{"id":3847,"date":"2026-09-05T09:43:26","date_gmt":"2026-09-05T07:43:26","guid":{"rendered":"https:\/\/forumcalafell.com\/?p=3847"},"modified":"2026-09-05T09:50:17","modified_gmt":"2026-09-05T07:50:17","slug":"%f0%9f%93%a2-novetats-importants-per-al-sector-de-lhostaleria","status":"publish","type":"post","link":"https:\/\/forumcalafell.com\/?p=3847","title":{"rendered":"\ud83d\udce2\u00a0Novetats importants per al sector de l\u2019hostaleria"},"content":{"rendered":"\n<h1 class=\"wp-block-heading\">L\u2019ALEH VI incorpora novetats importants per a les empreses i persones treballadores del sector de l\u2019hostaleria<\/h1>\n\n\n\n<h3 class=\"wp-block-heading\">La modificaci\u00f3 publicada al BOE actualitza el r\u00e8gim disciplinari, el registre de jornada, el procediment d\u2019acomiadament disciplinari, les categories professionals i incorpora noves mesures davant de fen\u00f2mens meteorol\u00f2gics adversos<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">El&nbsp;<strong>Bolet\u00edn Oficial del Estado (BOE)<\/strong>&nbsp;ha publicat el 4 de setembre de 2026 la modificaci\u00f3 del&nbsp;<strong>VI Acord Laboral Estatal d\u2019Hostaleria (ALEH VI)<\/strong>, el marc estatal de refer\u00e8ncia per a les relacions laborals del sector de l\u2019hostaleria.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La modificaci\u00f3 afecta diversos articles del text vigent, concretament els articles 6, 9, 10, 15, 16, 17, 38, 39, 40 i 41, aix\u00ed com les taules de l\u2019annex I. A m\u00e9s, incorpora dos nous cap\u00edtols relacionats amb la igualtat i no-discriminaci\u00f3 de les persones LGTBI i amb l\u2019actuaci\u00f3 davant de cat\u00e0strofes i fen\u00f2mens meteorol\u00f2gics adversos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L\u2019acord va ser subscrit el passat 11 de juny per les organitzacions empresarials&nbsp;<strong>Confederaci\u00f3n Empresarial de Hosteler\u00eda de Espa\u00f1a (CEHE)<\/strong>&nbsp;i&nbsp;<strong>Confederaci\u00f3n Espa\u00f1ola de Hoteles y Alojamientos Tur\u00edsticos (CEHAT)<\/strong>, i per les organitzacions sindicals&nbsp;<strong>FeSMC-UGT<\/strong>&nbsp;i&nbsp;<strong>CCOO Servicios<\/strong>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Nova vig\u00e8ncia de l\u2019ALEH VI fins al 31 de desembre de 2030<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Un dels primers canvis \u00e9s l\u2019ampliaci\u00f3 de la vig\u00e8ncia de l\u2019acord. L\u2019ALEH VI estableix ara un nou per\u00edode de vig\u00e8ncia fins al&nbsp;<strong>31 de desembre de 2030<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Durant aquest per\u00edode es podran anar incorporant al text els pactes que s\u2019assoleixin dins del procediment de revisi\u00f3 i negociaci\u00f3 cont\u00ednua entre les organitzacions representatives del sector.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aix\u00f2 dona continu\u00eftat al marc laboral estatal de l\u2019hostaleria durant els pr\u00f2xims anys, alhora que permet introduir-hi noves modificacions mitjan\u00e7ant la negociaci\u00f3 col\u00b7lectiva.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Noves regles sobre el control i registre de jornada<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Una de les novetats amb una incid\u00e8ncia m\u00e9s directa en el funcionament quotidi\u00e0 dels establiments afecta el&nbsp;<strong>registre de jornada<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La reforma concreta la qualificaci\u00f3 disciplin\u00e0ria dels incompliments o males pr\u00e0ctiques en la utilitzaci\u00f3 dels sistemes de control horari implantats per les empreses.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En concret:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Dos incompliments o males pr\u00e0ctiques<\/strong>&nbsp;en el registre de jornada es consideren&nbsp;<strong>falta lleu<\/strong>.<\/li>\n\n\n\n<li><strong>Entre tres i quatre incompliments<\/strong>&nbsp;passen a considerar-se&nbsp;<strong>falta greu<\/strong>.<\/li>\n\n\n\n<li><strong>Cinc o m\u00e9s incompliments o males pr\u00e0ctiques<\/strong>&nbsp;tenen la consideraci\u00f3 de&nbsp;<strong>falta molt greu<\/strong>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Aquesta regulaci\u00f3 refor\u00e7a la import\u00e0ncia que tant empreses com persones treballadores utilitzin correctament els sistemes de fitxatge i registre de jornada establerts en cada centre de treball.