{"id":1211300,"date":"2026-06-28T15:59:45","date_gmt":"2026-06-28T13:59:45","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-lyon-le-24-avril-2026-n23-01104\/"},"modified":"2026-06-28T16:09:20","modified_gmt":"2026-06-28T14:09:20","slug":"cour-dappel-de-lyon-le-24-avril-2026-n23-01104","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ar\/cour-dappel-de-lyon-le-24-avril-2026-n23-01104\/","title":{"rendered":"Cour d&#8217;appel de Lyon, le 24 avril 2026, n\u00b023\/01104"},"content":{"rendered":"<div class='article-content'>\n<style scoped>.toc-article{background:#f8f9fa;border:1px solid #e2e6ea;border-left:4px solid #2c5f8a;border-radius:6px;padding:20px 24px;margin:0 0 32px;font-size:15px;line-height:1.6}.toc-article p{margin:0 0 10px;font-size:16px;font-weight:600;color:#1a1a1a}.toc-article ul{list-style:none;margin:0;padding:0}.toc-article li.toc-h2{padding:4px 0}.toc-article li.toc-h3{padding:2px 0 2px 20px;font-size:14px}.toc-article a{color:#2c5f8a;text-decoration:none;border-bottom:1px dotted #a0b4c8}.toc-article a:hover{color:#1a3d5c;border-bottom-color:#1a3d5c}<\/style>\n<nav class=\"toc-article\" role=\"navigation\" aria-label=\"Sommaire\">\n<p>Sommaire<\/p>\n<ul>\n<li class=\"toc-h2\"><a href=\"#i-lobligation-de-securite-comme-limite-a-la-prescription-des-faits-fautifs\">I. L&#8217;obligation de s\u00e9curit\u00e9 comme limite \u00e0 la prescription des faits fautifs<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-la-connaissance-de-lemployeur-une-appreciation-objective-fondee-sur-les-signal\">A. La connaissance de l&#8217;employeur : une appr\u00e9ciation objective fond\u00e9e sur les signalements<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-limpossibilite-pour-lemployeur-dinvoquer-sa-propre-carence-pour-retarder-la-pr\">B. L&#8217;impossibilit\u00e9 pour l&#8217;employeur d&#8217;invoquer sa propre carence pour retarder la prescription<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-les-consequences-indemnitaires-de-la-requalification-du-licenciement\">II. Les cons\u00e9quences indemnitaires de la requalification du licenciement<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lallocation-des-indemnites-de-rupture-et-le-rejet-des-demandes-accessoires\">A. L&#8217;allocation des indemnit\u00e9s de rupture et le rejet des demandes accessoires<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-lapplication-du-bareme-legal-dindemnisation-pour-licenciement-sans-cause-reell\">B. L&#8217;application du bar\u00e8me l\u00e9gal d&#8217;indemnisation pour licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#fondements-juridiques\">Fondements juridiques<\/a><\/li>\n<\/ul>\n<\/nav>\n<p>Le 24 avril 2026, la chambre sociale B de la Cour d&#8217;appel de Lyon a rendu un arr\u00eat appel\u00e9 \u00e0 retenir l&#8217;attention des praticiens du droit disciplinaire. Un salari\u00e9 avait \u00e9t\u00e9 licenci\u00e9 pour faute grave par son employeur, une association, au motif de faits de harc\u00e8lement moral. Contestant cette mesure, le salari\u00e9 saisit le conseil de prud&#8217;hommes, lequel, par jugement du 19 janvier 2023, d\u00e9clare le licenciement bien fond\u00e9 et le d\u00e9boute de ses demandes. Interjetant appel, le salari\u00e9 soutient que les faits fautifs \u00e9taient prescrits au jour de l&#8217;engagement de la proc\u00e9dure disciplinaire. L&#8217;employeur lui oppose que la prescription ne peut courir tant qu&#8217;il