{"id":633733,"date":"2026-04-21T09:16:07","date_gmt":"2026-04-21T07:16:07","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-douai-le-25-avril-2025-n23-00899\/"},"modified":"2026-04-21T09:16:07","modified_gmt":"2026-04-21T07:16:07","slug":"cour-dappel-de-douai-le-25-avril-2025-n23-00899","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ar\/cour-dappel-de-douai-le-25-avril-2025-n23-00899\/","title":{"rendered":"Cour d’appel de Douai, le 25 avril 2025, n\u00b023\/00899"},"content":{"rendered":"
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La Cour d’appel de Douai, statuant le 25 avril 2025, se prononce sur les demandes d’un salari\u00e9 concernant la requalification de son contrat \u00e0 temps partiel et les cons\u00e9quences de son licenciement pour inaptitude. Apr\u00e8s un transfert d’entreprise, le salari\u00e9 soutenait devoir se tenir en permanence \u00e0 disposition sans conna\u00eetre son planning. La cour infirme partiellement le jugement pour accueillir la requalification \u00e0 compter du transfert et condamne l’employeur \u00e0 divers rappels et indemnit\u00e9s, tout en confirmant la cause r\u00e9elle et s\u00e9rieuse du licenciement.<\/p>\n

La pr\u00e9somption de temps plein et les conditions de sa renversement<\/p>\n

La modulation du temps de travail et ses exigences informatives. La d\u00e9cision rappelle les strictes conditions encadrant les modulations de la dur\u00e9e du travail pour les contrats \u00e0 temps partiel. Elle souligne que l’absence de d\u00e9termination \u00e9crite des jours de disponibilit\u00e9 dans la semaine est constitutive d’un d\u00e9faut d’information. L’employeur, qui produit uniquement des extraits de logiciel imprim\u00e9s tardivement, ne rapporte pas la preuve d’une communication effective au salari\u00e9. Ce dernier ne pouvait donc anticiper son rythme de travail, ce qui caract\u00e9rise une obligation de disponibilit\u00e9 permanente.<\/p>\n

La port\u00e9e de cette analyse est de pr\u00e9ciser les conditions de preuve pesant sur l’employeur. La cour applique une jurisprudence constante en exigeant des \u00e9l\u00e9ments probants et non de simples affirmations. “L’absence de mention \u00e9crite de la dur\u00e9e du travail et de sa r\u00e9partition faisant pr\u00e9sumer que l’emploi est \u00e0 temps complet il incombe \u00e0 l’employeur souhaitant renverser cette pr\u00e9somption de prouver la dur\u00e9e exacte hebdomadaire ou mensuelle convenue” (Cour d’appel de Douai, le 25 avril 2025, n\u00b024\/00356). La solution renforce ainsi la protection du salari\u00e9 face \u00e0 des am\u00e9nagements du temps de travail insuffisamment formalis\u00e9s.<\/p>\n

La requalification fond\u00e9e sur l’obligation de disponibilit\u00e9 permanente. Le second point confirme le lien entre l’absence d’information pr\u00e9alable et la requalification. La cour constate que le salari\u00e9 subissait d’importantes variations mensuelles d’heures travaill\u00e9es sans pouvoir les pr\u00e9voir. Cette incertitude, coupl\u00e9e \u00e0 l’absence de jours de disponibilit\u00e9 fix\u00e9s, impose la conclusion qu’il devait se tenir en permanence \u00e0 disposition. Cette situation correspond exactement aux crit\u00e8res de la jurisprudence de la Chambre sociale. “Il n’en demeure pas moins que si la salari\u00e9e ne connaissait pas \u00e0 l’avance son rythme de travail et si elle \u00e9tait dans l’obligation de se tenir en permanence \u00e0 la disposition de son employeur la requalification pourra \u00eatre prononc\u00e9e” (Cass. Chambre sociale, le 17 f\u00e9vrier 2021, n\u00b018-26.545).<\/p>\n

