COVID-19: Modelo de solicitud de reducción de jornada y/o adaptación del horario

El Real Decreto-ley 8/2020, de 17 de marzo, de medidas urgentes extraordinarias para hacer frente al impacto económico y social del COVID-19 permite que la persona trabajadora pueda solicitar adaptar el horario y/o reducir la jornada respecto del cónyuge/pareja de hecho o de los familiares por consanguinidad hasta el segundo grado (es decir, respecto de hijxs, padres, hermanxs, abuelxs y nietxs).

Los motivos para poder pedir la reducción y/o adaptación pueden ser:

1) que una persona que además es familiar hasta segundo grado por consanguinidad de la persona trabajadora solicitante se haya contagiado u otro supuesto derivado directamente del COVID-19, y que por razón de su edad, enfermedad o discapacidad necesite de cuidado personal y directo de la solicitante;

2) que las autoridades gubernativas en el estado de alarma hayan cerrado por el COVID-19 centros educativos u otros pero que el necesitado de cuidado antes del estado de alarma estaba siendo cuidado allí, y

 3) que el cuidador de la persona necesitada de cuidado por la persona trabajadora haya dejado esta función a causa del COVID-19

En alguno de los tres casos, si el necesitado de cuidado es menor de doce años o discapacitado (no hace falta que no trabaje), puede pedirse también la reducción especial de la jornada de trabajo con la consiguiente reducción de sueldo.

A continuación os dejamos un modelo de solicitud de reducción de jornada y/o de adaptación horaria por motivo del COVID-19 que esperamos os sea de utilidad, ya que lo hemos hecho tratando de abarcar el mayor número de supuestos posibles.

En ………. , a ………. de ………. de ……….[1]

A la Dirección de la empresa ………..(Departamento de RRHH)….

Muy señores míos:

Dx. ………. …… ……., con DNI……., trabajadorx de la empresa referida,con categoría profesional de ……. en el centro de trabajo de…………, mediante el presente escrito, comunica a esa Dirección, que al tener a su cargo a ………. , quien es ………. [2], al concurrir circunstancias excepcionales relacionadas con las actuaciones necesarias para evitar la transmisión comunitaria del COVID-19[3], concretamente …..,  con la finalidad de atender a su cuidado, desde el próximo día ………. me acogeré al derecho de adaptar mi horario y/o reducir mi jornada, establecido en el art. 6 del Real Decreto-ley 8/2020, de 17 de marzo, de medidas urgentes extraordinarias para hacer frente al impacto económico y social del COVID-19.

La reducción de jornada que solicito[4] es de …………………% [5], correspondiente al[6]  horario de …./al turno de…/, al horario flexible/ a jornada partida/ a jornada continuada/ a cambio de centro de trabajo/ a cambio de funciones/ a cambio en la forma de prestación del trabajo/ a teletrabajo …[7], en sustitución de la que venía prestando, que era de ………. a ………., teniendo en cuenta que durante ese tiempo mi (hijx, padre, madre, hermanx, abuelx o nietx) se ha contagiado del COVID-19 y no tiene quién le cuide más que yo/ ya no está siendo atendido en …./ ha perdido el cuidado que le proporcionaba doña….a causa del COVID-19, por lo que debo dedicarme a su cuidado; además, en  el horario de….[8] no causa problemas a la empresa porque ….. .

Por favor, acusen recibo de este escrito y confírmenme por escrito la aceptación de mi petición. Sin otro particular, le saluda atentamente,

Firma Trabajadorx                                                           Firma empresa[9]


[1] El disfrute de este derecho debe preavisarse con una antelación mínima de 24 horas.

[2] El Real Decreto-ley 8/2020, de 17 de marzo, de medidas urgentes extraordinarias para hacer frente al impacto económico y social del COVID-19 permite que la persona trabajadora pueda solicitar adaptar el horario y/o reducir la jornada respecto del cónyuge/pareja de hecho o de los familiares por consanguinidad hasta el segundo grado (es decir, respecto de hijxs, padres, hermanxs, abuelxs y nietxs). El Decreto requiere acreditarlo documentalmente.

[3] Los motivos para poder pedir la reducción y/o adaptación pueden ser:

1) edad, enfermedad o discapacidad de una persona, que es familiar hasta segundo grado por consanguinidad de la solicitante que se haya contagiado u otro supuesto derivado directamente del COVID-19 y necesite de cuidado personal y directo de la solicitante;

2) que las autoridades gubernativas en el estado de alarma hayan cerrado por el COVID-19 centros educativos u otros pero que el necesitado de cuidado antes del estado de alarma estaba siendo cuidado allí, y

 3) que el cuidador de la persona necesitada de cuidado por la persona trabajadora haya dejado esta función a causa del COVID-19

En alguno de los tres casos, si el necesitado de cuidado es menor de doce años o discapacitado (no hace falta que no trabaje), puede pedirse también la reducción especial de la jornada de trabajo con la consiguiente reducción de sueldo.

[4] En caso de que se solicite

[5] podrá alcanzar el cien por cien de la jornada si resultara necesario

[6] La concreción inicial corresponde a la persona trabajadora, el Real Decreto no dice que tenga que ser en la jornada ordinaria, pero recomendamos que lo sea.

[7] El derecho a la adaptación de la jornada podrá referirse a la distribución del tiempo de trabajo – la Directiva 2003/88/CE, sobre distribución del tiempo de trabajo, se refiere a los períodos de descanso diario, pausas, descanso semanal, duración máxima del trabajo semanal, vacaciones anuales, a aspectos del trabajo nocturno, turnos y del ritmo de trabajo, y los define en el art. 2- o a cualquier otro aspecto de las condiciones de trabajo y puede consistir en cambiar de turno, cambiar el horario, pedir un horario flexible o jornada partida o continuada, cambio de centro de trabajo, cambio de funciones, cambio en la forma de prestación del trabajo, incluyendo la prestación de trabajo a distancia, o “en cualquier otro cambio de condiciones que estuviera disponible en la empresa o que pudiera implantarse”

[8] explicar razonadamente que en ese horario la empresa no va a quedar sin que se preste el servicio, como por ejemplo, menor actividad en esa hora, varios trabajadores en ese horario, etc.

[9] La persona trabajadora debe entregar una copia al empresario y quedarse una copia sellada/firmada por la empresa. Si existe miedo a represalias, recomendamos enviarlo por burofax.

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