n&#8217;a pas eu une connaissance exacte de la r\u00e9alit\u00e9, de la nature et de l&#8217;ampleur des faits, connaissance qu&#8217;il n&#8217;aurait acquise qu&#8217;\u00e0 l&#8217;issue d&#8217;une enqu\u00eate interne men\u00e9e en 2020. La question de droit centrale consiste \u00e0 d\u00e9terminer, en mati\u00e8re de prescription des faits fautifs, si l&#8217;employeur peut se pr\u00e9valoir de sa propre inertie face \u00e0 des signalements ant\u00e9rieurs pour repousser le point de d\u00e9part du d\u00e9lai de deux mois. La cour d&#8217;appel retient que l&#8217;employeur, inform\u00e9 d\u00e8s 2016 de d\u00e9nonciations pr\u00e9cises, a manqu\u00e9 \u00e0 son obligation de s\u00e9curit\u00e9 en ne diligentant aucune enqu\u00eate, et que la prescription \u00e9tait d\u00e8s lors acquise ; elle d\u00e9clare le licenciement d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse et alloue au salari\u00e9 diverses indemnit\u00e9s. L&#8217;arr\u00eat m\u00e9rite une analyse approfondie, tant il \u00e9claire la combinaison de la prescription disciplinaire avec l&#8217;obligation de s\u00e9curit\u00e9 de l&#8217;employeur. Il conviendra d&#8217;examiner, d&#8217;une part, les conditions de la prescription des faits fautifs \u00e0 la lumi\u00e8re de l&#8217;obligation de s\u00e9curit\u00e9 (I) et, d&#8217;autre part, les cons\u00e9quences indemnitaires de la requalification du licenciement (II).<\/p>\n<h2 id=\"i-lobligation-de-securite-comme-limite-a-la-prescription-des-faits-fautifs\">I. L&#8217;obligation de s\u00e9curit\u00e9 comme limite \u00e0 la prescription des faits fautifs<\/h2>\n<p>Le salari\u00e9 invoquait la prescription des faits fautifs sur le fondement de l&#8217;article L1332-4 du code du travail, qui dispose qu&#8217;aucun fait fautif ne peut donner lieu \u00e0 lui seul \u00e0 l&#8217;engagement de poursuites disciplinaires au-del\u00e0 d&#8217;un d\u00e9lai de deux mois \u00e0 compter du jour o\u00f9 l&#8217;employeur en a eu connaissance. La cour d&#8217;appel de Lyon pr\u00e9cise la port\u00e9e de ce texte en r\u00e9affirmant que la connaissance de l&#8217;employeur s&#8217;appr\u00e9cie objectivement et ne saurait \u00eatre retard\u00e9e par son propre manquement \u00e0 son obligation de s\u00e9curit\u00e9.<\/p>\n<h3 id=\"a-la-connaissance-de-lemployeur-une-appreciation-objective-fondee-sur-les-signal\">A. La connaissance de l&#8217;employeur : une appr\u00e9ciation objective fond\u00e9e sur les signalements<\/h3>\n<p>La cour rel\u00e8ve que l&#8217;employeur a \u00e9t\u00e9 destinataire d\u00e8s 2016, 2017 et 2018 de plusieurs attestations de salari\u00e9s d\u00e9non\u00e7ant des faits fautifs commis par le salari\u00e9 licenci\u00e9. Elle \u00e9carte l&#8217;argument de l&#8217;employeur selon lequel ces d\u00e9nonciations ne contenaient pas <em>&#8220;la d\u00e9signation pr\u00e9cise d&#8217;un harc\u00e8lement, d\u00e9nomm\u00e9 comme tel&#8221;<\/em>. La cour affirme qu&#8217;<em>&#8220;il importe peu que ces d\u00e9nonciations aient ou non contenu la d\u00e9signation pr\u00e9cise d&#8217;un harc\u00e8lement, d\u00e9nomm\u00e9 comme tel, d\u00e8s lors qu&#8217;il est indiqu\u00e9 au sein de ces t\u00e9moignages que la situation de leur auteur avait \u00e9t\u00e9 port\u00e9e \u00e0 la connaissance de l&#8217;employeur ce qui d&#8217;\u00e9vidence doit \u00eatre compris comme la d\u00e9nonciation de faits fautifs&#8221;<\/em>. La connaissance des faits