{"id":15274,"date":"2026-09-28T17:48:53","date_gmt":"2026-09-28T15:48:53","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=15274"},"modified":"2026-09-28T17:48:53","modified_gmt":"2026-09-28T15:48:53","slug":"gaudir-de-mes-dies-de-vacances-sense-permis-pot-ser-causa-dacomiadament","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/es\/gaudir-de-mes-dies-de-vacances-sense-permis-pot-ser-causa-dacomiadament\/","title":{"rendered":"Gaudir de m\u00e9s dies de vacances sense perm\u00eds pot ser causa d’acomiadament"},"content":{"rendered":"
Un treballador va ser acomiadat despr\u00e9s d\u2019absentar-se durant 17 dies m\u00e9s dels previstos en el calendari de vacances de l\u2019empresa. El Tribunal Superior de Just\u00edcia de Navarra ha confirmat que, en aquest cas, l\u2019acomiadament era una sanci\u00f3 proporcional a la gravetat de la conducta.<\/em><\/h5>\n

\u00a0<\/em>Les vacances s\u00f3n un dret dels treballadors, per\u00f2 aix\u00f2 no significa que cadasc\u00fa pugui decidir unilateralment quan les gaudeix o ampliar el per\u00edode concedit per l\u2019empresa.<\/p>\n

Aix\u00ed ho posa de manifest una recent resoluci\u00f3 del Tribunal Superior de Just\u00edcia de Navarra (TSJN), que ha confirmat l\u2019acomiadament d\u2019un treballador que es va absentar del seu lloc durant 17 dies sense haver obtingut autoritzaci\u00f3 per allargar les seves vacances.<\/p>\n

Un calendari de vacances conegut per tota la plantilla<\/h3>\n

En aquest cas, l\u2019empresa, dedicada al sector de la fusteria, havia establert un calendari anual de vacances per a tota la plantilla. El calendari s\u2019havia comunicat als treballadors i estava exposat al vestuari.<\/p>\n

Per a l\u2019estiu de 2025, les vacances estaven fixades en dos per\u00edodes: del 7 al 18 de juliol i del 18 al 29 d\u2019agost.<\/p>\n

Tanmateix, un dels treballadors va viatjar a l\u2019Equador el 8 de juliol i no va tornar fins a l\u201911 d\u2019agost. Quan havia finalitzat el per\u00edode de vacances que li corresponia, no es va reincorporar al seu lloc de treball.<\/p>\n

L\u2019empresa va intentar contactar amb ell sense \u00e8xit i va iniciar un expedient sancionador.<\/p>\n

El treballador assegurava que tenia autoritzaci\u00f3<\/h3>\n

En les seves al\u00b7legacions, el treballador va afirmar que havia acordat amb el responsable de l\u2019empresa gaudir de les vacances entre el 7 de juliol i el 12 d\u2019agost.<\/p>\n

El problema \u00e9s que no es va poder acreditar que aquesta autoritzaci\u00f3 exist\u00eds.<\/p>\n

A m\u00e9s, segons els fets analitzats pel tribunal, l\u2019abs\u00e8ncia va provocar perjudicis organitzatius i econ\u00f2mics a l\u2019empresa, que es va veure obligada a suspendre o rebutjar alguns treballs i enc\u00e0rrecs.<\/p>\n

Per qu\u00e8 es va considerar justificat l\u2019acomiadament?<\/h3>\n

El Tribunal considera que la sanci\u00f3 d\u2019acomiadament era proporcional a la conducta del treballador.<\/p>\n

Un dels elements determinants va ser el conveni col\u00b7lectiu aplicable, que qualificava com a falta molt greu l\u2019abs\u00e8ncia injustificada durant m\u00e9s de tres dies en un mateix mes. En aquest cas, l\u2019abs\u00e8ncia no autoritzada es va allargar durant 17 dies.<\/p>\n

El tribunal tamb\u00e9 assenyala que ni l\u2019antiguitat del treballador ni el fet de no tenir sancions anteriors justificaven una sanci\u00f3 inferior, tenint en compte la durada de l\u2019abs\u00e8ncia i els perjudicis ocasionats a l\u2019empresa.<\/p>\n

Qu\u00e8 ens ensenya aquest cas?<\/h3>\n

La resoluci\u00f3 posa sobre la taula una q\u00fcesti\u00f3 important tant per a empreses com per a treballadors: les dates de vacances s\u2019han de respectar i qualsevol modificaci\u00f3 o ampliaci\u00f3 ha d\u2019estar autoritzada.<\/p>\n

Per aix\u00f2, davant d\u2019un canvi de dates, \u00e9s recomanable que l\u2019acord entre empresa i treballador quedi acreditat, preferiblement per escrit. D\u2019aquesta manera, s\u2019eviten possibles conflictes posteriors sobre si les vacances havien estat realment autoritzades.<\/p>\n

Per part de l\u2019empresa, tamb\u00e9 \u00e9s important disposar d\u2019un calendari de vacances clar i comunicat a tota la plantilla, aix\u00ed com aplicar les mesures disciplin\u00e0ries d\u2019acord amb la normativa laboral i el conveni col\u00b7lectiu corresponent.<\/p>\n

Aquest cas no significa que qualsevol abs\u00e8ncia relacionada amb les vacances pugui comportar autom\u00e0ticament un acomiadament. La gravetat de la conducta i la proporcionalitat de la sanci\u00f3 s\u2019han d\u2019analitzar en funci\u00f3 de les circumst\u00e0ncies concretes, de la normativa aplicable i del conveni col\u00b7lectiu.<\/p>\n

\"\"<\/p>\n

Des de RM Assessors us podem ajudar a resoldre els vostres dubtes en mat\u00e8ria laboral i a gestionar correctament les situacions relacionades amb vacances, abs\u00e8ncies i mesures disciplin\u00e0ries.<\/strong><\/em><\/h5>\n

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

Un treballador va ser acomiadat despr\u00e9s d\u2019absentar-se durant 17 dies m\u00e9s dels previstos en el calendari de vacances de l\u2019empresa. El Tribunal Superior de Just\u00edcia de Navarra ha confirmat que, en aquest cas, l\u2019acomiadament era una sanci\u00f3 proporcional a la gravetat de la conducta. \u00a0Les vacances s\u00f3n un dret dels treballadors, per\u00f2 aix\u00f2 no significa […]<\/p>\n","protected":false},"author":20,"featured_media":9671,"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":[3522,3521,3520],"class_list":["post-15274","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-laboral","tag-acomiadament-per-vacances","tag-vacances-no-autoritzades","tag-vacances-sense-permis"],"acf":[],"yoast_head":"\nGaudir de m\u00e9s dies de vacances sense perm\u00eds pot ser causa d'acomiadament | 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\/gaudir-de-mes-dies-de-vacances-sense-permis-pot-ser-causa-dacomiadament\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Gaudir de m\u00e9s dies de vacances sense perm\u00eds pot ser causa d'acomiadament | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"Un treballador va ser acomiadat despr\u00e9s d\u2019absentar-se durant 17 dies m\u00e9s dels previstos en el calendari de vacances de l\u2019empresa. 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