{"id":15033,"date":"2026-07-14T18:40:20","date_gmt":"2026-07-14T16:40:20","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=15033"},"modified":"2026-07-14T18:55:25","modified_gmt":"2026-07-14T16:55:25","slug":"es-pot-reduir-la-prima-d-un-treballador-per-una-baixa-medica","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/es\/es-pot-reduir-la-prima-d-un-treballador-per-una-baixa-medica\/","title":{"rendered":"Es pot reduir la prima d&#8217;un treballador per una baixa m\u00e8dica?"},"content":{"rendered":"<h5>Moltes empreses continuen aplicant sistemes de primes dissenyades fa anys sense haver-los adaptat a les noves exig\u00e8ncies legals en mat\u00e8ria d&#8217;igualtat, conciliaci\u00f3 i no discriminaci\u00f3. Aquesta circumst\u00e0ncia pot generar importants conting\u00e8ncies laborals. Li ho expliquem.<\/h5>\n<hr \/>\n<p>La implantaci\u00f3 de sistemes de retribuci\u00f3 variable vinculats a objectius \u00e9s una pr\u00e0ctica cada vegada m\u00e9s habitual en les empreses. Aquests mecanismes permeten incentivar el rendiment, fidelitzar el talent i alinear els interessos de l&#8217;organitzaci\u00f3 amb els dels seus professionals.<\/p>\n<p>No obstant aix\u00f2, el disseny d&#8217;aquests sistemes requereix alguna cosa m\u00e9s que fixar objectius i establir percentatges de cobrament. L&#8217;experi\u00e8ncia demostra que moltes pol\u00edtiques internes contenen criteris que poden generar conflictes laborals, especialment quan el c\u00e0lcul dels incentius es veu afectat per situacions d&#8217;abs\u00e8ncia a la feina.<\/p>\n<p>Un recent pronunciament del Tribunal Suprem (TS), en la seva sent\u00e8ncia 522\/2026 de 29 de maig de 2026, torna a recordar que la llibertat empresarial per a configurar els sistemes de primes t\u00e9 l\u00edmits i que aquests han de respectar, en tot cas, els principis de proporcionalitat, igualtat i no discriminaci\u00f3.<\/p>\n<h3>L&#8217;empresa pot vincular la prima al temps efectivament treballat<\/h3>\n<p>Com a principi general, \u00e9s perfectament v\u00e0lid que la retribuci\u00f3 variable es calculi tenint en compte el temps efectivament treballat.<\/p>\n<p>Ara b\u00e9, aquesta possibilitat exigeix que existeixi una aut\u00e8ntica proporcionalitat entre el per\u00edode de prestaci\u00f3 de serveis i els objectius fixats. No sembla raonable exigir el mateix nivell de resultats a qui ha treballat tot l&#8217;exercici que a qui ha rom\u00e0s diversos mesos absent.<\/p>\n<p>Per aix\u00f2, quan el temps efectiu de treball disminueix, tamb\u00e9 s&#8217;han d&#8217;ajustar de manera coherent els objectius o par\u00e0metres utilitzats per a mesurar el rendiment.<\/p>\n<ul>\n<li><strong>Atenci\u00f3.<\/strong> Els sistemes d&#8217;incentius han de definir clarament com s&#8217;adapten els objectius en cas d&#8217;abs\u00e8ncia. La falta de proporcionalitat pot provocar reclamacions salarials. \u00c9s recomanable revisar anualment els criteris de c\u00e0lcul aplicables.<\/li>\n<\/ul>\n<h3>No totes les abs\u00e8ncies es poden penalitzar<\/h3>\n<p>Una de les q\u00fcestions que m\u00e9s conflictes genera \u00e9s la utilitzaci\u00f3 de l&#8217;absentisme com a element corrector de la retribuci\u00f3 variable. Encara que l&#8217;empresa pot establir mecanismes dirigits a controlar l&#8217;absentisme, no totes les abs\u00e8ncies poden rebre el mateix tractament. Determinades situacions gaudeixen d&#8217;una protecci\u00f3 refor\u00e7ada i no haurien de produir conseq\u00fc\u00e8ncies econ\u00f2miques negatives per al treballador.<\/p>\n<p>Les abs\u00e8ncies derivades de processos d&#8217;incapacitat temporal, aix\u00ed com aquelles relacionades amb drets de conciliaci\u00f3 i cura familiar, exigeixen una an\u00e0lisi especialment acurada. La jurisprud\u00e8ncia va advertint que el seu tractament inadequat pot desembocar en situacions discriminat\u00f2ries.<\/p>\n<ul>\n<li><strong>Atenci\u00f3.<\/strong> Les baixes m\u00e8diques no sempre poden computar-se a l&#8217;efecte de reduir incentius. Els permisos relacionats amb la conciliaci\u00f3 requereixen una especial protecci\u00f3. Les cl\u00e0usules gen\u00e8riques sobre absentisme s&#8217;haurien de revisar jur\u00eddicament.<\/li>\n<\/ul>\n<h3>Conciliaci\u00f3 i igualtat, aspectes cada vegada m\u00e9s rellevants<\/h3>\n<p>La normativa actual concedeix una protecci\u00f3 creixent als drets de conciliaci\u00f3 de la vida familiar i laboral.<\/p>\n<p>Per aquest motiu, les pol\u00edtiques retributives cal analitzar-les tamb\u00e9 des de la perspectiva de la igualtat i la no discriminaci\u00f3. Un sistema aparentment neutre pot produir efectes adversos sobre determinats col\u00b7lectius i acabar sent q\u00fcestionat judicialment.<\/p>\n<p>No s&#8217;ha d&#8217;oblidar que la discriminaci\u00f3 pot ser tant directa com indirecta. A vegades, determinades regles internes acaben perjudicant treballadors que exerceixen drets legalment protegits, encara que aquesta no fos la intenci\u00f3 inicial de l&#8217;empresa.