s&#8217;appr\u00e9cie ainsi au regard de l&#8217;information objective re\u00e7ue par l&#8217;employeur, sans exiger une qualification juridique pr\u00e9cise. Cette approche est conforme \u00e0 la jurisprudence ant\u00e9rieure qui consid\u00e8re que le d\u00e9lai de prescription court \u00e0 compter du jour o\u00f9 l&#8217;employeur a une connaissance exacte de la r\u00e9alit\u00e9, de la nature et de l&#8217;ampleur des faits. La cour pr\u00e9cise que l&#8217;employeur <em>&#8220;aurait eu la capacit\u00e9 de qualifier pour peu qu&#8217;il ait port\u00e9 attention \u00e0 ce qui \u00e9tait invoqu\u00e9 par les salari\u00e9s&#8221;<\/em>. Elle refuse donc de faire d\u00e9pendre le point de d\u00e9part de la prescription de l&#8217;initiative de l&#8217;employeur \u00e0 enqu\u00eater, ce qui constituerait une incitation \u00e0 l&#8217;inertie.<\/p>\n<h3 id=\"b-limpossibilite-pour-lemployeur-dinvoquer-sa-propre-carence-pour-retarder-la-pr\">B. L&#8217;impossibilit\u00e9 pour l&#8217;employeur d&#8217;invoquer sa propre carence pour retarder la prescription<\/h3>\n<p>La cour d&#8217;appel de Lyon tire les cons\u00e9quences de l&#8217;inaction de l&#8217;employeur : <em>&#8220;L&#8217;association, en cela, a manqu\u00e9 au respect de son obligation de s\u00e9curit\u00e9.&#8221;<\/em> Elle rappelle que l&#8217;obligation de s\u00e9curit\u00e9 impose \u00e0 l&#8217;employeur de mettre sans d\u00e9lai en \u0153uvre des mesures propres \u00e0 faire cesser les risques pour la sant\u00e9 des salari\u00e9s. En l&#8217;esp\u00e8ce, bien que des faits fautifs lui aient \u00e9t\u00e9 signal\u00e9s d\u00e8s 2016, l&#8217;employeur n&#8217;a proc\u00e9d\u00e9 \u00e0 une enqu\u00eate qu&#8217;en 2020. La cour en d\u00e9duit que <em>&#8220;l&#8217;association ne peut, en d\u00e9fense au moyen tir\u00e9 de la prescription des faits fautifs faire valoir une connaissance tardive des faits fautifs ayant fond\u00e9 le licenciement, d\u00e8s lors que celle-ci est cons\u00e9cutive \u00e0 son comportement fautif&#8221;<\/em>. Ainsi, l&#8217;employeur ne peut se pr\u00e9valoir de sa propre n\u00e9gligence pour prolonger le d\u00e9lai de prescription. Cette solution s&#8217;inscrit dans une logique de responsabilisation de l&#8217;employeur. La Chambre sociale de la Cour de cassation a r\u00e9cemment rappel\u00e9 la d\u00e9finition du harc\u00e8lement moral : <em>&#8220;sont constitutifs de harc\u00e8lement moral et interdits les agissements r\u00e9p\u00e9t\u00e9s \u00e0 l&#8217;encontre d&#8217;une personne, ayant pour objet une d\u00e9gradation de ses conditions de travail susceptible de porter atteinte \u00e0 ses droits et \u00e0 sa dignit\u00e9, d&#8217;alt\u00e9rer sa sant\u00e9 physique ou mentale, ou de compromettre son avenir professionnel&#8221;<\/em> <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67f615b13b0cdae54cf3d7f8\" rel=\"nofollow\" target=\"_blank\">(Cass. Chambre sociale, 9 avril 2025, n\u00b023-17.359)<\/a><\/strong>. L&#8217;employeur, confront\u00e9 \u00e0 de tels signalements, se devait d&#8217;agir promptement. En ne le faisant pas, il a lui-m\u00eame emp\u00each\u00e9 la prescription de courir utilement \u00e0 son profit. La prescription des faits fautifs \u00e9tait donc acquise, et le licenciement pour faute grave se trouve d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse.