Recientemente el Tribunal Supremo ha dictado una sentencia (STS 1184/2021 de 25 de marzo de 2021) de vital importancia en materia de extranjería, creando de esta manera jurisprudencia la cual modifica radicalmente la interpretación que se mantenía hasta el momento con respecto a la figura de la residencia temporal por circunstancias excepcionales de arraigo laboral (en adelante, arraigo laboral).
1. ¿Qué es el arraigo laboral?
En primer lugar, repasemos brevemente en qué consiste la figura del arraigo laboral. El arraigo laboral se encuentra regulado en el artículo 31.3 Ley Orgánica 4/2000, de 11 de enero, sobre Derechos y Libertades de los Extranjeros en España y su Integración Social y en los artículos 123 a 130 del Reglamento de la Ley Orgánica 4/2000, aprobado por Real Decreto 557/2011, de 20 de abril.
El arraigo laboral consiste en una residencia por circunstancias excepcionales, la cual autoriza a residir y trabajar a aquellos extranjeros que acrediten la permanencia continuada en España durante un período mínimo de dos años, siempre y cuando los mismos carezcan de antecedentes penales en España, así como en su país de origen o aquellos países en que hayan residido durante los últimos cinco años, y además demuestren la existencia de relaciones laborales cuya duración no sea inferior a seis meses.
En resumen, podrán obtener la residencia por arraigo laboral aquellos extranjeros que hayan residido al menos dos años en España y puedan probar que han trabajado al menos durante seis meses. Ahora bien, según el artículo 124.1 del Reglamento de la Ley Orgánica 4/2000, aprobado por Real Decreto 557/2011, de 20 de abril, en su párrafo segundo regula los medios prueba con los que cuenta el extranjero para acreditar que ha trabajado durante al menos seis meses, a saber:
“A los efectos de acreditar la relación laboral y su duración, el interesado deberá presentar una resolución judicial que la reconozca o la resolución administrativa confirmatoria del acta de infracción de la Inspección de Trabajo y Seguridad Social que la acredite.”
Por tanto, para que el extranjero pueda beneficiarse de la residencia por arraigo laboral habría que aportar una resolución judicial (ej. Sentencia), o una resolución administrativa de la Inspección de Trabajo, conforme se acredite que el extranjero llevaba a cabo una actividad laboral.
En la práctica, mediante una interpretación literal o restrictiva del redactado del presente artículo significa que, sólo podrían beneficiarse de la residencia por arraigo laboral aquellos extranjeros que hayan estado trabajando de manera clandestina (en negro) en España.
2. ¿Qué novedad aporta la nueva sentencia del Tribunal Supremo?
La novedad que aporta la Sentencia 1184/2021 de 23 de marzo de 2021 de la Sala de lo Contencioso del Tribunal Supremo, y que cambia radicalmente la forma de entender la figura de la residencia por arraigo laboral tal y como se entendía hasta el momento, viene a ser la reinterpretación del párrafo segundo del artículo 124.1, el cual como explicamos anteriormente, en cuanto a los medios de prueba para acreditar la relación laboral de al menos seis meses. Como ya mencionamos a este respecto, anteriormente se habría de aportar o bien una resolución judicial, o bien una resolución administrativa del acta de infracción de la Inspección de Trabajo y Seguridad Social que acredite la existencia de la relación laboral.
Pues bien, para el Tribunal Supremo, los medios de prueba para la obtención de la residencia por arraigo laboral no se puede ver constreñidos exclusivamente a los recogidos en el artículo 124.1 anteriormente mencionado (A saber, resolución judicial o de la Inspección de Trabajo), quedando excluidos en consecuencia cualesquiera otros medios de prueba adicionales a estos.
Para el Tribunal Supremo, una interpretación restrictiva a la ley sería contraria al derecho fundamental de tutela judicial efectiva (artículo 24 CE) , y por tanto se ve obligado a realizar una interpretación de la norma favorable a la mayor efectividad de dicho derecho fundamental, del cual gozan los ciudadanos en origen extranjero en igualdad de condiciones que los españoles.
De tal forma que, el Tribunal Supremo con la citada sentencia abre la posibilidad de aportar cualesquiera otros medios de prueba aceptados en derecho que acredite la existencia de las relaciones laborales mantenidas por el ciudadano extranjero más allá de aquellas estrictamente recogidas en el artículo 124.1 del Reglamento de la Ley Orgánica 4/2000, aprobado por Real Decreto 557/2011, de 20 de abril.
3. ¿Qué significa ello en la práctica?
Anteriormente a la cita sentencia, sólo se podrían beneficiar aquellos extranjeros que residían en España durante al menos dos años, pero que trabajaban de forma clandestina durante al menos seis meses, por tanto, sólo extranjeros que hayan estado residiendo de forma irregular en España.
Por tanto, extranjeros que por ejemplo hayan gozado de una autorización de residencia y trabajo en España y hayan trabajado al menos seis meses de forma regular, y los mismos hayan perdido su autorización por alguna u otra razón (Ej. un solicitante de asilo que haya visto denegada su pretensión, o un extranjero que no haya renovado su permiso de residencia y trabajo en el plazo establecido, etc.) podrán también solicitar la residencia por arraigo laboral aportando, por ejemplo, su hoja o certificado de vida laboral.
Este cambio en la interpretación de la norma es especialmente relevante para aquellos extranjeros que, por ejemplo, solicitaron asilo político en España, y por tanto se les autorizó a residir y a trabajar en España provisionalmente mientras sus respectivos expedientes fuesen resueltos. Muchos de estos extranjeros solicitantes de asilo se les deniega el derecho y por tanto quedan de forma irregular en España. Sin embargo, estos extranjeros al momento de recibir resolución denegatoria del derecho de asilo han residido por más de dos años de forma regular en España y muchos han trabajado legalmente durante ese período de tiempo. Con esta sentencia del Tribunal Supremo, ahora estos extranjeros podrán solicitar el arraigo laboral a los dos años de residencia por arraigo laboral en España y no, como en muchos casos, esperar a cumplir los tres años de residencia para solicitar la residencia por arraigo social (además obligados a contar con el respectivo contrato de trabajo).
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