{"id":21889,"date":"2025-07-25T17:45:32","date_gmt":"2025-07-25T17:45:32","guid":{"rendered":"https:\/\/martinezcaballeroabogados.com\/acomiadaments-injustificats-com-defensar-te-i-reclamar-els-teus-drets\/"},"modified":"2025-07-25T17:58:00","modified_gmt":"2025-07-25T17:58:00","slug":"acomiadaments-injustificats-com-defensar-te-i-reclamar-els-teus-drets","status":"publish","type":"post","link":"https:\/\/martinezcaballeroabogados.com\/ca\/acomiadaments-injustificats-com-defensar-te-i-reclamar-els-teus-drets\/","title":{"rendered":"Acomiadaments injustificats: com defensar-te i reclamar els teus drets"},"content":{"rendered":"\n<p><strong>Qu\u00e8 \u00e9s un acomiadament?<\/strong><\/p>\n\n<p>\u00c9s la voluntat manifesta de l&#8217;ocupador de finalitzar la relaci\u00f3 laboral, ja sigui per un incompliment del treballador o per unes casuses objectives de l&#8217;empresa o del treballador mateix.<\/p>\n\n<p><strong>Per qu\u00e8 diem que un acomiadament \u00e9s injust?<\/strong>  L&#8217;acomiadament que realitza l&#8217;empresa sempre haur\u00e0 d&#8217;estar ajustat a la normativa laboral vigent, aix\u00f2 \u00e9s segons s&#8217;estableixi a:<\/p>\n\n<p>Conveni Col\u00b7lectiu aplicable a la relaci\u00f3 laboral, i si no,<\/p>\n\n<p>Estatut dels Treballadors<\/p>\n\n<p>L&#8217;acomiadament haur\u00e0 de ser:<\/p>\n\n<ul class=\"wp-block-list\">\n<li>Notificat de forma escrita, i depenent del tipus d&#8217;acomiadament, ho haur\u00e0 de comunicar amb un termini m\u00ednim d&#8217;antelaci\u00f3, que s\u00f3n 15 dies.<\/li>\n\n\n\n<li>Liquidaci\u00f3 de la n\u00f2mina i la liquidaci\u00f3. Els dies de treball i la liquidaci\u00f3: vacances generades i no gaudides, hores extraordin\u00e0ries, plus dies festius, plus nocturnitat. Tot all\u00f2 que l&#8217;empresa deu al treballador, haur\u00e0 de ser liquidat en aquest mateix moment.  <\/li>\n<\/ul>\n\n<p><strong>Qu\u00e8 passa a la realitat?<\/strong><\/p>\n\n<p>Acomiadaments verbals -&gt; No hi ha carta. Avui \u00e9s el teu darrer dia de feina, ja no vinguis m\u00e9s. No hi ha m\u00e9s feina per a tu. Quan hi hagi m\u00e9s feina et trucar\u00e9.   <\/p>\n\n<p><strong>Qu\u00e8 fem en aquests casos?<\/strong><\/p>\n\n<ul class=\"wp-block-list\">\n<li>Buscar assessorament amb un advocat<\/li>\n\n\n\n<li>Controlar els terminis de l&#8217;acomiadament -&gt; 20 dies h\u00e0bils seg\u00fcents a la data d&#8217;efectes de l&#8217;acomiadament.<\/li>\n\n\n\n<li>Indagar la ra\u00f3 o motiu d&#8217;aquest acomiadament. Pot ser que el motiu no sigui un incompliment, sin\u00f3 que pugui que l&#8217;empresa estigui prenent repres\u00e0lies contra el treballador qui pr\u00e8viament va estar reclamant i exigint-ne els drets. <\/li>\n\n\n\n<li>Burofax: \u00c9s important poder enviar un burofax notificat a l&#8217;empresa, on s&#8217;indiqui que ha estat acomiadat per\u00f2 que l&#8217;empresa no n&#8217;ha manifestat els motius, i que disposa de 48 hores per indicar-ne els motius Si no s&#8217;entendr\u00e0 acomiadat i podr\u00e0 prendre les accions legals oportunes. <\/li>\n\n\n\n<li>L&#8217;empresa pot contestar o no a aquest burofax. Per\u00f2 nosaltres tindrem aquest mitj\u00e0 de prova per indicar que ens van acomiadar i no indicar-nos els motius de l&#8217;acomiadament. <\/li>\n\n\n\n<li>Independentment que l&#8217;empresa respongui o no, sempre cal vigilar els terminis i encara que estiguem negociant, presentar la papereta de conciliaci\u00f3 i de manera simult\u00e0nia presentar la demanda judicial<\/li>\n<\/ul>\n\n<p>Ara, si b\u00e9 \u00e9s cert, abans vaig dir que hi pot haver diversos tipus d&#8217;acomiadaments:<\/p>\n\n<p><strong>Qu\u00e8 \u00e9s l&#8217;Acomiadament disciplinari del treballador?