{"id":9039101,"date":"2025-07-23T07:00:42","date_gmt":"2025-07-23T07:00:42","guid":{"rendered":"https:\/\/www.gremicat.es\/?p=9039101"},"modified":"2025-07-21T13:13:16","modified_gmt":"2025-07-21T13:13:16","slug":"mobil-personal-treball-a-distancia-i-urgencies","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/mobil-personal-treball-a-distancia-i-urgencies\/","title":{"rendered":"M\u00f2bil personal treball a dist\u00e0ncia i urg\u00e8ncies"},"content":{"rendered":"\t\t
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El Tribunal Suprem buida una dels dubtes m\u00e9s inc\u00f2modes del treball a dist\u00e0ncia: es pot cridar al m\u00f2bil personal d'un empleat en cas d'urg\u00e8ncia? Quan el temps constreny i el treballador est\u00e0 fora de l'oficina, pot l'empresa usar el seu n\u00famero personal per a localitzar-ho?<\/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
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\u00a0<\/p>

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\u00a0<\/p>

La recent sent\u00e8ncia del Tribunal Suprem (Sala social, STS n\u00fam. 257\/2024, de 20 de febrer) introdueix un necessari mat\u00eds en la interpretaci\u00f3 del dret a la desconnexi\u00f3 digital dels treballadors, especialment en contextos de treball a dist\u00e0ncia.<\/p>

La controv\u00e8rsia va sorgir quan una empresa va ser sancionada per contactar al m\u00f2bil personal d’una treballadora durant la seva jornada laboral en modalitat de teletreball, en haver-se declarat una situaci\u00f3 d’urg\u00e8ncia imminent vinculada a la seva \u00e0rea de responsabilitat. La treballadora no va contestar. L’empresa, posteriorment, va considerar aquesta omissi\u00f3 com una infracci\u00f3.<\/p>

El que estava en joc no era \u00fanicament el contingut del conveni col\u00b7lectiu o la interpretaci\u00f3 literal del dret a desconnectar, sin\u00f3 l’equilibri entre els drets del treballador i les necessitats organitzatives en contextos no presencials.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Qu\u00e8 ha dit exactament el Tribunal Suprem?<\/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
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El Suprem considera que:<\/p>

  • En casos excepcionals d’urg\u00e8ncia justificada, l’empresa pot dirigir-se al n\u00famero personal del treballador -sempre que aquest canal hagi estat utilitzat pr\u00e8viament de forma consentida, encara que fos de manera t\u00e0cita-.<\/li>
  • No es vulnera autom\u00e0ticament el dret a la desconnexi\u00f3 digital pel simple fet de realitzar un intent de contacte, si aquest es produeix dins de l’horari laboral i davant una necessitat organitzativa imprevista.<\/li>
  • La falta de resposta del treballador pot, en unes certes circumst\u00e0ncies, donar lloc a conseq\u00fc\u00e8ncies disciplin\u00e0ries, si la seva disponibilitat en horari laboral \u00e9s exigible i el canal de contacte ha estat raonablement consensuat.<\/li><\/ul>

    El Tribunal subratlla que el rellevant no \u00e9s tant el mitj\u00e0 (el m\u00f2bil personal), sin\u00f3 el car\u00e0cter excepcional del contacte, l’horari en el qual es produeix i la raonabilitat de l’actuaci\u00f3 empresarial.<\/p>\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

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    Recordi....<\/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
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    • No es pot usar el m\u00f2bil personal del treballador com a canal ordinari de contacte si no existeix consentiment expr\u00e9s o t\u00e0cit. \u00c9s important deixar const\u00e0ncia dels canals de comunicaci\u00f3 v\u00e0lids, especialment en modalitats de treball a dist\u00e0ncia.<\/li>
    • Aquesta sent\u00e8ncia no habilita un acc\u00e9s permanent al treballador en qualsevol moment. El dret a la desconnexi\u00f3 continua vigent, per\u00f2 es matisa en funci\u00f3 de les circumst\u00e0ncies i de la gravetat de la situaci\u00f3.<\/li>
    • Si en la teva organitzaci\u00f3 es preveuen situacions urgents que requereixin actuaci\u00f3 immediata, \u00e9s recomanable pactar protocols clars i canals de contacte acceptats m\u00fatuament amb els empleats.<\/li>
    • L’empresa deur\u00e0 sempre justificar el car\u00e0cter “urgent i necessari” del contacte. No bastar\u00e0 amb invocar-ho gen\u00e8ricament.<\/li><\/ul>

      \u00a0<\/p>

      En definitiva, la sent\u00e8ncia del Tribunal Suprem (TS) no deroga el dret a la desconnexi\u00f3 digital, per\u00f2 s\u00ed que aclareix que aquest no \u00e9s absolut. En determinats contextos, com el treball remot, i davant situacions d’urg\u00e8ncia real, el contacti puntual al m\u00f2bil personal no constitueix una infracci\u00f3 si s’ha emprat amb moderaci\u00f3 i dins de l’horari laboral.<\/p>

      Et recomanem revisar els protocols de contacti establerts amb la teva plantilla, especialment si part de l’equip treballa a dist\u00e0ncia o en modalitat h\u00edbrida. Estar preparats evitar\u00e0 malentesos… i sancions.<\/p>

      Per a ampliar aquesta informaci\u00f3 consulti amb Assessoria laboral\u00a0<\/span><\/p>

      Si t’ha semblat interessant comparteix-ho en xarxes socials, gr\u00e0cies!<\/p>\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":"

      Es pot trucar al m\u00f2bil personal d’un empleat en cas d’urg\u00e8ncia? Quan el temps constreny i el treballador est\u00e0 fora de l’oficina, pot l’empresa usar el seu n\u00famero personal per a localitzar-ho?<\/p>\n","protected":false},"author":1,"featured_media":9039095,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[],"class_list":["post-9039101","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral-cat"],"yoast_head":"\nM\u00f2bil personal treball a dist\u00e0ncia i urg\u00e8ncies - gremicat<\/title>\n<meta name=\"description\" content=\"Es pot trucar al m\u00f2bil personal d'un empleat en cas d'urg\u00e8ncia? 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