{"id":14090,"date":"2025-09-02T17:41:56","date_gmt":"2025-09-02T15:41:56","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=14090"},"modified":"2025-09-02T18:00:26","modified_gmt":"2025-09-02T16:00:26","slug":"pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/es\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\/","title":{"rendered":"Pot acomiadar un treballador de baixa si publica fotos incompatibles amb la seva malaltia?"},"content":{"rendered":"<h5>Cada vegada s\u00f3n m\u00e9s freq\u00fcents els casos en els quals un treballador de baixa m\u00e8dica publica imatges en xarxes socials acomplint activitats que podrien comprometre la seva recuperaci\u00f3. L\u2019empresa pot acomiadar-lo?<\/h5>\n<hr \/>\n<p>La gesti\u00f3 de les situacions d&#8217;incapacitat temporal (IT) planteja, amb freq\u00fc\u00e8ncia, conflictes entre el dret del treballador a recuperar-se i l&#8217;obligaci\u00f3 de comportar-se amb bona fe cap a la seva empresa. Aquesta tensi\u00f3 es fa m\u00e9s visible quan, durant la baixa, el treballador publica imatges en xarxes socials fent activitats f\u00edsiques aparentment incompatibles amb la malaltia al\u00b7legada. Qu\u00e8 pot fer l&#8217;empresa en aquests casos?<\/p>\n<p>A continuaci\u00f3, analitzem les pautes que ha de seguir si es troba en una situaci\u00f3 com aquesta, i quins criteris manegen els tribunals.<\/p>\n<h3>1. Les baixes no s\u00f3n una llic\u00e8ncia per fer qualsevol cosa<\/h3>\n<p>Que un treballador estigui en situaci\u00f3 d&#8217;IT no li impedeix tenir una vida normal, per\u00f2 s\u00ed que se li exigeix coher\u00e8ncia amb el seu diagn\u00f2stic m\u00e8dic. Aix\u00f2 significa que:<\/p>\n<ul>\n<li>No ha de fer activitats que dificultin la seva recuperaci\u00f3,<\/li>\n<\/ul>\n<ul>\n<li>Ni conductes que posin en evid\u00e8ncia que no existeix realment cap malaltia, o almenys no la que justifica la baixa.<\/li>\n<\/ul>\n<p><em>Exemple real<\/em>: un treballador comunica una baixa m\u00e8dica per trastorn d&#8217;ansietat amb simptomatologia severa, diagnosticada pel metge de fam\u00edlia i referendada per un especialista en salut mental. Durant la IT, la seva empresa observa en xarxes socials que l&#8217;empleat participa activament en tornejos de p\u00f2quer presencials, fa viatges internacionals amb itineraris exigents i publica v\u00eddeos fent xerrades p\u00fabliques o tallers grupals com a \u00abcoach emocional\u00bb. Si aquest empleat fa activitats objectivament incompatibles amb la seva baixa m\u00e8dica la seva empresa pot prendre mesures disciplin\u00e0ries, fins i tot acomiadar-lo.<\/p>\n<h3>2. Indicis s\u00ed, per\u00f2 no n&#8217;hi ha prou amb una foto<\/h3>\n<p>Una imatge en xarxes socials no \u00e9s, per si sola, una prova concloent. Per\u00f2 pot ser un indici molt rellevant si es documenta adequadament i es constata que l&#8217;activitat feta \u00e9s incompatible amb la lesi\u00f3 declarada.<\/p>\n<p>Els tribunals consideren procedent l&#8217;acomiadament si s&#8217;acredita que:<\/p>\n<ul>\n<li>L&#8217;activitat pot entorpir o retardar la curaci\u00f3,<\/li>\n<\/ul>\n<ul>\n<li>O b\u00e9 revela que la malaltia no existeix o \u00e9s incompatible amb la baixa.<\/li>\n<\/ul>\n<p>La clau est\u00e0 en la coher\u00e8ncia entre el que s&#8217;al\u00b7lega i el que es fa.<\/p>\n<h3>3. Com ha d&#8217;actuar l&#8217;empresa<\/h3>\n<p>Si sospita que un treballador est\u00e0 abusant de la IT:<\/p>\n<h4><em>a) Documenti els fets amb rigor<\/em><\/h4>\n<ul>\n<li>Capturi les publicacions de xarxes socials mostrant data, hora, comentaris, ubicaci\u00f3 i fins i tot interaccions de tercers.