<\/strong><\/p>\n\n<p>\u00c9s una decisi\u00f3 unilateral de l&#8217;empresari basat en un incompliment greu i culpable del treballador.<\/p>\n\n<p>Hi ha un llistat al mateix ET:<\/p>\n\n<p>a) Les faltes repetides i injustificades dassist\u00e8ncia o puntualitat a la feina.<\/p>\n\n<p>b) La indisciplina o desobedi\u00e8ncia a la feina.<\/p>\n\n<p>c) Les ofenses verbals o f\u00edsiques a l&#8217;empresari oa les persones que treballen a l&#8217;empresa o als familiars que hi convisquin.<\/p>\n\n<p>d) La transgressi\u00f3 de la bona fe contractual, aix\u00ed com l&#8217;ab\u00fas de confian\u00e7a en l&#8217;exercici de la feina.<\/p>\n\n<p>e) La disminuci\u00f3 continuada i volunt\u00e0ria en el rendiment de treball normal o pactat.<\/p>\n\n<p>f) L&#8217;embriaguesa habitual o toxicomania si repercuteixen negativament a la feina.<\/p>\n\n<p>g) L&#8217;assetjament per ra\u00f3 d&#8217;origen racial o \u00e8tnic, religi\u00f3 o conviccions, discapacitat, edat o orientaci\u00f3 sexual i l&#8217;assetjament sexual o per ra\u00f3 de sexe a l&#8217;empresari oa les persones que treballen a l&#8217;empresa.<\/p>\n\n<p><strong>Formes:<\/strong><\/p>\n\n<p><strong>Novetat!<\/strong>  Audi\u00e8ncia pr\u00e8via al treballador. Requisit essencial previ a la decisi\u00f3 de l&#8217;acomiadament. Si no es fa, l&#8217;acomiadament ser\u00e0 qualificat improcedent o nul (depenent del cas).  <\/p>\n\n<p>Aquesta obligaci\u00f3 expressament no est\u00e0 contemplada a l&#8217;Estatut dels Treballadors, per\u00f2 ve obligada per la normativa Internacional que \u00e9s el Conveni 158 de l&#8217;Organitzaci\u00f3 Internacional del Treball, a l&#8217;article 7:<\/p>\n\n<p>\u201cNo s&#8217;ha de donar per acabada la relaci\u00f3 de treball d&#8217;un treballador per motius relacionats amb la conducta o el rendiment abans que se li hagi ofert la possibilitat de defensar-se dels c\u00e0rrecs formulats contra ell, llevat que no es pugui demanar raonablement a l&#8217;ocupador que li concedeixi aquesta possibilitat.<\/p>\n\n<p>Aix\u00f2 es va establir de forma obligat\u00f2ria despr\u00e9s de la Sent\u00e8ncia del Tribunal Suprem n\u00famero 1250\/2024, de 18 de novembre de 2024, que va declarar l&#8217; <strong>obligaci\u00f3 per a les empreses de donar audi\u00e8ncia a les persones treballadores amb car\u00e0cter previ a procedir el seu acomiadament disciplinari<\/strong> de manera que es puguin defensar dels fets imputats abans de l&#8217;extinci\u00f3 de la seva relaci\u00f3 laboral. I aix\u00f2, malgrat que no es digui res sobre aix\u00f2 a l&#8217;article 55 de l&#8217;Estatut dels Treballadors i encara que la jurisprud\u00e8ncia de les \u00faltimes d\u00e8cades hagu\u00e9s defensat el contrari. <\/p>\n\n<p>Cal no oblidar que l&#8217;ET recull l&#8217;obligaci\u00f3 d&#8217;audi\u00e8ncia pr\u00e8via per\u00f2 \u00fanicament Quan el treballador fos representant legal dels treballadors o delegat sindical procedir\u00e0 l&#8217;obertura d&#8217;expedient contradictori, en qu\u00e8 seran escoltats, a m\u00e9s de l&#8217;interessat, els membres restants de la representaci\u00f3 a qu\u00e8 pertanyi, si n&#8217;hi hagu\u00e9s.<\/p>\n\n<p>Si el treballador est\u00e0 afiliat a un sindicat ia l&#8217;empresari li const\u00e9, haur\u00e0 de donar audi\u00e8ncia pr\u00e8via als delegats sindicals de la secci\u00f3 sindical corresponent a aquest sindicat.<\/p>\n\n<p>Despr\u00e9s d&#8217;aquesta sent\u00e8ncia, ens sorgeixen les preguntes seg\u00fcents:<\/p>\n\n<p>\u00bf Les empreses saben com portaran a terme aquesta audi\u00e8ncia pr\u00e8via?