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A figura do abandono do trabalho, como uma das formas de cessação do contrato de trabalho por iniciativa do trabalhador, foi introduzido no nosso ordenamento jurídico em 1989, e assumidamente pensada como mecanismo de proteção do empregador.
Deste modo, tem como propósito fulcral agilizar os casos em que o empregador se depare com uma ausência voluntária e injustificada de um trabalhador, em conjugação com um comportamento que permita inferir, com toda a probabilidade, uma intenção de não retomar o serviço. Ainda que se possibilite que aquele último requisito – comportamento do trabalhador – se possa presumir de uma ausência prolongada, temos por certo que a sua delimitação nem sempre será́ linear e que serão muitas as dúvidas passíveis de ser levantadas a respeito da figura presente no artigo 403.º do Código do Trabalho. Salienta-se que a invocação do abandono do trabalho pelo empregador conclui-se, normalmente, ou na confirmação de que se encontram verificados os respetivos pressupostos ou, ao invés, na conclusão pela existência de um despedimento, que será, naturalmente, ilícito.
No que concerne à jurisprudência e doutrina dominantes nesta matéria, uma vez que esta figura se manteve quase incólume desde a sua efetivação até à atualidade, muitas são as questões que se afiguram sem resposta, o que incita a entendimentos verdadeiramente antagónicos e bem atenta-se no decorrer do estudo.
The legal concept of abandonment of work, as a mean of termination of the employment contract by the employee, was introduced among us back in 1989 with the clear intention to establish a mechanism capable of protecting the employer. Therefore, the main focus of this legal concept is to speed up the cases where the employer faces an unjustified and voluntary period of absence of one of its employees. This unjustified and voluntary period of absence has to be accompanied by facts that indicate with all probability that the employee does not intend to return to work. Although this last requirement – the intention of the employee – may be presumed from a long absence (at least 10 consecutive working days), we are sure that this presumption is not 8 that straightforward, and many doubts may arise from this concept provided by article 403 of the Portuguese Employment Code. It should be also emphasised that using the abandonment of work mechanism normally end up with the confirmation that the respective legal requirements are accomplished or, on the other hand, with the conclusion that an unlawful dismissal has occurred. Regarding the prevailing case law and literature on this specific issue, and considering that this legal concept has remained unchanged since its introduction into the employment law framework, there are many questions without a definitive answer. As a result, there are a lot of truly opposite understandings.
The legal concept of abandonment of work, as a mean of termination of the employment contract by the employee, was introduced among us back in 1989 with the clear intention to establish a mechanism capable of protecting the employer. Therefore, the main focus of this legal concept is to speed up the cases where the employer faces an unjustified and voluntary period of absence of one of its employees. This unjustified and voluntary period of absence has to be accompanied by facts that indicate with all probability that the employee does not intend to return to work. Although this last requirement – the intention of the employee – may be presumed from a long absence (at least 10 consecutive working days), we are sure that this presumption is not 8 that straightforward, and many doubts may arise from this concept provided by article 403 of the Portuguese Employment Code. It should be also emphasised that using the abandonment of work mechanism normally end up with the confirmation that the respective legal requirements are accomplished or, on the other hand, with the conclusion that an unlawful dismissal has occurred. Regarding the prevailing case law and literature on this specific issue, and considering that this legal concept has remained unchanged since its introduction into the employment law framework, there are many questions without a definitive answer. As a result, there are a lot of truly opposite understandings.
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Keywords
Abandono do trabalho Abandono presumido Abandono propriamente dito Animus extintivo Ausência do trabalhador Comunicação de ausência Denúncia do contrato Ónus da prova Presunção