{"id":3442,"date":"2023-12-14T00:10:15","date_gmt":"2023-12-14T00:10:15","guid":{"rendered":"https:\/\/victorvillarabogados.com\/?p=3442"},"modified":"2025-01-14T22:00:42","modified_gmt":"2025-01-14T22:00:42","slug":"smi-tribunal-supremo-vuelve-a-aclararlo","status":"publish","type":"post","link":"https:\/\/victorvillarabogados.com\/en\/smi-tribunal-supremo-vuelve-a-aclararlo","title":{"rendered":"Si sube el Salario m\u00ednimo, \u00bftambi\u00e9n sube mi salario? El Tribunal Supremo vuelve a aclararlo."},"content":{"rendered":"<p style=\"text-align: justify;\"><strong>El Tribunal Supremo<\/strong> ha vuelto recientemente a pronunciarse (STS 4904\/2023 de 07\/11\/2023) sobre c\u00f3mo afecta la subida del SMI, en este caso, particularizando sobre los diferentes conceptos salariales, en t\u00e9rminos similares a sus Sentencias de 2022 que ya analizamos en nuestro anterior post: <a href=\"https:\/\/victorvillarabogados.com\/en\/subidas-salario-minimo\/\" target=\"_blank\" rel=\"noopener\">\u201cSubidas del Salario M\u00ednimo: \u00bfC\u00f3mo Se Aplican?\u201d<\/a>.<\/p>\n<p style=\"text-align: justify;\">Tal y como concluimos entonces, si remuneraci\u00f3n anual del trabajador es igual o superior al SMI anual, se compensar\u00eda la subida y, por consiguiente, no habr\u00eda aumento en el salario percibido por el trabajador mientras que, en caso contrario, si operar\u00eda la subida del SMI, si bien diferenciamos entre aquellos conceptos salariales (que entran dentro del c\u00e1lculo) y aquellos conceptos no absorbibles ni compensables, por carecer de homogeneidad conceptual, como los extrasalariales o compensatorios (que no se incluyen en dicha operaci\u00f3n).<\/p>\n<p style=\"text-align: center;\"><strong>\u00bfQu\u00e9 art\u00edculos son de aplicaci\u00f3n?<\/strong><\/p>\n<p style=\"text-align: justify;\">Seg\u00fan recuerda el Supremo, la <strong>compensaci\u00f3n y absorci\u00f3n<\/strong>, figuras con tradici\u00f3n muy arraigada en Derecho, tienen por objeto <em>\u201cevitar una superposici\u00f3n de mejoras salariales que puedan tener su origen en diferentes fuentes reguladores, se exige que entre los conceptos retributivos a examinar medie imprescindible homogeneidad para que pueda operar el mecanismo de la absorci\u00f3n y compensaci\u00f3n\u201d.<\/em><\/p>\n<p style=\"text-align: justify;\">Precisamente, dicha exigencia de homogeneidad ha ido suaviz\u00e1ndose hasta el punto de permitir la neutralizaci\u00f3n entre conceptos gen\u00e9ricos que puedan entenderse como <strong>homogeneizables<\/strong>. Incluso, dicha exigencia de homogeneidad, dice el Tribunal, <em>\u201cpudiera quebrar por mor de la negociaci\u00f3n colectiva (en la que cada vez son m\u00e1s frecuentes cl\u00e1usulas que permiten la neutralizaci\u00f3n entre partidas salariales heterog\u00e9neas)\u201d.<\/em><\/p>\n<p style=\"text-align: justify;\">A tal efecto recordamos lo que dice actualmente los art\u00edculos 26.5 y \u00a027.1 \u201cin fine\u201d del <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430\"><strong>Estatuto de los Trabajadores<\/strong><\/a> (RDL 2\/2015, de 23 de Octubre):<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><strong>Art. 26.5 E.T.:<\/strong> \u201cOperar\u00e1 la compensaci\u00f3n y absorci\u00f3n cuando los salarios realmente abonados, en su conjunto y c\u00f3mputo anual, sean m\u00e1s favorables para los trabajadores que los fijados en el orden normativo o convencional de referencia\u201d<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><em>A<strong>rt. 27.1 in fine E.T.:<\/strong> \u201cLa revisi\u00f3n del salario m\u00ednimo interprofesional no afectar\u00e1 a la estructura ni a la cuant\u00eda de los salarios profesionales cuando estos, en su conjunto y c\u00f3mputo anual, fueran superiores a aquel\u201d<\/em><\/p>\n<p style=\"text-align: center;\"><strong>\u00bfY qu\u00e9 argumentos da el Tribunal Supremo?