{"id":14730,"date":"2026-04-09T11:32:51","date_gmt":"2026-04-09T09:32:51","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=14730"},"modified":"2026-04-09T11:52:06","modified_gmt":"2026-04-09T09:52:06","slug":"validesa-i-consequeencies-del-precontracte-d-ocupacio","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/es\/validesa-i-consequeencies-del-precontracte-d-ocupacio\/","title":{"rendered":"Precontractes de treball. Obligacions que generen i conseq\u00fc\u00e8ncies del seu incompliment"},"content":{"rendered":"<h5>En alguns casos, m\u00e9s ara havent-se anunciat la regularitzaci\u00f3 de treballadors estrangers, es habitual que ens demanin un precontracte o comprom\u00eds d&#8217;un futur contracte de treball. Fer-lo, implica responsabilitats que cal tenir molt en compte.<\/h5>\n<hr \/>\n<p>La sol\u00b7licitud de formalitzaci\u00f3 d&#8217;un precontracte de treball planteja interrogants d&#8217;especial rellev\u00e0ncia pr\u00e0ctica sobre la seva obligatorietat legal, naturalesa vinculant i les responsabilitats civils que de la seva acceptaci\u00f3 o incompliment es deriven. A continuaci\u00f3 s&#8217;exposa una an\u00e0lisi detallada, els seus requisits de validesa i les estrat\u00e8gies recomanades per a la seva implementaci\u00f3 en protecci\u00f3 dels interessos empresarials.<\/p>\n<h3>Naturalesa jur\u00eddica i car\u00e0cter voluntari del precontracte laboral<\/h3>\n<p>El precontracte de treball configura un acord preliminar\u00a0 mitjan\u00e7ant el qual les parts -ocupador i futur empleat- es comprometen a formalitzar en una data determinada un contracte de treball sota les condicions espec\u00edficament pactades (retribuci\u00f3, jornada, categoria professional, data d&#8217;incorporaci\u00f3, etc.).<\/p>\n<p>No existeix cap obligaci\u00f3 legal que imposi a l&#8217;ocupador la formalitzaci\u00f3 d&#8217;aquest document, constituint una facultat potestativa l&#8217;exercici de la qual respon a criteris estrat\u00e8gics de la direcci\u00f3 empresarial. No obstant aix\u00f2, la seva signatura genera efectes vinculants en seu civil, susceptibles de reclamaci\u00f3 judicial per incompliment contractual.<\/p>\n<ul>\n<li><strong>Atenci\u00f3.<\/strong> L&#8217;abs\u00e8ncia de precontracte no genera cap responsabilitat per denegaci\u00f3 de la seva formalitzaci\u00f3, preservant la plena llibertat negociadora de l&#8217;ocupador.<\/li>\n<\/ul>\n<h3>Efectes indemnitzatoris derivats de l&#8217;incompliment<\/h3>\n<p>La firma del precontracte genera obligacions rec\u00edproques de bona fe contractual, conforme als articles 1254 i seg\u00fcents del Codi Civil:<\/p>\n<ol>\n<li><strong>Incompliment per part del futur empleat:<\/strong> si el candidat renuncia a la seva incorporaci\u00f3 injustificadament, l&#8217;empresa podr\u00e0 reclamar indemnitzaci\u00f3 pels perjudicis efectivament acreditats, com ara els costos del proc\u00e9s selectiu, p\u00e8rdua de productivitat temporal o despeses de formaci\u00f3 espec\u00edfica.<\/li>\n<\/ol>\n<ol>\n<li value=\"2\"><strong>Incompliment per part de l&#8217;ocupador:<\/strong> la modificaci\u00f3 unilateral de les condicions pactades en el precontracte (retribuci\u00f3, jornada, etc.) habilita al candidat a exigir rescabalament pels salaris deixats de percebre des de la data prevista d&#8217;incorporaci\u00f3 fins a la data de la sent\u00e8ncia judicial que reconegui aquesta indemnitzaci\u00f3.<\/li>\n<\/ol>\n<p>Aquestes reclamacions es tramitaran exclusivament per la via civil, at\u00e8s que la relaci\u00f3 laboral pr\u00f2piament dita encara no haur\u00e0 nascut.<\/p>\n<ul>\n<li><strong>Atenci\u00f3.<\/strong> La quantificaci\u00f3 de la indemnitzaci\u00f3 a c\u00e0rrec de l&#8217;empleat s&#8217;ha de pactar expressament en el precontracte, i es recomana la seva fixaci\u00f3 en quantia equivalent al cost del proc\u00e9s selectiu o una\/dues mensualitats de retribuci\u00f3 bruta.<\/li>\n<\/ul>\n<h3>Cl\u00e0usules recomanades per a protecci\u00f3 empresarial<\/h3>\n<p>En els sup\u00f2sits en qu\u00e8 s&#8217;estimi estrat\u00e8gic formalitzar el precontracte, s&#8217;aconsella incloure les seg\u00fcents estipulacions:<\/p>\n<ul>\n<li>Determinaci\u00f3 precisa de les condicions laborals pactades (categoria, retribuci\u00f3, jornada, data d&#8217;efectes).