{"id":1226069,"date":"2026-07-01T08:24:33","date_gmt":"2026-07-01T06:24:33","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-rennes-le-30-avril-2026-n23-00608\/"},"modified":"2026-07-01T08:44:07","modified_gmt":"2026-07-01T06:44:07","slug":"cour-dappel-de-rennes-le-30-avril-2026-n23-00608","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-rennes-le-30-avril-2026-n23-00608\/","title":{"rendered":"Cour d&#8217;appel de Rennes, le 30 avril 2026, n\u00b023\/00608"},"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-requalification-du-licenciement-pour-motif-personnel-en-licenciement-econom\">I. La requalification du licenciement pour motif personnel en licenciement \u00e9conomique par le juge prud&#8217;homal<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-loffice-du-juge-dans-la-recherche-de-la-cause-reelle-du-licenciement\">A. L&#8217;office du juge dans la recherche de la cause r\u00e9elle du licenciement<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-sanction-du-detournement-de-la-clause-de-mobilite\">B. La sanction du d\u00e9tournement de la clause de mobilit\u00e9<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-la-reparation-du-prejudice-consecutif-a-la-rupture-economique-sans-cause-reel\">II. La r\u00e9paration du pr\u00e9judice cons\u00e9cutif \u00e0 la rupture \u00e9conomique sans cause r\u00e9elle et s\u00e9rieuse<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lindemnisation-forfaitaire-du-licenciement-injustifie\">A. L&#8217;indemnisation forfaitaire du licenciement injustifi\u00e9<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-lindemnisation-de-la-perte-de-chance-de-beneficier-du-plan-de-sauvegarde-de-le\">B. L&#8217;indemnisation de la perte de chance de b\u00e9n\u00e9ficier du plan de sauvegarde de l&#8217;emploi<\/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 Rennes, dans un arr\u00eat du 30 avril 2026, a eu \u00e0 se prononcer sur la qualification d&#8217;un licenciement cons\u00e9cutif au refus d&#8217;une mutation impos\u00e9e par une clause de mobilit\u00e9. Le salari\u00e9, engag\u00e9 depuis 2011, s&#8217;\u00e9tait vu notifier une mutation \u00e0 la suite de la fermeture du magasin dont il \u00e9tait responsable, d\u00e9cision prise pour des motifs \u00e9conomiques av\u00e9r\u00e9s. Il avait refus\u00e9 cette affectation et avait \u00e9t\u00e9 licenci\u00e9 pour faute grave pour abandon de poste. Le conseil de prud&#8217;hommes de Rennes, le 19 d\u00e9cembre 2022, avait requalifi\u00e9 ce licenciement en licenciement sans cause r\u00e9elle et s\u00e9rieuse, jugeant que le motif r\u00e9el \u00e9tait \u00e9conomique. Les co-liquidateurs de l&#8217;employeur, plac\u00e9 en liquidation judiciaire, ont interjet\u00e9 appel, soutenant que le refus de mutation constituait un motif personnel justifiant la faute grave. Le salari\u00e9 a form\u00e9 un appel incident pour obtenir une majoration de ses dommages-int\u00e9r\u00eats et l&#8217;indemnisation de la perte de chance de b\u00e9n\u00e9ficier du plan de sauvegarde de l&#8217;emploi.<\/p>\n<p>La question de droit centrale \u00e9tait de savoir si le juge, confront\u00e9 \u00e0 un licenciement fond\u00e9 en apparence sur un motif disciplinaire, peut \u00e9carter cette qualification lorsqu&#8217;il \u00e9tablit que la cause v\u00e9ritable du licenciement est d&#8217;ordre \u00e9conomique, l&#8217;employeur ayant utilis\u00e9 la clause de mobilit\u00e9 de mauvaise foi pour contourner les r\u00e8gles protectrices du licenciement \u00e9conomique. La cour d&#8217;appel a confirm\u00e9 le jugement en requalifiant le licenciement et en le d\u00e9clarant d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse. Elle a \u00e9galement fix\u00e9 au passif de la liquidation judiciaire diverses cr\u00e9ances indemnitaires, r\u00e9duisant toutefois le montant allou\u00e9 au titre de la perte de chance de b\u00e9n\u00e9ficier du PSE.