Publication: La Ley 15/2022, de 12 de julio, integral para la igualdad de trato y la no discriminación, y el despido por enfermedad.
Authors
Goñi Sein, José Luis
item.page.secondaryauthor
item.page.director
Publisher
Colex
publication.page.editor
publication.page.department
DOI
item.page.type
info:eu-repo/semantics/article
Description
Abstract
La ley incorpora, entre otras nuevas causas y tipos de discriminación, la enfermedad, que no era una condición protegida por el art.14 CE a menos que fuera considerada como enfermedad estigmatizante o asimilable a la discapacidad. A partir de ahora se convierte en causa específica de discriminación per se, pudiendo motivar la declaración de nulidad del despido. No obstante, no se excluye el legítimo ejercicio de la acción extintiva del empleador si concurren en el supuesto limitaciones objetivas que impidan al trabajador realizar las funciones esenciales del puesto, pudiendo en ese caso no resultar discriminatorio, aunque deberían ponderarse previamente las posibilidades de una acomodación razonable.
The law incorporates, among other new causes and types of discrimination, illness, which was not a condition protected by art. 14 EC unless it was considered a stigmatizing illness or one that could be assimilated to disability. From now on it becomes a specific cause of discrimination per se, and can be grounds for declaring the dismissal null and void. However, the legitimate exercise of the employer’s termination action is not excluded if there are objective limitations in the case that prevent the worker from performing the essential functions of the position, in which case it may not be discriminatory, although the possibilities of a reasonable accommodation should be weighed beforehand.
The law incorporates, among other new causes and types of discrimination, illness, which was not a condition protected by art. 14 EC unless it was considered a stigmatizing illness or one that could be assimilated to disability. From now on it becomes a specific cause of discrimination per se, and can be grounds for declaring the dismissal null and void. However, the legitimate exercise of the employer’s termination action is not excluded if there are objective limitations in the case that prevent the worker from performing the essential functions of the position, in which case it may not be discriminatory, although the possibilities of a reasonable accommodation should be weighed beforehand.
publication.page.subject
Citation
Revista justicia & trabajo, N. 1, 2022, p. 5-27.
item.page.embargo
Collections
Ir a Estadísticas
Este ítem está sujeto a una licencia Creative Commons. http://creativecommons.org/licenses/by-nc-nd/4.0/