La valeur de cette motivation r\u00e9side dans son application concr\u00e8te des principes. La cour op\u00e8re une distinction temporelle pertinente en limitant la requalification \u00e0 la p\u00e9riode post\u00e9rieure au transfert, reconnaissant l’absence de difficult\u00e9 avec l’ancien employeur. Cette approche d\u00e9montre une appr\u00e9ciation in concreto de la relation de travail et de son \u00e9volution, \u00e9vitant une condamnation g\u00e9n\u00e9rale et indiff\u00e9renci\u00e9e.<\/p>\n

L’articulation entre inaptitude d’origine professionnelle et proc\u00e9dure de licenciement<\/p>\n

La force probante de la reconnaissance administrative de l’accident du travail. La cour traite d’abord de l’origine professionnelle de l’inaptitude. Elle rappelle le principe selon lequel la d\u00e9cision de la caisse primaire d’assurance maladie, si elle n’est pas contest\u00e9e, s’impose au juge prud’homal. En l’esp\u00e8ce, la CPAM a pris en charge les arr\u00eats au titre de la l\u00e9gislation professionnelle. Le m\u00e9decin du travail \u00e9tablissait lui-m\u00eame un lien avec l’accident d\u00e9clar\u00e9. La cour en d\u00e9duit n\u00e9cessairement l’origine professionnelle de l’inaptitude ult\u00e9rieure.<\/p>\n

La port\u00e9e de ce raisonnement est de consacrer l’autorit\u00e9 de la d\u00e9cision administrative en mati\u00e8re de qualification, sous r\u00e9serve de l’absence de recours. Elle simplifie la preuve pour le salari\u00e9, qui n’a pas \u00e0 rapporter d’\u00e9l\u00e9ments m\u00e9dicaux complexes. La cour se borne \u00e0 constater la coh\u00e9rence des diff\u00e9rents avis et d\u00e9cisions pour \u00e9tablir le lien de causalit\u00e9. Cette approche garantit une s\u00e9curit\u00e9 juridique et \u00e9vite les contradictions entre les ordres de juridiction.<\/p>\n

Le respect des obligations de reclassement et ses cons\u00e9quences indemnitaires. Ensuite, la cour examine le s\u00e9rieux de la proc\u00e9dure de licenciement. Elle rel\u00e8ve que l’employeur a consult\u00e9 les d\u00e9l\u00e9gu\u00e9s du personnel et a effectu\u00e9 une recherche de reclassement au sein du groupe. La proposition de quatre postes, m\u00eame sous contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e, est jug\u00e9e conforme \u00e0 l’obligation l\u00e9gale. Le refus du salari\u00e9 n’\u00e9tant pas abusif, le licenciement est fond\u00e9 mais ouvre droit aux indemnit\u00e9s sp\u00e9cifiques pour inaptitude d’origine professionnelle.<\/p>\n

