Trabalhadora que engravidou durante aviso-prévio e perdeu bebê após parto prematuro tem reconhecida estabilidade da gestante

Uma trabalhadora que engravidou durante o aviso-prévio indenizado e deu à luz com 25 semanas de gestação perdeu o bebê após o parto. Com base nesse contexto, o juiz Eustásio Machado Oliveira, titular da Vara do Trabalho de Manhuaçu, reconheceu o direito à integralidade da estabilidade da gestante e condenou o empregador, um hotel, a pagar as verbas devidas do período.

A ex-empregada relatou que foi dispensada em 15/11/2018 e engravidou no curso do aviso-prévio, pretendendo indenização relativa ao período da estabilidade da gestante. Em defesa, o ex-patrão sustentou que a gravidez ocorreu após o aviso-prévio e não foi comunicada. Argumentou que a ação foi ajuizada quando já decorrido o período de garantia de emprego, sem que a mulher tenha tentado retornar aos serviços oportunamente.

O magistrado explicou que o desconhecimento da gravidez por parte do empregador no momento da dispensa não exclui a garantia de emprego. O entendimento já foi pacificado Súmula 244, I, do TST. Ele acrescentou que “a estabilidade provisória gestacional apresenta caráter objetivo, dependendo apenas da comprovação da concepção no curso do contrato de trabalho, com vistas a assegurar a proteção da maternidade e o bem-estar do nascituro, resguardando também o mercado de trabalho da mulher”.

No caso, a prova testemunhal indicou que a ex-empregada procurou, sim, o empregador após a dispensa, para informar que estava grávida. Testemunha disse que, certo dia, chegou ao escritório da empresa e todos estavam comentando a respeito da ex-colega, que havia mandado mensagem ao chefe, dizendo que estava grávida. Isso ocorreu mais ou menos um mês após a dispensa. O chefe nunca recebeu a ex-empregada, apesar de ela tê-lo procurado várias vezes. Uma vez a trabalhadora procurou a testemunha em casa e ela passou o recado para o chefe, solicitando uma reunião. Mas ele não atendeu ao pedido e disse que iria dispensar a testemunha caso trouxesse novamente qualquer recado da ex-empregada.

Documento do hospital apresentado no processo indicou que a mulher estava com 25 semanas e quatro dias de gestação quando foi realizado o parto. Assim, foi reconhecido que a concepção ocorreu em 14/12/2018, sem que o ex-empregador apresentasse prova em sentido contrário. E o final do contrato de trabalho ocorreu em 15/12/2018, já considerada a projeção do aviso-prévio, conforme registrado na própria carteira de trabalho.

Na decisão, o julgador mencionou o artigo 391-A da CLT, segundo o qual “a confirmação do estado de gravidez advindo no curso do contrato de trabalho, ainda que durante o prazo do aviso-prévio trabalhado ou indenizado, garante à empregada gestante a estabilidade provisória prevista na alínea b do inciso II do artigo 10 do Ato das Disposições Constitucionais Transitórias”.

Também foi ressaltado que, nos termos do artigo 293, parágrafo 3º, da Instrução Normativa nº 45/2010 do INSS, considera-se parto o evento ocorrido a partir da 23ª semana de gestação, mesmo no caso do natimorto. No caso, além de a trabalhadora estar com 25 semanas de gravidez na data do parto, o bebê nasceu com vida, o que ficou comprovado por certidão de óbito. O juiz considerou não se tratar de aborto, mas sim de parto prematuro.

A decisão garantiu à trabalhadora o direito à indenização das verbas pedidas, autorizando a dedução dos valores recebidos a título de salário-maternidade, por ser vedada a cumulação de salários com o benefício previdenciário. No entanto, a dedução dos valores recebidos a título de seguro-desemprego não foi determinada, considerando que a trabalhadora teria direito ao benefício após o prazo do período estabilitário. Não houve nos autos prova de que tenha trabalhado após a cessação da estabilidade. Também não houve recurso. O processo já foi arquivado definitivamente.

Processo

PJe: 0011039-20.2019.5.03.0066 (ATSum)

Fonte: TRT da 3ª Região (MG)

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