Sergio Díaz López. Abogado Asociado.
Entre las diversas causas que el Estatuto de los Trabajadores recoge para la extinción del vínculo contractual laboral, ocupa un segundo plano la recogida en el artículo 50.1 b) de dicho texto legal, por no ser ni mucho menos la fórmula más empleada para la citada ruptura.
Nos indica dicho artículo que “Serán causas justas para que el trabajador pueda solicitar la extinción del contrato: b) La falta de pago o retrasos continuados en el abono del salario pactado.”
Por lo tanto, el precepto posibilita que el trabajador que así lo decida, pueda optar por reclamar la extinción del contrato de trabajo en los casos en que se produzca un impago reiterado o un retraso igualmente continuado en el abono del salario pactado. Y ello en consecuencia a lo dispuesto en el artículo 29.1 del propio Estatuto de los Trabajadores, que exige que la liquidación y el pago del salario se realice puntualmente en la fecha y lugar convenidos.
Por tanto, como primera cuestión sobre la que hay que llamar la atención, es necesario aclarar que no todo impago o retraso en el abono de salarios constituirá motivo para optar por el mecanismo contemplado en el artículo 50.1 b) del ET. El impago de salarios no puede constituir un mero retraso esporádico, sino que se requiere que tenga una significativa gravedad. En este sentido, se requiere que al menos se produzca el impago de tres mensualidades, o en su caso, un retraso continuado de varios meses en el pago de dicho salario.
Si se dieran las circunstancias concurrentes, el trabajador tiene la posibilidad de accionar en base al ya mencionado artículo 50.1 b) del Estatuto, para lo cual en primer lugar deberá acudir a la preceptiva conciliación previa, y posteriormente interponer demanda ante el Juzgado de lo Social. En caso de verse estimada la reclamación, se contempla la condena a la empresa del pago de una indemnización por la extinción contractual equivalente a la prevista para el despido improcedente. Ello sin perjuicio de la posibilidad de reclamar igualmente los salarios dejados de percibir, conforme al procedimiento legalmente establecido.
Un aspecto destacable de esta acción es que el trabajador, en principio, debe permanecer en su puesto de trabajo al tiempo de interponer la acción de extinción comentada, y no poder abandonarlo hasta la conclusión del procedimiento. Sin embargo, nuestra jurisprudencia ha ido moldeando tal requisito, hasta el punto que el Tribunal Supremo, en Sentencia de 3 de febrero de 2016, ha revisado su doctrina y actualmente se entiende que la permanencia en el puesto de trabajo al tiempo de interponerse la acción de extinción puede excusarse en supuestos excepcionales, permitiéndose que se produzca el abandono del puesto de trabajo incluso antes de entablarse tal acción, siempre que el incumplimiento empresarial genere una situación insoportable para el mantenimiento del vínculo, o bien sea incompatible con la dignidad profesional del trabajador, implique un grave perjuicio patrimonial al mismo o ponga en peligro su subsistencia o de su familia. En estos casos se justificaría que el trabajador cesara en la prestación de su trabajo.
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