<\/strong><\/p>\n<p style=\"text-align: justify;\">As\u00ed pues, en la nueva sentencia del Tribunal Supremo se establece que <strong>el complemento por antig\u00fcedad, en todas sus variables<\/strong> (consolidada u ordinaria) <strong>debe servir de base para el c\u00f3mputo anual del salario a fin de comprobar si est\u00e1 por encima del SMI<\/strong>. Da para ello varios argumentos:<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><strong>a)<\/strong> La aplicaci\u00f3n literal del art\u00edculo 3.1 del Real Decreto por el que se fija el SMI, RD 1462\/2018 se separa de lo establecido por el art\u00edculo 27 E.T.<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><strong>b)<\/strong> De equiparar las subidas del SMI con los salarios, se dar\u00eda un <em>\u201cefecto multiplicador\u201d<\/em> que convertir\u00eda de facto al Gobierno como agente fijador de salarios en sustituci\u00f3n de la negociaci\u00f3n colectiva.<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><strong>c)<\/strong> El art. 27.1 E.T. es claro al no deber afectar a los salarios que en c\u00f3mputo anual obtengan ingresos superiores a los previstos en el SMI.<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><strong>d)<\/strong> La propia normativa ya establece el modo de practicar la absorci\u00f3n y compensaci\u00f3n.<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><strong>e)<\/strong> Solo cabe impedir la compensaci\u00f3n y absorci\u00f3n por heterogeneidad de conceptos salariales cuando as\u00ed lo establezca el propio Convenio Colectivo.<\/p>\n<p style=\"padding-left: 40px; text-align: justify;\"><strong>f)<\/strong> En caso de no compensarse ni absorberse, podr\u00eda haber diferentes Salarios M\u00ednimos Interprofesionales para trabajadores con diferentes Convenios Colectivos de aplicaci\u00f3n, como t\u00f3nica general, lo cual contradice el propio concepto del SMI.<\/p>\n<p style=\"text-align: justify;\">Consecuencia de lo anterior, es claro que en relaci\u00f3n al SMI seg\u00fan el Tribunal Supremo, solo proceder\u00eda la no compensaci\u00f3n y absorci\u00f3n de conceptos cuando as\u00ed expresamente se haya establecido por la propia Ley o, en su caso, por el Convenio Colectivo de aplicaci\u00f3n. De hecho, particularmente el caso en cuesti\u00f3n planteaba que el art\u00edculo 14 del Convenio de aplicaci\u00f3n establec\u00eda el complemento de antig\u00fcedad como <em>\u201cno absorbible y no compensable\u201d <\/em>siendo que, sin embargo, dicho convenio hab\u00eda deca\u00eddo anteriormente a la reforma del Salario M\u00ednimo Interprofesional.<\/p>\n\n\n\n<div class=\"wp-block-columns alignfull is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"inherit-container-width wp-block-group alignfull has-text-color has-background is-layout-constrained wp-block-group-is-layout-constrained\" style=\"color:#000000;background-color:#ffffff\">\n<div style=\"height:22px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-buttons is-horizontal is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-width wp-block-button__width-50\"><a class=\"wp-block-button__link has-text-color has-background wp-element-button\" href=\"https:\/\/victorvillarabogados.com\/en\/contacto\/\" style=\"border-radius:50px;color:#ffffff;background-color:#000000\">contacta con nosotros<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:64px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>salario<\/p>","protected":false},"author":1,"featured_media":3447,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[19],"tags":[54,52,59,27],"class_list":["post-3442","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-derecho-laboral","tag-salario","tag-smi","tag-tribunal-supremo","tag-ts"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Si sube el Salario m\u00ednimo, \u00bftambi\u00e9n sube mi salario? 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