{"id":668717,"date":"2026-04-24T05:16:47","date_gmt":"2026-04-24T03:16:47","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-22-septembre-2025-n24-01021\/"},"modified":"2026-04-26T18:10:20","modified_gmt":"2026-04-26T16:10:20","slug":"cour-dappel-le-22-septembre-2025-n24-01021","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ar\/cour-dappel-le-22-septembre-2025-n24-01021\/","title":{"rendered":"Cour d&#8217;appel, le 22 septembre 2025, n\u00b024\/01021"},"content":{"rendered":"<div class=\"article-content\">\n<p>La Cour d\u2019appel, statuant en mati\u00e8re prud\u2019homale, a eu \u00e0 conna\u00eetre d\u2019un litige n\u00e9 de la rupture du contrat de travail d\u2019un cadre. Le salari\u00e9 contestait son licenciement et r\u00e9clamait divers rappels de r\u00e9mun\u00e9ration. La cour a infirm\u00e9 en partie le jugement de premi\u00e8re instance, pronon\u00e7ant la nullit\u00e9 du licenciement et accordant des indemnit\u00e9s et rappels de salaire significatifs. Elle a \u00e9galement pr\u00e9cis\u00e9 les r\u00e8gles de preuve et de prescription applicables aux <a href=\"https:\/\/kohenavocats.com\/avocats-droit-social-paris\/avocats-heures-supplementaires-paris\/\" target=\"_blank\" title=\"heures suppl\u00e9mentaires\">heures suppl\u00e9mentaires<\/a>.<\/p>\n<p>La preuve des heures suppl\u00e9mentaires et la charge de la preuve<\/p>\n<p>L\u2019arr\u00eat op\u00e8re une r\u00e9partition pr\u00e9cise de la charge de la preuve en mati\u00e8re d\u2019heures suppl\u00e9mentaires. Le salari\u00e9 doit d\u2019abord pr\u00e9senter des \u00e9l\u00e9ments suffisamment pr\u00e9cis quant aux heures non r\u00e9mun\u00e9r\u00e9es. &#8220;Il r\u00e9sulte des dispositions des articles L. 3171-2, alin\u00e9a 1, L. 3171-3, et L. 3171-4 du code du travail, qu&#8217;en cas de litige relatif \u00e0 l&#8217;existence ou au nombre d&#8217;heures de travail accomplies, il appartient au salari\u00e9 de pr\u00e9senter, \u00e0 l&#8217;appui de sa demande, des \u00e9l\u00e9ments suffisamment pr\u00e9cis quant aux heures non r\u00e9mun\u00e9r\u00e9es qu&#8217;il pr\u00e9tend avoir accomplies afin de permettre \u00e0 l&#8217;employeur, qui assure le contr\u00f4le des heures de travail effectu\u00e9es, d&#8217;y r\u00e9pondre utilement en produisant ses propres \u00e9l\u00e9ments.&#8221; (Motifs) La cour estime que les tableaux d\u00e9taill\u00e9s et attestations produits par le salari\u00e9 satisfont \u00e0 cette exigence initiale de pr\u00e9cision.<\/p>\n<p>L\u2019employeur doit ensuite fournir les \u00e9l\u00e9ments de nature \u00e0 justifier les horaires r\u00e9ellement effectu\u00e9s. En l\u2019esp\u00e8ce, l\u2019employeur a \u00e9chou\u00e9 \u00e0 contester efficacement les all\u00e9gations du salari\u00e9, ne produisant ni les plannings des autres salari\u00e9s ni les donn\u00e9es du logiciel de pointage. La cour souligne que les rares critiques sur la fiabilit\u00e9 des tableaux du salari\u00e9 n\u2019\u00e9taient pas fond\u00e9es. Cette solution consacre une approche pragmatique de la preuve, facilitant l\u2019acc\u00e8s du salari\u00e9 \u00e0 ses droits lorsque l\u2019employeur ne respecte pas ses obligations de contr\u00f4le et de conservation des documents.<\/p>\n<p>La prescription et le r\u00e9gime des heures suppl\u00e9mentaires<\/p>\n<p>La cour rappelle le point de d\u00e9part de la prescription triennale en mati\u00e8re de rappel de salaire. Elle applique strictement l\u2019article L. 3245-1 du code du travail. &#8220;Le contrat de travail ayant \u00e9t\u00e9 rompu le 18 d\u00e9cembre 2020, et le salari\u00e9 ayant saisi le conseil de prud&#8217;hommes le 22 septembre 2021, la demande en paiement d&#8217;un rappel d&#8217;heures suppl\u00e9mentaires peut donc porter sur les trois derni\u00e8res ann\u00e9es pr\u00e9c\u00e9dant la rupture, soit par cons\u00e9quent \u00e0 compter du 18 d\u00e9cembre 2017.&#8221; (Motifs) Ce point rejette l\u2019argument de l\u2019employeur qui voulait limiter la p\u00e9riode \u00e0 compter de la saisine du conseil.<\/p>\n<p>Concernant le droit au paiement, l\u2019arr\u00eat r\u00e9affirme que les heures suppl\u00e9mentaires peuvent \u00eatre dues m\u00eame sans accord expr\u00e8s de l\u2019employeur. Il rappelle que &#8220;le droit au paiement d&#8217;heures suppl\u00e9mentaires est \u00e9galement ouvert lorsque le salari\u00e9 justifie que les t\u00e2ches inh\u00e9rentes au travail command\u00e9 ne pouvaient pas \u00eatre effectu\u00e9es dans les limites des horaires de travail fix\u00e9s, les heures suppl\u00e9mentaires ayant \u00e9t\u00e9 \u00e9t\u00e9 rendues n\u00e9cessaires par la nature ou la quantit\u00e9 du travail impos\u00e9.