{"id":1211791,"date":"2026-06-28T17:01:09","date_gmt":"2026-06-28T15:01:09","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-besancon-le-24-avril-2026-n24-01901\/"},"modified":"2026-06-28T17:10:22","modified_gmt":"2026-06-28T15:10:22","slug":"cour-dappel-de-besancon-le-24-avril-2026-n24-01901","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-besancon-le-24-avril-2026-n24-01901\/","title":{"rendered":"Cour d&#8217;appel de Besan\u00e7on, le 24 avril 2026, n\u00b024\/01901"},"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-la-caracterisation-dun-abus-de-la-liberte-dexpression-justifiant-une-faute-gra\">I. La caract\u00e9risation d&#8217;un abus de la libert\u00e9 d&#8217;expression justifiant une faute grave<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-les-criteres-de-labus-distincts-de-la-simple-critique-protegee\">A. Les crit\u00e8res de l&#8217;abus distincts de la simple critique prot\u00e9g\u00e9e<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-lapplication-aux-faits-un-comportement-excedant-les-limites-de-la-liberte\">B. L&#8217;application aux faits : un comportement exc\u00e9dant les limites de la libert\u00e9<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-lexigence-dun-prejudice-demontre-pour-indemniser-une-clause-de-non-concurrenc\">II. L&#8217;exigence d&#8217;un pr\u00e9judice d\u00e9montr\u00e9 pour indemniser une clause de non-concurrence illicite<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-la-charge-de-la-preuve-du-prejudice-incombant-au-salarie\">A. La charge de la preuve du pr\u00e9judice incombant au salari\u00e9<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-linsuffisance-de-la-simple-entrave-a-la-liberte-de-travailler\">B. L&#8217;insuffisance de la simple entrave \u00e0 la libert\u00e9 de travailler<\/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>La Cour d&#8217;appel de Besan\u00e7on, Chambre Sociale, a rendu le 24 avril 2026 un arr\u00eat n\u00b024\/01901 appelant \u00e0 une r\u00e9flexion approfondie sur les limites de la libert\u00e9 d&#8217;expression du salari\u00e9 et sur les conditions d&#8217;indemnisation d&#8217;une clause de non-concurrence illicite.<\/p>\n<p>Une salari\u00e9e, engag\u00e9e comme agent de fabrication depuis janvier 2020, a sollicit\u00e9 une rupture conventionnelle en mars 2023. Son employeur l&#8217;a convoqu\u00e9e \u00e0 un entretien pr\u00e9alable le 17 avril 2023 puis l&#8217;a licenci\u00e9e pour faute grave le 31 mai 2023. Saisi par la salari\u00e9e, le conseil de prud&#8217;hommes de Montb\u00e9liard a, par jugement du 9 d\u00e9cembre 2024, estim\u00e9 le licenciement d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse et a accord\u00e9 \u00e0 la salari\u00e9e une indemnisation au titre d&#8217;une clause de non-concurrence illicite. L&#8217;employeur a interjet\u00e9 appel.<\/p>\n<p>La question de droit principale est celle de la conciliation entre la libert\u00e9 d&#8217;expression du salari\u00e9 et le pouvoir disciplinaire de l&#8217;employeur lorsqu&#8217;un comportement injurieux et d\u00e9nigrant est \u00e9tabli. Accessoirement, se pose la question de savoir si le simple respect d&#8217;une clause de non-concurrence illicite ouvre droit \u00e0 indemnisation en l&#8217;absence de pr\u00e9judice d\u00e9montr\u00e9. La cour a r\u00e9pondu en infirmant le jugement sur tous ses chefs : elle a dit le licenciement fond\u00e9 sur une faute grave et a d\u00e9bout\u00e9 la salari\u00e9e de sa demande indemnitaire pour la clause illicite.<\/p>\n<p>La d\u00e9cision des juges du fond m\u00e9rite une analyse en deux temps. Il convient d&#8217;examiner la conciliation op\u00e9r\u00e9e entre la libert\u00e9 d&#8217;expression et la faute disciplinaire (I), puis de s&#8217;interroger sur la preuve du pr\u00e9judice dans le cadre de l&#8217;indemnisation d&#8217;une clause de non-concurrence illicite (II).