{"id":1203515,"date":"2026-06-27T09:12:29","date_gmt":"2026-06-27T07:12:29","guid":{"rendered":"https:\/\/kohenavocats.com\/rupture-conventionnelle-arret-maladie-validite-nullite-vice-consentement\/"},"modified":"2026-06-27T12:43:09","modified_gmt":"2026-06-27T10:43:09","slug":"rupture-conventionnelle-arret-maladie-validite-nullite-vice-consentement","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ar\/rupture-conventionnelle-arret-maladie-validite-nullite-vice-consentement\/","title":{"rendered":"Rupture conventionnelle et arr\u00eat maladie : validit\u00e9, nullit\u00e9 et d\u00e9lai de r\u00e9tractation"},"content":{"rendered":"

L\u2019article L. 1237-11 du code du travail a introduit un mode de rupture amiable du contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e, cens\u00e9 garantir la libert\u00e9 contractuelle des parties. N\u00e9anmoins, l’application de ce m\u00e9canisme se heurte r\u00e9guli\u00e8rement aux hypoth\u00e8ses de suspension du contrat de travail, notamment lorsque le salari\u00e9 se trouve plac\u00e9 en arr\u00eat maladie. La conjonction d’une situation de vuln\u00e9rabilit\u00e9 physique ou psychique avec la signature d’un acte juridique majeur soul\u00e8ve un contentieux nourri devant les juridictions prud’homales. <\/p>\n

La question centrale r\u00e9side dans la dialectique entre le principe d’autonomie de la volont\u00e9 et la protection de la sant\u00e9 du travailleur. L\u2019employeur et le salari\u00e9 peuvent-ils valablement n\u00e9gocier et signer une rupture conventionnelle alors que la relation de travail est suspendue ? La jurisprudence de la Cour de cassation s\u2019est attach\u00e9e \u00e0 clarifier ce r\u00e9gime en posant un principe de validit\u00e9 de principe, tout en r\u00e9servant une place primordiale \u00e0 la th\u00e9orie des vices du consentement.<\/p>\n

Il convient d\u2019\u00e9tudier le principe de validit\u00e9 de la rupture conventionnelle conclue pendant un arr\u00eat maladie (I), avant d’analyser les m\u00e9canismes d’annulation lorsque l’int\u00e9grit\u00e9 du consentement fait d\u00e9faut (II).<\/p>\n

I. Le principe de validit\u00e9 de la rupture conventionnelle pendant un arr\u00eat maladie<\/h2>\n

La Cour de cassation a tr\u00e8s t\u00f4t neutralis\u00e9 les arguments tenant \u00e0 l\u2019incompatibilit\u00e9 de principe entre la protection l\u00e9gale li\u00e9e \u00e0 la maladie et la conclusion d’une rupture conventionnelle. Cette solution s’applique de mani\u00e8re indiff\u00e9renci\u00e9e \u00e0 la maladie d’origine non professionnelle et aux maladies professionnelles ou accidents du travail.<\/p>\n

A. La compatibilit\u00e9 avec les r\u00e8gles protectrices li\u00e9es \u00e0 la maladie<\/h3>\n

La maladie, qu’elle soit d’origine professionnelle ou non professionnelle, entra\u00eene la suspension du contrat de travail. Pendant cette p\u00e9riode, le salari\u00e9 b\u00e9n\u00e9ficie d’une protection contre le licenciement. Historiquement, la doctrine s’est interrog\u00e9e sur la possibilit\u00e9 de contourner cette protection d’ordre public par le biais d’une rupture conventionnelle.<\/p>\n

La Cour de cassation a fermement tranch\u00e9 ce d\u00e9bat dans un arr\u00eat de principe rendu le 30 septembre 2014. La Haute juridiction a affirm\u00e9 que \u00ab Sauf en cas de fraude ou de vice du consentement, une rupture conventionnelle peut \u00eatre valablement conclue en application de l’article L. 1237-11 du code du travail au cours d’une p\u00e9riode de suspension cons\u00e9cutive \u00e0 un accident du travail ou une maladie professionnelle. \u00bb [[Cass. soc., 30 sept. 2014, n\u00b0 13-16.297, publi\u00e9 au Bulletin, https:\/\/www.courdecassation.fr\/decision\/6079c6229ba5988459c574e2%5D%5D<\/a>. <\/p>\n

