¿ Cuál es el marco legal laboral actual?
El pasado 30 de diciembre 2021 se publicó el Real Decreto Ley que
aprobaba la reforma laboral que entró en vigor el 31 de diciembre de 2021 a excepción
de algunos preceptos que entrarán en vigor a partir del 31 de marzo de 2022
Hay grandes modificaciones o se trata de una reforma “superficial”?
Fundamentalmente es una reforma en materia de contratación que tiene como objetivo fundamental la reducción de la temporalidad de la contratación.
¿ Cómo se pretende dar mayor estabilidad al empleo?
Principalmente a través de 5 medidas:
* Limita la utilización de los contratos eventuales.
* Potencia el contrato fijo discontinuo, aumentando los supuestos de celebración.
* Desaparece el contrato por obra o servicio.
* Aumenta las sanciones por contratación temporal fraudulenta.
* Penaliza los contratos eventuales de menos de 30 días de duración, tendrán un recargo de seguridad social de 26 euros.
Por ejemplo, un contrato de 1 sólo día además del porcentaje de cotización habitual de la empresa tendrá un recargo de 26 euros en la cotización y, como este importe va relacionado con el salario mínimo, ahora que ha aumentado será mayor.
Sí, parece ser que se ha publicado nuevo salario mínimo interprofesional para este año.
Efectivamente con fecha de ayer día 23 de febrero se publicó el salario mínimo de 14.000 euros brutos al año. Es una subida de 490 euros respecto al último SMI publicado en septiembre del pasado año.
Volviendo a la reforma laboral, puedes explicarnos más concretamente en qué va a consistir esa redefinición de contratos:
Básicamente los contratos eventuales con duración determinada que conocemos hasta ahora van a limitarse a 2 supuestos:
– Cuando la causa sea un “incremento ocasional e imprevisible” tendrá un máximo de 6 meses de duración a no ser que el convenio lo amplíe hasta 12 meses.
– Cuando la causa sea “previsible y tenga una duración reducida y delimitada”, las empresas podrán utilizar este contrato un máximo de 90 días (no continuados) en el año natural, independientemente del número de trabajadores que tenga que contratar.
Y, por ejemplo, en caso de necesitar sustituir a algún trabajador por una baja médica, descanso por maternidad, paternidad… etc
Sí, por supuesto, en este caso también se puede realizar la contratación eventual, será con el llamado contrato de sustitución ( hasta ahora llamado de “interinidad” ), básicamente es lo mismo con algún matiz por ejemplo, es interesante que:
– Puede anticiparse la contratación con esta modalidad hasta 15 días antes de que se ausente el trabajador a sustituir. se ha previsto esa situación.
… en conclusión… parece ser que los contratos temporales van a estar en el punto de mira?
Así es, hay una presunción clara de que todos los contratos son indefinidos ( fijos ) y que el objetivo que persigue la administración es limitar la utilización de los contratos temporales, por lo que habrá que reducir su utilización y justificarla con alguna de las causas comentadas.
En la anterior reforma laboral, la del año 2012 fueron muy polémicos los cambios en las condiciones del despido… en este caso no has comentado nada de este tema.
Así es… en este sentido no ha habido ningún cambio, las modalidades de despido, condiciones e incluso la cuantía de las indemnizaciones continúan exactamente en los mismos términos.
Otras cuestiones importantes:
– Los contratos realizados antes del 31 de diciembre de 2021 continúan con la normativa que había en el momento de celebrarse.
– En el periodo transitorio entre el 31 de diciembre de 2021 y el 30 de marzo de 2022, se puede celebrar un contrato de obra o servicio en este momento pero tendrá una duración máxima de 6 meses.
– La posibilidad de concertar un contrato de obra o servicio desaparece a partir del 31 de marzo de 2022.
– Se reduce el plazo de encadenamiento de contratos eventuales para considerar que un trabajador adquiere la condición de fijo de manera cuando un trabajador en un periodo de 24 meses hubiera tenido contratos eventuales por tiempo superior a 18 meses. Entrará en vigor a partir del 31 de marzo de
2022
– Se recupera la ultraactividad indefinida del convenio que significa que un convenio mantendrá su vigencia aunque haya finalizado la duración del mismo y no se haya acordado uno nuevo.
– ERTES por causa COVID en vigor se prorrogan hasta el 31 de marzo de 2022.
Se agilizan algunos trámites
– Dato:
Al cierre del año 2020 la tasa de temporalidad de contratación en España era un 11,1% superior a la media europea
Para más información puedes contactar con nosotros sin compromiso en:
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