{"id":1216856,"date":"2026-06-29T16:15:23","date_gmt":"2026-06-29T14:15:23","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-basse-terre-le-27-avril-2026-n24-00323\/"},"modified":"2026-06-29T16:26:44","modified_gmt":"2026-06-29T14:26:44","slug":"cour-dappel-de-basse-terre-le-27-avril-2026-n24-00323","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-basse-terre-le-27-avril-2026-n24-00323\/","title":{"rendered":"Cour d&#8217;appel de Basse-Terre, le 27 avril 2026, n\u00b024\/00323"},"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-rigueur-des-conditions-de-forme-et-de-fond-de-la-rupture-conventionnelle\">I. La rigueur des conditions de forme et de fond de la rupture conventionnelle<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lannulation-du-protocole-transactionnel-pour-anteriorite-a-lhomologation\">A. L&#8217;annulation du protocole transactionnel pour ant\u00e9riorit\u00e9 \u00e0 l&#8217;homologation<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-nullite-de-la-convention-de-rupture-pour-vice-du-consentement\">B. La nullit\u00e9 de la convention de rupture pour vice du consentement<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-les-consequences-juridiques-de-lannulation-de-la-rupture-conventionnelle\">II. Les cons\u00e9quences juridiques de l&#8217;annulation de la rupture conventionnelle<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-la-requalification-en-licenciement-sans-cause-reelle-et-serieuse\">A. La requalification en licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-limitation-des-dommages-interets-pour-circonstances-brutales-et-vexatoires\">B. La limitation des dommages-int\u00e9r\u00eats pour circonstances brutales et vexatoires<\/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>Par un arr\u00eat rendu le 27 avril 2026, la chambre sociale de la cour d&#8217;appel de Basse-Terre s&#8217;est prononc\u00e9e sur les conditions de validit\u00e9 d&#8217;une rupture conventionnelle et d&#8217;une transaction sign\u00e9e avant son homologation. Une salari\u00e9e, employ\u00e9e depuis plus de dix-huit ans, avait \u00e9t\u00e9 convoqu\u00e9e par son employeur \u00e0 un entretien pr\u00e9alable \u00e0 une rupture conventionnelle. Lors de cet entretien, l&#8217;employeur lui a reproch\u00e9 des actes de d\u00e9loyaut\u00e9 et a pris seul l&#8217;initiative de la rupture. La salari\u00e9e a sign\u00e9, le 8 mars 2022, une convention de rupture, ainsi qu&#8217;un protocole transactionnel antidat\u00e9 du 31 mars 2022 mais pr\u00e9sent\u00e9 d\u00e8s le 18 mars. Elle a ensuite saisi le conseil de prud&#8217;hommes pour faire annuler ces actes pour vice du consentement. En premi\u00e8re instance, le conseil a annul\u00e9 la convention et la transaction, allouant diverses indemnit\u00e9s \u00e0 la salari\u00e9e. L&#8217;employeur a interjet\u00e9 appel.<\/p>\n<p>La cour devait d\u00e9terminer si la convention de rupture et la transaction \u00e9taient valables au regard des exigences de forme et de fond protectrices du consentement du salari\u00e9. Elle a confirm\u00e9 la nullit\u00e9 de la transaction, sign\u00e9e avant l&#8217;homologation, et annul\u00e9 la convention de rupture pour vice du consentement, la requalifiant en licenciement sans cause r\u00e9elle et s\u00e9rieuse. Elle a r\u00e9form\u00e9 le montant de l&#8217;indemnit\u00e9 pour licenciement sans cause et d\u00e9bout\u00e9 la salari\u00e9e de sa demande de dommages-int\u00e9r\u00eats pour circonstances brutales. La port\u00e9e de cette d\u00e9cision m\u00e9rite d&#8217;\u00eatre analys\u00e9e sous l&#8217;angle de la rigueur des conditions de validit\u00e9 des actes de rupture (I) puis des cons\u00e9quences indemnitaires de leur annulation (II).<\/p>\n<h2 id=\"i-la-rigueur-des-conditions-de-forme-et-de-fond-de-la-rupture-conventionnelle\">I. La rigueur des conditions de forme et de fond de la rupture conventionnelle<\/h2>\n<p><\/p>\n<h3 id=\"a-lannulation-du-protocole-transactionnel-pour-anteriorite-a-lhomologation\">A. L&#8217;annulation du protocole transactionnel pour ant\u00e9riorit\u00e9 \u00e0 l&#8217;homologation<\/h3>\n<p>La cour d&#8217;appel rappelle que la rupture conventionnelle et la transaction sont deux dispositifs de nature distincte. La premi\u00e8re rompt le contrat, la seconde r\u00e8gle un litige sur ses cons\u00e9quences. Elle applique la r\u00e8gle constante selon laquelle <em>&#8220;la transaction conclue avant l&#8217;homologation de la convention de rupture est nulle&#8221;<\/em>. En l&#8217;esp\u00e8ce, le protocole transactionnel \u00e9tait dat\u00e9 du 31 mars 2022, mais il a \u00e9t\u00e9 pr\u00e9sent\u00e9 \u00e0 la salari\u00e9e d\u00e8s le 18 mars 2022, soit