Cette jurisprudence consolide l’autonomie du r\u00e9gime de la rupture conventionnelle. Le fait que le contrat de travail soit suspendu n’interdit pas aux parties de se rencontrer et de mat\u00e9rialiser leur volont\u00e9 commune de se s\u00e9parer. La seule limite pos\u00e9e par la Cour tient \u00e0 l’existence d’une fraude \u00e0 la loi ou d’un vice du consentement. En l’absence de telles anomalies, la validit\u00e9 de la convention ne saurait \u00eatre remise en cause sur le seul fondement de l’existence d’un arr\u00eat de travail en cours au moment de la signature. Il en r\u00e9sulte qu’un avocat en droit du travail \u00e0 Paris<\/a> conseillera g\u00e9n\u00e9ralement \u00e0 ses clients, qu’ils soient employeurs ou salari\u00e9s, de ne pas \u00e9carter d’embl\u00e9e la voie amiable au seul motif qu’un arr\u00eat maladie est en cours, d\u00e8s lors que les conditions de n\u00e9gociation demeurent saines.<\/p>\n

B. Le strict respect des conditions proc\u00e9durales<\/h3>\n

Bien que le principe de validit\u00e9 soit acquis, les parties doivent scrupuleusement respecter le formalisme impos\u00e9 par les articles L. 1237-11 et suivants du code du travail. La tenue d’au moins un entretien pr\u00e9alable demeure obligatoire. Cet entretien, au cours duquel le salari\u00e9 malade doit pouvoir se faire assister s’il le souhaite, permet de garantir la mat\u00e9rialit\u00e9 de l’\u00e9change des consentements.<\/p>\n

La tenue de ces entretiens pendant la suspension du contrat de travail exige toutefois certaines pr\u00e9cautions de la part de l’employeur. Il est imp\u00e9ratif de veiller \u00e0 ce que l’\u00e9tat de sant\u00e9 du salari\u00e9 lui permette de s’y rendre et de participer activement \u00e0 la n\u00e9gociation. Le fait d’organiser un entretien au domicile du salari\u00e9 en arr\u00eat maladie ou d’exercer des pressions pour qu’il se d\u00e9place malgr\u00e9 de lourdes prescriptions m\u00e9dicales constituerait un indice fort de pression ou d’urgence incompatible avec la libert\u00e9 contractuelle.<\/p>\n

\u00c0 l’issue de cet entretien, la convention fixe la date de rupture et le montant de l’indemnit\u00e9 sp\u00e9cifique. S’ouvre alors le d\u00e9lai de r\u00e9tractation de quinze jours calendaires. Ce d\u00e9lai rev\u00eat une importance cardinale lorsque la convention est sign\u00e9e pendant un arr\u00eat de travail. Le salari\u00e9, souvent isol\u00e9 du milieu professionnel, b\u00e9n\u00e9ficie de cette fen\u00eatre temporelle pour consulter son m\u00e9decin traitant, l’inspection du travail ou un conseil juridique. Le d\u00e9lai de r\u00e9tractation court selon les r\u00e8gles de droit commun, ind\u00e9pendamment de l’arr\u00eat de travail. <\/p>\n

II. L\u2019annulation de la convention en cas de vice du consentement<\/h2>\n

Si la rupture conventionnelle en arr\u00eat maladie est valide en principe, elle devient nulle lorsqu’elle a \u00e9t\u00e9 extorqu\u00e9e. L\u2019\u00e9tat de maladie constitue en effet un terreau fertile pour la caract\u00e9risation de la violence ou de la fraude, particuli\u00e8rement lorsque la maladie r\u00e9sulte d’une souffrance au travail.<\/p>\n

