{"id":4953,"date":"2026-08-03T10:00:20","date_gmt":"2026-08-03T08:00:20","guid":{"rendered":"https:\/\/www.ariasassessors.com\/?p=4953"},"modified":"2026-08-05T11:15:06","modified_gmt":"2026-08-05T09:15:06","slug":"suprem-prohibeix-retallar-bonus-empleats-baixa","status":"publish","type":"post","link":"https:\/\/www.ariasassessors.com\/ca\/suprem-prohibeix-retallar-bonus-empleats-baixa\/","title":{"rendered":"El Suprem prohibeix retallar el bonus de productivitat als empleats de baixa: les quatre abs\u00e8ncies protegides"},"content":{"rendered":"<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">Ajustar el bonus pel temps no treballat \u00e9s legal. Aplicar una retallada addicional pel motiu de l&#8217;abs\u00e8ncia, no ho \u00e9s. El Tribunal Suprem, en la seva sent\u00e8ncia 522\/2026 de 29 de maig, aclareix fins on poden arribar les pimes en reduir la retribuci\u00f3 variable de la seva plantilla i fixa quines abs\u00e8ncies no es poden utilitzar com a base per penalitzar el treballador. Aix\u00ed queda delimitat qu\u00e8 passa amb el bonus a empleats de baixa i altres abs\u00e8ncies protegides.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">En paraules de l&#8217;advocat laboralista Jaume Barcons: \u00abuna cosa \u00e9s que la retribuci\u00f3 variable no es meriti durant els per\u00edodes sense prestaci\u00f3 efectiva de serveis i una altra de diferent que determinades abs\u00e8ncies legalment protegides es computin com a absentisme per reduir l&#8217;incentiu anual\u00bb.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">\u00cdndice de Contenidos<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #428bca;color:#428bca\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #428bca;color:#428bca\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.ariasassessors.com\/ca\/suprem-prohibeix-retallar-bonus-empleats-baixa\/#La_frontera_que_fixa_el_Suprem_descompte_proporcional_davant_doble_castig\" >La frontera que fixa el Suprem: descompte proporcional davant doble c\u00e0stig<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.ariasassessors.com\/ca\/suprem-prohibeix-retallar-bonus-empleats-baixa\/#Bonus_a_empleats_de_baixa_les_quatre_absencies_protegides\" >Bonus a empleats de baixa: les quatre abs\u00e8ncies protegides<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.ariasassessors.com\/ca\/suprem-prohibeix-retallar-bonus-empleats-baixa\/#Que_poden_fer_les_pimes_per_combatre_labsentisme_sense_vulnerar_la_sentencia\" >Qu\u00e8 poden fer les pimes per combatre l&#8217;absentisme sense vulnerar la sent\u00e8ncia<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.ariasassessors.com\/ca\/suprem-prohibeix-retallar-bonus-empleats-baixa\/#Preguntes_frequents_sobre_el_bonus_i_les_absencies_protegides\" >Preguntes freq\u00fcents sobre el bonus i les abs\u00e8ncies protegides<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><span class=\"ez-toc-section\" id=\"La_frontera_que_fixa_el_Suprem_descompte_proporcional_davant_doble_castig\"><\/span><strong>La frontera que fixa el Suprem: descompte proporcional davant doble c\u00e0stig<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">La sent\u00e8ncia estableix una distinci\u00f3 fonamental. Reduir proporcionalment el bonus pel temps en qu\u00e8 l&#8217;empleat no va prestar serveis \u00e9s leg\u00edtim: si l&#8217;incentiu remunera el treball efectivament realitzat, durant el per\u00edode d&#8217;abs\u00e8ncia no es genera el dret a percebre&#8217;l \u00edntegrament. Aix\u00f2 no \u00e9s un c\u00e0stig; \u00e9s el propi sistema de meritaci\u00f3.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">El que el Suprem prohibeix \u00e9s el segon pas: utilitzar el motiu de l&#8217;abs\u00e8ncia per aplicar una reducci\u00f3 addicional. En el cas analitzat, el sistema redu\u00efa l&#8217;incentiu anual quan les abs\u00e8ncies computables superaven el 4% del temps de treball. El problema no era el llindar en si mateix, sin\u00f3 que determinades abs\u00e8ncies protegides estaven incloses en aquest c\u00f2mput, la qual cosa suposava associar una conseq\u00fc\u00e8ncia econ\u00f2mica desfavorable a l&#8217;exercici de drets reconeguts legalment.