{"id":15099,"date":"2026-08-11T12:55:01","date_gmt":"2026-08-11T10:55:01","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=15099"},"modified":"2026-08-12T10:39:04","modified_gmt":"2026-08-12T08:39:04","slug":"tot-el-que-ha-de-revisar-abans-de-tancar-el-calendari-de-vacances-dels-treballadors","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/en\/tot-el-que-ha-de-revisar-abans-de-tancar-el-calendari-de-vacances-dels-treballadors\/","title":{"rendered":"Tot el que ha de revisar abans de tancar el calendari de vacances dels treballadors"},"content":{"rendered":"<h5>Arriben les vacances d&#8217;estiu, i cada any es repeteixen els mateixos dubtes. Quants dies corresponen? Qu\u00e8 passa si el treballador est\u00e0 de baixa? L&#8217;empresa pot imposar les dates? Qu\u00e8 passa quan finalitza el contracte? Resoldre aquestes q\u00fcestions abans de les vacances ajuda a evitar incid\u00e8ncies que, en molts casos, acaben en els tribunals. Li ho expliquem\u2026<\/h5>\n<hr \/>\n<p>Amb l&#8217;arribada del per\u00edode estival, moltes empreses ultimen els calendaris de vacances de les seves plantilles. Encara que pugui semblar una mat\u00e8ria senzilla, l&#8217;experi\u00e8ncia demostra que bona part dels conflictes laborals sorgeixen precisament per una incorrecta planificaci\u00f3 del descans anual.<\/p>\n<p>La normativa, els convenis col\u00b7lectius i l&#8217;abundant jurisprud\u00e8ncia han anat aclarint nombroses q\u00fcestions pr\u00e0ctiques que conv\u00e9 tenir presents abans de fixar definitivament les vacances dels treballadors.<\/p>\n<h3>El dret a vacances no dep\u00e8n de la jornada<\/h3>\n<p>Un dels dubtes m\u00e9s freq\u00fcents apareix quan existeixen treballadors a temps parcial o amb canvis de jornada durant l&#8217;any.<\/p>\n<p>Conv\u00e9 recordar que la durada de les vacances no disminueix per treballar menys hores. Tret que el conveni col\u00b7lectiu estableixi millores, el dret m\u00ednim continua sent de trenta dies naturals a l&#8217;any, tant per a treballadors a jornada completa com parcial.<\/p>\n<p>Quan la relaci\u00f3 laboral no compr\u00e8n tot l&#8217;any, les vacances es generen de manera proporcional al temps efectivament treballat.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>La jornada parcial redueix el salari durant les vacances, per\u00f2 no el nombre de dies de descans que corresponen al treballador.<\/li>\n<\/ul>\n<h3>Les vacances no es poden imposar unilateralment<\/h3>\n<p>La fixaci\u00f3 de les dates s&#8217;ha de fer de com\u00fa acord entre empresa i treballador o conforme al procediment previst en el conveni col\u00b7lectiu. A m\u00e9s, el treballador ha de con\u00e8ixer les dates de gaudi amb una antelaci\u00f3 m\u00ednima de dos mesos.<\/p>\n<p>Ni l&#8217;empresa pot imposar unilateralment les vacances, ni el treballador pot decidir per si sol quan gaudir-les. Actuar al marge del procediment pot generar sancions disciplin\u00e0ries o fins i tot un acomiadament, depenent de les circumst\u00e0ncies.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>\u00c9s recomanable deixar const\u00e0ncia escrita de l&#8217;acord sobre les vacances. Un simple correu electr\u00f2nic o un document signat poden evitar futurs conflictes.<\/li>\n<\/ul>\n<h3>La baixa m\u00e8dica no implica perdre les vacances<\/h3>\n<p>Quan les vacances coincideixen amb una incapacitat temporal, la normativa preveu diferents sup\u00f2sits. Si la baixa deriva de l&#8217;embar\u00e0s, part o lact\u00e0ncia, el treballador podr\u00e0 gaudir posteriorment de les seves vacances encara que hagi finalitzat l&#8217;any natural.<\/p>\n<p>En la resta de situacions d&#8217;incapacitat temporal, com a malaltia comuna o accident, el dret tamb\u00e9 es conserva, sempre que les vacances es gaudeixin dins dels divuit mesos seg\u00fcents al final de l&#8217;any en qu\u00e8 es van generar.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>No totes les baixes m\u00e8diques produeixen els mateixos efectes sobre les vacances. Conv\u00e9 analitzar cada situaci\u00f3 abans de considerar perdut el dret al descans.<\/li>\n<\/ul>\n<h3>Durant les vacances tamb\u00e9 s&#8217;ha de mantenir el salari habitual<\/h3>\n<p>Les vacances no sols impliquen descans. Tamb\u00e9 garanteixen que el treballador continu\u00ef percebent la seva retribuci\u00f3 ordin\u00e0ria. Per aquest motiu, quan determinats complements salarials formen part habitual del salari, hauran d&#8217;incloure&#8217;s igualment durant el per\u00edode de vacances.<\/p>\n<p>La jurisprud\u00e8ncia ha est\u00e8s aquesta regla a nombrosos conceptes variables quan existeix prou habitualitat en la seva percepci\u00f3.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>Revisar \u00fanicament el salari base pot provocar difer\u00e8ncies salarials reclamables posteriorment pel treballador.