{"id":14371,"date":"2025-12-02T12:45:50","date_gmt":"2025-12-02T11:45:50","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=14371"},"modified":"2025-12-02T12:45:50","modified_gmt":"2025-12-02T11:45:50","slug":"nova-doctrina-sobre-la-pausa-de-menjar-i-el-temps-a-la-disposicio-del-treballador","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/en\/nova-doctrina-sobre-la-pausa-de-menjar-i-el-temps-a-la-disposicio-del-treballador\/","title":{"rendered":"Nova doctrina sobre la pausa de menjar i el temps a la disposici\u00f3 del treballador"},"content":{"rendered":"

<\/h1>\n

La nova doctrina del Tribunal Suprem confirma que l’organitzaci\u00f3 pr\u00e0ctica del servei \u00e9s el que determina si el menjar \u00e9s descans o temps a disposici\u00f3. La pausa nom\u00e9s s’ent\u00e9n com no retribu\u00efda quan el treballador pot desconnectar sense restriccions.\u00a0<\/span><\/p>\n

\n
\n<\/div>\n
\n

La recent Sent\u00e8ncia del Tribunal Suprem 808\/2025, de 23 de setembre, ha resolt que el temps de menjar ha de ser realment temps de descans i que\u00a0si seguim “enganxats” a la feina, s’ha de tractar com a temps de pres\u00e8ncia i pagar-lo.<\/p>\n

Qu\u00e8 diu el Tribunal Suprem?<\/h3>\n
    \n
  1. Pausa per menjar = temps de descans<\/strong>. Nom\u00e9s quan l’empresa garanteix una\u00a0desconnexi\u00f3 total i real<\/strong>:<\/li>\n<\/ol>\n
      \n
    • El treballador pot apagar comunicacions o no estar localitzable,<\/li>\n
    • Disposa lliurement d’aquest temps,<\/li>\n
    • No se li pot exigir atendre avisos durant la pausa.<\/li>\n<\/ul>\n
        \n
      1. Pausa per menjar = temps de pres\u00e8ncia retribu\u00eft<\/strong>. Sempre que la desconnexi\u00f3 no sigui completa o existeixi l’expectativa de ser cridat, encara que el treballador no estigui fent treball efectiu. En aquest cas, el temps cal pagar-lo conforme al conveni (com a pres\u00e8ncia o similar).<\/li>\n<\/ol>\n

        El Tribunal afegeix una cosa important: l’empresa pot reorganitzar el servei i passar d’un model “sempre localitzable” a un model “pausa real sense connexi\u00f3”, sempre que ho faci per la via de l’art. 41 de l’Estatut dels Treballadors (ET), negociant i justificant la mesura.<\/p>\n

        Algunes idees clau:<\/h3>\n
          \n
        • Si l’empresa vol que la pausa sigui descans no retribu\u00eft, ha de poder demostrar que existeix desconnexi\u00f3 completa de les obligacions laborals.<\/li>\n
        • Si, per contra, el treballador segueix “connectat”, amb obligaci\u00f3 de respondre en cas d’av\u00eds, aquest temps es converteix en temps a disposici\u00f3 i entra en la categoria de pres\u00e8ncia o treball efectiu, segons conveni.<\/li>\n<\/ul>\n

          Atenci\u00f3<\/strong>. La frase “si passa alguna cosa, et cridem” durant el menjar, sense m\u00e9s matisos ni protocol de desconnexi\u00f3, pot ser suficient perqu\u00e8 un tribunal entengui que el treballador no est\u00e0 descansant, sin\u00f3 en disponibilitat i, per tant, calgui abonar aquest temps.<\/p>\n

          Desconnexi\u00f3 real<\/h3>\n

          Tota la sent\u00e8ncia gira al voltant d’aquesta idea: no n’hi ha prou amb dir “descans” a la pausa, ha de semblar-ho i ser-ho. Perqu\u00e8 una empresa pugui defensar que l’hora de menjar \u00e9s descans de veritat, conv\u00e9:<\/p>\n

            \n
          1. Protocol per escrit:\u00a0<\/strong><\/li>\n<\/ol>\n
              \n
            • Instruccions clares sobre apagada o desconnexi\u00f3 de dispositius.<\/li>\n
            • Indicaci\u00f3 expressa que durant aquest per\u00edode no estan a la disposici\u00f3 de l’empresa.<\/li>\n<\/ul>\n
                \n
              1. Coher\u00e8ncia operativa:<\/strong><\/li>\n<\/ol>\n
                  \n
                • Que no hi hagi instruccions contradict\u00f2ries del tipus “est\u00e0s de descans, per\u00f2 si et truco, agafa’l”.<\/li>\n
                • Si per necessitat del servei s’interromp el descans, aquesta interrupci\u00f3 s’ha de tractar com a temps a disposici\u00f3 retribu\u00eft.<\/li>\n<\/ul>\n
                    \n
                  1. Prova documental:<\/strong><\/li>\n<\/ol>\n
                      \n
                    • Comunicacions a la plantilla, correus, protocols interns, acords amb el client principal (en cas de contractes).<\/li>\n
                    • Tot el que permeti acreditar, arribat el cas, que l’empresa ha organitzat la feina perqu\u00e8 la pausa sigui real.<\/li>\n<\/ul>\n

                      \"\"<\/p>\n

                      Som assessors laborals i de la Seguretat Social. Consulteu-nos sense comprom\u00eds trucant al 972 208 258, o per correu electr\u00f2nic adre\u00e7at a info@rm-assessors.cat.<\/em><\/span><\/h5>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

                      La nova doctrina del Tribunal Suprem confirma que l’organitzaci\u00f3 pr\u00e0ctica del servei \u00e9s el que determina si el menjar \u00e9s descans o temps a disposici\u00f3. La pausa nom\u00e9s s’ent\u00e9n com no retribu\u00efda quan el treballador pot desconnectar sense restriccions.\u00a0 La recent Sent\u00e8ncia del Tribunal Suprem 808\/2025, de 23 de setembre, ha resolt que el temps […]<\/p>\n","protected":false},"author":3,"featured_media":13842,"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":[3236,3234,3235],"class_list":["post-14371","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-laboral","tag-descans-no-retribuit","tag-descans-per-menjar","tag-temps-disposicio-treballador"],"acf":[],"yoast_head":"\nNova doctrina sobre la pausa de menjar i el temps a la disposici\u00f3 del treballador | 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\/nova-doctrina-sobre-la-pausa-de-menjar-i-el-temps-a-la-disposicio-del-treballador\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nova doctrina sobre la pausa de menjar i el temps a la disposici\u00f3 del treballador | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"La nova doctrina del Tribunal Suprem confirma que l’organitzaci\u00f3 pr\u00e0ctica del servei \u00e9s el que determina si el menjar \u00e9s descans o temps a disposici\u00f3. 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