{"id":6921,"date":"2025-10-30T00:00:00","date_gmt":"2025-10-30T00:00:00","guid":{"rendered":"https:\/\/www.contem.es\/denuncia-de-acoso-para-blindarse\/"},"modified":"2025-10-30T00:00:00","modified_gmt":"2025-10-30T00:00:00","slug":"denuncia-de-acoso-para-blindarse","status":"publish","type":"post","link":"https:\/\/www.contem.es\/es\/denuncia-de-acoso-para-blindarse\/","title":{"rendered":"Denuncia de acoso para blindarse"},"content":{"rendered":"<p>Cuando se recibe una denuncia de acoso, deben investigarse los hechos con imparcialidad, aunque se sospeche de su motivaci\u00f3n fraudulenta. No obstante, aunque la activaci\u00f3n del protocolo de acoso exige que la empresa sea prudente, no impide que pueda tomarse una medida disciplinaria si se demuestra que la denuncia fue falsa o maliciosa. Eso s\u00ed: es recomendable esperar a finalizar el protocolo antes de ejecutar el despido.<\/p>\n<p>La empresa podr\u00e1 despedir al trabajador en los siguientes casos:<\/p>\n<ul>\n<li>Si la denuncia carece de fundamento y ha sido archivada tras una investigaci\u00f3n interna.<\/li>\n<\/ul>\n<ul>\n<li>Si existen indicios claros de que la denuncia fue una estrategia para evitar un despido previsto.<\/li>\n<\/ul>\n<ul>\n<li>Si hay testimonios o mensajes que demuestran la intenci\u00f3n fraudulenta del trabajador.<\/li>\n<\/ul>\n<ul>\n<li>Si el despido est\u00e1 fundado en otras causas objetivas o disciplinarias previas.<\/li>\n<\/ul>\n<p>En estos casos es recomendable documentar bien el bajo rendimiento, la falta de compromiso o cualquier incumplimiento laboral (recopilando pruebas como mensajes, testigos, cambios de actitud\u2026). La clave es poder acreditar que el cese \u2013ya sea un despido o la no superaci\u00f3n del per\u00edodo de prueba\u2013 no tiene\u00a0nada que ver con la interposici\u00f3n de la denuncia del trabajador, sino que la empresa ya hab\u00eda tomado esa decisi\u00f3n antes de recibir la denuncia de acoso. Por tanto, aunque se trate de un cese por no superar el per\u00edodo de prueba (en cuyo caso la ley no exige seguir ninguna formalidad), vale la pena redactar una carta s\u00f3lida detallando hechos, fechas y pruebas.<\/p>\n<p>\u00a0<\/p>\n<p> Nuestros profesionales le informar\u00e1n sobre cualquier duda que tenga sobre el protocolo de acoso, la garant\u00eda de indemnidad, la no superaci\u00f3n del per\u00edodo de prueba o el despido.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Cuando se recibe una denuncia de acoso, deben investigarse los hechos con imparcialidad, aunque se sospeche de su motivaci&oacute;n fraudulenta. No obstante, aunque la activaci&oacute;n del protocolo de acoso exige que la empresa sea prudente, no impide que pueda tomarse una medida disciplinaria si se demuestra que la denuncia fue falsa o maliciosa. Eso s&iacute;: [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":6922,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[19],"tags":[],"class_list":["post-6921","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Denuncia de acoso para blindarse | 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\/denuncia-de-acoso-para-blindarse\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Denuncia de acoso para blindarse | Contem Assessors\" \/>\n<meta property=\"og:description\" content=\"Cuando se recibe una denuncia de acoso, deben investigarse los hechos con imparcialidad, aunque se sospeche de su motivaci&oacute;n fraudulenta. 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