{"id":1228969,"date":"2026-07-02T00:27:55","date_gmt":"2026-07-01T22:27:55","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-caen-le-30-avril-2026-n24-02489\/"},"modified":"2026-07-02T00:30:00","modified_gmt":"2026-07-01T22:30:00","slug":"cour-dappel-de-caen-le-30-avril-2026-n24-02489","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-caen-le-30-avril-2026-n24-02489\/","title":{"rendered":"Cour d&#8217;appel de Caen, le 30 avril 2026, n\u00b024\/02489"},"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-confirmation-de-labsence-de-manquement-a-lobligation-de-securite\">I. La confirmation de l&#8217;absence de manquement \u00e0 l&#8217;obligation de s\u00e9curit\u00e9<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-le-respect-des-preconisations-medicales-etabli-par-lemployeur\">A. Le respect des pr\u00e9conisations m\u00e9dicales \u00e9tabli par l&#8217;employeur<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-labsence-de-preuve-dun-manquement-anterieur-aux-restrictions-medicales\">B. L&#8217;absence de preuve d&#8217;un manquement ant\u00e9rieur aux restrictions m\u00e9dicales<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-lexigence-procedurale-renforcee-pour-la-consultation-du-cse\">II. L&#8217;exigence proc\u00e9durale renforc\u00e9e pour la consultation du CSE<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lobligation-dune-consultation-complete-et-eclairee-du-cse\">A. L&#8217;obligation d&#8217;une consultation compl\u00e8te et \u00e9clair\u00e9e du CSE<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-sanction-de-lirregularite-la-perte-de-cause-reelle-et-serieuse\">B. La sanction de l&#8217;irr\u00e9gularit\u00e9 : la perte de cause r\u00e9elle et s\u00e9rieuse<\/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 Caen, dans un arr\u00eat du 30 avril 2026, s&#8217;est prononc\u00e9e sur deux questions distinctes relatives \u00e0 l&#8217;ex\u00e9cution du contrat de travail et \u00e0 la r\u00e9gularit\u00e9 du licenciement pour inaptitude. Un salari\u00e9, victime de plusieurs accidents du travail, avait \u00e9t\u00e9 plac\u00e9 en mi-temps th\u00e9rapeutique avec interdiction de travail \u00e0 hauteur d&#8217;\u00e9paule. Affect\u00e9 au poste de kitting, il estimait que ce poste ne respectait pas les pr\u00e9conisations m\u00e9dicales et avait aggrav\u00e9 ses douleurs. Apr\u00e8s un nouvel accident, il fut d\u00e9clar\u00e9 inapte et licenci\u00e9. Le conseil de prud&#8217;hommes avait d\u00e9bout\u00e9 le salari\u00e9 de sa demande pour manquement \u00e0 l&#8217;obligation de s\u00e9curit\u00e9 mais avait jug\u00e9 le licenciement sans cause r\u00e9elle et s\u00e9rieuse, faute de consultation r\u00e9guli\u00e8re du CSE. L&#8217;employeur interjeta appel, et le salari\u00e9 forma un appel incident. La cour devait d\u00e9terminer si l&#8217;employeur avait bien respect\u00e9 son obligation de s\u00e9curit\u00e9 en tenant compte des restrictions m\u00e9dicales, et si la proc\u00e9dure de consultation du CSE avait \u00e9t\u00e9 valablement men\u00e9e. Elle confirma le d\u00e9bout\u00e9 sur l&#8217;obligation de s\u00e9curit\u00e9, estimant que les \u00e9l\u00e9ments produits \u00e9tablissaient le respect des pr\u00e9conisations. En revanche, elle infirma le jugement sur le licenciement, le jugeant sans cause r\u00e9elle et s\u00e9rieuse en raison de l&#8217;absence de preuve d&#8217;une consultation r\u00e9guli\u00e8re du CSE.