<\/p>\n<h2 id=\"i-la-caracterisation-dun-abus-de-la-liberte-dexpression-justifiant-une-faute-gra\">I. La caract\u00e9risation d&#8217;un abus de la libert\u00e9 d&#8217;expression justifiant une faute grave<\/h2>\n<p>La cour s&#8217;est livr\u00e9e \u00e0 un contr\u00f4le rigoureux des faits pour distinguer le d\u00e9nigrement abusif de la critique permise. Les juges ont pr\u00e9cis\u00e9 les crit\u00e8res de l&#8217;abus (A) avant d&#8217;en faire application aux circonstances de l&#8217;esp\u00e8ce (B).<\/p>\n<h3 id=\"a-les-criteres-de-labus-distincts-de-la-simple-critique-protegee\">A. Les crit\u00e8res de l&#8217;abus distincts de la simple critique prot\u00e9g\u00e9e<\/h3>\n<p>La libert\u00e9 d&#8217;expression du salari\u00e9 est un principe fondamental rappel\u00e9 \u00e0 l&#8217;article L.1121-1 du code du travail : nul ne peut apporter aux droits des personnes des restrictions qui ne seraient pas justifi\u00e9es par la nature de la t\u00e2che ou proportionn\u00e9es au but recherch\u00e9. La cour \u00e9nonce que le salari\u00e9 jouit de cette libert\u00e9 dans l&#8217;entreprise et en dehors, sauf abus. L&#8217;abus suppose que les propos tenus soient <em>&#8220;injurieux, diffamatoires ou excessifs exc\u00e9dant le ton humoristique et dans des circonstances propres \u00e0 porter atteinte \u00e0 l&#8217;image de son employeur&#8221;<\/em>. Le seul d\u00e9saccord ou la critique m\u00eame vive ne constituent pas une faute. Cette distinction est essentielle : elle prot\u00e8ge le dialogue social tout en sanctionnant le d\u00e9nigrement.<\/p>\n<h3 id=\"b-lapplication-aux-faits-un-comportement-excedant-les-limites-de-la-liberte\">B. L&#8217;application aux faits : un comportement exc\u00e9dant les limites de la libert\u00e9<\/h3>\n<p>En l&#8217;esp\u00e8ce, la cour rel\u00e8ve que la salari\u00e9e a tenu des propos injurieux \u00e0 l&#8217;encontre de la directrice des ressources humaines et du dirigeant de l&#8217;entreprise, en pr\u00e9sence d&#8217;autres salari\u00e9s. Elle a \u00e9galement discr\u00e9dit\u00e9 l&#8217;entreprise aupr\u00e8s de stagiaires, les dissuadant de signer un contrat, ce qui a conduit au refus de l&#8217;une d&#8217;elles. Plusieurs attestations concordantes et circonstanci\u00e9es \u00e9tablissent la r\u00e9alit\u00e9 de ces faits. La salari\u00e9e invoquait sa libert\u00e9 d&#8217;expression, mais la cour \u00e9carte cet argument : les propos exc\u00e8dent la simple critique prot\u00e9g\u00e9e car ils sont injurieux et excessifs, et leur publicit\u00e9 porte atteinte \u00e0 l&#8217;image de l&#8217;entreprise. La cour en d\u00e9duit que l&#8217;abus est caract\u00e9ris\u00e9 et que la gravit\u00e9 des faits rendait impossible le maintien de la salari\u00e9e dans l&#8217;entreprise, justifiant ainsi la faute grave. Cette solution s&#8217;inscrit dans la jurisprudence constante exigeant une attitude courtoise du salari\u00e9 envers sa hi\u00e9rarchie et ses coll\u00e8gues. <em>&#8220;Il r\u00e9sulte des dispositions des articles L. 1232-1 et L. 1235-1 du code du travail que tout licenciement doit \u00eatre justifi\u00e9 par une cause r\u00e9elle et s\u00e9rieuse&#8221;<\/em> et que la faute grave implique une \u00e9viction imm\u00e9diate <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67c003209e3791c54af7ec32\" rel=\"nofollow\" target=\"_blank\">(Cour d&#8217;appel de Metz, 26 f\u00e9vrier 2025, n\u00b023\/00672)<\/a><\/strong>. La cour retient cette qualification.<\/p>\n<p>La seconde question, relative \u00e0 l&#8217;indemnisation de la clause de non-concurrence illicite, conduit \u00e0 un raisonnement probatoire tout aussi d\u00e9licat.