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u00das del tel\u00e8fon m\u00f2bil i les xarxes socials durant la jornada laboral<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La reforma tamb\u00e9 incorpora de manera expressa diverses conductes relacionades amb els&nbsp;<strong>tel\u00e8fons m\u00f2bils, dispositius electr\u00f2nics i xarxes socials<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L\u2019\u00fas del tel\u00e8fon m\u00f2bil, xarxes socials o altres dispositius electr\u00f2nics durant la jornada laboral, llevat que existeixi autoritzaci\u00f3 de l\u2019empresa o una situaci\u00f3 d\u2019emerg\u00e8ncia, queda tipificat com a&nbsp;<strong>falta lleu<\/strong>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tamb\u00e9 es considera&nbsp;<strong>falta greu<\/strong>&nbsp;consentir, per iniciativa pr\u00f2pia, la gravaci\u00f3 i aparici\u00f3 en xarxes socials portant l\u2019uniforme de l\u2019empresa sense el seu consentiment previ.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La modificaci\u00f3 considera, a m\u00e9s,&nbsp;<strong>falta molt greu<\/strong>&nbsp;difamar el nom de l\u2019empresa o la marca que aquesta representa a trav\u00e9s de les xarxes socials, sempre respectant l\u2019exercici dels drets fonamentals.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En aquest mateix bloc disciplinari tamb\u00e9 es recull com a falta greu l\u2019incompliment de la prohibici\u00f3 de fumar en el centre de treball.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Audi\u00e8ncia pr\u00e8via abans d\u2019un acomiadament disciplinari<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Una altra de les modificacions especialment rellevants afecta el procediment dels&nbsp;<strong>acomiadaments disciplinaris<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">D\u2019acord amb el nou redactat de l\u2019article 41, abans de comunicar formalment la carta d\u2019acomiadament, l\u2019empresa haur\u00e0 d\u2019informar la persona treballadora dels&nbsp;<strong>fets que se li imputen i de la seva possible qualificaci\u00f3 jur\u00eddica<\/strong>, amb l\u2019objectiu que pugui respondre a aquestes acusacions.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un cop rebuda aquesta comunicaci\u00f3, la persona treballadora disposar\u00e0 d\u2019un termini de&nbsp;<strong>dos dies per presentar les seves al\u00b7legacions<\/strong>, per la via que consideri adequada i, si ho desitja, a trav\u00e9s de la representaci\u00f3 sindical o unit\u00e0ria de l\u2019empresa.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Durant aquests dos dies, la regla general \u00e9s que la persona continu\u00ef prestant serveis normalment. No obstant aix\u00f2, l\u2019empresa pot decidir que no accedeixi temporalment al centre de treball, cas en qu\u00e8 aquests dos dies tindran la consideraci\u00f3 de&nbsp;<strong>perm\u00eds retribu\u00eft<\/strong>. Tamb\u00e9 es poden adoptar mesures com la suspensi\u00f3 temporal de l\u2019acc\u00e9s al correu electr\u00f2nic corporatiu o la devoluci\u00f3 temporal de determinades eines de treball.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Finalitzat aquest termini, l\u2019empresa podr\u00e0 decidir si continua amb el procediment d\u2019acomiadament o adopta una altra decisi\u00f3.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Actualitzaci\u00f3 de categories, ocupacions i grups professionals<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La modificaci\u00f3 tamb\u00e9 revisa diferents&nbsp;<strong>ocupacions, denominacions i grups professionals<\/strong>&nbsp;dins del sector de l\u2019hostaleria.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Els canvis afecten \u00e0rees com:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>recepci\u00f3, consergeria, relacions p\u00fabliques, administraci\u00f3 i gesti\u00f3;<\/li>\n\n\n\n<li>cuina i economat;<\/li>\n\n\n\n<li>restaurant, sala, bar i similars;<\/li>\n\n\n\n<li>restauraci\u00f3 moderna;<\/li>\n\n\n\n<li>col\u00b7lectivitats i c\u00e0tering;<\/li>\n\n\n\n<li>pisos i neteja;<\/li>\n\n\n\n<li>manteniment i serveis auxiliars;<\/li>\n\n\n\n<li>serveis complementaris.