{"id":9042440,"date":"2026-09-09T07:00:34","date_gmt":"2026-09-09T07:00:34","guid":{"rendered":"https:\/\/www.gremicat.es\/?p=9042440"},"modified":"2026-09-01T10:13:35","modified_gmt":"2026-09-01T10:13:35","slug":"un-treballador-acabat-de-contractar-demana-canviar-la-seva-jornada","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/un-treballador-acabat-de-contractar-demana-canviar-la-seva-jornada\/","title":{"rendered":"Un treballador acabat de contractar demana canviar la seva jornada"},"content":{"rendered":"\t\t
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Quan una persona treballadora sol\u00b7licita adaptar la seva jornada, l'empresa no pot\nlimitar-se a dir que no. Ha d'analitzar la petici\u00f3, negociar i justificar la seva resposta.\nEl problema apareix quan l'horari sol\u00b7licitat deixa sense cobrir precisament la franja\nper a la qual es va contractar la persona treballadora. En aquests casos, l'empresa\npot oposar-se, per\u00f2 ha de fer-ho b\u00e9.<\/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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Cada vegada s\u00f3n m\u00e9s freq\u00fcents les sol\u00b7licituds d’adaptaci\u00f3 de jornada relacionades amb la cura de fills o familiars. Aquesta realitat obliga les empreses a gestionar situacions delicades, en les quals han de conjugar dos interessos igualment leg\u00edtims: el dret a la conciliaci\u00f3 de la vida personal i familiar i les necessitats organitzatives que permeten mantenir l’activitat empresarial.<\/span><\/p>

No obstant aix\u00f2, existeix una idea err\u00f2nia bastant estesa. El fet que una persona treballadora pugui sol\u00b7licitar una adaptaci\u00f3 de jornada no significa que tingui dret a triar lliurement l’horari que desitja exercir.<\/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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Un dret que ha d'analitzar-se cas per cas\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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L’article 34.8 de l’Estatut dels Treballadors (ET) reconeix el dret a sol\u00b7licitar adaptacions en la distribuci\u00f3 de la jornada, en l’horari o fins i tot en la forma de prestaci\u00f3 del treball quan aix\u00f2 faciliti la conciliaci\u00f3.<\/span><\/p>

Ara b\u00e9, la pr\u00f2pia norma exigeix que aquestes sol\u00b7licituds siguin raonables i proporcionades, tenint en compte tant les necessitats familiars del treballador com les organitzatives o productives de l’empresa. Per aix\u00f2, la resposta empresarial no pot ser autom\u00e0tica, ni en sentit favorable ni desfavorable.<\/span><\/p>

L’empresa ha d’analitzar cada sol\u00b7licitud individualment. Ignorar-la o rebutjar-la sense valoraci\u00f3 pr\u00e8via pot incrementar el risc de conflicte judicial.<\/span><\/p>

L’adaptaci\u00f3 de jornada constitueix un dret a demanar, no un dret absolut a obtenir exactament l’horari sol\u00b7licitat. L’empresa t\u00e9 l’obligaci\u00f3 d’estudiar la petici\u00f3, obrir un proc\u00e9s de negociaci\u00f3 i valorar si existeixen f\u00f3rmules alternatives que permetin atendre totes dues necessitats. Quan aix\u00f2 no sigui possible, podr\u00e0 denegar la sol\u00b7licitud, sempre que existeixin raons objectives i prou justificades.<\/span><\/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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Exemple\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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Pensem en una cl\u00ednica dental que contracta una auxiliar per a treballar de 18:00 a 22:00 hores, coincidint amb el tram en el qual es concentren les \u00faltimes visites del dia, l’esterilitzaci\u00f3 de l’instrumental i el tancament administratiu de la jornada.<\/span><\/p>