<\/p>\n<h2 id=\"ii-lexigence-dun-prejudice-demontre-pour-indemniser-une-clause-de-non-concurrenc\">II. L&#8217;exigence d&#8217;un pr\u00e9judice d\u00e9montr\u00e9 pour indemniser une clause de non-concurrence illicite<\/h2>\n<p>La cour infirme le jugement qui avait accord\u00e9 une indemnisation au seul motif que la clause \u00e9tait irr\u00e9guli\u00e8re. Elle rappelle que la charge de la preuve d&#8217;un pr\u00e9judice incombe au salari\u00e9 (A), et que la simple illic\u00e9it\u00e9 de la clause ne suffit pas \u00e0 ouvrir droit \u00e0 r\u00e9paration (B).<\/p>\n<h3 id=\"a-la-charge-de-la-preuve-du-prejudice-incombant-au-salarie\">A. La charge de la preuve du pr\u00e9judice incombant au salari\u00e9<\/h3>\n<p>La cour cite la jurisprudence constante de la chambre sociale de la Cour de cassation : <em>&#8220;l&#8217;existence d&#8217;un pr\u00e9judice et l&#8217;\u00e9valuation de celui-ci rel\u00e8vent du pouvoir souverain d&#8217;appr\u00e9ciation des juges du fond&#8221;<\/em> et il appartient au salari\u00e9 de d\u00e9montrer un pr\u00e9judice r\u00e9sultant de l&#8217;illic\u00e9it\u00e9 de la clause (Soc, 25 mai 2016 n\u00b014-20.578). En l&#8217;esp\u00e8ce, la clause de non-concurrence \u00e9tait irr\u00e9guli\u00e8re car impr\u00e9cise sur son \u00e9tendue et ne pr\u00e9voyant pas de contrepartie financi\u00e8re pour le salari\u00e9, mais seulement une p\u00e9nalit\u00e9 pour sa violation. L&#8217;employeur ne conteste pas ces irr\u00e9gularit\u00e9s et n&#8217;a pas lib\u00e9r\u00e9 la salari\u00e9e. Toutefois, la cour constate que la salari\u00e9e n&#8217;a apport\u00e9 aucun \u00e9l\u00e9ment d\u00e9montrant l&#8217;existence d&#8217;un pr\u00e9judice, notamment la perte d&#8217;une opportunit\u00e9 professionnelle concr\u00e8te.<\/p>\n<h3 id=\"b-linsuffisance-de-la-simple-entrave-a-la-liberte-de-travailler\">B. L&#8217;insuffisance de la simple entrave \u00e0 la libert\u00e9 de travailler<\/h3>\n<p>La salari\u00e9e soutenait que le seul respect de la clause illicite, en l&#8217;emp\u00eachant de travailler librement, constituait un pr\u00e9judice indemnisable. La cour rejette cette argumentation. Elle affirme que le pr\u00e9judice <em>&#8220;ne peut \u00eatre d\u00e9duit de la seule entrave \u00e0 sa libert\u00e9 de travailler comme elle le pr\u00e9tend&#8221;<\/em>. Les juges du fond estiment qu&#8217;il faut un pr\u00e9judice r\u00e9el, ce que la salari\u00e9e ne d\u00e9montre pas. Ce raisonnement est conforme \u00e0 celui tenu par d&#8217;autres cours : <em>&#8220;l&#8217;existence d&#8217;un pr\u00e9judice et l&#8217;\u00e9valuation de celui-ci rel\u00e8vent du pouvoir souverain d&#8217;appr\u00e9ciation des juges du fond&#8221;<\/em> et la demande d&#8217;indemnisation est rejet\u00e9e lorsque le salari\u00e9 ne d\u00e9montre pas de pr\u00e9judice <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67f8a5cbec820a3a2a05e834\" rel=\"nofollow\" target=\"_blank\">(Cour d&#8217;appel de Paris, 10 avril 2025, n\u00b023\/00244)<\/a><\/strong>. La d\u00e9cision de la cour para\u00eet donc juridiquement fond\u00e9e. Ainsi, m\u00eame une clause nulle ne g\u00e9n\u00e8re pas automatiquement une indemnit\u00e9 : le salari\u00e9 doit prouver un pr\u00e9judice \u00e9conomique ou moral r\u00e9sultant de son respect.<\/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\/67f8a5cbec820a3a2a05e834\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Paris, le 10 avril 2025, n\u00b023\/00244<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67c003209e3791c54af7ec32\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Metz, le 26 f\u00e9vrier 2025, n\u00b023\/00672<\/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\/LEGIARTI000035651060\" rel=\"nofollow\" target=\"_blank\">Article L. 2314-23 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Pour les salari\u00e9s mis \u00e0 disposition qui remplissent les conditions mentionn\u00e9es au 2\u00b0 de l&#8217;article L. 1111-2, la condition de pr\u00e9sence dans l&#8217;entreprise utilisatrice est de douze mois continus pour y \u00eatre \u00e9lecteur. Les salari\u00e9s mis \u00e0 disposition ne sont pas \u00e9ligibles dans l&#8217;entreprise utilisatrice. <\/p>\n<p>Les salari\u00e9s mis \u00e0 disposition qui remplissent les conditions mentionn\u00e9es au premier alin\u00e9a choisissent s&#8217;ils exercent leur droit de vote dans l&#8217;entreprise qui les emploie ou l&#8217;entreprise utilisatrice.