<\/p>\n<h3>Evitar la doble penalitzaci\u00f3<\/h3>\n<p>Un altre aspecte especialment sensible consisteix a evitar que una mateixa circumst\u00e0ncia negativa es valori dues vegades.<\/p>\n<p>Per exemple, si l&#8217;empresa ja ajusta l&#8217;incentiu en funci\u00f3 del temps efectivament treballat, aplicar posteriorment una segona reducci\u00f3 addicional sobre aquesta mateixa abs\u00e8ncia podria resultar desproporcionada.<\/p>\n<p>L&#8217;acumulaci\u00f3 de penalitzacions incrementa notablement el risc de conflicte i pot posar en q\u00fcesti\u00f3 la validesa del sistema d&#8217;incentius. Precisament aquesta problem\u00e0tica ha estat analitzada recentment pel Tribunal Suprem en una sent\u00e8ncia que va declarar no ajustat a dret un concret sistema de retribuci\u00f3 variable.<\/p>\n<ul>\n<li><strong>Atenci\u00f3.<\/strong> S&#8217;ha d&#8217;evitar computar dues vegades una mateixa abs\u00e8ncia. Els sistemes excessivament complexos solen generar m\u00e9s litigis. La transpar\u00e8ncia en el c\u00e0lcul de la prima \u00e9s essencial.<\/li>\n<\/ul>\n<p><strong>Conclusi\u00f3. <\/strong>L&#8217;empresa no pot reduir autom\u00e0ticament la prima o la retribuci\u00f3 variable pel simple fet que el treballador hagi estat de baixa m\u00e8dica. El Tribunal Suprem recorda que les abs\u00e8ncies derivades de malaltia no poden computar-se com a absentisme per a penalitzar la retribuci\u00f3 variable quan aix\u00f2 suposi un tracte discriminatori. En aquests casos, reduir l&#8217;incentiu per haver estat de baixa pot vulnerar la prohibici\u00f3 de discriminaci\u00f3 prevista en la Llei 15\/2022 i l&#8217;article 14 de la Constituci\u00f3.<\/p>\n<h3>Fa anys que no revisa la seva pol\u00edtica de primes?<\/h3>\n<p>Moltes empreses continuen aplicant sistemes d&#8217;incentius dissenyats fa anys, sense haver-los adaptat als canvis normatius ni a l&#8217;evoluci\u00f3 de la doctrina judicial. No obstant aix\u00f2, l&#8217;actual marc legal exigeix revisar peri\u00f2dicament aquestes pol\u00edtiques per a garantir que continuen sent v\u00e0lides i compleixen amb les exig\u00e8ncies en mat\u00e8ria d&#8217;igualtat, conciliaci\u00f3 i no discriminaci\u00f3.<\/p>\n<p>Si la seva empresa disposa de sistemes de retribuci\u00f3 variable vinculats a objectius, assist\u00e8ncia, productivitat o absentisme, \u00e9s aconsellable fer una revisi\u00f3 jur\u00eddica integral del seu disseny i funcionament.<\/p>\n<p>Des del nostre departament laboral podem ajudar-lo a analitzar les seves pol\u00edtiques retributives, detectar possibles riscos i adaptar els seus sistemes d&#8217;incentius als criteris legals i jurisprudencials actualment vigents.<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone size-medium wp-image-13648\" src=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/03\/pexels-photo-7793699-1742374722_1742378418image-300x167.jpeg\" alt=\"\" width=\"300\" height=\"167\" srcset=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/03\/pexels-photo-7793699-1742374722_1742378418image-300x167.jpeg 300w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/03\/pexels-photo-7793699-1742374722_1742378418image-768x427.jpeg 768w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/03\/pexels-photo-7793699-1742374722_1742378418image-600x333.jpeg 600w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2025\/03\/pexels-photo-7793699-1742374722_1742378418image.jpeg 810w\" 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>Moltes empreses continuen aplicant sistemes de primes dissenyades fa anys sense haver-los adaptat a les noves exig\u00e8ncies legals en mat\u00e8ria d&#8217;igualtat, conciliaci\u00f3 i no discriminaci\u00f3. Aquesta circumst\u00e0ncia pot generar importants conting\u00e8ncies laborals. Li ho expliquem. La implantaci\u00f3 de sistemes de retribuci\u00f3 variable vinculats a objectius \u00e9s una pr\u00e0ctica cada vegada m\u00e9s habitual en les empreses. [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":15030,"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":[3461,3462,3460],"class_list":["post-15033","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-laboral","tag-primes-laborals","tag-retribucio-laboral-primes","tag-revisar-sistema-primes"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Es pot reduir la prima d&#039;un treballador per una baixa m\u00e8dica? | 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\/es-pot-reduir-la-prima-d-un-treballador-per-una-baixa-medica\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Es pot reduir la prima d&#039;un treballador per una baixa m\u00e8dica? | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"Moltes empreses continuen aplicant sistemes de primes dissenyades fa anys sense haver-los adaptat a les noves exig\u00e8ncies legals en mat\u00e8ria d&#8217;igualtat, conciliaci\u00f3 i no discriminaci\u00f3. 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