Dos mesos despr\u00e9s d’incorporar-se, la treballadora sol\u00b7licita adaptar el seu horari per a prestar serveis de 15:00 a 19:00 hores, al\u00b7legant la necessitat de recollir als seus fills del col\u00b7legi i atendre determinades obligacions familiars.<\/span><\/p>

L’empresa haur\u00e0 d’estudiar la petici\u00f3 i valorar possibles alternatives. No obstant aix\u00f2, si l’horari inicialment pactat respon precisament a la necessitat de cobrir l’activitat existent entre les 19:00 i les 22:00 hores, la modificaci\u00f3 sol\u00b7licitada deixaria sense atendre una part essencial del servei.<\/span><\/p>

En aquest context, la negativa empresarial podria estar justificada, sempre que es motivi adequadament.<\/span><\/p>

Si el canvi sol\u00b7licitat deixa sense cobertura la franja hor\u00e0ria per a la qual es va crear el lloc, l’empresa pot oposar-se a l’adaptaci\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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La import\u00e0ncia de negociar de bona fe\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 dels errors m\u00e9s freq\u00fcents consisteix a respondre simplement que “no \u00e9s possible per raons organitzatives”. Una explicaci\u00f3 tan gen\u00e8rica sol resultar insuficient. Abans d’adoptar una decisi\u00f3 definitiva, conv\u00e9 mantenir una reuni\u00f3 amb la persona treballadora i explorar altres alternatives. Per exemple:<\/span><\/p>

  • Permetre una adaptaci\u00f3 temporal durant determinats mesos.<\/span><\/li>
  • Valorar petits ajustos dins de l’horari inicialment pactat.<\/span><\/li>
  • Examinar si existeixen vacants compatibles amb l’horari sol\u00b7licitat.<\/span><\/li>
  • Establir mesures de flexibilitat en moments concrets.

    <\/span><\/li><\/ul>

    Encara que finalment no sigui possible accedir a la petici\u00f3, aquest proc\u00e9s permetr\u00e0 acreditar que l’empresa va actuar amb bona fe i que va intentar aconseguir una soluci\u00f3 equilibrada.<\/span><\/p>

    La negociaci\u00f3 pr\u00e8via pot resultar determinant si la decisi\u00f3 empresarial \u00e9s impugnada posteriorment davant els tribunals.<\/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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    La respuesta debe estar debidamente motivada\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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    Quan l’empresa decideixi rebutjar l’adaptaci\u00f3, la comunicaci\u00f3 ha de realitzar-se per escrit i contenir arguments concrets.<\/span><\/p>

    No n’hi ha prou amb afirmar que existeixen necessitats organitzatives. Cal explicar:<\/span><\/p>

    • Quina \u00e9s la necessitat empresarial que justifica l’horari inicialment pactat.<\/span><\/li>
    • Quines funcions queden desateses si s’accepta la proposta.<\/span><\/li>
    • Quines alternatives s’han valorat durant el proc\u00e9s de negociaci\u00f3.<\/span><\/li>
    • Per qu\u00e8 aquestes alternatives no resulten viables en el cas concret.<\/span><\/span>

      \u00a0<\/p><\/li><\/ul>

      Com m\u00e9s espec\u00edfica i detallada sigui la justificaci\u00f3, major seguretat jur\u00eddica tindr\u00e0 la decisi\u00f3 adoptada.

      <\/span><\/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":"

      Quan una persona treballadora sol\u00b7licita adaptar la seva jornada, l\u2019empresa no pot limitar-se a dir que no. Ha d\u2019analitzar la petici\u00f3, negociar-la i justificar la seva resposta.<\/p>\n","protected":false},"author":1,"featured_media":9042417,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[],"class_list":["post-9042440","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral-cat"],"yoast_head":"\nUn treballador acabat de contractar demana canviar la seva jornada - gremicat<\/title>\n<meta name=\"description\" content=\"Quan una persona treballadora sol\u00b7licita adaptar la seva jornada, l\u2019empresa no pot limitar-se a dir que no. 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