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Tamb\u00e9 es modifica l\u2019assignaci\u00f3 de determinades ocupacions als grups professionals i s\u2019actualitzen les taules de l\u2019annex I.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Per exemple, dins de l\u2019\u00e0rea de restaurant, sala, bar, col\u00b7lectivitats i c\u00e0tering es mantenen i ordenen categories com&nbsp;<strong>cap de restaurant o sala, cap de sector, barwoman\/barman, ajudant de cambrer\/a o cap de sala de c\u00e0tering<\/strong>, entre d\u2019altres.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Algunes de les modificacions s\u00f3n de nomenclatura. El mateix text especifica que determinats canvis de denominaci\u00f3 no comporten per si sols una alteraci\u00f3 de les funcions, activitats o tasques associades al lloc de treball.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mesures d\u2019igualtat i no-discriminaci\u00f3 LGTBI<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La reforma incorpora tamb\u00e9 un nou&nbsp;<strong>cap\u00edtol XIII<\/strong>, destinat a les mesures planificades per garantir la igualtat i la no-discriminaci\u00f3 de les persones LGTBI a les empreses del sector.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aquest r\u00e8gim s\u2019aplica a les empreses subjectes a l\u2019ALEH que tinguin&nbsp;<strong>m\u00e9s de 50 persones treballadores<\/strong>. Per a la resta d\u2019empreses incloses en l\u2019\u00e0mbit de l\u2019acord, el mateix text estableix que la seva aplicaci\u00f3 \u00e9s volunt\u00e0ria.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les mesures inclouen principis d\u2019igualtat de tracte, processos de selecci\u00f3 sense discriminaci\u00f3, formaci\u00f3 i sensibilitzaci\u00f3 de les plantilles, criteris objectius en la promoci\u00f3 professional i protocols de prevenci\u00f3 i actuaci\u00f3 davant de situacions d\u2019assetjament o viol\u00e8ncia.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Nou protocol davant de cat\u00e0strofes i fen\u00f2mens meteorol\u00f2gics adversos<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Una de les incorporacions m\u00e9s destacades \u00e9s el nou&nbsp;<strong>cap\u00edtol XIV<\/strong>, que regula l\u2019actuaci\u00f3 davant de cat\u00e0strofes i fen\u00f2mens meteorol\u00f2gics adversos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El protocol t\u00e9 com a objectiu protegir les persones treballadores i el teixit productiu davant de situacions com&nbsp;<strong>DANA, inundacions, temporals, pluges intenses, temperatures extremes o altres situacions meteorol\u00f2giques que puguin posar en risc persones o b\u00e9ns<\/strong>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El text assumeix els diferents nivells d\u2019av\u00eds establerts per l\u2019<strong>AEMET<\/strong>&nbsp;\u2014verd, groc, taronja i vermell\u2014 i estableix que s\u2019haur\u00e0 de tenir en compte l\u2019\u00faltima alerta oficial disponible abans de l\u2019inici del torn de treball.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu\u00e8 passa en cas d\u2019alerta vermella?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">En una situaci\u00f3 d\u2019<strong>av\u00eds vermell<\/strong>, el protocol assenyala que les persones treballadores han de seguir les indicacions de les autoritats i evitar els despla\u00e7aments, llevat que siguin estrictament necessaris.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Si abans de comen\u00e7ar la jornada existeix una comunicaci\u00f3 oficial que impedeix el despla\u00e7ament, la persona treballadora haur\u00e0 d\u2019informar els seus responsables i evitar acudir al centre de treball.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quan existeixin&nbsp;<strong>restriccions, limitacions o prohibicions oficials de despla\u00e7ament, o una situaci\u00f3 de risc greu i imminent amb av\u00eds vermell<\/strong>, les persones treballadores podran acollir-se al&nbsp;<strong>perm\u00eds retribu\u00eft durant el temps fixat per l\u2019av\u00eds, amb un m\u00e0xim de quatre dies<\/strong>, d\u2019acord amb l\u2019article 37.3.g de l\u2019Estatut dels Treballadors.