<\/p>\n<h2 id=\"i-la-confirmation-de-labsence-de-manquement-a-lobligation-de-securite\">I. La confirmation de l&#8217;absence de manquement \u00e0 l&#8217;obligation de s\u00e9curit\u00e9<\/h2>\n<p><\/p>\n<h3 id=\"a-le-respect-des-preconisations-medicales-etabli-par-lemployeur\">A. Le respect des pr\u00e9conisations m\u00e9dicales \u00e9tabli par l&#8217;employeur<\/h3>\n<p>La cour consid\u00e8re que l&#8217;employeur a d\u00e9montr\u00e9 avoir pris en compte les restrictions \u00e9mises par le m\u00e9decin du travail. Elle rel\u00e8ve que les attestations de suivi successives mentionnent l&#8217;interdiction de travail \u00e0 hauteur d&#8217;\u00e9paule, sans aucune observation de non-conformit\u00e9. Le m\u00e9decin du travail a explicitement valid\u00e9 le poste de kitting, comme l&#8217;indique son courriel du 7 juillet 2023 : <em>&#8220;le poste de kitting avait en son temps \u00e9t\u00e9 valid\u00e9 par moi-m\u00eame et l&#8217;ergonome du secteur sur le terrain en pr\u00e9sence du salari\u00e9 et il r\u00e9pondait parfaitement aux restrictions et capacit\u00e9s restantes&#8221;<\/em>. La juge \u00e9carte les all\u00e9gations du salari\u00e9 sur la p\u00e9nibilit\u00e9 du poste, faute de preuves pr\u00e9cises et d&#8217;\u00e9l\u00e9ments objectifs. Elle souligne que les photographies et la fiche de cotation produites ne concernent pas le poste litigieux.<\/p>\n<h3 id=\"b-labsence-de-preuve-dun-manquement-anterieur-aux-restrictions-medicales\">B. L&#8217;absence de preuve d&#8217;un manquement ant\u00e9rieur aux restrictions m\u00e9dicales<\/h3>\n<p>Le salari\u00e9 invoquait \u00e9galement des conditions de travail ant\u00e9rieures, de novembre 2016 \u00e0 mai 2018, sur un poste de bo\u00eetier de direction, sans rotation. La cour \u00e9carte ce grief en relevant que le salari\u00e9 ne produit aucun \u00e9l\u00e9ment objectif sur les contraintes de ce poste, et surtout qu&#8217;aucune restriction m\u00e9dicale n&#8217;\u00e9tait alors en vigueur. Elle en d\u00e9duit que l&#8217;employeur n&#8217;a commis aucun manquement \u00e0 son obligation de s\u00e9curit\u00e9. Cette solution s&#8217;inscrit dans la ligne de la Cour d&#8217;appel de Bordeaux, qui a jug\u00e9 que <em>&#8220;l&#8217;employeur a pris toutes les mesures pour respecter son obligation de s\u00e9curit\u00e9&#8221;<\/em> et que le salari\u00e9 doit \u00eatre d\u00e9bout\u00e9 de ses demandes <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67b0330caf1698e52e8e25af\" rel=\"nofollow\" target=\"_blank\">(Cour d&#8217;appel de Bordeaux, le 12 f\u00e9vrier 2025, n\u00b022\/04399)<\/a><\/strong>.<\/p>\n<h2 id=\"ii-lexigence-procedurale-renforcee-pour-la-consultation-du-cse\">II. L&#8217;exigence proc\u00e9durale renforc\u00e9e pour la consultation du CSE<\/h2>\n<p><\/p>\n<h3 id=\"a-lobligation-dune-consultation-complete-et-eclairee-du-cse\">A. L&#8217;obligation d&#8217;une consultation compl\u00e8te et \u00e9clair\u00e9e du CSE<\/h3>\n<p>La cour examine la proc\u00e9dure de consultation du CSE pr\u00e9alable au licenciement pour inaptitude. Elle constate que l&#8217;employeur a convoqu\u00e9 le CSE le 16 novembre 2021, mais que les membres ont sollicit\u00e9 un report faute d&#8217;informations suffisantes. La direction a d&#8217;abord refus\u00e9, puis a accept\u00e9 une nouvelle r\u00e9union le 30 novembre. Or, aucun proc\u00e8s-verbal de ces r\u00e9unions