{"id":13901,"date":"2025-06-26T18:26:35","date_gmt":"2025-06-26T16:26:35","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=13901"},"modified":"2025-07-30T10:21:53","modified_gmt":"2025-07-30T08:21:53","slug":"com-afecten-les-vacances-d-estiu-en-l-ambit-laboral","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/en\/com-afecten-les-vacances-d-estiu-en-l-ambit-laboral\/","title":{"rendered":"Com afecten les vacances d’estiu en l’\u00e0mbit laboral?"},"content":{"rendered":"
Arriben les vacances i tamb\u00e9 moltes preguntes que poden derivar en conflictes si no es gestionen amb rigor legal. Intentarem aclarir alguns dubtes.<\/h5>\n
\n

Quants dies li corresponen a un treballador?<\/h3>\n

El per\u00edode de vacances anuals retribu\u00efdes, no substitu\u00efble per compensaci\u00f3 econ\u00f2mica, ser\u00e0 el pactat en conveni col\u00b7lectiu o contracte individual. En cap cas la durada ser\u00e0 inferior a trenta dies naturals<\/p>\n

I en cas de contracte de curta durada?<\/strong> Llavors el dret ser\u00e0 proporcional: per exemple, dos mesos treballats, cinc dies de vacances.<\/p>\n

I si hi ha novacions en la jornada<\/strong> (per exemple, mig any a temps complet i mig a temps parcial): no es redueixen els dies, per\u00f2 s\u00ed que es pot ajustar la remuneraci\u00f3 del per\u00edode de vacances en funci\u00f3 del temps treballat en cada modalitat.<\/p>\n

Quan s’han de gaudir?<\/h3>\n

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 a un altre, ni acumular, ni substituir per diners (excepte en cas de baixa definitiva del treballador).<\/p>\n

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

Recomanaci\u00f3<\/strong>: deixar sempre const\u00e0ncia escrita de l’acord per evitar acusacions d’abs\u00e8ncia injustificada.<\/p>\n

I si hi ha baixa m\u00e8dica?<\/h3>\n

Aqu\u00ed cal distingir:<\/p>\n

    \n
  • 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>\n
  • Si la causa \u00e9s distinta (accident o malaltia comuna, per exemple), el termini per a gaudir-les s’allarga fins a divuit mesos des del final de l’any en qu\u00e8 es van generar.<\/li>\n
  • Si la baixa acaba en incapacitat permanent, les vacances no gaudides es paguen.<\/li>\n<\/ul>\n

    Com es retribueixen?<\/h3>\n

    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 s’han d’incloure si s\u00f3n habituals. La clau? Haver-los percebut almenys sis mesos durant l’any previ.<\/p>\n

    I si el sou inclou parts variables: <\/strong>\u00a0s’ha de calcular una mitjana proporcional per al pagament del mes de descans.<\/p>\n

    I si no s’han gaudit en finalitzar el contracte?<\/strong><\/p>\n

    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>\n

    Un treballador pot desconnectar-se de veritat?<\/h3>\n

    S\u00ed. I ho ha de fer. Enviar correus o esperar trucades 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>\n

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

      Les vacances caduquen?<\/h3>\n

      S\u00ed, si no es gaudeixen dins de l’any natural. Per\u00f2 compte: 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>\n

      Planificaci\u00f3 despr\u00e9s de l’estiu<\/h3>\n

      Finalitzat agost, conv\u00e9 repassar quins empleats han esgotat els seus dies i qui t\u00e9 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 trenta dies a l’agost, per\u00f2 cessa a l’octubre), aquests dies es descomptaran en la quitan\u00e7a.<\/p>\n

      \"\"<\/p>\n

      Som assessors laborals i de la Seguretat Social.\u00a0 Consulteu-nos sense comprom\u00eds trucant al 972 208 258, o per correu electr\u00f2nic adre\u00e7at a info@rm-assessors. cat.<\/em><\/span><\/h3>\n

       <\/p>\n","protected":false},"excerpt":{"rendered":"

      Arriben les vacances i tamb\u00e9 moltes preguntes que poden derivar en conflictes si no es gestionen amb rigor legal. Intentarem aclarir alguns dubtes. Quants dies li corresponen a un treballador? El per\u00edode de vacances anuals retribu\u00efdes, no substitu\u00efble per compensaci\u00f3 econ\u00f2mica, ser\u00e0 el pactat en conveni col\u00b7lectiu o contracte individual. En cap cas la durada […]<\/p>\n","protected":false},"author":18,"featured_media":13898,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_joinchat":[],"footnotes":""},"categories":[21,11],"tags":[3116,3115,3114],"class_list":["post-13901","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-laboral","tag-durada-vacances","tag-retribucio-vacances","tag-vacances-ambit-laboral"],"acf":[],"yoast_head":"\nCom afecten les vacances d'estiu en l'\u00e0mbit laboral? | RM Assessors<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.rm-assessors.cat\/en\/com-afecten-les-vacances-d-estiu-en-l-ambit-laboral\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Com afecten les vacances d'estiu en l'\u00e0mbit laboral? | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"Arriben les vacances i tamb\u00e9 moltes preguntes que poden derivar en conflictes si no es gestionen amb rigor legal. 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Intentarem aclarir alguns dubtes. Quants dies li corresponen a un treballador? El per\u00edode de vacances anuals retribu\u00efdes, no substitu\u00efble per compensaci\u00f3 econ\u00f2mica, ser\u00e0 el pactat en conveni col\u00b7lectiu o contracte individual. 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