A. La charge et les modalit\u00e9s de preuve du vice du consentement<\/h3>\n

L\u2019annulation de la rupture conventionnelle rel\u00e8ve de la th\u00e9orie g\u00e9n\u00e9rale des contrats. L’article 1130 du code civil dispose que l’erreur, le dol et la violence vicient le consentement lorsqu’ils sont de telle nature que, sans eux, l’une des parties n’aurait pas contract\u00e9 ou aurait contract\u00e9 \u00e0 des conditions substantiellement diff\u00e9rentes. En mati\u00e8re de droit du travail, c’est la violence \u2013 notamment morale \u2013 qui est le plus souvent invoqu\u00e9e pour obtenir la nullit\u00e9 de la convention.<\/p>\n

La seule existence d’un litige au moment de la signature ne pr\u00e9sume pas la violence. Comme l’a r\u00e9cemment rappel\u00e9 la cour d’appel de Chamb\u00e9ry, \u00ab l’existence, au moment de sa conclusion, d’un diff\u00e9rend entre les parties au contrat de travail n’affecte pas par elle-m\u00eame la validit\u00e9 de la convention de rupture conclue en application de l’article L.1237-11 susvis\u00e9, sauf \u00e0 justifier que l’existence d’un diff\u00e9rend entre les parties a vici\u00e9 le consentement du salari\u00e9. \u00bb [[CA Chamb\u00e9ry, 6 f\u00e9v. 2025, n\u00b0 23\/00898, https:\/\/www.courdecassation.fr\/decision\/67a5a8376e6ef3a434bb41f9%5D%5D<\/a>.<\/p>\n

Le salari\u00e9 demandeur \u00e0 l’action en nullit\u00e9 supporte la charge de la preuve. Il doit d\u00e9montrer que l’employeur a exerc\u00e9 des pressions, des menaces ou qu’il se trouvait dans un \u00e9tat de suj\u00e9tion psychologique tel que son consentement s’en est trouv\u00e9 annihil\u00e9. Dans de nombreux dossiers, l’arr\u00eat maladie est brandi comme la preuve de cette fragilit\u00e9 psychologique. Cependant, la cour d’appel de Grenoble a justement soulign\u00e9 que la validit\u00e9 de l’acte repose sur le libre consentement de chacun et que \u00ab la rupture conventionnelle est une rupture d’un commun accord du contrat de travail entre l’employeur et la salari\u00e9e, qui ne peut pas \u00eatre impos\u00e9e par l’un ou par l’autre et qui repose sur le libre consentement de chacun d’eux. \u00bb [[CA Grenoble, 14 janv. 2025, n\u00b0 22\/03350, https:\/\/www.courdecassation.fr\/decision\/6788a3cb05b7378c3f0c52b4%5D%5D<\/a>. <\/p>\n

Ainsi, un arr\u00eat maladie pour syndrome d\u00e9pressif ne rend pas, en soi, le salari\u00e9 juridiquement incapable de consentir \u00e0 une rupture. Il faudra rapporter la preuve de pressions concomitantes \u00e0 la signature, telles que des convocations r\u00e9p\u00e9t\u00e9es, des menaces de licenciement pour faute lourde, ou un harc\u00e8lement moral av\u00e9r\u00e9 ayant provoqu\u00e9 la maladie et accul\u00e9 le salari\u00e9 \u00e0 solliciter son d\u00e9part.<\/p>\n

B. Les effets juridiques de la nullit\u00e9 de la rupture conventionnelle<\/h3>\n

Lorsque les juges du fond constatent que le consentement du salari\u00e9 a \u00e9t\u00e9 vici\u00e9, la convention de rupture est r\u00e9troactivement an\u00e9antie. Les effets de cette nullit\u00e9 diff\u00e8rent profond\u00e9ment selon la partie dont le consentement a \u00e9t\u00e9 alt\u00e9r\u00e9.<\/p>\n

