{"id":9042379,"date":"2026-09-02T07:00:04","date_gmt":"2026-09-02T07:00:04","guid":{"rendered":"https:\/\/www.gremicat.es\/?p=9042379"},"modified":"2026-09-01T09:58:04","modified_gmt":"2026-09-01T09:58:04","slug":"el-bonus-dun-treballador-per-una-baixa-medica","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/el-bonus-dun-treballador-per-una-baixa-medica\/","title":{"rendered":"La prima d’un treballador per una baixa m\u00e8dica"},"content":{"rendered":"\t\t
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Moltes empreses continuen aplicant sistemes de primes dissenyades fa anys\nsense haver-los adaptat a les noves exig\u00e8ncies legals en mat\u00e8ria d'igualtat,\nconciliaci\u00f3 i no discriminaci\u00f3. Aquesta circumst\u00e0ncia pot generar importants\nconting\u00e8ncies laborals.<\/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 implantaci\u00f3 de sistemes de retribuci\u00f3 variable vinculats a objectius \u00e9s una pr\u00e0ctica cada vegada m\u00e9s habitual en les empreses. Aquests mecanismes permeten incentivar el rendiment, fidelitzar el talent i alinear els interessos de l’organitzaci\u00f3 amb els dels seus professionals.

No obstant aix\u00f2, el disseny d’aquests sistemes requereix alguna cosa m\u00e9s a fixar objectius i establir percentatges de cobrament. L’experi\u00e8ncia demostra que moltes pol\u00edtiques internes contenen criteris que poden generar conflictes laborals, especialment quan el c\u00e0lcul dels incentius es veu afectat per situacions d’abs\u00e8ncia al treball.

Un recent pronunciament del Tribunal Suprem (TS), en la seva sent\u00e8ncia 522\/2026 de 29 de maig de 2026, torna a recordar que la llibertat empresarial per a configurar els sistemes de primes t\u00e9 l\u00edmits i que aquests han de respectar, en tot cas, els principis de proporcionalitat, igualtat i no discriminaci\u00f3.<\/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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L'empresa pot vincular la prima al temps efectivament treballat\n\n\n<\/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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Com a principi general, resulta perfectament v\u00e0lid que la retribuci\u00f3 variable es calculi tenint en compte el temps efectivament treballat.<\/span><\/p>

Ara b\u00e9, aquesta possibilitat exigeix que existeixi una aut\u00e8ntica proporcionalitat entre el per\u00edode de prestaci\u00f3 de serveis i els objectius fixats. No sembla raonable exigir el mateix nivell de resultats a qui ha treballat tot l’exercici que a qui ha rom\u00e0s diversos mesos absent.<\/span><\/p>

Per aix\u00f2, quan el temps efectiu de treball disminueix, tamb\u00e9 han d’ajustar-se de manera coherent els objectius o par\u00e0metres utilitzats per a mesurar el rendiment.<\/span><\/p>

Els sistemes d’incentius han de definir clarament com s’adapten els objectius en cas d’abs\u00e8ncia. La falta de proporcionalitat pot provocar reclamacions salarials. \u00c9s recomanable revisar anualment els criteris de c\u00e0lcul aplicables.<\/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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No totes les abs\u00e8ncies poden penalitzar-se\n<\/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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Una de les q\u00fcestions que m\u00e9s conflictes genera \u00e9s la utilitzaci\u00f3 de l’absentisme com a element corrector de la retribuci\u00f3 variable. Encara que l’empresa pot establir mecanismes dirigits a controlar l’absentisme, no totes les abs\u00e8ncies poden rebre el mateix tractament. Determinades situacions gaudeixen d’una protecci\u00f3 refor\u00e7ada i no haurien de produir conseq\u00fc\u00e8ncies econ\u00f2miques negatives per a la persona treballadora.<\/span><\/p>

Les abs\u00e8ncies derivades de processos d’incapacitat temporal, aix\u00ed com aquelles relacionades amb drets de conciliaci\u00f3 i cura familiar, exigeixen una an\u00e0lisi especialment acurada. La jurisprud\u00e8ncia ve advertint que el seu tractament inadequat pot desembocar en situacions discriminat\u00f2ries.<\/span><\/p>

Les baixes m\u00e8diques no sempre poden computar-se a l’efecte de reduir incentius. Els permisos relacionats amb la conciliaci\u00f3 requereixen una especial protecci\u00f3. Les cl\u00e0usules gen\u00e8riques sobre absentisme haurien de revisar-se jur\u00eddicament.<\/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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Conciliaci\u00f3 i igualtat, aspectes cada vegada m\u00e9s rellevants\n<\/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 normativa actual concedeix una protecci\u00f3 creixent als drets de conciliaci\u00f3 de la vida familiar i laboral.<\/span><\/p>

