{"id":124254,"date":"2026-08-31T10:10:03","date_gmt":"2026-08-31T08:10:03","guid":{"rendered":"https:\/\/www.escura.com\/?p=124254"},"modified":"2026-07-29T09:56:49","modified_gmt":"2026-07-29T07:56:49","slug":"aspectos-clave-para-investigar-un-posible-caso-de-acoso","status":"publish","type":"post","link":"https:\/\/www.escura.com\/es\/aspectos-clave-para-investigar-un-posible-caso-de-acoso\/","title":{"rendered":"Aspectos clave para investigar un posible caso de acoso"},"content":{"rendered":"<p><div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:104%;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_3_4 3_4 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:75%;--awb-margin-top-large:0px;--awb-spacing-right-large:2.56%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:2.56%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-space-around fusion-content-layout-column\"><div class=\"fusion-image-element\" style=\"--awb-caption-title-font-family:var(--h2_typography-font-family);--awb-caption-title-font-weight:var(--h2_typography-font-weight);--awb-caption-title-font-style:var(--h2_typography-font-style);--awb-caption-title-size:var(--h2_typography-font-size);--awb-caption-title-transform:var(--h2_typography-text-transform);--awb-caption-title-line-height:var(--h2_typography-line-height);--awb-caption-title-letter-spacing:var(--h2_typography-letter-spacing);\"><span class=\" fusion-imageframe imageframe-none imageframe-1 hover-type-none\"><img decoding=\"async\" width=\"1920\" height=\"625\" alt=\"Deducci\u00f3n de las retribuciones de administradores\" title=\"banners estrechos &#8211; 2026-07-29T095132.893\" src=\"https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/banners-estrechos-2026-07-29T095132.893.png\" class=\"img-responsive wp-image-124266\" srcset=\"https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/banners-estrechos-2026-07-29T095132.893-200x65.png 200w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/banners-estrechos-2026-07-29T095132.893-400x130.png 400w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/banners-estrechos-2026-07-29T095132.893-600x195.png 600w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/banners-estrechos-2026-07-29T095132.893-800x260.png 800w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/banners-estrechos-2026-07-29T095132.893-1200x391.png 1200w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/banners-estrechos-2026-07-29T095132.893.png 1920w\" sizes=\"(max-width: 1024px) 100vw, (max-width: 850px) 100vw, 1920px\" \/><\/span><\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:30px;width:100%;\"><\/div><div class=\"fusion-text fusion-text-1\"><p class=\"fusion-responsive-typography-calculated\" style=\"text-align: right;\" data-fontsize=\"34\" data-lineheight=\"47.94px\"><a href=\"https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/97-Aspectos-clave-para-investigar-un-posible-caso-de-acoso.pdf\">Consultar pdf<\/a><\/p>\n<\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:30px;width:100%;\"><\/div><div class=\"fusion-text fusion-text-2\"><h1><strong>Aspectos clave para investigar un posible caso de acoso<\/strong><\/h1>\n<\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:20px;width:100%;\"><\/div><div class=\"fusion-text fusion-text-3\"><p>En la actualidad, estamos observando un incremento de las comunicaciones recibidas a trav\u00e9s de los canales \u00e9ticos de las empresas que tratan posibles casos de acoso. Muchas de estas entidades nos han trasladado dudas de c\u00f3mo hay que actuar ante estos casos para asegurarse que se cumplen con todas las garant\u00edas legales.<\/p>\n<p>La reciente Sentencia de la Sala de lo Contencioso-Administrativo del Tribunal Supremo n\u00fam. 861\/2026, de 7 de julio, es muy reveladora, pues analiza la actuaci\u00f3n de un centro universitario ante una denuncia por acoso y c\u00f3mo debe actuarse.<\/p>\n<p>En el caso analizado, no consta que se informara adecuadamente a la persona denunciada de los hechos que se le imputaban, ni del contenido esencial de la denuncia. Tampoco se dejaron debidamente documentadas las declaraciones de las personas afectadas o testigos, ni se facilit\u00f3 el informe de conclusiones que valoraba si se hab\u00eda producido una situaci\u00f3n de acoso.