<\/p>\n\n<p>Quina \u00e9s la conseq\u00fc\u00e8ncia de l&#8217;omissi\u00f3 de l&#8217;audi\u00e8ncia pr\u00e8via en termes de qualificaci\u00f3 judicial de l&#8217;acomiadament?<\/p>\n\n<p>\u00bf Quin \u00e9s el termini que l&#8217;empresa haur\u00e0 d&#8217;atorgar al treballador en aquesta audi\u00e8ncia pr\u00e8via?<\/p>\n\n<p>el treballador en quin termini haur\u00e0 de respondre aquest tr\u00e0mit d&#8217;audi\u00e8ncia?<\/p>\n\n<p>\u00c9s possible que mitjan\u00e7ant aquest tr\u00e0mit d&#8217;audi\u00e8ncia no s&#8217;acomiadi el treballador?<\/p>\n\n<p><strong>Qu\u00e8 passa si l&#8217;empresa no compleix donar l&#8217;audi\u00e8ncia pr\u00e8via al treballador?<\/strong><\/p>\n\n<p>Si s&#8217;incompleix l&#8217;audi\u00e8ncia pr\u00e8via, l&#8217;acomiadament disciplinari \u00e9s improcedent per manca dels requisits formals.  <\/p>\n\n<p>En cas que la persona treballadora comiat estigui en alguna de les situacions protegides (embar\u00e0s, incapacitat, entre d&#8217;altres) o hi hagi vulneraci\u00f3 d&#8217;algun dret fonamental o discriminaci\u00f3, s&#8217;obre la porta a la nul\u00b7litat de l&#8217;acomiadament.<\/p>\n\n<p>Si despr\u00e9s de finalitzar l&#8217;audi\u00e8ncia pr\u00e8via, l&#8217;empresari l&#8217;acomiadar\u00e0, haur\u00e0 d&#8217;emetre la comunicaci\u00f3 de l&#8217;acomiadament de forma escrita i indicar els fets que el motiven i la data en qu\u00e8 tindr\u00e0 efectes.<\/p>\n\n<p><strong>Terminis:<\/strong><\/p>\n\n<p>Des de la data d&#8217;efectes de l&#8217;acomiadament disposem de 20 dies h\u00e0bils des de l&#8217;endem\u00e0.<\/p>\n\n<p><strong>Mitjans de prova:<\/strong><\/p>\n\n<p>L&#8217;empresa a la carta haur\u00e0 d&#8217;expressar tots els motius perqu\u00e8 aquesta ser\u00e0 el seu mitj\u00e0 de prova a l&#8217;efecte de voler demostrar que hi va haver un incompliment greu i culpable del treballador.<\/p>\n\n<p>El treballador pot demanar tots aquells mitjans de prova v\u00e0lids com: Correus electr\u00f2nics, enregistrament de trucades entre el treballador i l&#8217;empresari, v\u00eddeos entre el treballador i l&#8217;empresari, converses de xat, fotos. A m\u00e9s, testimonis que puguin avalar la teva postura (companys de feina que vulguin testificar, clients, entre d&#8217;altres).   <br\/><br\/>Sheila Quiroz Sifuentes<br\/><em>Advocada Experta en Dret Laboral<\/em><br\/><strong>Mart\u00ednez &amp; Caballero Advocats<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Qu\u00e8 \u00e9s un acomiadament? \u00c9s la voluntat manifesta de l&#8217;ocupador de finalitzar la relaci\u00f3 laboral, ja sigui per un incompliment del treballador o per unes casuses objectives de l&#8217;empresa o del treballador mateix. Per qu\u00e8 diem que un acomiadament \u00e9s injust? L&#8217;acomiadament que realitza l&#8217;empresa sempre haur\u00e0 d&#8217;estar ajustat a la normativa laboral vigent, aix\u00f2 \u00e9s segons s&#8217;estableixi a: Conveni Col\u00b7lectiu aplicable a la relaci\u00f3 laboral, i si no, Estatut dels Treballadors L&#8217;acomiadament haur\u00e0 de ser: Qu\u00e8 passa a la&hellip;<\/p>\n","protected":false},"author":1,"featured_media":21883,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_joinchat":[],"footnotes":""},"categories":[719,898,484,810,634],"tags":[],"class_list":["post-21889","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-acomiadament","category-contracte-de-treball","category-dret-laboral","category-drets","category-treballadors"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Acomiadaments injustificats a Espanya: defensa&#039;t i reclama - Martinez Caballero Advocats<\/title>\n<meta name=\"description\" content=\"T&#039;han acomiadat injustificadament a Espanya? 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