<\/p>\n<h3 class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Bonus_a_empleats_de_baixa_les_quatre_absencies_protegides\"><\/span><strong>Bonus a empleats de baixa: les quatre abs\u00e8ncies protegides<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">El Tribunal Suprem va analitzar individualment les quatre abs\u00e8ncies discutides i va establir per qu\u00e8 cadascuna no es pot utilitzar per aplicar una penalitzaci\u00f3 addicional sobre el bonus:<\/p>\n<ul>\n<li class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">Incapacitat temporal (baixes m\u00e8diques): la baixa redueix el bonus proporcionalment al temps no treballat, per\u00f2 no es pot fer servir per aplicar una retallada extra per absentisme. La malaltia est\u00e0 especialment protegida per la Llei 15\/2022 d&#8217;igualtat de tracte i no discriminaci\u00f3, i qualsevol penalitzaci\u00f3 addicional exigiria una justificaci\u00f3 objectiva, raonable i proporcionada que l&#8217;empresa hauria d&#8217;acreditar.<\/li>\n<li class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">Perm\u00eds per for\u00e7a major: incloure les emerg\u00e8ncies familiars en l&#8217;\u00edndex d&#8217;absentisme desincentiva l&#8217;exercici d&#8217;un dret dissenyat per protegir la conciliaci\u00f3 i buida de contingut la finalitat que li va donar el legislador.<\/li>\n<li class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">Permisos no retribu\u00efts per conveni: l&#8217;empleat ja deixa de cobrar durant aquests dies. Restar-li tamb\u00e9 el bonus suposa una doble penalitzaci\u00f3 sobre el mateix fet.<\/li>\n<li class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">Suspensi\u00f3 d&#8217;ocupaci\u00f3 i sou: la sanci\u00f3 disciplin\u00e0ria ja implica la p\u00e8rdua del salari. Incloure-la despr\u00e9s en el c\u00f2mput del bonus imposa una segona conseq\u00fc\u00e8ncia econ\u00f2mica pels mateixos fets.<\/li>\n<\/ul>\n<h3 class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Que_poden_fer_les_pimes_per_combatre_labsentisme_sense_vulnerar_la_sentencia\"><\/span><strong>Qu\u00e8 poden fer les pimes per combatre l&#8217;absentisme sense vulnerar la sent\u00e8ncia<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">La sent\u00e8ncia no prohibeix que les pimes estableixin incentius vinculats a l&#8217;assist\u00e8ncia, al rendiment o a la consecuci\u00f3 d&#8217;objectius. El que limita \u00e9s com es computen determinades abs\u00e8ncies dins d&#8217;aquests sistemes.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">La regla pr\u00e0ctica \u00e9s distingir l&#8217;origen de la reducci\u00f3. Si el bonus no es genera perqu\u00e8 l&#8217;empleat no va treballar durant un per\u00edode, aquesta reducci\u00f3 proporcional \u00e9s v\u00e0lida. Si el que es fa \u00e9s aplicar una penalitzaci\u00f3 addicional sobre el bonus perqu\u00e8 l&#8217;abs\u00e8ncia t\u00e9 un motiu protegit \u2014malaltia, emerg\u00e8ncia familiar, perm\u00eds\u2014, aquesta segona reducci\u00f3 necessita una justificaci\u00f3 objectiva, raonable i proporcionada que l&#8217;empresa pugui demostrar. Aix\u00ed s&#8217;evita qualsevol dubte sobre com tractar el bonus a empleats de baixa dins del sistema d&#8217;incentius.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\">Si la teva empresa t\u00e9 un sistema de bonus o incentius variables i vols revisar si el seu disseny \u00e9s compatible amb aquesta sent\u00e8ncia, a Arias Assessors et podem ajudar a analitzar-ho abans que arribi una reclamaci\u00f3.