<\/p>\n<h2 id=\"ii-les-consequences-indemnitaires-de-la-requalification-du-licenciement\">II. Les cons\u00e9quences indemnitaires de la requalification du licenciement<\/h2>\n<p>La d\u00e9claration d&#8217;absence de cause r\u00e9elle et s\u00e9rieuse ouvre droit \u00e0 une indemnisation pour le salari\u00e9, mais la cour op\u00e8re une distinction nette entre les demandes justifi\u00e9es et celles qui, relevant de faits prescrits, ne peuvent prosp\u00e9rer. Elle applique \u00e9galement le bar\u00e8me l\u00e9gal d&#8217;indemnisation sans l&#8217;\u00e9carter.<\/p>\n<h3 id=\"a-lallocation-des-indemnites-de-rupture-et-le-rejet-des-demandes-accessoires\">A. L&#8217;allocation des indemnit\u00e9s de rupture et le rejet des demandes accessoires<\/h3>\n<p>La cour fait droit aux demandes indemnitaires li\u00e9es \u00e0 la rupture abusive. Elle condamne l&#8217;employeur au paiement d&#8217;une indemnit\u00e9 de pr\u00e9avis de 40 454,01 euros, outre les cong\u00e9s pay\u00e9s aff\u00e9rents, et d&#8217;une indemnit\u00e9 conventionnelle de licenciement de 82 348,96 euros, montants non contest\u00e9s par l&#8217;employeur m\u00eame \u00e0 titre subsidiaire. En revanche, elle rejette la demande de dommages-int\u00e9r\u00eats pour licenciement vexatoire et pour ex\u00e9cution d\u00e9loyale du contrat de travail, consid\u00e9rant que <em>&#8220;le fait que la prescription des faits fautifs interdise la recherche de la r\u00e9alit\u00e9 des faits fautifs n&#8217;induit pas la preuve de ce que ce licenciement aurait \u00e9t\u00e9 vexatoire&#8221;<\/em>. Autrement dit, la prescription emp\u00eache de caract\u00e9riser le harc\u00e8lement mais ne vaut pas preuve d&#8217;une faute de l&#8217;employeur dans les circonstances de la rupture. La cour se montre \u00e9galement stricte s&#8217;agissant de la demande relative au compte \u00e9pargne temps : elle ordonne la remise d&#8217;une attestation P\u00f4le emploi rectifi\u00e9e, distinguant les jours de RTT des cong\u00e9s pay\u00e9s, mais refuse toute indemnisation en l&#8217;absence de preuve d&#8217;un pr\u00e9judice pr\u00e9cis.<\/p>\n<h3 id=\"b-lapplication-du-bareme-legal-dindemnisation-pour-licenciement-sans-cause-reell\">B. L&#8217;application du bar\u00e8me l\u00e9gal d&#8217;indemnisation pour licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/h3>\n<p>La cour accorde au salari\u00e9 une somme de 65 000 euros \u00e0 titre de dommages-int\u00e9r\u00eats pour licenciement abusif. Elle rappelle que le bar\u00e8me l\u00e9gal pr\u00e9voit une indemnit\u00e9 comprise entre 3 et 11 mois de salaire pour un salari\u00e9 ayant douze ann\u00e9es d&#8217;anciennet\u00e9 dans une entreprise de plus de onze salari\u00e9s. Le salaire mensuel moyen du salari\u00e9 s&#8217;\u00e9levait \u00e0 6 742,34 euros. La cour estime que <em>&#8220;l&#8217;application de ce bar\u00e8me ne permettrait pas une indemnisation ad\u00e9quate de son dommage&#8221;<\/em> et qu&#8217;il n&#8217;y a donc pas lieu d&#8217;\u00e9carter ce bar\u00e8me. Elle se fonde sur les circonstances : le salari\u00e9 n&#8217;a pas retrouv\u00e9 d&#8217;emploi jusqu&#8217;\u00e0 la retraite et a per\u00e7u des prestations de ch\u00f4mage moindres. L&#8217;indemnit\u00e9 allou\u00e9e (65 000 euros) repr\u00e9sente environ 9,6 mois de salaire, se situant dans la fourchette haute du bar\u00e8me. Cette d\u00e9cision illustre la volont\u00e9 de la cour de ne pas s&#8217;\u00e9carter du plafond indemnitaire pr\u00e9vu par la loi, tout en tenant compte de la situation individuelle du salari\u00e9. La solution est conforme \u00e0 la jurisprudence constante qui admet l&#8217;application du bar\u00e8me sans \u00e9gard \u00e0 l&#8217;argument d&#8217;une indemnisation insuffisante. L&#8217;arr\u00eat de la Cour d&#8217;appel de Lyon s&#8217;inscrit ainsi dans le mouvement jurisprudentiel visant \u00e0 responsabiliser l&#8217;employeur sur le terrain de la prescription et \u00e0 limiter les effets d&#8217;une carence dans l&#8217;exercice de son obligation de s\u00e9curit\u00e9.