&#8221; (Motifs) La cour constate que les t\u00e2ches d\u2019ouverture et de fermeture du magasin impos\u00e9es au salari\u00e9 rendaient n\u00e9cessaire un d\u00e9passement des horaires contractuels. Elle proc\u00e8de ensuite \u00e0 une souveraine appr\u00e9ciation du volume d\u2019heures dues, apr\u00e8s d\u00e9duction des pauses conventionnelles.<\/p>\n<p>La nullit\u00e9 du licenciement pendant un arr\u00eat maladie d\u2019origine professionnelle<\/p>\n<p>La cour prononce la nullit\u00e9 du licenciement car il a \u00e9t\u00e9 notifi\u00e9 pendant une p\u00e9riode de suspension du contrat pour un <a href=\"https:\/\/kohenavocats.com\/avocats-droit-social-paris\/avocats-accident-travail-paris\/\" target=\"_blank\" title=\"accident du travail\">accident du travail<\/a>. Elle rappelle le principe de l\u2019article L. 1226-9 du code du travail. &#8220;Il est constant que licenciement prononc\u00e9 pendant la p\u00e9riode de suspension du contrat de travail provoqu\u00e9 par un accident du travail pour tout autre motif que ceux vis\u00e9s \u00e0 l&#8217;article L. 1226-9 du code du travail, est nul, quand bien m\u00eame la proc\u00e9dure de licenciement a \u00e9t\u00e9 engag\u00e9e ant\u00e9rieurement.&#8221; (Motifs) Le moment d\u00e9cisif est la date de notification du licenciement, et non celle de la convocation \u00e0 l\u2019entretien pr\u00e9alable.<\/p>\n<p>La cour \u00e9tablit que l\u2019employeur connaissait le caract\u00e8re professionnel de l\u2019accident \u00e0 cette date, notamment via l\u2019arr\u00eat de travail communiqu\u00e9 et sa propre d\u00e9claration \u00e0 la CPAM. Elle retient le lien de causalit\u00e9 entre l\u2019altercation avec l\u2019employeur le 4 d\u00e9cembre et l\u2019arr\u00eat de travail, s\u2019appuyant sur la retranscription d\u2019un enregistrement. L\u2019absence de mention de faute grave dans la lettre de licenciement emp\u00eachait de licencier pendant cette suspension. Cette application stricte prot\u00e8ge le salari\u00e9 en arr\u00eat pour accident du travail, m\u00eame lorsque sa reconnaissance ult\u00e9rieure par la s\u00e9curit\u00e9 sociale est incertaine.<\/p>\n<p>Le contr\u00f4le des primes sur objectifs et l\u2019exigence de transparence<\/p>\n<p>L\u2019arr\u00eat sanctionne s\u00e9v\u00e8rement les manquements de l\u2019employeur dans la gestion des primes variables. Il rel\u00e8ve d\u2019abord le d\u00e9faut de notification dans les d\u00e9lais contractuels. &#8220;Il appara\u00eet cependant que les objectifs pour 2019 et 2020 ont \u00e9t\u00e9 notifi\u00e9s au salari\u00e9 plusieurs semaines apr\u00e8s le mois de f\u00e9vrier fix\u00e9 contractuellement comme la date limite de remise de la lettre d&#8217;objectifs.&#8221; (Motifs) Ce retard a priv\u00e9 le salari\u00e9 de la possibilit\u00e9 d\u2019optimiser la poursuite de ses objectifs.<\/p>\n<p>Ensuite, la cour reproche \u00e0 l\u2019employeur l\u2019absence totale de transparence dans le calcul de la prime vers\u00e9e. Elle note que les justifications fournies sont insuffisantes. &#8220;Ainsi, pour l&#8217;exercice 2019, 50% de la prime correspond \u00e0 la mise en place et au suivi d&#8217;une grille emploi\/comp\u00e9tence, \u00e0 la d\u00e9finition d&#8217;un plan de formation que le salari\u00e9 n&#8217;aurait pas r\u00e9alis\u00e9, mais aucun \u00e9l\u00e9ment objectif relatif \u00e0 cette r\u00e9alisation pr\u00e9cise n&#8217;est vers\u00e9 aux d\u00e9bats.&#8221; (Motifs) Face \u00e0 ce d\u00e9faut de preuve, la cour accorde le maximum contractuel de la prime. Cette solution place \u00e0 la charge de l\u2019employeur la preuve de la non-atteinte des objectifs et prot\u00e8ge le salari\u00e9 contre l\u2019opacit\u00e9 des calculs.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d\u2019appel, statuant en mati\u00e8re prud\u2019homale, a eu \u00e0 conna\u00eetre d\u2019un litige n\u00e9 de la rupture du contrat de travail d\u2019un cadre. Le salari\u00e9 contestait son l&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9633,"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":"68d22addf06214b5a5be75b4","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d22addf06214b5a5be75b4","_kj_judilibre_id":"68d22addf06214b5a5be75b4","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de N\u00eemes","_kj_chambre":"5\u00e8me chambre sociale PH","_kj_rg":"24\/01021","_kj_date":"2025-09-22","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7123,6580,7597,6718,6992],"tags":[],"class_list":["post-668717","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","category-droit-social","category-jurisprudence","category-social","category-travail"],"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, le 22 septembre 2025, n\u00b024\/01021 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d\u2019appel, statuant en mati\u00e8re prud\u2019homale, a eu \u00e0 conna\u00eetre d\u2019un litige n\u00e9 de la rupture du contrat de travail d\u2019un cadre. 