<\/p>\n<h3 class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><span class=\"ez-toc-section\" id=\"Preguntes_frequents_sobre_el_bonus_i_les_absencies_protegides\"><\/span><strong>Preguntes freq\u00fcents sobre el bonus i les abs\u00e8ncies protegides<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><strong>Pot una pime reduir el bonus d&#8217;un empleat que ha estat de baixa?<\/strong><br \/>\nS\u00ed, per\u00f2 nom\u00e9s proporcionalment al temps no treballat. No es pot aplicar una retallada addicional pel fet que l&#8217;abs\u00e8ncia hagi estat una baixa m\u00e8dica ni computar-se com a absentisme a efectes de penalitzaci\u00f3, tret que l&#8217;empresa acrediti una justificaci\u00f3 objectiva, raonable i proporcionada.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><strong>Qu\u00e8 \u00e9s la doble penalitzaci\u00f3 que prohibeix el Suprem?<\/strong><br \/>\nEl Suprem prohibeix que l&#8217;empresa, a m\u00e9s de no pagar el bonus durant el temps d&#8217;abs\u00e8ncia, apliqui una reducci\u00f3 addicional a l&#8217;incentiu anual pel motiu d&#8217;aquesta abs\u00e8ncia. Aquesta segona reducci\u00f3 \u2014sota l&#8217;etiqueta d&#8217;absentisme\u2014 \u00e9s la que considera contr\u00e0ria a dret quan afecta abs\u00e8ncies protegides.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><strong>Quines abs\u00e8ncies no es poden fer servir per reduir el bonus?<\/strong><br \/>\nSegons la sent\u00e8ncia 522\/2026, les baixes per incapacitat temporal, els permisos per for\u00e7a major o urg\u00e8ncia familiar, els permisos no retribu\u00efts reconeguts en conveni i les suspensions d&#8217;ocupaci\u00f3 i sou per sanci\u00f3 disciplin\u00e0ria. Cadascuna per raons jur\u00eddiques diferents, per\u00f2 amb l&#8217;element com\u00fa que el seu \u00fas com a factor d&#8217;absentisme implica una segona conseq\u00fc\u00e8ncia econ\u00f2mica sobre un dret legalment protegit.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><strong>Les pimes poden establir sistemes d&#8217;incentius vinculats a l&#8217;assist\u00e8ncia?<\/strong><br \/>\nS\u00ed. La sent\u00e8ncia no prohibeix els sistemes d&#8217;incentius vinculats al rendiment o a l&#8217;assist\u00e8ncia. El que limita \u00e9s que determinades abs\u00e8ncies protegides s&#8217;incloguin autom\u00e0ticament en el c\u00f2mput de l&#8217;absentisme per reduir el bonus, sense que l&#8217;empresa pugui justificar aquesta inclusi\u00f3 amb criteris objectius, raonables i proporcionats.<\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\" dir=\"ltr\"><strong>Qu\u00e8 ha de fer una pime si el seu sistema de bonus inclou baixes com a absentisme?<\/strong><br \/>\nRevisar-ho amb un assessor laboral. Si el sistema inclou baixes m\u00e8diques, permisos de conciliaci\u00f3 o altres abs\u00e8ncies protegides en el c\u00f2mput de l&#8217;absentisme que activa la reducci\u00f3 del bonus, hi ha un risc real de reclamaci\u00f3 per part dels empleats afectats, a la llum del criteri fixat pel Suprem en la STS 522\/2026.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ajustar el bonus pel temps no treballat \u00e9s legal. Aplicar una retallada addicional pel motiu de l&#8217;abs\u00e8ncia, no ho \u00e9s. El Tribunal Suprem, en la seva sent\u00e8ncia 522\/2026 de 29 de maig, aclareix fins on poden arribar les pimes en reduir la retribuci\u00f3 variable de&#8230;<\/p>\n","protected":false},"author":2,"featured_media":4932,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-4953","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticies"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Bonus a empleats de baixa: el Suprem en prohibeix la retallada<\/title>\n<meta name=\"description\" content=\"El Suprem prohibeix retallar el bonus als empleats de baixa, excepte l&#039;ajust proporcional: les quatre abs\u00e8ncies protegides.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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