<\/p>\n<p><h2 id=\"jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/h2>\n<p><\/p>\n<ul class=\"jurisprudences-rag-sources\">\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67f615b13b0cdae54cf3d7f8\" rel=\"nofollow\" target=\"_blank\">Cass. Chambre sociale, le 9 avril 2025, n\u00b023-17.359<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/678f6a5a29d9a5b0535ebb19\" rel=\"nofollow\" target=\"_blank\">Cass. Chambre criminelle, le 21 janvier 2025, n\u00b022-87.145<\/a><\/li>\n<\/ul>\n<\/div>\n<style scoped>.fondements-juridiques{margin:40px 0 0;padding:0}.fondements-juridiques>h2{font-size:22px;color:#1a1a1a;border-bottom:2px solid #2c5f8a;padding-bottom:10px;margin-bottom:20px}.fj-article{background:#fdfdfd;border:1px solid #e8e8e8;border-radius:6px;padding:20px;margin-bottom:16px}.fj-article h3{font-size:17px;color:#2c5f8a;margin:0 0 12px;font-weight:600}.fj-texte{font-size:15px;line-height:1.7;color:#333}.fj-texte p{margin:8px 0}.fj-badge{font-size:11px;padding:2px 8px;border-radius:3px;margin-left:8px;font-weight:500;vertical-align:middle}.fj-en-vigueur{background:#e8f5e9;color:#2e7d32}.fj-abroge{background:#ffebee;color:#c62828}.fj-modifie{background:#fff3e0;color:#e65100}<\/style>\n<section class=\"fondements-juridiques\">\n<h2 id=\"fondements-juridiques\">Fondements juridiques<\/h2>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000032040787\" rel=\"nofollow\" target=\"_blank\">Article 1101 du Code civil<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">Le contrat est un accord de volont\u00e9s entre deux ou plusieurs personnes destin\u00e9 \u00e0 cr\u00e9er, modifier, transmettre ou \u00e9teindre des obligations. <\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000032040777\" rel=\"nofollow\" target=\"_blank\">Article 1103 du Code civil<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">Les contrats l\u00e9galement form\u00e9s tiennent lieu de loi \u00e0 ceux qui les ont faits. <\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900839\" rel=\"nofollow\" target=\"_blank\">Article L. 1221-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>   Le contrat de travail est soumis aux r\u00e8gles du droit commun. Il peut \u00eatre \u00e9tabli selon les formes que les parties contractantes d\u00e9cident d&#8217;adopter.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000036762081\" rel=\"nofollow\" target=\"_blank\">Article L. 1233-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Constitue un licenciement pour motif \u00e9conomique le licenciement effectu\u00e9 par un employeur pour un ou plusieurs motifs non inh\u00e9rents \u00e0 la personne du salari\u00e9 r\u00e9sultant d&#8217;une suppression ou transformation d&#8217;emploi ou d&#8217;une modification, refus\u00e9e par le salari\u00e9, d&#8217;un \u00e9l\u00e9ment essentiel du contrat de travail, cons\u00e9cutives notamment :<\/p>\n<p>1\u00b0 A des difficult\u00e9s \u00e9conomiques caract\u00e9ris\u00e9es soit par l&#8217;\u00e9volution significative d&#8217;au moins un indicateur \u00e9conomique tel qu&#8217;une baisse des commandes ou du chiffre d&#8217;affaires, des pertes d&#8217;exploitation ou une d\u00e9gradation de la tr\u00e9sorerie ou de l&#8217;exc\u00e9dent brut d&#8217;exploitation, soit par tout autre \u00e9l\u00e9ment de nature \u00e0 justifier de ces difficult\u00e9s.