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Si l\u2019alerta es produeix quan els treballadors ja s\u00f3n al centre de treball, l\u2019empresa podr\u00e0 oferir que hi romanguin fins que finalitzi l\u2019alerta, facilitant, dins de les seves possibilitats, refugi i protecci\u00f3.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Noves mesures preventives per a les empreses<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">El protocol tamb\u00e9 contempla diferents actuacions preventives que els establiments hauran de tenir en consideraci\u00f3.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Entre aquestes mesures figuren:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>disposar de&nbsp;<strong>plans d\u2019evacuaci\u00f3<\/strong>&nbsp;adaptats a cada ubicaci\u00f3;<\/li>\n\n\n\n<li>establir canals interns de comunicaci\u00f3 durant les emerg\u00e8ncies;<\/li>\n\n\n\n<li>disposar de&nbsp;<strong>kits d\u2019emerg\u00e8ncia<\/strong>&nbsp;amb elements com llanternes, bateries, farmacioles o mantes t\u00e8rmiques;<\/li>\n\n\n\n<li>valorar els riscos espec\u00edfics dels centres situats en&nbsp;<strong>zones potencialment inundables<\/strong>;<\/li>\n\n\n\n<li>no assumir riscos innecessaris per intentar salvar b\u00e9ns materials;<\/li>\n\n\n\n<li>revisar les instal\u00b7lacions despr\u00e9s d\u2019un episodi meteorol\u00f2gic advers abans de reprendre l\u2019activitat amb normalitat.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Els plans d\u2019evacuaci\u00f3 s\u2019han de preparar en un termini de sis mesos des de l\u2019entrada en vigor del pla, mentre que la formaci\u00f3 prevista sobre rutes d\u2019evacuaci\u00f3 i els kits d\u2019emerg\u00e8ncia disposen d\u2019un termini m\u00e0xim de dotze mesos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En treballs a l\u2019aire lliure o activitats que no es puguin desenvolupar en espais tancats, s\u2019hauran d\u2019adoptar mesures espec\u00edfiques davant dels riscos provocats pels fen\u00f2mens meteorol\u00f2gics adversos, incloses les temperatures extremes en situacions d\u2019av\u00eds vermell.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Una actualitzaci\u00f3 amb incid\u00e8ncia directa en la gesti\u00f3 dels establiments<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La modificaci\u00f3 de l\u2019ALEH VI incorpora, per tant, canvis que poden tenir una incid\u00e8ncia directa en la gesti\u00f3 di\u00e0ria dels negocis d\u2019hostaleria, especialment en mat\u00e8ries com el&nbsp;<strong>control horari, la disciplina laboral, l\u2019\u00fas de dispositius m\u00f2bils i xarxes socials, els acomiadaments disciplinaris, les categories professionals i la prevenci\u00f3 davant de situacions meteorol\u00f2giques adverses<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Des de&nbsp;<strong>F\u00f2rum Calafell<\/strong>&nbsp;considerem important facilitar l\u2019acc\u00e9s a aquesta informaci\u00f3 als establiments i professionals del sector del municipi, amb l\u2019objectiu que puguin con\u00e8ixer les novetats introdu\u00efdes i valorar, quan correspongui, l\u2019adaptaci\u00f3 dels seus procediments interns.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Document oficial:<\/strong>&nbsp;Resoluci\u00f3 de 25 d\u2019agost de 2026 de la Direcci\u00f3 General de Treball, publicada al BOE el 4 de setembre de 2026.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>La informaci\u00f3 publicada per F\u00f2rum Calafell t\u00e9 car\u00e0cter informatiu i no substitueix l\u2019assessorament laboral o jur\u00eddic professional aplicable a cada empresa o situaci\u00f3 concreta.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019ALEH VI incorpora novetats importants per a les empreses i persones treballadores del sector de l\u2019hostaleria<\/p>\n","protected":false},"author":1,"featured_media":3848,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[27,28],"tags":[],"class_list":["post-3847","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-info","category-normativas"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO 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