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Licencia sin goce de haberes. Aspectos laborales y de Seguridad Social
Publicado por Scandroli en Licencias · 25/7/2015 12:56:00
Licencia sin goce de haberes. Aspectos laborales y de Seguridad Social.
En el transcurso de la relación laboral puede ocurrir que, por motivos personales, el trabajador que carece de derecho a una licencia especial remunerada solicite al empleador que lo exima de prestar servicios durante un determinado lapso de tiempo, durante el cual no devengará salarios.
La licencia sin goce de haberes -a la que se refiere este trabajo- no tiene regulación legal expresa, por lo que, salvedad hecha de los casos, por cierto excepcionales, de algunos convenios colectivos de trabajo que la prevén como un derecho del trabajador para ser ejercido por motivos muy precisos y lapsos breves (p.ej: la prevista en el Art. 78 del CCT 130/75 por enfermedad de algunos familiares directos que requieren la asistencia personal del trabajador y está limitada a 30 días al año), su otorgamiento es facultativo para el empleador, quién puede negarse a concederla.
Seguidamente se analiza su incidencia en algunos aspectos de la relación de trabajo y de la Seguridad Social.
1. La antigüedad del trabajador.
El Art. 152 de la LCT contiene una definición de tiempo trabajado que, si bien está prevista en el Título V de esa ley sobre “Vacaciones y otras licencias” es una definición legal de alcance general, aplicable a la licencia sin goce de haberes.
Prevé ese artículo que “Se computarán como trabajados, los días en que el trabajador no preste servicios por gozar de una licencia legal o convencional, o por estar afectado por una enfermedad inculpable o por infortunio en el trabajo, o por otras causas no imputables al mismo”.
Se excluye entonces de la noción de tiempo de servicio o trabajado, los días en que el trabajador no presta servicios por una causa o motivo que le es imputable, es decir, que puede atribuírsele.
Con ese sustento normativo, interpretamos que, al computar la antigüedad del trabajador no deben considerarse el o los períodos en que haya gozado de licencias sin goce de haberes.
2. Vigencia de la relación de trabajo
Durante la vigencia de la licencia sin goce de haberes la relación de trabajo se mantiene vigente y el trabajador permanece en la nómina del empleador. Por ello, el último tiene las siguientes obligaciones:
- Reincorporará al trabajador al finalizar la licencia.
- En los supuestos de por incapacidad permanente parcial o absoluta o por fallecimiento que determinen la extinción de la relación laboral, abonará las indemnizaciones de los Art. 212 y 248 de la LCT
- Informa la situación de revista del trabajador en la DD.JJ mensual de cargas sociales mediante el código 13 “Licencia sin goce de haberes” (Anexo IV de la RG DGI 3834).
- Declara e ingresa mensualmente a través de la DD.JJ mensual de cargas sociales la prima correspondiente al Seguro de Vida Colectivo del decreto 1567/74.
El trabajador mantiene, en general, sus deberes de conducta (p.ej: buena fe, fidelidad y no concurrencia, previstos en los Art. 63, 85 y 88 de la LCT).
3. La cobertura de Obra Social.
Durante la licencia, al no devengarse salarios, no se ingresan aportes ni contribuciones.
El Art. 10 inc. d) de la ley 23.660 de Obras Sociales dispone que “En caso de licencia sin goce de remuneración por razones particulares del trabajador, éste podrá optar por mantener durante el lapso de la licencia la calidad de beneficiario cumpliendo con las obligaciones de aportes a su cargo y contribución a cargo del empleador”.
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