{"id":660823,"date":"2026-04-23T15:57:25","date_gmt":"2026-04-23T13:57:25","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-versailles-le-21-avril-2022-n22-02643\/"},"modified":"2026-04-23T15:57:25","modified_gmt":"2026-04-23T13:57:25","slug":"cour-dappel-de-versailles-le-21-avril-2022-n22-02643","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ar\/cour-dappel-de-versailles-le-21-avril-2022-n22-02643\/","title":{"rendered":"Cour d’appel de Versailles, le 21 avril 2022, n\u00b022\/02643"},"content":{"rendered":"
\n

La Cour d\u2019appel de Versailles, statuant le 21 avril 2022, examine un litige opposant un salari\u00e9 \u00e0 son employeur. Le salari\u00e9, engag\u00e9 sous un contrat \u00e0 temps partiel avec un r\u00e9gime important d\u2019astreintes, conteste la qualification de son contrat et la r\u00e9gularit\u00e9 de son licenciement pour inaptitude cons\u00e9cutive \u00e0 un accident du travail. La cour infirme partiellement le jugement pr\u00e9c\u00e9dent sur la cause du licenciement et le calcul de l\u2019indemnit\u00e9 compensatrice. Elle rejette en revanche la requalification du contrat en temps complet et la demande de dommages-int\u00e9r\u00eats pour ex\u00e9cution d\u00e9loyale.<\/p>\n

La qualification du contrat de travail \u00e0 temps partiel<\/p>\n

Le respect des mentions obligatoires du contrat. La cour constate que le contrat litigieux contient l\u2019ensemble des mentions l\u00e9gales imp\u00e9ratives. Elle rel\u00e8ve notamment la dur\u00e9e hebdomadaire pr\u00e9vue et sa r\u00e9partition entre les jours de la semaine. “la cour constate que ce contrat contient bien l’ensemble des mentions l\u00e9gales imp\u00e9ratives et notamment la dur\u00e9e hebdomadaire pr\u00e9vue et sa r\u00e9partition entre les jours de la semaine et les semaines du mois” (Motifs). Cette exhaustivit\u00e9 \u00e9carte la pr\u00e9somption de temps complet pr\u00e9vue par le code du travail. La port\u00e9e de cette analyse est de rappeler la force probante d\u2019un contrat r\u00e9gulier en mati\u00e8re de qualification de la dur\u00e9e du travail.<\/p>\n

L\u2019ex\u00e9cution conforme aux stipulations contractuelles. L\u2019examen des bulletins de salaire d\u00e9montre que l\u2019employeur a respect\u00e9 la base mensuelle contractuelle de travail effectif. Les variations d\u2019horaire r\u00e9sultent des interventions durant les astreintes, pr\u00e9vues au contrat. “les variations constat\u00e9es r\u00e9sultant du respect des dispositions contractuelles” (Motifs). La valeur de ce point est d\u2019exiger une preuve solide du d\u00e9passement syst\u00e9matique pour envisager une requalification. La cour \u00e9carte ainsi l\u2019argument d\u2019un travail impr\u00e9visible pla\u00e7ant le salari\u00e9 en permanence \u00e0 disposition.<\/p>\n

Le r\u00e9gime des obligations de l\u2019employeur en cas d\u2019inaptitude d\u2019origine professionnelle<\/p>\n

L\u2019obligation de reclassement et sa mise en \u0153uvre. La cour rappelle le principe de l\u2019obligation de reclassement pr\u00e9vue \u00e0 l\u2019article L.1226-10 du code du travail. Elle examine si l\u2019employeur a recherch\u00e9 un emploi compatible avec les capacit\u00e9s restantes du salari\u00e9, d\u00e9crites par le m\u00e9decin du travail. L\u2019employeur produit la fiche de poste d\u2019un agent polyvalent, dont les exigences physiques sont jug\u00e9es incompatibles avec l\u2019\u00e9tat de sant\u00e9 du salari\u00e9. “les comp\u00e9tences requises pour cet emploi n\u00e9cessitent (…) d’\u00eatre capable d’ex\u00e9cuter rapidement des t\u00e2ches r\u00e9p\u00e9titives’ et sont ainsi incompatibles avec les capacit\u00e9s physiques restantes du salari\u00e9” (Motifs). Le sens de cette analyse est de conditionner l\u2019obligation de proposer un poste \u00e0 une ad\u00e9quation r\u00e9elle avec l\u2019avis m\u00e9dical.<\/p>\n

La r\u00e9gularit\u00e9 du licenciement et ses cons\u00e9quences indemnitaires. La cour estime que l\u2019impossibilit\u00e9 de reclassement justifie le licenciement pour inaptitude. Elle infirme donc la d\u00e9cision premi\u00e8re qui le qualifiait de d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse. Elle rappelle toutefois les r\u00e8gles sp\u00e9cifiques applicables lorsque l\u2019inaptitude trouve son origine dans un accident du travail. “l’inaptitude de M. [E] ayant pour origine l’accident du travail du 23 octobre 2019, ce dernier est fond\u00e9, par application des dispositions de l’article L.1226-14 du code du travail \u00e0 solliciter le paiement par l’employeur d’une indemnit\u00e9 compensatrice” (Motifs). La port\u00e9e de cette solution est de distinguer la cause du licenciement, jug\u00e9e r\u00e9elle et s\u00e9rieuse, de son r\u00e9gime indemnitaire sp\u00e9cifique, d\u00e9clench\u00e9 par l\u2019origine professionnelle de l\u2019inaptitude.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d\u2019appel de Versailles, statuant le 21 avril 2022, examine un litige opposant un salari\u00e9 \u00e0 son employeur. 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Un salari\u00e9, engag\u00e9 en 2004 par une soci\u00e9t\u00e9 d\u2019ambulances sous un contrat \u00e0 temps\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\/06\/alex-block-PdDBTrkGYLo-unsplash.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/06\/alex-block-PdDBTrkGYLo-unsplash.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/06\/alex-block-PdDBTrkGYLo-unsplash.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/06\/alex-block-PdDBTrkGYLo-unsplash.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/06\/alex-block-PdDBTrkGYLo-unsplash.jpg?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/06\/alex-block-PdDBTrkGYLo-unsplash.jpg?resize=1400%2C800&ssl=1 4x"},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/posts\/660823","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=660823"}],"version-history":[{"count":0,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/posts\/660823\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/media\/9561"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/media?parent=660823"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/categories?post=660823"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/tags?post=660823"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}