La Ley N° 31152 y el avance en la protección laboral de la trabajadora gestante.
Published date | 07 May 2021 |
Author | Ana Castillo |
Law Firm | Rubio Leguía Normand |
El 1 de abril de 2021 se emitió la Ley N° 31152, mediante la cual se modificó el inciso e) del artículo 29 del TUO del Decreto Legislativo 728, Ley de Productividad y Competitividad Laboral, aprobado por Decreto Supremo N° 003-97-TR (en adelante, LPCL), el cual establece que también será nulo el despido de las trabajadoras en periodo de prueba o a tiempo parcial, que tenga por motivo el embarazo, el nacimiento y sus consecuencias o la lactancia.
Al respecto, considero que este cambio normativo implica una protección significativa para todas las trabajadoras gestantes, pues les asegura que, pese a encontrarse en periodos o condiciones donde no cuentan con estabilidad laboral, como lo es el periodo de prueba (art. 10° de la LPCL) o la jornada de trabajo menor a 4 horas diarias (art. 22° de la LPCL), el empleador no podrá despedirlas basándose en su condición de gestante.
A partir de lo expuesto, considero que nuestro ordenamiento jurídico está buscando otorgar una mayor protección a la trabajadora gestante en el ámbito laboral, toda vez que sigue existiendo discriminación hacia la mujer y, lamentablemente, continúan existiendo ideas relacionadas a considerar “menos productiva” o como una “desventaja” contar con una mujer trabajadora que, eventualmente, podría quedar embarazada, lo que hace que un empleador decida no contratarla, despedirla o no renovar su contratación, afectándose gravemente la inclusión y respeto de la mujer en el ámbito laboral.
Por esta razón, considero que, con la Ley N° 31152, el mensaje que se busca dar es que, pese a que no exista una estabilidad laboral, ya sea por la jornada a tiempo parcial, o el periodo de prueba, el motivo de la desvinculación de una mujer no podrá basarse, de ninguna manera, en el hecho de encontrarse en estado de gestación y las consecuencias relacionadas a ello, pues de lo contrario, el empleador, no solo iría en contra de lo señalado en la LPCL, sino también vulneraría el derecho fundamental a la igualdad y no discriminación por motivo de sexo (art. 2° de la Constitución Política del Perú).
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