89c\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-daac14f\" data-id=\"daac14f\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5835d49 elementor-widget elementor-widget-spacer\" data-id=\"5835d49\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-04be1ef elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"04be1ef\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-0c33a8f\" data-id=\"0c33a8f\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-10dea8c elementor-widget elementor-widget-heading\" data-id=\"10dea8c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Consecuencias para la empresa<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-6710e2c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"6710e2c\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-697ee94\" data-id=\"697ee94\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5ad362d elementor-widget elementor-widget-text-editor\" data-id=\"5ad362d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul class=\"ul1\">\n<li class=\"li1\">No pagar o retrasarse reiteradamente en el salario tiene consecuencias graves, que no se pueden justificar por causas econ\u00f3micas.<\/li>\n<li class=\"li1\">Adem\u00e1s del riesgo de extinci\u00f3n indemnizada del contrato, tambi\u00e9n se generan:\n<ul class=\"ul1\">\n<li class=\"li1\">Recargos del 10% por mora\u00a0(art. 29.3 ET).<\/li>\n<li class=\"li1\">Infracciones muy graves, con riesgo de sanciones por la Inspecci\u00f3n de Trabajo.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p class=\"p2\">La mejor soluci\u00f3n sigue siendo cumplir con el abono puntual del salario o buscar medidas alternativas antes de generar un conflicto legal y econ\u00f3mico mayor.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3e191ea elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3e191ea\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-328e8ac\" data-id=\"328e8ac\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-847ea0a elementor-widget elementor-widget-spacer\" data-id=\"847ea0a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-fd07dff elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"fd07dff\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-48be4c6\" data-id=\"48be4c6\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-ca9b010 elementor-widget elementor-widget-heading\" data-id=\"ca9b010\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Procedimiento m\u00e1s \u00e1gil para reclamar salarios impagados<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-807135c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"807135c\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-a7624f1\" data-id=\"a7624f1\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-d1f697b elementor-widget elementor-widget-text-editor\" data-id=\"d1f697b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p class=\"p1\">Gracias al\u00a0Real Decreto-ley 6\/2023, en vigor desde el\u00a020 de marzo de 2024, los trabajadores que denuncien impago o retrasos salariales acceder\u00e1n a un\u00a0procedimiento urgente y preferente:<\/p>\n<ul class=\"ul1\">\n<li class=\"li2\">Se\u00f1alamiento de vista en\u00a05 d\u00edas\u00a0desde la admisi\u00f3n de la demanda.<\/li>\n<li class=\"li2\">Sentencia en otros\u00a05 d\u00edas m\u00e1s\u00a0tras el juicio.<\/li>\n<\/ul>\n<p class=\"p1\">Este mecanismo, unido a la nueva redacci\u00f3n del art. 50 ET,\u00a0acelera la respuesta judicial\u00a0y mejora la protecci\u00f3n frente a abusos reiterados.<\/p>\n<p class=\"p1\">La reforma representa un cambio de paradigma en la defensa del derecho al salario. Se acabaron las dudas sobre si tres impagos eran suficientes o si el retraso de dos semanas era grave o no. Ahora la ley concreta qu\u00e9 se considera incumplimiento grave, y los trabajadores tienen herramientas m\u00e1s claras para reaccionar.<\/p>\n<p class=\"p1\">Para las empresas, se impone la necesidad de revisar su pol\u00edtica de pagos y prever alternativas para evitar conflictos laborales que podr\u00edan resultar muy costosos.<span class=\"Apple-converted-space\">\u00a0<\/span><\/p>\n<p class=\"p3\">Para ampliar esta informaci\u00f3n consulte con\u00a0<a href=\"https:\/\/www.gremicat.es\/asesoria-laboral-barcelona\/\" target=\"_blank\" rel=\"noopener\"><span class=\"s1\">Asesor\u00eda laboral<\/span><\/a><\/p>\n<p class=\"p5\">Si te ha parecido interesante comp\u00e1rtelo en redes sociales, \u00a1gracias!<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Des del passat 3 d&#8217;abril de 2025, els treballadors ho tenen m\u00e9s f\u00e0cil per a trencar el contracte si la seva empresa no paga o retarda el salari.<\/p>\n","protected":false},"author":1,"featured_media":9038825,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[],"class_list":["post-9038827","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral-cat"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - 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