La valeur de cette analyse est de rappeler la nature et les limites de l’obligation de reclassement. L’employeur n’est pas tenu de solliciter \u00e0 nouveau le m\u00e9decin du travail si l’avis est suffisamment pr\u00e9cis. Surtout, la cour applique la jurisprudence selon laquelle l’information \u00e9crite sur l’impossibilit\u00e9 de reclasser n’est pas due en cas de refus du salari\u00e9. “Il n’est pas tenu de cette obligation lorsqu’il a propos\u00e9 au salari\u00e9, qui l’a refus\u00e9, un emploi, dans les conditions pr\u00e9vues \u00e0 l’article L 1226-10 du code du travail” (Cass. Soc. 24 mars 2021 n\u00b019-21.263). La d\u00e9cision op\u00e8re ainsi une synth\u00e8se \u00e9quilibr\u00e9e entre les droits du salari\u00e9 et les exigences proc\u00e9durales impos\u00e9es \u00e0 l’employeur.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Douai, statuant le 25 avril 2025, se prononce sur les demandes d’un salari\u00e9 concernant la requalification de son contrat \u00e0 temps partiel e…<\/p>\n","protected":false},"author":232070755,"featured_media":4812,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_crdt_document":"","_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":"68f86835d7e432441d85bf88","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68f86835d7e432441d85bf88","_kj_judilibre_id":"68f86835d7e432441d85bf88","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Colmar","_kj_chambre":"Chambre 4 A","_kj_rg":"23\/00899","_kj_date":"2025-10-14","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-633733","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"\nCour d'appel de Douai, le 25 avril 2025, n\u00b023\/00899 - 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Le salari\u00e9 a\u2026","rel":"","context":"\u0641\u064a "Cour d'appel"","block_context":{"text":"Cour d'appel","link":"https:\/\/kohenavocats.com\/category\/cour-dappel\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/tristan-guillemet-1v8NEQ3IodU-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/tristan-guillemet-1v8NEQ3IodU-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/tristan-guillemet-1v8NEQ3IodU-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/tristan-guillemet-1v8NEQ3IodU-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/tristan-guillemet-1v8NEQ3IodU-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/tristan-guillemet-1v8NEQ3IodU-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":719282,"url":"https:\/\/kohenavocats.com\/ar\/cour-dappel-de-reims-le-29-janvier-2026-n24-01937\/","url_meta":{"origin":633733,"position":4},"title":"Cour d’appel de Reims, le 29 janvier 2026, n\u00b024\/01937","author":"Kohen","date":"28 \u0623\u0628\u0631\u064a\u0644\u060c 2026","format":false,"excerpt":"La cour d\u2019appel de Reims, dans son arr\u00eat du 29 janvier 2026, s\u2019est prononc\u00e9e sur la requalification d\u2019un contrat \u00e0 temps partiel et sur la rupture de la rela...","rel":"","context":"\u0641\u064a "Jurisprudence"","block_context":{"text":"Jurisprudence","link":"https:\/\/kohenavocats.com\/category\/jurisprudence\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/henry-be-Pg63JThyCg-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/henry-be-Pg63JThyCg-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/henry-be-Pg63JThyCg-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/henry-be-Pg63JThyCg-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/henry-be-Pg63JThyCg-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/henry-be-Pg63JThyCg-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":205961,"url":"https:\/\/kohenavocats.com\/ar\/cour-dappel-administrative-de-paris-le-29-avril-2025-n24pa02473\/","url_meta":{"origin":633733,"position":5},"title":"Cour d’appel administrative de Paris, le 29 avril 2025, n\u00b024PA02473","author":"Kohen","date":"22 \u062f\u064a\u0633\u0645\u0628\u0631\u060c 2025","format":false,"excerpt":"En mati\u00e8re de licenciement pour motif \u00e9conomique d\u2019un salari\u00e9 prot\u00e9g\u00e9, l\u2019administration est tenue d\u2019exercer un contr\u00f4le rigoureux dont les contours, particuli\u00e8rement dans le contexte d\u2019une liquidation judiciaire, sont r\u00e9guli\u00e8rement pr\u00e9cis\u00e9s par la jurisprudence. Par une d\u00e9cision en date du 29 avril 2025, une cour administrative d\u2019appel a statu\u00e9 sur la\u2026","rel":"","context":"\u0641\u064a "Cour administrative d'appel"","block_context":{"text":"Cour administrative d'appel","link":"https:\/\/kohenavocats.com\/category\/cour-administrative-dappel\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/haut-risque-JoyJpFZM-ZE-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/haut-risque-JoyJpFZM-ZE-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/haut-risque-JoyJpFZM-ZE-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/haut-risque-JoyJpFZM-ZE-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/haut-risque-JoyJpFZM-ZE-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/haut-risque-JoyJpFZM-ZE-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/posts\/633733","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/users\/232070755"}],"replies":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/comments?post=633733"}],"version-history":[{"count":0,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/posts\/633733\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/media\/4812"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/media?parent=633733"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/categories?post=633733"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/tags?post=633733"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}