{"id":242642,"date":"2026-06-03T12:37:13","date_gmt":"2026-06-03T10:37:13","guid":{"rendered":"https:\/\/fefac.cat\/empresarial\/?p=242642"},"modified":"2026-06-03T12:51:07","modified_gmt":"2026-06-03T10:51:07","slug":"circular-laboral-informativa-para-socios-de-afb-fefac","status":"publish","type":"post","link":"https:\/\/fefac.cat\/empresarial\/circular-laboral-informativa-para-socios-de-afb-fefac\/","title":{"rendered":"Circular laboral informativa para socios de AFB\/FEFAC"},"content":{"rendered":"\n

Permiso retribuido de 5 d\u00edas por hospitalizaci\u00f3n, intervenci\u00f3n quir\u00fargica o enfermedad\/accidente grave de familiares<\/strong><\/h2>\n\n\n\n


01\/JUNIO\/2026<\/strong><\/p>\n\n\n\n

Permisos laborales<\/strong><\/p>\n\n\n\n

Idea central. <\/strong>El art. 37.3.b) del Estatuto de los Trabajadores reconoce un permiso retribuido de \u201cCinco d\u00edas por accidente o enfermedad graves, hospitalizaci\u00f3n o intervenci\u00f3n quir\u00fargica sin hospitalizaci\u00f3n que precise reposo domiciliario del c\u00f3nyuge, pareja de hecho o parientes hasta el segundo grado por consanguineidad o afinidad, incluido el familiar consangu\u00edneo de la pareja de hecho, as\u00ed como de cualquier otra persona distinta de las anteriores, que conviva con la persona trabajadora en el mismo domicilio y que requiera el cuidado efectivo de aquella\u201d<\/em><\/strong>.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

CLAVES PR\u00c1CTICAS DE APLICACI\u00d3N<\/strong><\/p>\n\n\n\n

1. HECHO CAUSANTE<\/strong> Cubre accidente o enfermedad graves, hospitalizaci\u00f3n e intervenci\u00f3n quir\u00fargica sin hospitalizaci\u00f3n cuando exista reposo domiciliario. En intervenciones ambulatorias, conviene que el informe m\u00e9dico recoja ese reposo.<\/td>2. PERSONAS INCLUIDAS<\/strong> C\u00f3nyuge o pareja de hecho; parientes hasta 2.\u00ba grado por consanguinidad o afinidad; familiar consangu\u00edneo de la pareja de hecho; y otras personas convivientes que requieran cuidado efectivo.<\/td><\/tr>
3. CONVIVENCIA O \u201cA CARGO\u201d<\/strong> Para familiares incluidos hasta 2.\u00ba grado no debe exigirse, como regla general, convivencia ni condici\u00f3n de cuidador principal. Para personas no familiares s\u00ed ser\u00e1 clave acreditar convivencia y cuidado efectivo.<\/td>4. C\u00d3MPUTO DEL PERMISO<\/strong> La duraci\u00f3n es de cinco d\u00edas. El criterio ordinario es su disfrute en d\u00edas laborables; si el hecho causante se produce en d\u00eda no laborable, el inicio puede desplazarse al primer d\u00eda laborable, salvo convenio aplicable.<\/td><\/tr>
5. COMUNICACI\u00d3N Y PRUEBA<\/strong> Debe preavisarse tan pronto como sea posible y justificarse la causa: documento m\u00e9dico, v\u00ednculo familiar y, cuando proceda, convivencia o necesidad de cuidado. La falta de prueba puede convertir la ausencia en injustificada.<\/td>6. RETRIBUCI\u00d3N Y L\u00cdMITES<\/strong> Es un permiso retribuido, sin recuperaci\u00f3n de horas ni descuento salarial. No es una bolsa de d\u00edas libres: exige causa real, vigente y razonablemente conectada con la necesidad de cuidado.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
Recomendaci\u00f3n operativa del despacho. <\/strong>Revisar siempre el convenio colectivo aplicable, conservar la documentaci\u00f3n justificativa y ajustar el disfrute a la finalidad del permiso. El uso\/disfrute fraccionado puede proceder cuando persiste la causa y queda documentada la necesidad de cuidado o reposo.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Circular de car\u00e1cter informativo general. Su aplicaci\u00f3n debe verificarse en funci\u00f3n del convenio colectivo y de las circunstancias concretas del caso.<\/em><\/p>\n\n\n\n

Jos\u00e9 Manuel Moya Castilla \u00b7 Abogado\/Advocat \u00b7 jmmoya@moyalaboral.com \u00b7 M\u00f3vil: +34 629 363 652<\/p>\n\n\n\n

\n
Descarrega la circular<\/strong><\/a><\/div>\n<\/div>\n\n\n\n

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

El nostre assessor laboral, Consultor\u00eda y Estudio Legal, ens ha fet arribar aquesta circular sobre permisos retribu\u00efts de 5 dies per hospitalitzaci\u00f3, intervenci\u00f3 quir\u00fargica o malaltia\/accident greu de familiars.<\/p>\n","protected":false},"author":2313,"featured_media":238668,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[2066,190,10,11,17],"tags":[268,468],"class_list":["post-242642","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-categoria-actualitat","category-lassessor-respon","category-empresarials","category-fefac","category-laboral","tag-laboral","tag-permisos"],"yoast_head":"\nCircular laboral informativa para socios de AFB\/FEFAC<\/title>\n<meta name=\"description\" content=\"Consultor\u00eda y Estudio Legal ens ha fet arribar aquesta circular sobre 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