<\/p>\n<h2 id=\"i-la-requalification-du-licenciement-pour-motif-personnel-en-licenciement-econom\">I. La requalification du licenciement pour motif personnel en licenciement \u00e9conomique par le juge prud&#8217;homal<\/h2>\n<p><\/p>\n<h3 id=\"a-loffice-du-juge-dans-la-recherche-de-la-cause-reelle-du-licenciement\">A. L&#8217;office du juge dans la recherche de la cause r\u00e9elle du licenciement<\/h3>\n<p>Les juges du fond ne sont pas li\u00e9s par la qualification donn\u00e9e par l&#8217;employeur dans la lettre de licenciement. Ils doivent rechercher la v\u00e9ritable cause de la rupture, au-del\u00e0 des \u00e9nonciations formelles. La cour rappelle que <em>&#8220;le juge n&#8217;est pas li\u00e9 par la qualification donn\u00e9e aux faits par l&#8217;employeur, et il lui appartient de rechercher au-del\u00e0 des \u00e9nonciations de la lettre de licenciement, la v\u00e9ritable cause du licenciement&#8221;<\/em>. Si le motif all\u00e9gu\u00e9 est personnel mais que la cause r\u00e9elle est \u00e9conomique, le licenciement est sans cause r\u00e9elle et s\u00e9rieuse. En l&#8217;esp\u00e8ce, la lettre de licenciement invoquait un abandon de poste et un refus d&#8217;affectation. Cependant, les \u00e9l\u00e9ments de la proc\u00e9dure et les d\u00e9bats ont r\u00e9v\u00e9l\u00e9 que la mutation impos\u00e9e faisait suite \u00e0 la fermeture du magasin, elle-m\u00eame motiv\u00e9e par des difficult\u00e9s \u00e9conomiques structurelles. Le salari\u00e9 avait d&#8217;ailleurs soulign\u00e9 dans un courrier du 18 octobre 2018 que <em>&#8220;cette affectation ne constituait pas une modification de mon contrat de travail mais qu&#8217;elle s&#8217;imposerait \u00e0 moi&#8221;<\/em>. La cour a ainsi fait application de la r\u00e8gle selon laquelle la volont\u00e9 r\u00e9elle de l&#8217;employeur prime sur les motifs apparents, conform\u00e9ment \u00e0 une jurisprudence constante.<\/p>\n<h3 id=\"b-la-sanction-du-detournement-de-la-clause-de-mobilite\">B. La sanction du d\u00e9tournement de la clause de mobilit\u00e9<\/h3>\n<p>La clause de mobilit\u00e9 permet \u00e0 l&#8217;employeur de modifier le lieu de travail du salari\u00e9 sans modifier le contrat, \u00e0 condition d&#8217;\u00eatre mise en \u0153uvre de bonne foi. La cour rappelle que <em>&#8220;la seule existence d&#8217;une clause de mobilit\u00e9 ins\u00e9r\u00e9e dans le contrat de travail ne peut valablement permettre \u00e0 un employeur de se pr\u00e9valoir de son application, si le jeu de celle-ci est d\u00e9clench\u00e9 par des motifs \u00e9conomiques tenant \u00e0 la suppression d&#8217;un poste, pratique qui reviendrait \u00e0 contourner l&#8217;application des r\u00e8gles en mati\u00e8re de licenciement pour motif \u00e9conomique&#8221;<\/em>. En l&#8217;esp\u00e8ce, l&#8217;employeur \u00e9tait parfaitement conscient que la fermeture du magasin \u00e9tait due \u00e0 des difficult\u00e9s \u00e9conomiques, comme en attestent les comptes rendus du comit\u00e9 d&#8217;\u00e9tablissement et l&#8217;accord de PSE sign\u00e9 le 31 mai 2017. Il a ainsi utilis\u00e9 la clause de mobilit\u00e9 pour imposer une r\u00e9affectation au salari\u00e9, le privant des garanties attach\u00e9es au licenciement \u00e9conomique (cong\u00e9 de reclassement, contrat de s\u00e9curisation professionnelle). La cour a jug\u00e9 que cette mise en \u0153uvre \u00e9tait d\u00e9loyale et que <em>&#8220;c&#8217;est donc de mauvaise foi que l&#8217;employeur a proc\u00e9d\u00e9 au licenciement&#8221;<\/em>. La solution s&#8217;inscrit dans le prolongement de la jurisprudence exigeant que la clause de mobilit\u00e9 soit appliqu\u00e9e dans l&#8217;int\u00e9r\u00eat de l&#8217;entreprise et sans abus de droit.