<\/p>\n<p>Une baisse significative des commandes ou du chiffre d&#8217;affaires est constitu\u00e9e d\u00e8s lors que la dur\u00e9e de cette baisse est, en comparaison avec la m\u00eame p\u00e9riode de l&#8217;ann\u00e9e pr\u00e9c\u00e9dente, au moins \u00e9gale \u00e0 :<\/p>\n<p>a) Un trimestre pour une entreprise de moins de onze salari\u00e9s ;<\/p>\n<p>b) Deux trimestres cons\u00e9cutifs pour une entreprise d&#8217;au moins onze salari\u00e9s et de moins de cinquante salari\u00e9s ;<\/p>\n<p>c) Trois trimestres cons\u00e9cutifs pour une entreprise d&#8217;au moins cinquante salari\u00e9s et de moins de trois cents salari\u00e9s ;<\/p>\n<p>d) Quatre trimestres cons\u00e9cutifs pour une entreprise de trois cents salari\u00e9s et plus ;<\/p>\n<p>2\u00b0 A des mutations technologiques ;<\/p>\n<p>3\u00b0 A une r\u00e9organisation de l&#8217;entreprise n\u00e9cessaire \u00e0 la sauvegarde de sa comp\u00e9titivit\u00e9 ;<\/p>\n<p>4\u00b0 A la cessation d&#8217;activit\u00e9 de l&#8217;entreprise.<\/p>\n<p>La mat\u00e9rialit\u00e9 de la suppression, de la transformation d&#8217;emploi ou de la modification d&#8217;un \u00e9l\u00e9ment essentiel du contrat de travail s&#8217;appr\u00e9cie au niveau de l&#8217;entreprise.<\/p>\n<p>Les difficult\u00e9s \u00e9conomiques, les mutations technologiques ou la n\u00e9cessit\u00e9 de sauvegarder la comp\u00e9titivit\u00e9 de l&#8217;entreprise s&#8217;appr\u00e9cient au niveau de cette entreprise si elle n&#8217;appartient pas \u00e0 un groupe et, dans le cas contraire, au niveau du secteur d&#8217;activit\u00e9 commun \u00e0 cette entreprise et aux entreprises du groupe auquel elle appartient, \u00e9tablies sur le territoire national, sauf fraude.<\/p>\n<p>Pour l&#8217;application du pr\u00e9sent article, la notion de groupe d\u00e9signe le groupe form\u00e9 par une entreprise appel\u00e9e entreprise dominante et les entreprises qu&#8217;elle contr\u00f4le dans les conditions d\u00e9finies \u00e0 l&#8217;article L. 233-1, aux I et II de l&#8217;article L. 233-3 et \u00e0 l&#8217;article L. 233-16 du code de commerce.<\/p>\n<p>Le secteur d&#8217;activit\u00e9 permettant d&#8217;appr\u00e9cier la cause \u00e9conomique du licenciement est caract\u00e9ris\u00e9, notamment, par la nature des produits biens ou services d\u00e9livr\u00e9s, la client\u00e8le cibl\u00e9e, ainsi que les r\u00e9seaux et modes de distribution, se rapportant \u00e0 un m\u00eame march\u00e9.<\/p>\n<p>Les dispositions du pr\u00e9sent chapitre sont applicables \u00e0 toute rupture du contrat de travail r\u00e9sultant de l&#8217;une des causes \u00e9nonc\u00e9es au pr\u00e9sent article, \u00e0 l&#8217;exclusion de la rupture conventionnelle vis\u00e9e aux articles L. 1237-11 et suivants et de la rupture d&#8217;un commun accord dans le cadre d&#8217;un accord collectif vis\u00e9e aux articles L. 1237-17 et suivants.