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Elle a \u00e9galement examin\u00e9 une demande de restitution salariale et des demandes accessoires de proc\u00e9dure.Le salari\u00e9 avait \u00e9t\u00e9 engag\u00e9 en CDD, puis en CDI, avant une\u2026","rel":"","context":"\u0641\u064a &quot;Cour d'appel&quot;","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\/11\/philip-oroni-bdCvT-wbpAw-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/philip-oroni-bdCvT-wbpAw-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/philip-oroni-bdCvT-wbpAw-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/philip-oroni-bdCvT-wbpAw-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/philip-oroni-bdCvT-wbpAw-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/philip-oroni-bdCvT-wbpAw-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":623821,"url":"https:\/\/kohenavocats.com\/ar\/cour-dappel-le-10-septembre-2025-n24-01419\/","url_meta":{"origin":668717,"position":4},"title":"Cour d&#8217;appel, le 10 septembre 2025, n\u00b024\/01419","author":"Kohen","date":"20 \u0623\u0628\u0631\u064a\u0644\u060c 2026","format":false,"excerpt":"La Cour de cassation, chambre sociale, dans un arr\u00eat du 10 septembre 2025, a eu \u00e0 conna\u00eetre d'un litige opposant un directeur d'\u00e9tablissement \u00e0 son employeur...","rel":"","context":"\u0641\u064a &quot;Jurisprudence&quot;","block_context":{"text":"Jurisprudence","link":"https:\/\/kohenavocats.com\/category\/jurisprudence\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/getty-images-hURFShgggjI-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/getty-images-hURFShgggjI-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/getty-images-hURFShgggjI-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/getty-images-hURFShgggjI-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/getty-images-hURFShgggjI-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/getty-images-hURFShgggjI-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":439124,"url":"https:\/\/kohenavocats.com\/ar\/cour-dappel-de-bordeaux-le-3-mars-2026-n23-02738\/","url_meta":{"origin":668717,"position":5},"title":"Cour d&#8217;appel de Bordeaux, le 3 mars 2026, n\u00b023\/02738","author":"Kohen","date":"26 \u0645\u0627\u0631\u0633\u060c 2026","format":false,"excerpt":"La Cour d\u2019appel de Bordeaux, dans un arr\u00eat du 3 mars 2026, statue sur l\u2019appel form\u00e9 contre un jugement du conseil de prud\u2019hommes de Libourne. Une salari\u00e9e avait \u00e9t\u00e9 licenci\u00e9e pour faute grave apr\u00e8s un long arr\u00eat maladie. Les premiers juges avaient annul\u00e9 ce licenciement pour discrimination li\u00e9e \u00e0 l\u2019\u00e9tat\u2026","rel":"","context":"\u0641\u064a &quot;Cour d'appel&quot;","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\/07\/nathan-cima-L89SN03SJK8-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/nathan-cima-L89SN03SJK8-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/nathan-cima-L89SN03SJK8-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/nathan-cima-L89SN03SJK8-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/nathan-cima-L89SN03SJK8-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/nathan-cima-L89SN03SJK8-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\/668717","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=668717"}],"version-history":[{"count":1,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/posts\/668717\/revisions"}],"predecessor-version":[{"id":695565,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/posts\/668717\/revisions\/695565"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/media\/9633"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/media?parent=668717"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/categories?post=668717"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/ar\/wp-json\/wp\/v2\/tags?post=668717"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}