ant\u00e9rieurement \u00e0 l&#8217;homologation. La date \u00e9tant reconnue fausse, la cour en d\u00e9duit que la transaction a \u00e9t\u00e9 sign\u00e9e avant l&#8217;homologation, ce qui entra\u00eene sa nullit\u00e9. Cette solution s&#8217;inscrit dans la logique protectrice du droit du travail : l&#8217;homologation par l&#8217;autorit\u00e9 administrative constitue un pr\u00e9alable n\u00e9cessaire pour garantir que la rupture conventionnelle est librement consentie. Permettre une transaction avant ce stade reviendrait \u00e0 contourner le contr\u00f4le de l&#8217;administration. La chambre sociale de la Cour de cassation a d&#8217;ailleurs r\u00e9cemment pr\u00e9cis\u00e9 qu&#8217;une transaction post\u00e9rieure \u00e0 l&#8217;homologation n&#8217;est valable que si elle porte sur un diff\u00e9rend relatif \u00e0 l&#8217;ex\u00e9cution du contrat et non \u00e0 la rupture elle-m\u00eame <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/69835793cdc6046d47e1bed4\" rel=\"nofollow\" target=\"_blank\">(Cass. soc., 4 f\u00e9vr. 2026, n\u00b024-19.433)<\/a><\/strong>. En l&#8217;esp\u00e8ce, l&#8217;ant\u00e9riorit\u00e9 rend la transaction nulle de plein droit, sans qu&#8217;il soit besoin d&#8217;examiner son objet. Cette position est conforme \u00e0 la jurisprudence ant\u00e9rieure.<\/p>\n<h3 id=\"b-la-nullite-de-la-convention-de-rupture-pour-vice-du-consentement\">B. La nullit\u00e9 de la convention de rupture pour vice du consentement<\/h3>\n<p>La cour examine \u00e9galement la validit\u00e9 de la convention de rupture elle-m\u00eame. L&#8217;article L. 1237-11 du code du travail impose que la rupture conventionnelle r\u00e9sulte d&#8217;une libre volont\u00e9 des parties. En l&#8217;esp\u00e8ce, il ressort des faits que l&#8217;employeur a pris seul l&#8217;initiative de la rupture et que la salari\u00e9e, lors de l&#8217;entretien du 9 f\u00e9vrier 2022, n&#8217;a jamais \u00e9t\u00e9 interrog\u00e9e sur son accord. Elle a subi des pressions, menac\u00e9e d&#8217;un licenciement sans indemnit\u00e9 malgr\u00e9 une anciennet\u00e9 de dix-huit ans. Un certificat m\u00e9dical atteste d&#8217;un \u00e9tat de stress post-traumatique. La cour en d\u00e9duit que <em>&#8220;Mme [la salari\u00e9e] n&#8217;a pas quitt\u00e9 la soci\u00e9t\u00e9 de son plein gr\u00e9&#8221;<\/em> et que la signature a \u00e9t\u00e9 obtenue sous pression. La convention est donc annul\u00e9e pour vice du consentement. Cette analyse est rigoureuse : elle rappelle que la rupture conventionnelle ne peut \u00eatre impos\u00e9e par l&#8217;employeur, m\u00eame si le salari\u00e9 finit par signer. L&#8217;absence d&#8217;initiative du salari\u00e9 et les circonstances de l&#8217;entretien caract\u00e9risent un d\u00e9faut de volont\u00e9 libre. La cour a ainsi sanctionn\u00e9 une pratique consistant \u00e0 pr\u00e9senter la rupture conventionnelle comme une alternative \u00e0 un licenciement disciplinaire.<\/p>\n<h2 id=\"ii-les-consequences-juridiques-de-lannulation-de-la-rupture-conventionnelle\">II. Les cons\u00e9quences juridiques de l&#8217;annulation de la rupture conventionnelle<\/h2>\n<p><\/p>\n<h3 id=\"a-la-requalification-en-licenciement-sans-cause-reelle-et-serieuse\">A. La requalification en licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/h3>\n<p>L&#8217;annulation de la convention de rupture produit des effets clairs : elle est <em>&#8220;r\u00e9put\u00e9e produire les effets d&#8217;un licenciement sans cause r\u00e9elle et s\u00e9rieuse&#8221;<\/em>. La cour confirme ainsi le principe pos\u00e9 par la jurisprudence : lorsque la rupture conventionnelle est annul\u00e9e pour vice du consentement, le salari\u00e9 peut pr\u00e9tendre aux indemnit\u00e9s de licenciement. En l&#8217;esp\u00e8ce, la nullit\u00e9 a \u00e9t\u00e9 prononc\u00e9e en raison de la pression exerc\u00e9e par l&#8217;employeur, ce qui exclut toute cause r\u00e9elle et s\u00e9rieuse de licenciement. La cour rappelle que la salari\u00e9e a droit \u00e0 une indemnit\u00e9 pour licenciement sans cause, une indemnit\u00e9 conventionnelle de licenciement, une indemnit\u00e9 compensatrice de pr\u00e9avis et les cong\u00e9s pay\u00e9s aff\u00e9rents. Elle confirme les montants non contest\u00e9s pour l&#8217;indemnit\u00e9 conventionnelle (26 170 euros) et le pr\u00e9avis (14 955,36 euros), mais r\u00e9forme le quantum de l&#8217;indemnit\u00e9 pour licenciement sans cause. Elle fixe cette indemnit\u00e9 \u00e0 cinq mois de salaire (24 925,60 euros) en tenant compte de l&#8217;anciennet\u00e9, de l&#8217;\u00e2ge et de la situation de reclassement. Cette appr\u00e9ciation est discr\u00e9tionnaire mais encadr\u00e9e par l&#8217;article L. 1235-3 du code du travail.