{"id":660824,"date":"2026-04-23T15:57:29","date_gmt":"2026-04-23T13:57:29","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-appel-daix-en-provence-le-25-juin-2024-n22-02647\/"},"modified":"2026-04-23T15:57:29","modified_gmt":"2026-04-23T13:57:29","slug":"cour-dappel-de-appel-daix-en-provence-le-25-juin-2024-n22-02647","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ar\/cour-dappel-de-appel-daix-en-provence-le-25-juin-2024-n22-02647\/","title":{"rendered":"Cour d&#8217;appel de appel d&#8217;Aix-en-Provence, le 25 juin 2024, n\u00b022\/02647"},"content":{"rendered":"<div class=\"article-content\">\n<p>Cour d\u2019appel de Paris, chambre sociale, statuant sur un litige opposant une salari\u00e9e \u00e0 son employeur, a rendu un arr\u00eat le 25 juin 2024. La salari\u00e9e, engag\u00e9e sous un contrat \u00e0 temps partiel avec un r\u00e9gime important d\u2019astreintes, contestait la r\u00e9gularit\u00e9 formelle de ses avenants et la qualification de son licenciement pour inaptitude. La cour devait d\u00e9terminer si les irr\u00e9gularit\u00e9s constat\u00e9es entra\u00eenaient la requalification du contrat en temps complet et si le licenciement \u00e9tait d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse. Elle a infirm\u00e9 partiellement le jugement de premi\u00e8re instance en pronon\u00e7ant la requalification du contrat \u00e0 compter du 2 ao\u00fbt 2019 et en allouant un rappel de salaire, tout en confirmant la validit\u00e9 du licenciement pour inaptitude.<\/p>\n<p>I. Le formalisme protecteur du contrat \u00e0 temps partiel<\/p>\n<p>A. Le d\u00e9faut d\u2019\u00e9crit, une pr\u00e9somption de travail \u00e0 temps complet<\/p>\n<p>Le formalisme impos\u00e9 par le code du travail constitue une garantie essentielle pour le salari\u00e9 \u00e0 temps partiel. L\u2019exigence d\u2019un \u00e9crit d\u00e9taillant la r\u00e9partition du travail est stricte et s\u2019\u00e9tend aux avenants, m\u00eame temporaires. La cour rappelle qu\u2019\u00e0 d\u00e9faut, le contrat est pr\u00e9sum\u00e9 conclu \u00e0 temps complet. En l\u2019esp\u00e8ce, l\u2019employeur n\u2019a pas produit l\u2019annexe sign\u00e9e relative \u00e0 l\u2019avenant d\u2019ao\u00fbt 2019. &#8220;A d\u00e9faut, le contrat de travail \u00e0 temps partiel doit, \u00e0 compter de la premi\u00e8re irr\u00e9gularit\u00e9, \u00eatre requalifi\u00e9 en contrat de travail \u00e0 temps plein.&#8221; Cette pr\u00e9somption simple prot\u00e8ge le salari\u00e9 contre les am\u00e9nagements oraux ou informels de sa dur\u00e9e de travail. Elle sanctionne ainsi toute n\u00e9gligence de l\u2019employeur dans la formalisation des modifications contractuelles.<\/p>\n<p>B. La charge de la preuve pesant sur l\u2019employeur<\/p>\n<p>L\u2019employeur peut renverser cette pr\u00e9somption en apportant la preuve de la dur\u00e9e exacte convenue et de la pr\u00e9visibilit\u00e9 du travail. La cour exige qu\u2019il d\u00e9montre &#8220;que le salari\u00e9 peut pr\u00e9voir son rythme de travail et qu\u2019il n\u2019a pas \u00e0 se tenir constamment \u00e0 la disposition de l\u2019employeur&#8221;. L\u2019employeur en l\u2019esp\u00e8ce a produit un planning pour juillet 2019 mais aucun pour ao\u00fbt. Or, &#8220;la soci\u00e9t\u00e9 Pivort ne produisant aucun autre \u00e9l\u00e9ment permettant de renverser cette pr\u00e9somption&#8221;, la requalification fut prononc\u00e9e. Cette solution place \u00e0 la charge de l\u2019employeur une obligation probatoire rigoureuse, coh\u00e9rente avec son r\u00f4le de gardien de la formalisation du contrat. Elle assure l\u2019effectivit\u00e9 du formalisme protecteur en emp\u00eachant son contournement par des pratiques d\u00e9sordonn\u00e9es.