Per aquest motiu, les pol\u00edtiques retributives han d’analitzar-se tamb\u00e9 des de la perspectiva de la igualtat i la no discriminaci\u00f3. Un sistema aparentment neutre pot produir efectes adversos sobre determinats col\u00b7lectius i acabar sent q\u00fcestionat judicialment.<\/span><\/p>

No ha d’oblidar-se que la discriminaci\u00f3 pot ser tant directa com indirecta. A vegades, determinades regles internes acaben perjudicant treballadors que exerceixen drets legalment protegits, encara que aquesta no fos la intenci\u00f3 inicial de l’empresa.<\/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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Evitar la doble penalitzaci\u00f3\n<\/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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Un altre aspecte especialment sensible consisteix a evitar que una mateixa circumst\u00e0ncia negativa es valori dues vegades.<\/span><\/p>

Per exemple, si l’empresa ja ajusta l’incentiu en funci\u00f3 del temps efectivament treballat, aplicar posteriorment una segona reducci\u00f3 addicional sobre aquesta mateixa abs\u00e8ncia podria resultar desproporcionada.<\/span><\/p>

L’acumulaci\u00f3 de penalitzacions incrementa notablement el risc de conflicte i pot posar en q\u00fcesti\u00f3 la validesa del sistema d’incentius. Precisament aquesta problem\u00e0tica ha estat analitzada recentment pel Tribunal Suprem en una sent\u00e8ncia que va declarar no ajustat a dret un concret sistema de retribuci\u00f3 variable.<\/span><\/p>

Ha d’evitar-se computar dues vegades una mateixa abs\u00e8ncia. Els sistemes excessivament complexos solen generar m\u00e9s litigis. La transpar\u00e8ncia en el c\u00e0lcul de la prima \u00e9s essencial.<\/span><\/p>

L’empresa no pot reduir autom\u00e0ticament la prima o la retribuci\u00f3 variable pel simple fet que el treballador hagi estat de baixa m\u00e8dica. El Tribunal Suprem recorda que les abs\u00e8ncies derivades de malaltia no poden computar-se com a absentisme per a penalitzar la retribuci\u00f3 variable quan aix\u00f2 suposi un tracte discriminatori. En aquests casos, reduir l’incentiu per haver estat de baixa pot vulnerar la prohibici\u00f3 de discriminaci\u00f3 prevista en la Llei 15\/2022 i l’article 14 de la Constituci\u00f3.<\/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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Fa anys que no revisa la seva pol\u00edtica de prima?\n<\/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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Moltes empreses continuen aplicant sistemes d’incentius dissenyats fa anys, sense haver-los adaptat als canvis normatius ni a l’evoluci\u00f3 de la doctrina judicial. No obstant aix\u00f2, l’actual marc legal exigeix revisar peri\u00f2dicament aquestes pol\u00edtiques per a garantir que continuen sent v\u00e0lides i compleixen amb les exig\u00e8ncies en mat\u00e8ria d’igualtat, conciliaci\u00f3 i no discriminaci\u00f3.

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Si la seva empresa disposa de sistemes de retribuci\u00f3 variable vinculats a objectius, assist\u00e8ncia, productivitat o absentisme, resulta aconsellable realitzar una revisi\u00f3 jur\u00eddica integral del seu disseny i funcionament.<\/span><\/p>



<\/p>

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

\u00a0<\/p>

Si t’ha semblat interessant comparteix-ho en xarxes socials, gr\u00e0cies!<\/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<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Moltes empreses continuen aplicant sistemes de bonus dissenyats fa anys sense haver-los adaptat a les noves exig\u00e8ncies legals en mat\u00e8ria d\u2019igualtat, conciliaci\u00f3 i no-discriminaci\u00f3. Aquesta circumst\u00e0ncia pot generar importants conting\u00e8ncies laborals.<\/p>\n","protected":false},"author":1,"featured_media":9042340,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[],"class_list":["post-9042379","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral-cat"],"yoast_head":"\nLa prima d'un treballador per una baixa m\u00e8dica - gremicat<\/title>\n<meta name=\"description\" content=\"Moltes empreses continuen aplicant sistemes de bonus dissenyats fa anys sense haver-los adaptat a les noves exig\u00e8ncies legals en mat\u00e8ria d\u2019igualtat, conciliaci\u00f3 i no-discriminaci\u00f3. 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