{"id":9039155,"date":"2025-08-13T07:00:45","date_gmt":"2025-08-13T07:00:45","guid":{"rendered":"https:\/\/www.gremicat.es\/?p=9039155"},"modified":"2025-07-22T11:19:15","modified_gmt":"2025-07-22T11:19:15","slug":"les-vacances-destiu-en-lambit-laboral","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/les-vacances-destiu-en-lambit-laboral\/","title":{"rendered":"Les vacances d’estiu: en l’\u00e0mbit laboral"},"content":{"rendered":"\t\t
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Arriben les vacances\u2026 i amb elles, moltes preguntes que poden derivar en conflictes si no es gestionen amb rigor legal. Encara que s\u00f3n un dels drets m\u00e9s arrelats, les vacances continuen generant m\u00e9s problemes dels que imaginem. 30 dies naturals o 23 h\u00e0bils? Es poden pagar si no es gaudeixen? I si estic de baixa?<\/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>

\u00a0<\/p>

Amb el calendari avan\u00e7ant cap a juliol, s’activen els dubtes de sempre: com es calculen els dies de vacances?, quan prescriuen?, i si el treballador est\u00e0 de baixa o ha canviat de jornada? Encara que sembli mentida, s\u00f3n preguntes que continuen generant conflictes en moltes empreses..<\/span><\/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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Quants dies li corresponen a un treballador?<\/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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La llei \u00e9s clara: el dret m\u00ednim \u00e9s de 30 dies naturals a l’any, la qual cosa equival a 2,5 dies per mes treballat. S\u00ed, compten diumenges i festius. La mateixa regla s’aplica tant a contractes a jornada completa com parcial. L’\u00fanica cosa que varia \u00e9s la quantia de la retribuci\u00f3.<\/p>

Contracte curt? Llavors el dret ser\u00e0 proporcional: dos mesos treballats, cinc dies de vacances. I si hi ha novacions en la jornada (per exemple, mig any a temps complet i mig a temps parcial), no es redueixen els dies, per\u00f2 s\u00ed que pot ajustar-se la remuneraci\u00f3 del per\u00edode vacacional en funci\u00f3 del temps treballat en cada modalitat.<\/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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Quan han de gaudir-se?<\/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 per\u00edode ordinari va de l’1 de gener al 31 de desembre. Tret que el conveni digui el contrari, les vacances no es poden arrossegar d’un any per a un altre, ni acumular, ni substituir per diners (excepte en cas de baixa definitiva del treballador).<\/p>

L’Estatut exigeix que les dates es fixin de com\u00fa acord i amb almenys dos mesos d’antelaci\u00f3. I cura: si es publica un calendari general i passen m\u00e9s de 20 dies h\u00e0bils sense impugnar-ho, ja no es poden reclamar canvis.<\/p>

Recomanaci\u00f3<\/i>: Deixar sempre const\u00e0ncia escrita de l’acord per a evitar acusacions d’abs\u00e8ncia injustificada.<\/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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I si hi ha baixa m\u00e8dica?<\/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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Aqu\u00ed cal distingir:<\/p>

  • Si la incapacitat deriva d’embar\u00e0s, part o lact\u00e0ncia, es poden gaudir les vacances encara que ja hagi acabat l’any natural.<\/li>
  • Si la causa \u00e9s distinta (accident o malaltia comuna, per exemple), el termini per a gaudir-les s’allarga fins a 18 mesos des del final de l’any en qu\u00e8 es van generar.<\/li>
  • Si la baixa acaba en incapacitat permanent, les vacances no gaudides es paguen..<\/li><\/ul>\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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    Com es retribueixen?<\/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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    Durant les vacances, el salari ha de reflectir la mitjana habitual, no sols la part fixa. El Tribunal Suprem ha deixat clar que els plusos per nocturnitat, festius o pres\u00e8ncia han d’incloure’s si s\u00f3n habituals. La clau? Haver-los percebut almenys sis mesos durant l’any previ.<\/p>

    I si el sou inclou parts variables, ha de calcular-se una mitjana proporcional per al pagament del mes de descans.<\/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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    I si no s'han gaudit en finalitzar el contracte?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    En aquest cas, l’empresa ha d’abonar-les en la quitan\u00e7a i continuar cotitzant per aquests dies. De fet, el dret a sol\u00b7licitar el subsidi per desocupaci\u00f3 no comen\u00e7a fins que acaben aquestes vacances retribu\u00efdes no gaudides.<\/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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    Pot un treballador desconnectar-se de veritat?<\/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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    S\u00ed. I deu. Enviar correus o esperar crides durant les vacances \u00e9s una mala pr\u00e0ctica que pot acabar malament. El dret a la desconnexi\u00f3 est\u00e0 blindat per llei i qualsevol temps treballat en vacances es considera temps efectiu, susceptible fins i tot de generar hores extra.<\/p>

    • Atenci\u00f3. <\/b>No es pot sancionar a un treballador per no respondre correus, ni crides, ni missatges durant el seu per\u00edode de descans.<\/li><\/ul>

      \u00a0<\/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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      Les vacances caduquen?<\/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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      S\u00ed, si no es gaudeixen dins de l’any natural. Per\u00f2 ull: el Tribunal de Just\u00edcia de la Uni\u00f3 Europea ha recordat que si l’ocupador no demostra haver ofert el gaudi de vacances, aquestes no caduquen. Aix\u00f2 s\u00ed, hi ha un termini d’un any per a reclamar-les.<\/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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      Planificaci\u00f3 despr\u00e9s de l'estiu<\/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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      Finalitzat agost, conv\u00e9 repassar quins empleats han esgotat els seus dies i qui tenen saldo pendent. En aquests casos, es recomana pactar com m\u00e9s aviat millor el seu gaudi abans del 31 de desembre. A m\u00e9s, si algun empleat ha gaudit m\u00e9s dies dels reportats (per exemple, ha gaudit 30 dies a l’agost, per\u00f2 cessa a l’octubre), aquests dies es descomptaran en la quitan\u00e7a.<\/p>

      Per a ampliar aquesta informaci\u00f3 consulti amb Assessoria laboral<\/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":"

      Les vacances continuen generant m\u00e9s dubtes dels que imaginem. 30 dies naturals o 23 h\u00e0bils? Es poden pagar si no es gaudeixen? I si estic de baixa?<\/p>\n","protected":false},"author":1,"featured_media":9029577,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[],"class_list":["post-9039155","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral-cat"],"yoast_head":"\nLes vacances d'estiu: en l'\u00e0mbit laboral - gremicat<\/title>\n<meta name=\"description\" content=\"Les vacances continuen generant m\u00e9s dubtes dels que imaginem. 30 dies naturals o 23 h\u00e0bils? Es poden pagar si no es gaudeixen? 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