Miriam Sáez,, Abogada colaboradora
Con la aprobación de la Ley 14/2022, de 22 de diciembre, se ha modificado el artículo 311 de nuestro Código Penal, con entrada en vigor el paso día 12 de enero.
El artículo 311 del Código Penal, protege las condiciones mínimas exigibles e irrenunciables de la contratación laboral, sancionando como hecho delictivo las conductas más graves que atentan contra los derechos y condiciones laborales de las personas trabajadoras.
Este artículo ya tipificaba como delito, con penas de prisión de 6 meses a 6 años y multa de 6 a 12 meses, conductas que perjudicases, suprimiesen o restringiesen los derechos de los trabajadores mediante el engaño o abuso de situación de necesidad. También sancionaba el empleo a trabajadores sin comunicar su alta a la seguridad social o sin autorización de trabajo en función del número de trabajadores.
Estas conductas, además, eran castigadas tanto para quien las llevase a cabo como a aquellas personas, físicas o jurídicas, que las mantuvieran en el caso de haber sido transmitida la empresa.
Pues bien, desde el pasado enero se ha introducido un nuevo numeral que sanciona penalmente “2.-Los que impongan condiciones ilegales a sus trabajadores mediante su contratación bajo fórmulas ajenas al contrato de trabajo, o las mantengan en contra de requerimiento o sanción administrativa.”
¿A quién se dirige esta sanción penal?
Puede comprenderse que el Derecho Penal intervenga cuando no funcione otro mecanismo de protección de los derechos y el empleador mantenga las condiciones ilegales tras sanción o requerimiento (como ocurre con la discriminación grave en el empleo en el actual delito del art. 314 CP). Pero, para el nuevo delito del art. 311.2º CP, como acabamos de ver, también cabe que opere directamente el Derecho Penal en su primer supuesto (“imponer condiciones ilegales a sus trabajadores mediante su contratación bajo fórmulas ajenas al contrato de trabajo”), sin que se añadan expresamente elementos cualificadores de gravedad más allá de la propia conducta descrita.
Lo cierto es que esta previsión penal sanciona a quienes impongan fórmulas de contratación diferentes al contrato de trabajo, quedando excluidas aquellas que de mutuo acuerdo atiendan a los propios intereses y circunstancias de las partes; así como aquellos que mantengan dicha situación en contra de requerimiento o sanción administrativa.
Nada se indica en cuanto a que sea un requerimiento o sanción administrativa firme, lo cual podría parecer obvio a la vista de ambos están sujetos a control judicial, pero constituye un elemento más de incertidumbre.
Las dudas que surgen a este respecto son numerosas, particularmente en los casos en que estas conductas se lleven a cabo por departamentos de Recursos Humanos. Es más, la redacción de este artículo parece estar pensada para casos más que concretos pues la letra del art. 1.9 de la LO 14/2022 no se ha referido explícitamente a estos falsos autónomos, por lo que diversos expertos apuntan otras posibles situaciones que podrían subsumirse en este supuesto penal: desde los falsos becarios o voluntarios hasta las cooperativas ficticias, que eluden la verdadera contratación por cuenta ajena de los trabajadores; llegando incluso a hacerse mención a las horas extraordinarias ilegales o a la jornada parcial ficticia.En este sentido, debemos recordar el principio de Intervención Mínima del Derecho Penal proclamado en innumerables ocasiones por nuestro Tribunal Supremo. De modo que deberemos esperar a la interpretación que dan nuestros Tribunales a esta nueva tipificación penal y determinación de los requisitos para su subsunción, que debería ser objeto de una interpretación especialmente restrictiva de la conducta.
Este artículo es informativo y no constituye un asesoramiento personalizado para usted.
Si usted desea resolver una consulta relacionada con esta temática o cualquier otra, puede contactarnos a través de este formulario.
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