<\/p>\n<p>Esta falta de informaci\u00f3n y de documentaci\u00f3n impidi\u00f3 acreditar de forma suficiente las actuaciones realizadas por parte de la instituci\u00f3n. En consecuencia, el Tribunal Supremo considera que los hechos denunciados no pod\u00edan tenerse por acreditados con las garant\u00edas necesarias.<\/p>\n<ul>\n<li><strong>\u00bfQu\u00e9 debe hacer una empresa ante la denuncia de un caso de acoso?<\/strong><\/li>\n<\/ul>\n<p>La resoluci\u00f3n evidencia la importancia de disponer de un protocolo interno de prevenci\u00f3n y actuaci\u00f3n frente al acoso que no sea un simple formalismo, sino que sea operativo y, adem\u00e1s, que respete lo establecido en el convenio colectivo de aplicaci\u00f3n.<\/p>\n<p>Asimismo, el protocolo debe incluir medidas preventivas, un canal claro para formular denuncias y un procedimiento de investigaci\u00f3n que permita actuar con rapidez, confidencialidad y garant\u00edas.<\/p>\n<p>A continuaci\u00f3n, se facilita un esquema o resumen de los pasos a seguir para llevar a cabo una investigaci\u00f3n por acoso correctamente:<\/p>\n<p><img decoding=\"async\" class=\"size-full wp-image-124277 aligncenter\" src=\"https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/Captura-de-pantalla-2026-07-29-095557.png\" alt=\"\" width=\"577\" height=\"330\" srcset=\"https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/Captura-de-pantalla-2026-07-29-095557-200x114.png 200w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/Captura-de-pantalla-2026-07-29-095557-300x172.png 300w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/Captura-de-pantalla-2026-07-29-095557-400x229.png 400w, https:\/\/www.escura.com\/wp-content\/uploads\/2026\/07\/Captura-de-pantalla-2026-07-29-095557.png 577w\" sizes=\"(max-width: 577px) 100vw, 577px\" \/><\/p>\n<ul>\n<li><strong>Actuaciones posteriores y recomendaciones<\/strong><\/li>\n<\/ul>\n<p>Finalizada la investigaci\u00f3n, la empresa deber\u00e1 adoptar las medidas preventivas, correctoras o disciplinarias que procedan en funci\u00f3n de las conclusiones alcanzadas. En todo caso, las conductas vinculadas a situaciones de acoso deben recibir un tratamiento especialmente riguroso, pues estamos ante infracciones muy graves.<\/p>\n<p>Posteriormente, y en caso de concluirse que estamos ante un caso de acoso, se deber\u00e1 abrir <strong>expediente disciplinario<\/strong> siguiendo lo dispuesto en el convenio colectivo de aplicaci\u00f3n y la normativa laboral. Esto significa que estamos ante dos procedimientos claramente diferenciados.<\/p>\n<p>La principal conclusi\u00f3n de la sentencia es clara: <strong>las organizaciones deben asegurar la trazabilidad de todo el procedimiento<\/strong>. La confidencialidad es esencial, pero no puede utilizarse para impedir que la persona denunciada conozca los hechos esenciales que se le atribuyen, pues sino no podr\u00e1 ejercer correctamente su derecho de defensa.<\/p>\n<p>Desde <strong>Escura<\/strong> recomendamos revisar los protocolos internos de acoso para asegurar que contemplan un procedimiento definido, documentado y garantista. Adem\u00e1s, es fundamental que la plantilla haya sido formada e informada sobre este procedimiento, cumpliendo as\u00ed con el art\u00edculo 48 de la Ley Org\u00e1nica 3\/2007, de 22 de marzo, para la igualdad efectiva de mujeres y hombres.<\/p>\n<p>Para una mayor informaci\u00f3n, se facilita el enlace de la <a href=\"https:\/\/www.poderjudicial.es\/search\/AN\/openDocument\/40c7bb09b2ec781aa0a8778d75e36f0d\/20260716\">Sentencia<\/a>.<\/p>\n<\/div><div class=\"fusion-text fusion-text-4\"><p>\u00a9 La presente informaci\u00f3n es propiedad de <a href=\"https:\/\/www.escura.com\/es\/\"><strong>Escura<\/strong>, <strong>abogados<\/strong> y <strong>economistas<\/strong><\/a>, quedando prohibida su reproducci\u00f3n sin permiso expreso.<\/p>\n<\/div><\/div><\/div><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-1 fusion_builder_column_1_4 1_4 fusion-flex-column\" 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