<\/li>\n<\/ul>\n<h3>Les vacances pendents s&#8217;han de liquidar en finalitzar el contracte<\/h3>\n<p>Si la relaci\u00f3 laboral acaba abans que el treballador hagi gaudit totes les vacances generades, l&#8217;empresa haur\u00e0 d&#8217;abonar-les en la quitan\u00e7a i cotitzar per aquests dies. En sentit contrari, tamb\u00e9 pot passar que el treballador hagi gaudit m\u00e9s vacances de les que realment havia generat, sup\u00f2sit que s&#8217;haur\u00e0 de regularitzar conforme a la normativa i a les circumst\u00e0ncies del cas.<\/p>\n<h3>El dret a la desconnexi\u00f3 tamb\u00e9 existeix durant les vacances<\/h3>\n<p>El descans anual t\u00e9 precisament la finalitat de permetre la recuperaci\u00f3 f\u00edsica i mental del treballador. Per aix\u00f2, durant les vacances no \u00e9s raonable exigir una disponibilitat permanent mitjan\u00e7ant trucades, correus electr\u00f2nics o missatges professionals, tret que concorrin circumst\u00e0ncies molt excepcionals.<\/p>\n<p>Una adequada pol\u00edtica interna de desconnexi\u00f3 digital contribueix a m\u00e9s a reduir conflictes i afavoreix el compliment de les obligacions empresarials en mat\u00e8ria de prevenci\u00f3 de riscos laborals.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>Les vacances no s\u00f3n una situaci\u00f3 de disponibilitat permanent. Conv\u00e9 evitar comunicacions laborals innecess\u00e0ries durant aquest per\u00edode.<\/li>\n<\/ul>\n<h3>Es perden les vacances si no es gaudeixen?<\/h3>\n<p>Com a regla general, les vacances s&#8217;han de gaudir dins de l&#8217;any natural corresponent. No obstant aix\u00f2, la jurisprud\u00e8ncia europea ha introdu\u00eft un important mat\u00eds. Si l&#8217;empresa no acredita haver facilitat realment al treballador l&#8217;exercici d&#8217;aquest dret ni haver-lo advertit de les conseq\u00fc\u00e8ncies de no gaudir-lo, la p\u00e8rdua autom\u00e0tica de les vacances pot ser no procedent.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>No n&#8217;hi ha prou amb permetre gaudir les vacances. L&#8217;empresa ha de poder acreditar que va informar el treballador i va facilitar efectivament el seu gaudi.<\/li>\n<\/ul>\n<h3>Un bon moment per a revisar el saldo de vacances<\/h3>\n<p>Despr\u00e9s de l&#8217;estiu resulta recomanable comprovar quins treballadors han consumit ja totes les seves vacances i quins mantenen dies pendents. Aquesta revisi\u00f3 permet organitzar millor l&#8217;\u00faltim trimestre de l&#8217;any, evitar acumulacions d&#8217;\u00faltima hora i minimitzar conflictes relacionats amb el tancament de l&#8217;exercici.<\/p>\n<p>Una adequada planificaci\u00f3 documental, un calendari correctament comunicat i el respecte als criteris establerts per la normativa i el conveni col\u00b7lectiu continuen sent les millors eines per prevenir reclamacions i garantir una correcta gesti\u00f3 d&#8217;un dels drets laborals m\u00e9s importants de la plantilla.<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone size-medium wp-image-15109\" src=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2026\/08\/Vacances-300x169.jpg\" alt=\"\" width=\"300\" height=\"169\" srcset=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2026\/08\/Vacances-300x169.jpg 300w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2026\/08\/Vacances-1024x575.jpg 1024w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2026\/08\/Vacances-768x432.jpg 768w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2026\/08\/Vacances-1536x863.jpg 1536w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2026\/08\/Vacances-2048x1151.jpg 2048w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2026\/08\/Vacances-600x337.jpg 600w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p>\n<h5><em>Es poden posar en contacte amb RM ASSESSORS per qualsevol dubte o aclariment que puguin tenir sobre aquesta q\u00fcesti\u00f3.<\/em><\/h5>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Arriben les vacances d&#8217;estiu, i cada any es repeteixen els mateixos dubtes. Quants dies corresponen? Qu\u00e8 passa si el treballador est\u00e0 de baixa? L&#8217;empresa pot imposar les dates? Qu\u00e8 passa quan finalitza el contracte? Resoldre aquestes q\u00fcestions abans de les vacances ajuda a evitar incid\u00e8ncies que, en molts casos, acaben en els tribunals. Li ho [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":15096,"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":""}},"footnotes":""},"categories":[21,11],"tags":[3481,3480,2281],"class_list":["post-15099","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-laboral","tag-dret-laboral-vacances","tag-drtde-vacances","tag-vacances-dels-treballadors"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Tot el que ha de revisar abans de tancar el calendari de vacances dels treballadors | 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\/tot-el-que-ha-de-revisar-abans-de-tancar-el-calendari-de-vacances-dels-treballadors\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Tot el que ha de revisar abans de tancar el calendari de vacances dels treballadors | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"Arriben les vacances d&#8217;estiu, i cada any es repeteixen els mateixos dubtes. 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