{"id":15383,"date":"2026-10-27T12:19:06","date_gmt":"2026-10-27T11:19:06","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=15383"},"modified":"2026-10-27T12:19:06","modified_gmt":"2026-10-27T11:19:06","slug":"acomiadament-disciplinari-laudiencia-previa-es-obligatoria","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/en\/acomiadament-disciplinari-laudiencia-previa-es-obligatoria\/","title":{"rendered":"Acomiadament disciplinari: l\u2019audi\u00e8ncia pr\u00e8via \u00e9s obligat\u00f2ria?"},"content":{"rendered":"
Abans de comunicar un acomiadament disciplinari<\/strong>, l\u2019empresa ha de donar al treballador una oportunitat real de defensar-se. Des del novembre de 2024, el Tribunal Suprem exigeix, amb car\u00e0cter general, aquest tr\u00e0mit previ, que va m\u00e9s enll\u00e0 de lliurar un document formal.<\/h5>\n

La Sent\u00e8ncia 1250\/2024, de 18 de novembre, va modificar la doctrina anterior en aplicaci\u00f3 de l\u2019article 7 del Conveni n\u00fam. 158 de l\u2019Organitzaci\u00f3 Internacional del Treball (OIT). L\u2019objectiu \u00e9s garantir que el treballador pugui con\u00e8ixer els fets que se li imputen i presentar les seves explicacions abans que l\u2019empresa adopti una decisi\u00f3 definitiva.<\/p>\n

Qu\u00e8 \u00e9s l\u2019audi\u00e8ncia pr\u00e8via en un acomiadament disciplinari?<\/h3>\n
    \n
  • L\u2019audi\u00e8ncia pr\u00e8via \u00e9s el tr\u00e0mit mitjan\u00e7ant el qual l\u2019empresa comunica al treballador els fets que podrien justificar l\u2019acomiadament i li permet presentar al\u00b7legacions abans de prendre una decisi\u00f3.<\/span><\/li>\n
  • Perqu\u00e8 sigui efectiva, no n\u2019hi ha prou amb lliurar una carta de c\u00e0rrecs. El treballador ha de disposar de temps i de condicions raonables per analitzar les acusacions, revisar la documentaci\u00f3 necess\u00e0ria i preparar una resposta.<\/span><\/li>\n<\/ul>\n

    Quin termini cal concedir per presentar al\u00b7legacions?<\/h3>\n
      \n
    • En el procediment d\u2019acomiadament disciplinari, la normativa no estableix un termini m\u00ednim general en hores o dies per presentar al\u00b7legacions. L\u2019empresa ha de valorar les circumst\u00e0ncies de cada cas i garantir que el treballador disposi d\u2019una oportunitat real de defensar-se abans de prendre la decisi\u00f3 definitiva.<\/li>\n
    • La Sent\u00e8ncia 2879\/2026, de 18 de juny, del Tribunal Superior de Just\u00edcia de Gal\u00edcia, n\u2019\u00e9s un exemple. En aquest cas, l\u2019empresa va concedir nom\u00e9s 45 minuts per respondre a una comunicaci\u00f3 de nou p\u00e0gines amb diverses imputacions relacionades amb els horaris i els registres de jornada. El treballador tampoc no disposava de totes les dades necess\u00e0ries per contrastar els fets. <\/span>El tribunal va considerar insuficient aquest tr\u00e0mit i va confirmar la improced\u00e8ncia de l\u2019acomiadament.<\/li>\n<\/ul>\n

      La lli\u00e7\u00f3 per a les empreses \u00e9s clara:<\/strong> no n\u2019hi ha prou amb complir formalment el tr\u00e0mit d\u2019audi\u00e8ncia. Cal concedir un termini raonable, facilitar la informaci\u00f3 necess\u00e0ria i valorar les al\u00b7legacions abans de decidir si es procedeix a l\u2019acomiadament.<\/span><\/p>\n

      Com ha d\u2019actuar l\u2019empresa abans d\u2019un acomiadament disciplinari?<\/h3>\n

      Per reduir riscos laborals i jur\u00eddics, \u00e9s recomanable que l\u2019empresa:<\/p>\n

        \n
      • Comuniqui els fets imputats de manera clara i comprensible.<\/li>\n
      • Concedeixi un termini raonable per preparar les al\u00b7legacions, tenint en compte la complexitat del cas.<\/li>\n
      • Faciliti l\u2019acc\u00e9s a la informaci\u00f3 necess\u00e0ria per respondre als c\u00e0rrecs.<\/li>\n
      • Valori les explicacions del treballador abans de prendre la decisi\u00f3 definitiva.<\/li>\n
      • Documenti adequadament les actuacions realitzades durant el procediment.<\/li>\n<\/ul>\n

        L\u2019assist\u00e8ncia d\u2019un representant dels treballadors, quan correspongui, no substitueix aquesta oportunitat efectiva de defensa.<\/p>\n

        Com et pot ajudar RM Assessors?<\/h3>\n

        Gestionar correctament un acomiadament disciplinari requereix con\u00e8ixer la normativa laboral per a empreses i valorar les circumst\u00e0ncies espec\u00edfiques de cada cas. Un procediment inadequat pot comportar conflictes laborals i conseq\u00fc\u00e8ncies econ\u00f2miques.<\/p>\n

        \"\"<\/p>\n

        A RM Assessors<\/strong> oferim assessorament laboral per a empreses, amb suport en la gesti\u00f3 de les relacions laborals, la interpretaci\u00f3 de la normativa vigent i la prevenci\u00f3 de possibles conflictes amb els treballadors.<\/em><\/h5>\n
        El nostre equip t\u2019acompanya perqu\u00e8 puguis prendre decisions amb seguretat jur\u00eddica i gestionar el teu negoci amb confian\u00e7a.<\/em><\/h5>\n
        Contacta amb RM Assessors i t\u2019ajudarem a resoldre els teus dubtes laborals.<\/em><\/h5>\n

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

        Abans de comunicar un acomiadament disciplinari, l\u2019empresa ha de donar al treballador una oportunitat real de defensar-se. Des del novembre de 2024, el Tribunal Suprem exigeix, amb car\u00e0cter general, aquest tr\u00e0mit previ, que va m\u00e9s enll\u00e0 de lliurar un document formal. La Sent\u00e8ncia 1250\/2024, de 18 de novembre, va modificar la doctrina anterior en aplicaci\u00f3 […]<\/p>\n","protected":false},"author":20,"featured_media":13641,"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":[21,17],"tags":[3564,3562,3563],"class_list":["post-15383","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-juridica","tag-abans-acomiadar-treballador","tag-allegacions-acomiadament-disciplinari","tag-termini-per-allegacions"],"acf":[],"yoast_head":"\nAcomiadament disciplinari: l\u2019audi\u00e8ncia pr\u00e8via \u00e9s obligat\u00f2ria? | 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\/acomiadament-disciplinari-laudiencia-previa-es-obligatoria\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Acomiadament disciplinari: l\u2019audi\u00e8ncia pr\u00e8via \u00e9s obligat\u00f2ria? | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"Abans de comunicar un acomiadament disciplinari, l\u2019empresa ha de donar al treballador una oportunitat real de defensar-se. 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