Usted ha leído en la prensa que está aumentando el número de empleados que se dan de alta como autónomos. De hecho, su empresa se está planteando la contratación de un autónomo para ahorrar costes en cotización…
Ahorro. Su empresa necesita contratar a un trabajador. Y para ahorrarse los gastos de Seguridad Social ha pensado en contratar a un autónomo que asuma el coste de sus cotizaciones. ¡Atención! ¿Sabe que esa forma de actuar puede ser ilegal? ¿Qué es lo que debe saber?
Fraude de ley
Indicios. Si su empresa recurre a un autónomo y la relación entre ambas partes cumple las características de una relación laboral, su empleado será un «falso autónomo«. Apunte. Las notas que determinan la existencia de una relación laboral entre ambos son las siguientes (por mucho que hayan firmado un contrato mercantil):
- Dependency. You control the freelancer's tasks, give him orders and set his timetable. Well, this shows that the freelancer is just another subordinate. Attention! If on top of that you pay him a more or less fixed salary and give him the same holidays as the rest of the staff, the dependency becomes even clearer.
- Secondment. Another note that proves the existence of an employment relationship is that you assume the benefits and risks derived from the self-employed person's work. Note. This is the case, for example, if you hire a salesperson who uses your company's infrastructure and tools (such as a mobile phone and a vehicle).
Consequences. If these conditions are met, the commercial contract will be fraudulent and the self-employed person will be considered as another permanent employee of the company. If he/she is in this situation, the "false self-employed" will be able to claim:
- Social security contributions for the previous four years. Attention! You must pay both the employer's contribution and the employee's contribution. This is subject to a surcharge of 20%.
- The uncollected differences in salary compared to the salaries set by the collective agreement for your professional group.
- You will receive compensation for unfair dismissal if you decide to terminate the employment relationship. Attention! In addition, you will have to count seniority from your first day in the company.
It is a TRADE
Precautions. If your company has a self-employed worker who is economically dependent (the TRADE, which are those self-employed workers whose income comes from a single payer for more than 75%), could also incur these liabilities Attention! N
- Make sure that the self-employed provide their services with their own resources, and separately from their employees. Make a note. Do this, for example, if you work on your own premises with your own equipment.
- Let them organise their own timetable and their own way of working (without prejudice to the fact that they will set a timetable for the delivery of orders). Attention! In this regard, you should know that the TRADE is entitled to 18 days' holiday (at your expense, of course).
- Although your company pays you at least 75% of your income, your income will depend on the result of your work (such as sales made or units produced). He therefore bears the risk, and the payment is likely to vary from month to month.
Si va a contratar unas tareas a un trabajador autónomo, deje que sea él quien se organice su horario. Además, asegúrese de que el autónomo utiliza su propia infraestructura y su propio material.
(Vía ADN. Francis Lefebvre-El Derecho)