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El presente articulo tiene por objeto analizar la evolucion que han seguido nuestros tribunales en la caliicacion del despido de los trabajadores en situacion de incapacidad temporal. Esta cuestion que venia siendo paciica en los ultimos anos, podria sufrir un cambio doctrinal a raiz de la Sentencia dictada por el Tribunal de Justicia de la Union Europea en el Asunto Mohamed Daouidi contra Bootes Plus, S. L. Los razonamientos de dicha Sentencia y su aplicacion por el Juzgado de lo Social numero 33 de Barcelona –que planteo la cuestion prejudicial que dio lugar a la misma– se analizan desde una vision critica que busca determinar si los argumentos de ambas resoluciones, podrian justiicar un cambio de doctrina, o si por el contrario, esta deberia permanecer inalterada. The purpose of this article is to analyze the level of the treatment by the Courts of sick leave dismissals. The aforementioned issue has not been subject of controversy lately, but this could change due to the Decision of the European Justice Court (Mohamed Daouidi vs. Bootes Plus, S. L.). The rationale for such Decision and its implementation by Employment Court 33 of Barcelona –which referred to the European Court the issue under controversy– are analyzed from a critical point of view, to determine if the rationale contained in both Decisions could justify a modiication of the legal doctrine, or if to the contrary, these criteria should remain unchanged.

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La calificación del despido de trabajador en situación de incapacidad temporal. ¿discriminación o discrecionalidad empresarial? = The legal classification of sick leave dismissals: discrimination or discretionary decision of the employer?