<\/p>\n<h2 id=\"ii-la-reparation-du-prejudice-consecutif-a-la-rupture-economique-sans-cause-reel\">II. La r\u00e9paration du pr\u00e9judice cons\u00e9cutif \u00e0 la rupture \u00e9conomique sans cause r\u00e9elle et s\u00e9rieuse<\/h2>\n<p><\/p>\n<h3 id=\"a-lindemnisation-forfaitaire-du-licenciement-injustifie\">A. L&#8217;indemnisation forfaitaire du licenciement injustifi\u00e9<\/h3>\n<p>L&#8217;article L. 1235-3 du code du travail pr\u00e9voit, pour un salari\u00e9 ayant huit ans d&#8217;anciennet\u00e9, une indemnit\u00e9 comprise entre trois et huit mois de salaire. La cour a allou\u00e9 au salari\u00e9 la somme de 18 000 euros, correspondant \u00e0 environ huit mois de salaire, en tenant compte de son \u00e2ge (38 ans), de sa situation familiale et de l&#8217;absence de justificatif de reclassement professionnel. Ce quantum maximal (8 mois) est justifi\u00e9 par la gravit\u00e9 du comportement de l&#8217;employeur, qui a d\u00e9lib\u00e9r\u00e9ment contourn\u00e9 les r\u00e8gles du licenciement \u00e9conomique. La cour confirme \u00e9galement le rappel de salaire pour la p\u00e9riode du 22 octobre au 4 d\u00e9cembre 2018, estimant que le refus du salari\u00e9 \u00e9tait l\u00e9gitime en raison de l&#8217;inex\u00e9cution de bonne foi de la clause de mobilit\u00e9. Elle fixe la cr\u00e9ance au passif de la liquidation judiciaire, avec les cong\u00e9s pay\u00e9s aff\u00e9rents. En revanche, le remboursement des indemnit\u00e9s ch\u00f4mage est limit\u00e9 \u00e0 quatre mois, conform\u00e9ment \u00e0 l&#8217;article L. 1235-4 du code du travail, appliqu\u00e9 d&#8217;office.<\/p>\n<h3 id=\"b-lindemnisation-de-la-perte-de-chance-de-beneficier-du-plan-de-sauvegarde-de-le\">B. L&#8217;indemnisation de la perte de chance de b\u00e9n\u00e9ficier du plan de sauvegarde de l&#8217;emploi<\/h3>\n<p>Le salari\u00e9 soutenait que, si son licenciement avait \u00e9t\u00e9 correctement qualifi\u00e9 d&#8217;\u00e9conomique, il aurait pu b\u00e9n\u00e9ficier des mesures du PSE sign\u00e9 le 31 mai 2017, applicable jusqu&#8217;au 31 d\u00e9cembre 2018. Son licenciement \u00e9tant intervenu le 4 janvier 2019, soit quatre jours apr\u00e8s l&#8217;\u00e9ch\u00e9ance, il arguait d&#8217;une perte de chance. La cour retient que <em>&#8220;la disparition actuelle et certaine d&#8217;une \u00e9ventualit\u00e9 favorable pour le salari\u00e9 de percevoir des indemnit\u00e9s extra l\u00e9gales par la faute de l&#8217;employeur est \u00e9tablie&#8221;<\/em>. Elle \u00e9value cette perte de chance \u00e0 18 000 euros, en consid\u00e9ration des aides du PSE (mobilit\u00e9, formation, indemnit\u00e9 suppl\u00e9mentaire). Ce montant est inf\u00e9rieur aux 23 000 euros allou\u00e9s par les premiers juges et aux 30 000 euros r\u00e9clam\u00e9s, car la perte de chance ne peut \u00eatre \u00e9gale \u00e0 l&#8217;avantage esp\u00e9r\u00e9. La cour fixe donc la cr\u00e9ance \u00e0 18 000 euros, rappelant que la perte de chance doit \u00eatre mesur\u00e9e par une fraction de l&#8217;avantage perdu. Cette solution est coh\u00e9rente avec la jurisprudence qui exige que le pr\u00e9judice soit certain et actuel. Elle garantit que le salari\u00e9 ne soit pas priv\u00e9 des protections que l&#8217;employeur avait lui-m\u00eame n\u00e9goci\u00e9es, m\u00eame si le licenciement est survenu apr\u00e8s la date limite pr\u00e9vue par l&#8217;accord.