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000019071126\" rel=\"nofollow\" target=\"_blank\">Article L. 1232-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Tout licenciement pour motif personnel est motiv\u00e9 dans les conditions d\u00e9finies par le pr\u00e9sent chapitre. <\/p>\n<p> Il est justifi\u00e9 par une cause r\u00e9elle et s\u00e9rieuse.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000035643446\" rel=\"nofollow\" target=\"_blank\">Article L. 1235-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>En cas de litige, lors de la conciliation pr\u00e9vue \u00e0 l&#8217;article L. 1411-1, l&#8217;employeur et le salari\u00e9 peuvent convenir ou le bureau de conciliation et d&#8217;orientation proposer d&#8217;y mettre un terme par accord. Cet accord pr\u00e9voit le versement par l&#8217;employeur au salari\u00e9 d&#8217;une indemnit\u00e9 forfaitaire dont le montant est d\u00e9termin\u00e9, sans pr\u00e9judice des indemnit\u00e9s l\u00e9gales, conventionnelles ou contractuelles, en r\u00e9f\u00e9rence \u00e0 un bar\u00e8me fix\u00e9 par d\u00e9cret en fonction de l&#8217;anciennet\u00e9 du salari\u00e9.<\/p>\n<p>Le proc\u00e8s-verbal constatant l&#8217;accord vaut renonciation des parties \u00e0 toutes r\u00e9clamations et indemnit\u00e9s relatives \u00e0 la rupture du contrat de travail pr\u00e9vues au pr\u00e9sent chapitre.<\/p>\n<p>A d\u00e9faut d&#8217;accord, le juge, \u00e0 qui il appartient d&#8217;appr\u00e9cier la r\u00e9gularit\u00e9 de la proc\u00e9dure suivie et le caract\u00e8re r\u00e9el et s\u00e9rieux des motifs invoqu\u00e9s par l&#8217;employeur, forme sa conviction au vu des \u00e9l\u00e9ments fournis par les parties apr\u00e8s avoir ordonn\u00e9, au besoin, toutes les mesures d&#8217;instruction qu&#8217;il estime utiles.<\/p>\n<p>Il justifie dans le jugement qu&#8217;il prononce le montant des indemnit\u00e9s qu&#8217;il octroie.<\/p>\n<p>Si un doute subsiste, il profite au salari\u00e9.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900785\" rel=\"nofollow\" target=\"_blank\">Article L. 1121-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>   Nul ne peut apporter aux droits des personnes et aux libert\u00e9s individuelles et collectives de restrictions qui ne seraient pas justifi\u00e9es par la nature de la t\u00e2che \u00e0 accomplir ni proportionn\u00e9es au but recherch\u00e9.<\/p>\n<\/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>La Cour d&#8217;appel de Besan\u00e7on, Chambre Sociale, a rendu le 24 avril 2026 un arr\u00eat n\u00b024\/01901 appelant \u00e0 une r\u00e9flexion approfondie sur les limites de la&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9533,"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":"69f04548cdc6046d47cd04ea","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69f04548cdc6046d47cd04ea","_kj_judilibre_id":"69f04548cdc6046d47cd04ea","_kj_jur":"Cour d'appel","_kj_lieu":"Besan\u00e7on","_kj_chambre":"Chambre Sociale","_kj_rg":"24\/01901","_kj_date":"2026-04-24","_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7096,6455,6454,7123,6580,6718,6992],"tags":[],"class_list":["post-1211791","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-social","category-social","category-travail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.9 (Yoast SEO v27.9) - 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