<\/li>\n<li>Termini concret per a formalitzaci\u00f3 del contracte definitiu.<\/li>\n<li>Penalitzaci\u00f3 rec\u00edproca per incompliment, quantificada a favor de l&#8217;empresa en concepte de costos selectius.<\/li>\n<li>Condici\u00f3 resolut\u00f2ria per incompliment greu de qualsevol de les parts.<\/li>\n<li>Ren\u00fancia expressa a la via laboral, sotmetiment a jurisdicci\u00f3 civil.<\/li>\n<\/ul>\n<h3>Conseq\u00fc\u00e8ncies de la modificaci\u00f3 de condicions pactades<\/h3>\n<p>La discrep\u00e0ncia entre les condicions del precontracte i les del contracte definitiu habilita al candidat a rebutjar la formalitzaci\u00f3 d&#8217;aquell, exigint la indemnitzaci\u00f3 corresponent. No obstant aix\u00f2, si el futur empleat accepta condicions diferents, s&#8217;entendr\u00e0 que ha consentit la novaci\u00f3 de l&#8217;acord previ, renunciant a eventuals reclamacions.<\/p>\n<ul>\n<li><strong>Atenci\u00f3.<\/strong> Tota modificaci\u00f3 de condicions cal formalitzar-la per escrit i obtenir consentiment expr\u00e9s del candidat per a evitar interpretacions contradict\u00f2ries.<\/li>\n<\/ul>\n<h3>Recomanacions estrat\u00e8giques<\/h3>\n<p>La formalitzaci\u00f3 del precontracte resulta especialment aconsellable en posicions qualificades la selecci\u00f3 de les quals hagi suposat cost significatiu, constituint un instrument efica\u00e7 de mitigaci\u00f3 de riscos. No obstant aix\u00f2, la seva implantaci\u00f3 s&#8217;ha d&#8217;acompanyar de la preceptiva revisi\u00f3 jur\u00eddica per a garantir la seva solidesa enfront d&#8217;eventuals impugnacions.<\/p>\n<p>Ens oferim per\u00a0 l&#8217;elaboraci\u00f3 de models personalitzats de precontracte adaptats a les particularitats de cada proc\u00e9s selectiu, aix\u00ed com per a l&#8217;assessorament en la seva implementaci\u00f3 estrat\u00e8gica.<\/p>\n<p>Es poden posar en contacte amb aquest despatx professional per qualsevol dubte o aclariment que puguin tenir sobre aquesta q\u00fcesti\u00f3.<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone size-medium wp-image-13853\" src=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/05\/image5-225x300.jpeg\" alt=\"\" width=\"225\" height=\"300\" srcset=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/05\/image5-225x300.jpeg 225w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/05\/image5-rotated.jpeg 480w\" sizes=\"(max-width: 225px) 100vw, 225px\" \/><\/p>\n","protected":false},"excerpt":{"rendered":"<p>En alguns casos, m\u00e9s ara havent-se anunciat la regularitzaci\u00f3 de treballadors estrangers, es habitual que ens demanin un precontracte o comprom\u00eds d&#8217;un futur contracte de treball. Fer-lo, implica responsabilitats que cal tenir molt en compte. La sol\u00b7licitud de formalitzaci\u00f3 d&#8217;un precontracte de treball planteja interrogants d&#8217;especial rellev\u00e0ncia pr\u00e0ctica sobre la seva obligatorietat legal, naturalesa vinculant [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":14727,"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":[3363,3364,3365],"class_list":["post-14730","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-juridica","tag-precontractes-de-treball","tag-precontractes-treballadors-estrangers","tag-regularitzacio-precontractes-estrangers"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Precontractes de treball. Obligacions que generen i conseq\u00fc\u00e8ncies del seu incompliment | 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\/validesa-i-consequeencies-del-precontracte-d-ocupacio\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Precontractes de treball. Obligacions que generen i conseq\u00fc\u00e8ncies del seu incompliment | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"En alguns casos, m\u00e9s ara havent-se anunciat la regularitzaci\u00f3 de treballadors estrangers, es habitual que ens demanin un precontracte o comprom\u00eds d&#8217;un futur contracte de treball. Fer-lo, implica responsabilitats que cal tenir molt en compte. 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