<\/p>\n<h3 id=\"b-la-limitation-des-dommages-interets-pour-circonstances-brutales-et-vexatoires\">B. La limitation des dommages-int\u00e9r\u00eats pour circonstances brutales et vexatoires<\/h3>\n<p>La cour refuse d&#8217;accorder des dommages-int\u00e9r\u00eats pour circonstances brutales et vexatoires de la rupture. Elle estime que la salari\u00e9e <em>&#8220;ne justifie pas de circonstances particuli\u00e8rement brutales et\/ou vexatoires&#8221;<\/em> et que le pr\u00e9judice est d\u00e9j\u00e0 r\u00e9par\u00e9 par les indemnit\u00e9s de licenciement. Cette position est restrictive. En effet, la salari\u00e9e avait subi un entretien o\u00f9 l&#8217;employeur l&#8217;accusait de d\u00e9loyaut\u00e9 et la mena\u00e7ait de licenciement, ce qui a g\u00e9n\u00e9r\u00e9 un \u00e9tat de stress post-traumatique m\u00e9dicalement constat\u00e9. La cour consid\u00e8re pourtant que ce pr\u00e9judice est moral et non distinct de celui indemnis\u00e9 par le licenciement sans cause. Cette solution est discutable : la pression psychologique et les conditions brutales de la rupture peuvent caract\u00e9riser un pr\u00e9judice distinct, notamment lorsque l&#8217;employeur a agi de mani\u00e8re abusive. La cour d&#8217;appel de Paris a d&#8217;ailleurs jug\u00e9 qu&#8217;\u00e0 d\u00e9faut de remise de la convention, <em>&#8220;la convention de rupture est nulle, ce qui \u00e9quivaut \u00e0 un licenciement sans cause r\u00e9elle et s\u00e9rieuse&#8221;<\/em> (CA Paris, 13 mars 2025, n\u00b022\/03823). En l&#8217;esp\u00e8ce, l&#8217;absence de circonstances particuli\u00e8rement vexatoires semble \u00e9cart\u00e9e au motif que la salari\u00e9e n&#8217;en rapporte pas la preuve suffisante, ce qui limite la port\u00e9e de la r\u00e9paration.<\/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\/69835793cdc6046d47e1bed4\" rel=\"nofollow\" target=\"_blank\">Cass. Chambre sociale, le 4 f\u00e9vrier 2026, n\u00b024-19.433<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67d3c97a91dc29a0630d6a13\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Paris, le 13 mars 2025, n\u00b022\/03823<\/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\/LEGIARTI000019071187\" rel=\"nofollow\" target=\"_blank\">Article L. 1237-11 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>L&#8217;employeur et le salari\u00e9 peuvent convenir en commun des conditions de la rupture du contrat de travail qui les lie.<\/p>\n<p>La rupture conventionnelle, exclusive du licenciement ou de la d\u00e9mission, ne peut \u00eatre impos\u00e9e par l&#8217;une ou l&#8217;autre des parties.<\/p>\n<p>Elle r\u00e9sulte d&#8217;une convention sign\u00e9e par les parties au contrat. Elle est soumise aux dispositions de la pr\u00e9sente section destin\u00e9es \u00e0 garantir la libert\u00e9 du consentement des parties.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000036762052\" rel=\"nofollow\" target=\"_blank\">Article L. 1235-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Si le licenciement d&#8217;un salari\u00e9 survient pour une cause qui n&#8217;est pas r\u00e9elle et s\u00e9rieuse, le juge peut proposer la r\u00e9int\u00e9gration du salari\u00e9 dans l&#8217;entreprise, avec maintien de ses avantages acquis. <\/p>\n<p>Si l&#8217;une ou l&#8217;autre des parties refuse cette r\u00e9int\u00e9gration, le juge octroie au salari\u00e9 une indemnit\u00e9 \u00e0 la charge de l&#8217;employeur, dont le montant est compris entre les montants minimaux et maximaux fix\u00e9s dans le tableau ci-dessous. <\/p>\n<p><center><\/p>\n<table border=\"1\">\n<tbody>\n<tr>\n<th>Anciennet\u00e9 du salari\u00e9 dans l&#8217;entreprise <\/p>\n<p>(en ann\u00e9es compl\u00e8tes) <\/p>\n<\/th>\n<th>Indemnit\u00e9 minimale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<th>Indemnit\u00e9 maximale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<\/tr>\n<tr>\n<td align=\"center\">0 <\/td>\n<td align=\"center\">Sans objet <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">2 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">3,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">4 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">4 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">5 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">6 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">6 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">7 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">7 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">8 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">8 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">8 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">9 