A diferencia de lo que sucede en los contratos que celebramos cuando alquilamos un piso, o compramos un coche, los contratos laborales están sometidos a unas limitaciones que los hacen más rígidos. Esta rigidez juega en favor del trabajador.
Para explicarlo de una manera gráfica, un contrato civil, – como los que acabo de referir – , vendría a ser como un traje a medida. Frente a ellos los contratos laborales serian como una prenda ya confeccionada que no podemos modificar a nuestro antojo, y que por lo tanto sólo podemos aceptar o rechazar tal y como son.
La primera limitación de estos tipos de contratos la constituye el hecho de que cada contrato sólo puede ser utilizado para aquello para lo que fue previsto por el legislador. No se puede realizar, por ejemplo, un contrato para obra o servicio determinado, si su finalidad la constituye la actividad habitual de la empresa, o uno a tiempo parcial cuando en realidad se trabaja a jornada completa.
Cuando por parte de la empresa se realizan contratos para una finalidad distinta de aquella que le es propia (cuando hace trampa), se produce lo que se conoce en Derecho como “fraude de ley“. Y como el perjuicio lo soporta el trabajador, el Estatuto de los Trabajadores establece en el artículo 15.3 que “se presumirán por tiempo indefinido los contratos temporales celebrados en fraude de ley“. Es decir, al empresario se le impone la sanción de transformar, – siguiendo el ejemplo anterior – , un contrato a media jornada en uno a jornada completa y además con carácter de indefinido.
En este caso, si el empresario decide prescindir del trabajador, puesto que ya ha adquirido la condición de indefinido, tiene que indemnizarle. Nos encontraríamos ante un despido.
El fraude de Ley sería la primera manera de adquirir la fijeza partiendo de un contrato temporal y la correspondiente indemnización en el caso de que la empresa despida al trabajador. Existen otras dos más.
La segunda está contenida en el artículo 15.5 del Estatuto de los Trabajadores. En el se dice:
Sin perjuicio de lo dispuesto en los apartados 1.a), 2 y 3 de este artículo, los trabajadores que en un periodo de treinta meses hubieran estado contratados durante un plazo superior a veinticuatro meses, con o sin solución de continuidad, para el mismo o diferente puesto de trabajo con la misma empresa o grupo de empresas, mediante dos o más contratos temporales, sea directamente o a través de su puesta a disposición por empresas de trabajo temporal, con las mismas o diferentes modalidades contractuales de duración determinada, adquirirán la condición de trabajadores fijos
El plazo hay que computarlo desde que se produce el despido hacia atrás.
Y por último, y aquí radica la novedad de la reforma operada por la Ley 35/2010, además de las dos anteriores posibilidades, se adquiere la condición de trabajador fijo, en los contratos por obra o servicio determinado, cuando superan los tres años de duración. Este plazo que puede ampliarse hasta doce meses más por convenio colectivo de ámbito sectorial estatal o, en su defecto, por convenio colectivo sectorial de ámbito inferior
En este caso, los trabajadores adquirirán de manera automática la condición de trabajadores fijos, con las consecuencias que ya hemos explicado, esto es, que si llegara a producirse la finalización del contrato, podría reclamarse por despido, exactamente igual que en los anteriores supuestos.
Alberto Muñoz Pérez
Abogado
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