<\/li>\n<\/ul>\n<ul>\n<li>Utilitzi mitjans de certificaci\u00f3 electr\u00f2nica (per exemple, una acta notarial, serveis d&#8217;evid\u00e8ncies digitals o un detectiu privat habilitat).<\/li>\n<\/ul>\n<ul>\n<li>Guardi tot all\u00f2 que permeti demostrar l&#8217;autenticitat i actualitat de les imatges.<\/li>\n<\/ul>\n<h4><em>b) Valori la gravetat de la conducta<\/em><\/h4>\n<ul>\n<li>No \u00e9s el mateix una publicaci\u00f3 a\u00efllada que una conducta repetida.<\/li>\n<\/ul>\n<ul>\n<li>Ni una malaltia lleu (com una contractura) que una h\u00e8rnia discal o una ci\u00e0tica.<\/li>\n<\/ul>\n<ul>\n<li>Tingui en compte el tipus d&#8217;esfor\u00e7 i el seu impacte en la recuperaci\u00f3.<\/li>\n<\/ul>\n<h4><em>c) No improvisi l&#8217;acomiadament<\/em><\/h4>\n<p>Abans d&#8217;actuar, asseguri&#8217;s de:<\/p>\n<ul>\n<li>Iniciar una recerca interna raonable.<\/li>\n<\/ul>\n<ul>\n<li>Escoltar el treballador en cas de dubte.<\/li>\n<\/ul>\n<ul>\n<li>Recollir informes m\u00e8dics o externs si fos necessari.<\/li>\n<\/ul>\n<ul>\n<li>Redactar una carta d&#8217;acomiadament fonamentada en fets, dates i proves objectives.<\/li>\n<\/ul>\n<h3>4. Risc de nul\u00b7litat si no actua amb cautela<\/h3>\n<p>Un acomiadament basat en la baixa m\u00e8dica sense proves suficients podria ser declarat nul, i l&#8217;empresa hauria de readmetre el treballador amb abonament de salaris de tramitaci\u00f3.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>El fet d&#8217;estar de baixa m\u00e8dica est\u00e0 protegit per normativa laboral i antidiscriminat\u00f2ria, per la qual cosa l&#8217;empresa ha d&#8217;acreditar que l&#8217;acomiadament no obeeix a la malaltia, sin\u00f3 a una conducta deslleial i objectivament incompatible amb la recuperaci\u00f3.<\/li>\n<\/ul>\n<p><em>En definitiva, un treballador en situaci\u00f3 d&#8217;incapacitat temporal ha d&#8217;actuar amb honestedat i coher\u00e8ncia amb el seu diagn\u00f2stic. Si t\u00e9 conductes objectivament incompatibles amb la seva malaltia, i vost\u00e8 pot acreditar-ho, la seva empresa pot prendre mesures disciplin\u00e0ries. Ara b\u00e9, aquestes decisions han de ser meditades, documentades i proporcionals, evitant judicis precipitats que puguin girar-se en contra.<\/em><\/p>\n<p><em>Des del nostre despatx podem ajudar-lo a revisar el cas, valorar el grau de risc i acompanyar-lo en tot el proc\u00e9s disciplinari si fos necessari.<\/em><\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone size-medium wp-image-14093\" src=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/09\/Festa-300x205.jpg\" alt=\"\" width=\"300\" height=\"205\" srcset=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/09\/Festa-300x205.jpg 300w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/09\/Festa-600x411.jpg 600w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/09\/Festa.jpg 640w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p>\n<h3><span style=\"color: #3366ff;\"><em>Som assessors advocats i assessors laborals. Consulteu-nos sense comprom\u00eds trucant al 972 208 258, o per correu electr\u00f2nic adre\u00e7at a info@rm-assessors.cat.