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">9 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">10 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">10 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">11 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">10,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">12 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">11 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">13 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">11,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">14 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">12 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">15 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">13 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">16 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">13,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">17 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">14 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">18 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">14,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">19 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">15 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">20 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">15,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">21 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">16 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">22 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">16,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">23 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">17 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">24 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">17,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">25 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">18 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">26 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">18,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">27 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">19 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">28 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">19,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">29 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">20 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">30 et au-del\u00e0 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">20 <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><\/center><\/p>\n<p>En cas de licenciement op\u00e9r\u00e9 dans une entreprise employant habituellement moins de onze salari\u00e9s, les montants minimaux fix\u00e9s ci-dessous sont applicables, par d\u00e9rogation \u00e0 ceux fix\u00e9s \u00e0 l&#8217;alin\u00e9a pr\u00e9c\u00e9dent : <\/p>\n<p><center><\/p>\n<table border=\"1\">\n<tbody>\n<tr>\n<th>Anciennet\u00e9 du salari\u00e9 dans l&#8217;entreprise <\/p>\n<p>(en ann\u00e9es compl\u00e8tes) <\/p>\n<\/th>\n<th>Indemnit\u00e9 minimale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<\/tr>\n<tr>\n<td align=\"center\">0 <\/td>\n<td align=\"center\">Sans objet <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">0,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">2 <\/td>\n<td align=\"center\">0,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">4 <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">5 <\/td>\n<td align=\"center\">1,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">6 <\/td>\n<td align=\"center\">1,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">7 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">8 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">9 <\/td>\n<td align=\"center\">2,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">10 <\/td>\n<td align=\"center\">2,5 <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><\/center><\/p>\n<p>Pour d\u00e9terminer le montant de l&#8217;indemnit\u00e9, le juge peut tenir compte, le cas \u00e9ch\u00e9ant, des indemnit\u00e9s de licenciement vers\u00e9es \u00e0 l&#8217;occasion de la rupture, \u00e0 l&#8217;exception de l&#8217;indemnit\u00e9 de licenciement mentionn\u00e9e \u00e0 l&#8217;article L. 1234-9. <\/p>\n<p>Cette indemnit\u00e9 est cumulable, le cas \u00e9ch\u00e9ant, avec les indemnit\u00e9s pr\u00e9vues aux articles L. 1235-12, L. 1235-13 et L. 1235-15, dans la limite des montants maximaux pr\u00e9vus au pr\u00e9sent article.<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section class=\"closing\" id=\"envoyer-pieces\" style=\"margin:48px 0 36px;padding:48px 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