<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section class=\"closing\" id=\"envoyer-pieces\" style=\"margin:48px 0 36px;padding:48px 36px;text-align:center;border-radius:24px;background:radial-gradient(circle at 50% 0%,rgba(0,0,204,0.08) 0%,transparent 60%),rgba(255,255,255,0.72);border:1px solid rgba(10,10,10,0.08);\">\n<div class=\"closing-heading\" role=\"heading\" aria-level=\"2\" style=\"font-size:clamp(30px,4vw,44px);line-height:1.18;font-weight:700;margin:0 0 18px;letter-spacing:-0.022em;color:#1B1B1B;font-family:Lato,sans-serif;\">Envoyez vos pi\u00e8ces. Recevez une <span class=\"nowrap\" style=\"white-space:nowrap;\"><span class=\"tag\" style=\"display:inline-block;background:#0000CC;color:#fff;padding:2px 14px 5px;border-radius:10px;font-weight:700;letter-spacing:-0.005em;box-shadow:0 6px 20px rgba(0,0,204,.10);\">strat\u00e9gie<\/span>.<\/span><\/div>\n<p>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<div class=\"cta-row\" style=\"display:flex;flex-wrap:wrap;gap:12px;justify-content:center;margin:24px 0;\"><a class=\"cta cta-primary\" href=\"tel:+33689113445\" style=\"display:inline-block;padding:14px 26px;background:#0000CC;color:#ffffff;border-radius:10px;text-decoration:none;font-weight:700;box-shadow:0 10px 30px rgba(0,0,204,0.18);\">Appeler maintenant \u2192<\/a><a class=\"cta cta-secondary\" href=\"mailto:contact@kohenavocats.com?subject=Demande%20d%27analyse\" style=\"display:inline-block;padding:14px 26px;background:rgba(255,255,255,0.95);color:#1B1B1B;border:1px solid rgba(10,10,10,0.12);border-radius:10px;text-decoration:none;font-weight:700;\">\u00c9crire au cabinet<\/a><\/div>\n<div class=\"promises\" style=\"display:grid;grid-template-columns:repeat(4,1fr);gap:14px;max-width:880px;margin:30px auto 12px;font-size:14px;color:#4A4A4A;font-weight:700;\">\n<div class=\"promise\">Premi\u00e8re analyse offerte<\/div>\n<div class=\"promise\">R\u00e9ponse personnelle sous 24 h<\/div>\n<div class=\"promise\">100 % confidentiel<\/div>\n<div class=\"promise\">Jusqu&#8217;\u00e0 1 Go de pi\u00e8ces<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Le 24 avril 2026, la chambre sociale B de la Cour d&#8217;appel de Lyon a rendu un arr\u00eat appel\u00e9 \u00e0 retenir l&#8217;attention des praticiens du droit disciplinaire. Un&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":3916,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_kj_source_type":"judilibre","_kj_official_id":"69ef1bd5cdc6046d47affc9a","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69ef1bd5cdc6046d47affc9a","_kj_judilibre_id":"69ef1bd5cdc6046d47affc9a","_kj_jur":"Cour d'appel","_kj_lieu":"Lyon","_kj_chambre":"CHAMBRE SOCIALE B","_kj_rg":"23\/01104","_kj_date":"2026-04-24","_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7096,6455,6454,7123,6708,6580,6364,6991,6718,6992],"tags":[],"class_list":["post-1211300","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-code-des-assurances","category-cour-dappel","category-decisions-juridiques","category-droit-du-travail","category-droit-penal","category-droit-social","category-penal","category-penal-2","category-social","category-travail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.9 (Yoast SEO v27.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de Lyon, le 24 avril 2026, n\u00b023\/01104 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Le 24 avril 2026, la chambre sociale B de la Cour d&#039;appel de Lyon a rendu un arr\u00eat appel\u00e9 \u00e0 retenir l&#039;attention des praticiens du droit disciplinaire. 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