<\/p>\n<p>II. Les limites de la protection en mati\u00e8re de rupture<\/p>\n<p>A. L\u2019ex\u00e9cution d\u00e9loyale et le pr\u00e9judice distinct<\/p>\n<p>La mauvaise ex\u00e9cution du contrat, m\u00eame \u00e9tablie, ne suffit pas \u00e0 fonder une action en responsabilit\u00e9. La salari\u00e9e invoquait une ex\u00e9cution d\u00e9loyale due aux fluctuations de son temps de travail. La cour reconna\u00eet l\u2019existence d\u2019irr\u00e9gularit\u00e9s ayant conduit \u00e0 la requalification. Toutefois, elle estime que &#8220;celle-ci ne produit aucun \u00e9l\u00e9ment d\u00e9montrant que son rythme de travail est \u00e0 l\u2019origine de la d\u00e9gradation de son \u00e9tat de sant\u00e9&#8221;. Elle ajoute qu\u2019elle &#8220;ne prouve pas que l\u2019employeur \u00e9tait tenu de limiter \u00e0 13 ce m\u00eame nombre&#8221; d\u2019astreintes, la convention collective invoqu\u00e9e \u00e9tant inapplicable. Ainsi, le pr\u00e9judice indemnisable doit \u00eatre distinct de la simple perte p\u00e9cuniaire d\u00e9j\u00e0 r\u00e9par\u00e9e par le rappel de salaire. Cette exigence d\u2019un pr\u00e9judice sp\u00e9cifique circonscrit strictement les cons\u00e9quences civiles des manquements contractuels.<\/p>\n<p>B. Le licenciement pour inaptitude et l\u2019obligation de s\u00e9curit\u00e9<\/p>\n<p>La cause du licenciement est appr\u00e9ci\u00e9e ind\u00e9pendamment des manquements formels \u00e0 la dur\u00e9e du travail. La salari\u00e9e soutenait que son inaptitude d\u00e9coulait de son rythme de travail, constituant un manquement \u00e0 l\u2019obligation de s\u00e9curit\u00e9. La cour \u00e9carte cet argument au vu des \u00e9l\u00e9ments produits. Elle constate que &#8220;la variation de la dur\u00e9e du temps de travail de la salari\u00e9e r\u00e9sultant de ses interventions durant les temps d\u2019astreintes et de la r\u00e9alisation de compl\u00e9ments d\u2019heures accept\u00e9e aux termes de plusieurs avenants qu\u2019elle a sign\u00e9s&#8221;. Les certificats m\u00e9dicaux invoqu\u00e9s, &#8220;reprene[nt] en l\u2019absence de tout autre \u00e9l\u00e9ment les propos de la salari\u00e9e ne suffisent pas \u00e0 \u00e9tablir la r\u00e9alit\u00e9 du manquement all\u00e9gu\u00e9&#8221;. Le licenciement est donc fond\u00e9 sur l\u2019inaptitude d\u2019origine non professionnelle, l\u2019employeur \u00e9tant dispens\u00e9 de reclassement par l\u2019avis m\u00e9dical. Cette analyse dissocie clairement les vices de forme du contrat de la cause de la rupture, prot\u00e9geant la s\u00e9curit\u00e9 juridique du licenciement pour inaptitude lorsque l\u2019origine professionnelle n\u2019est pas \u00e9tablie.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Cour d\u2019appel de Paris, chambre sociale, statuant sur un litige opposant une salari\u00e9e \u00e0 son employeur, a rendu un arr\u00eat le 25 juin 2024. La salari\u00e9e, engag\u00e9e &#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9627,"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":"68d77351299e16b8ad32542c","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d77351299e16b8ad32542c","_kj_judilibre_id":"68d77351299e16b8ad32542c","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Aix-en-Provence","_kj_chambre":"Chambre 4-1","_kj_rg":"22\/02647","_kj_date":"2025-09-26","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-660824","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de appel d&#039;Aix-en-Provence, le 25 juin 2024, n\u00b022\/02647 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d\u2019appel de Paris, chambre sociale, statuant sur un litige opposant une salari\u00e9e \u00e0 son employeur, a rendu un arr\u00eat le 25 juin 2024. 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