Si c’est le consentement du salari\u00e9 qui a \u00e9t\u00e9 vici\u00e9 par des pressions de l’employeur, la rupture produit les effets d’un licenciement sans cause r\u00e9elle et s\u00e9rieuse. La relation contractuelle \u00e9tant d\u00e9finitivement rompue, le juge requalifie la rupture et octroie au salari\u00e9 les indemnit\u00e9s l\u00e9gales aff\u00e9rentes : indemnit\u00e9 compensatrice de pr\u00e9avis, indemnit\u00e9 l\u00e9gale ou conventionnelle de licenciement (d\u00e9duction faite de l’indemnit\u00e9 sp\u00e9cifique de rupture conventionnelle d\u00e9j\u00e0 per\u00e7ue) et des dommages-int\u00e9r\u00eats pour licenciement abusif \u00e9valu\u00e9s selon le bar\u00e8me de l’article L. 1235-3 du code du travail.<\/p>\n

Lorsque la nullit\u00e9 d\u00e9coule d’un harc\u00e8lement moral caract\u00e9ris\u00e9 \u2013 et que la maladie n’\u00e9tait que le sympt\u00f4me de cette violence institutionnelle \u2013, la rupture produit les effets d’un licenciement nul. L’indemnisation \u00e9chappe alors au plafonnement du bar\u00e8me l\u00e9gal, le salari\u00e9 pouvant pr\u00e9tendre \u00e0 une indemnit\u00e9 qui ne saurait \u00eatre inf\u00e9rieure aux salaires des six derniers mois, en sus de l’indemnisation de son pr\u00e9judice moral.<\/p>\n

Inversement, il convient de souligner que l’employeur peut \u00e9galement invoquer un vice du consentement. La jurisprudence a pr\u00e9cis\u00e9 que lorsque le dol \u00e9mane du salari\u00e9, la rupture produit les effets d’une d\u00e9mission. Dans un arr\u00eat r\u00e9cent, il a \u00e9t\u00e9 jug\u00e9 qu’\u00ab ayant retenu que la dissimulation intentionnelle du salari\u00e9 caract\u00e9risait un dol et que la convention de rupture \u00e9tait nulle, la cour d’appel a exactement d\u00e9cid\u00e9 que la nullit\u00e9 produisait les effets d’une d\u00e9mission. \u00bb [[Cass. soc., 19 juin 2024, n\u00b0 23-10.817, publi\u00e9 au Bulletin, https:\/\/www.courdecassation.fr\/decision\/66728101f7ab5c00087309e1%5D%5D<\/a>. L’employeur, abus\u00e9 au moment de consentir \u00e0 la rupture, peut ainsi obtenir la restitution de l’indemnit\u00e9 de rupture vers\u00e9e.<\/p>\n

En d\u00e9finitive, si le recours \u00e0 la rupture conventionnelle durant la maladie offre une issue contractuelle souvent souhaitable, elle requiert une parfaite loyaut\u00e9 des parties et une extr\u00eame prudence dans le d\u00e9roulement des n\u00e9gociations.<\/p>\n

\u00c0 propos de l’auteur<\/h2>\n

Ma\u00eetre Hassan KOHEN est avocat au barreau de Paris et associ\u00e9 fondateur du cabinet Kohen Avocats. Le cabinet assiste les salari\u00e9s et les employeurs dans la n\u00e9gociation et la r\u00e9daction des ruptures conventionnelles, ainsi que dans le contentieux prud’homal qui en d\u00e9coule. Vous pouvez consulter l’ensemble des expertises du cabinet sur la page d\u00e9di\u00e9e au droit du travail<\/a>.<\/p>\n

\n
Envoyez vos pi\u00e8ces. Recevez une strat\u00e9gie<\/span>.<\/span><\/div>\n

Transmettez les pi\u00e8ces de votre dossier au cabinet. Ma\u00eetre Hassan KOHEN vous r\u00e9pond personnellement sous 24 heures avec une premi\u00e8re analyse strat\u00e9gique.<\/p>\n

Appeler maintenant \u2192<\/a>\u00c9crire au cabinet<\/a><\/div>\n
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