<\/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\/67f8af53b5ff6e72c96124f8\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Chamb\u00e9ry, le 10 avril 2025, n\u00b023\/01169<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/690af2cb28bf9d42b6cc7f50\" rel=\"nofollow\" target=\"_blank\">Cass. Chambre sociale, le 5 novembre 2025, n\u00b023-20.696<\/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\/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<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000048600688\" rel=\"nofollow\" target=\"_blank\">Article L. 1235-4 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Dans les cas pr\u00e9vus aux articles L. 1132-4, L. 1134-4, L. 1144-3, L. 1152-3, L. 1153-4, L. 1235-3 et L. 1235-11, le juge ordonne le remboursement par l&#8217;employeur fautif aux organismes int\u00e9ress\u00e9s de tout ou partie des indemnit\u00e9s de ch\u00f4mage vers\u00e9es au salari\u00e9 licenci\u00e9, du jour de son licenciement au jour du jugement prononc\u00e9, dans la limite de six mois d&#8217;indemnit\u00e9s de ch\u00f4mage par salari\u00e9 int\u00e9ress\u00e9.<\/p>\n<p>Ce remboursement est ordonn\u00e9 d&#8217;office lorsque les organismes int\u00e9ress\u00e9s ne sont pas intervenus \u00e0 l&#8217;instance ou n&#8217;ont pas fait conna\u00eetre le montant des indemnit\u00e9s vers\u00e9es.<\/p>\n<p>Pour le remboursement pr\u00e9vu au premier alin\u00e9a, le directeur g\u00e9n\u00e9ral de l&#8217;op\u00e9rateur France Travail ou la personne qu&#8217;il d\u00e9signe au sein de l&#8217;op\u00e9rateur France Travail peut, pour le compte de l&#8217;op\u00e9rateur France Travail, de l&#8217;organisme charg\u00e9 de la gestion du r\u00e9gime d&#8217;assurance ch\u00f4mage mentionn\u00e9 \u00e0 l&#8217;article L. 5427-1, de l&#8217;Etat ou des employeurs mentionn\u00e9s \u00e0 l&#8217;article L. 5424-1, dans des d\u00e9lais et selon des conditions fix\u00e9s par d\u00e9cret en Conseil d&#8217;Etat, et apr\u00e8s mise en demeure, d\u00e9livrer une contrainte qui, \u00e0 d\u00e9faut d&#8217;opposition du d\u00e9biteur devant la juridiction comp\u00e9tente, comporte tous les effets d&#8217;un jugement et conf\u00e8re le b\u00e9n\u00e9fice de l&#8217;hypoth\u00e8que judiciaire.<\/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\" 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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 Rennes, dans un arr\u00eat du 30 avril 2026, a eu \u00e0 se prononcer sur la qualification d&#8217;un licenciement cons\u00e9cutif au refus d&#8217;une mutation&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4922,"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":"69f43807cdc6046d472d425e","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69f43807cdc6046d472d425e","_kj_judilibre_id":"69f43807cdc6046d472d425e","_kj_jur":"Cour d'appel","_kj_lieu":"Rennes","_kj_chambre":"7\u00e8me Ch Prud'homale","_kj_rg":"23\/00608","_kj_date":"2026-04-30","_wpcom_ai_launchpad_first_post":false,"_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-1226069","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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