\u00a0<\/em><\/span><\/h3>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Cada vegada s\u00f3n m\u00e9s freq\u00fcents els casos en els quals un treballador de baixa m\u00e8dica publica imatges en xarxes socials acomplint activitats que podrien comprometre la seva recuperaci\u00f3. L\u2019empresa pot acomiadar-lo? La gesti\u00f3 de les situacions d&#8217;incapacitat temporal (IT) planteja, amb freq\u00fc\u00e8ncia, conflictes entre el dret del treballador a recuperar-se i l&#8217;obligaci\u00f3 de comportar-se amb [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":14087,"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":[21,17],"tags":[3163,3164,3165],"class_list":["post-14090","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-juridica","tag-acomiadar-incompatible-it","tag-activitats-incompatibles-it","tag-festa-durant-baixa"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pot acomiadar un treballador de baixa si publica fotos incompatibles amb la seva malaltia? | 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\/es\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pot acomiadar un treballador de baixa si publica fotos incompatibles amb la seva malaltia? | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"Cada vegada s\u00f3n m\u00e9s freq\u00fcents els casos en els quals un treballador de baixa m\u00e8dica publica imatges en xarxes socials acomplint activitats que podrien comprometre la seva recuperaci\u00f3. 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La gesti\u00f3 de les situacions d&#8217;incapacitat temporal (IT) planteja, amb freq\u00fc\u00e8ncia, conflictes entre el dret del treballador a recuperar-se i l&#8217;obligaci\u00f3 de comportar-se amb [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.rm-assessors.cat\/es\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\/\" \/>\n<meta property=\"og:site_name\" content=\"RM Assessors\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/rmassessors\" \/>\n<meta property=\"article:published_time\" content=\"2025-09-02T15:41:56+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-09-02T16:00:26+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/09\/pexels-photo-1008155-1753862917_1753870530image.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"810\" \/>\n\t<meta property=\"og:image:height\" content=\"450\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Administrador Finques\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@RMAssessors\" \/>\n<meta name=\"twitter:site\" content=\"@RMAssessors\" \/>\n<meta name=\"twitter:label1\" content=\"Escrito por\" \/>\n\t<meta name=\"twitter:data1\" content=\"Administrador Finques\" \/>\n\t<meta name=\"twitter:label2\" content=\"Tiempo de lectura\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutos\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\\\/\"},\"author\":{\"name\":\"Administrador Finques\",\"@id\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/#\\\/schema\\\/person\\\/393d054648944d73a9704339ae3c804c\"},\"headline\":\"Pot acomiadar un treballador de baixa si publica fotos incompatibles amb la seva malaltia?\",\"datePublished\":\"2025-09-02T15:41:56+00:00\",\"dateModified\":\"2025-09-02T16:00:26+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\\\/\"},\"wordCount\":777,\"publisher\":{\"@id\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.rm-assessors.cat\\\/wp-content\\\/uploads\\\/2025\\\/09\\\/pexels-photo-1008155-1753862917_1753870530image.jpeg\",\"keywords\":[\"acomiadar incompatible IT\",\"activitats incompatibles IT\",\"festa durant baixa\"],\"articleSection\":[\"Butllet\u00ed mensual\",\"Jur\u00eddica\"],\"inLanguage\":\"es\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\\\/\",\"url\":\"https:\\\/\\\/www.rm-assessors.cat\\\/es\\\/pot-acomiadar-un-treballador-de-baixa-si-publica-fotos-incompatibles-amb-la-seva-malaltia\\\/\",\"name\":\"Pot acomiadar un treballador de baixa si publica fotos incompatibles amb la seva malaltia? 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