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La LPRL otorga proteccion generica a todo trabajador y diferenciada a determinados colectivos, entre ellos los denominados especialmente sensibles. Asi, su art. 25 prohibe adscribir al sujeto a tareas cuyo desarrollo implique peligro para el o terceros debido a las caracteristicas personales, estado biologico, discapacidad u otra situacion transitoria durante la cual no responda a las exigencias psicofisicas del puesto; contexto idoneo para convertir a la vigilancia de la salud en instrumento de seleccion de mano de obra y en amenaza para intimidad e igualdad. Tambien impone al empresario una atencion particularizada, y adoptar medidas preventivas y de proteccion adecuadas, respecto a empleados cuya sensibilidad surja o sea conocida vigente la relacion; el principio de adaptacion del trabajo al trabajador exige alejarle del riesgo, forzando, incluso, la movilidad funcional o geografica (no condicionadas al origen profesional de una eventual dolencia), o impidiendola, y convirtiendo a la extincion en ultima ratio. El despido por omision de datos clinicos o personales sera nulo (art. 18 CE); unicamente improcedente si la causa de la resolucion es la falta de capacidad por enfermedad, pues la jurisprudencia no lo estima discriminatorio. The LPRL provides, with a generic protection for all employees, a specific one, aimed at certain groups; one of this, the "especially sensitive workers". In such a way that its article 25 bans ask the employee, in view of his state of health or capacity, to carry on potentially dangerous activities, for him o for other people. In this context, the surveillance of workers' health condition is a good selection test for the labour and a threat for private life and equality. Also imposes to the entrepreneur a single attention and the obligation of adopt the right preventive and protective measures as regards the employees whose sensitive arises or is known current the labour relation. The principie of adapt the work to the worker requires to move him away from the risk, even forcing the mobility between functions or places (or, even, banning the transfer to a workplace dangerous for him) and turning the dismissal into the last option. The dismissal with origin in the omission of clinical or personal information will be annulled (art. 18 CE); only unfair dismissal if the reason is the lack of capacity because illness, due to according to jurisprudence, it is not discriminatory.

La tutela de los trabajadores especialmente sensibles a los riesgos en el desarrollo de su relación laboral