{"id":4498,"date":"2024-05-09T00:00:00","date_gmt":"2024-05-09T00:00:00","guid":{"rendered":"https:\/\/www.contem.es\/sustituir-al-excedente\/"},"modified":"2024-05-09T00:00:00","modified_gmt":"2024-05-09T00:00:00","slug":"sustituir-al-excedente","status":"publish","type":"post","link":"https:\/\/www.contem.es\/es\/sustituir-al-excedente\/","title":{"rendered":"Sustituir al excedente"},"content":{"rendered":"<p>Cualquier trabajador con al menos un a\u00f1o de antig\u00fcedad en su empresa tiene derecho a situarse en excedencia voluntaria por un plazo que no sea inferior a cuatro meses y que no supere los cinco a\u00f1os.<\/p>\n<p>Si la empresa necesita contratar a un sustituto para cubrir esa vacante:<\/p>\n<ul>\n<li>No es v\u00e1lido que formalice un contrato de sustituci\u00f3n. Los contratos de duraci\u00f3n determinada para sustituir a una persona trabajadora \u2013antes se denominaban <i>contratos de interinidad<\/i>\u2013 s\u00f3lo se pueden utilizar para cubrir a un trabajador que tenga derecho a reserva de su puesto de trabajo. Por tanto, este contrato no es el adecuado, puesto que en una excedencia voluntaria no existe tal reserva (\u00fanicamente existe un derecho preferente al reingreso en las vacantes de igual o similar categor\u00eda que haya o se produzcan en la empresa, pero no se goza de reserva del puesto de trabajo).<\/li>\n<\/ul>\n<ul>\n<li>Lo correcto en estos supuestos es utilizar el contrato ordinario que corresponda a las peculiaridades del trabajo realizado. Es decir, si las necesidades de ese puesto son permanentes, se deber\u00e1 firmar un contrato indefinido. Y cuando s\u00f3lo se necesite cubrir un incremento ocasional de la actividad, se podr\u00e1 formalizar un contrato eventual.<\/li>\n<\/ul>\n<p>Si se firma un contrato de sustituci\u00f3n y se rescinde dicho contrato cuando finalice la excedencia (ya sea con reingreso o sin reingreso del excedente), ese trabajador sustituido podr\u00e1 reclamar la indemnizaci\u00f3n por despido improcedente. Alegar\u00e1 que su contrato se celebr\u00f3 en fraude de ley y que, en consecuencia, era indefinido. Por tanto, ante un despido sin causa, reclamar\u00e1 la m\u00e1xima indemnizaci\u00f3n.<\/p>\n<p>Ahora bien, si el empleado excedente solicit\u00f3 una excedencia por cuidado de hijos o familiares, la empresa s\u00ed que podr\u00e1 suscribir un contrato de sustituci\u00f3n, ya que en estas excedencias s\u00ed que existe reserva de puesto de trabajo para el afectado (es decir, tiene derecho a reincorporarse a su empresa cuando termine la excedencia).<\/p>\n<p>\u00a0<\/p>\n<p> Nuestros profesionales le informar\u00e1n sobre cualquier duda sobre excedencias y tipos de contratos.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Cualquier trabajador con al menos un a&ntilde;o de antig&uuml;edad en su empresa tiene derecho a situarse en excedencia voluntaria por un plazo que no sea inferior a cuatro meses y que no supere los cinco a&ntilde;os. Si la empresa necesita contratar a un sustituto para cubrir esa vacante: No es v&aacute;lido que formalice un contrato [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":4499,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[75],"tags":[],"class_list":["post-4498","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral-es"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Sustituir al excedente | Contem 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.contem.es\/es\/sustituir-al-excedente\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Sustituir al excedente | Contem Assessors\" \/>\n<meta property=\"og:description\" content=\"Cualquier trabajador con al menos un a&ntilde;o de antig&uuml;edad en su empresa tiene derecho a situarse en excedencia voluntaria por un plazo que no sea inferior a cuatro meses y que no supere los cinco a&ntilde;os. 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