n&#8217;est produit. La cour retient que l&#8217;employeur a lui-m\u00eame reconnu que les r\u00e9ponses donn\u00e9es le 16 novembre \u00e9taient impr\u00e9cises, et qu&#8217;il souhaitait <em>&#8220;recueillir un avis \u00e9clair\u00e9 des \u00e9lus&#8221;<\/em>. Elle en d\u00e9duit que la premi\u00e8re consultation n&#8217;\u00e9tait pas valable, car les membres du CSE n&#8217;avaient pas re\u00e7u de r\u00e9ponses compl\u00e8tes. Le fait que l&#8217;employeur ait tent\u00e9 d&#8217;organiser une seconde consultation ne suffit pas \u00e0 r\u00e9gulariser la proc\u00e9dure, faute de preuve que cette seconde r\u00e9union a permis un avis \u00e9clair\u00e9.<\/p>\n<h3 id=\"b-la-sanction-de-lirregularite-la-perte-de-cause-reelle-et-serieuse\">B. La sanction de l&#8217;irr\u00e9gularit\u00e9 : la perte de cause r\u00e9elle et s\u00e9rieuse<\/h3>\n<p>La cour d\u00e9duit de l&#8217;absence de preuve d&#8217;une consultation r\u00e9guli\u00e8re que le licenciement est d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse. Elle applique ainsi les dispositions de l&#8217;article L.1226-2 du code du travail, qui imposent \u00e0 l&#8217;employeur de consulter le CSE avant tout licenciement pour inaptitude. En l&#8217;esp\u00e8ce, l&#8217;employeur ne justifie pas avoir fourni tous les \u00e9l\u00e9ments n\u00e9cessaires ni que le CSE ait rendu un avis, m\u00eame n\u00e9gatif, en toute connaissance de cause. Cette solution est conforme \u00e0 la jurisprudence de la Cour d&#8217;appel de Riom, selon laquelle <em>&#8220;lorsqu&#8217;il est impossible \u00e0 l&#8217;employeur de proposer un autre emploi au salari\u00e9, il lui fait conna\u00eetre par \u00e9crit les motifs qui s&#8217;opposent \u00e0 son reclassement&#8221;<\/em> <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/6801dca32d41c0a3fc6ec9f9\" rel=\"nofollow\" target=\"_blank\">(Cour d&#8217;appel de Riom, le 15 avril 2025, n\u00b024\/01339)<\/a><\/strong>. La cour accorde au salari\u00e9 des dommages-int\u00e9r\u00eats de 11 000 euros, en consid\u00e9ration de son anciennet\u00e9 et de ses difficult\u00e9s de reclassement.<\/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\/67b0330caf1698e52e8e25af\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Bordeaux, le 12 f\u00e9vrier 2025, n\u00b022\/04399<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/6801dca32d41c0a3fc6ec9f9\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Riom, le 15 avril 2025, n\u00b024\/01339<\/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\/LEGIARTI000035653236\" rel=\"nofollow\" target=\"_blank\">Article L. 1226-2 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Lorsque le salari\u00e9 victime d&#8217;une maladie ou d&#8217;un accident non professionnel est d\u00e9clar\u00e9 inapte par le m\u00e9decin du travail, en application de l&#8217;article L. 4624-4, \u00e0 reprendre l&#8217;emploi qu&#8217;il occupait pr\u00e9c\u00e9demment, l&#8217;employeur lui propose un autre emploi appropri\u00e9 \u00e0 ses capacit\u00e9s, au sein de l&#8217;entreprise ou des entreprises du groupe auquel elle appartient le cas \u00e9ch\u00e9ant, situ\u00e9es sur le territoire national et dont l&#8217;organisation, les activit\u00e9s ou le lieu d&#8217;exploitation assurent la permutation de tout ou partie du personnel. <\/p>\n<p>Pour l&#8217;application du pr\u00e9sent article, la notion de groupe d\u00e9signe le groupe form\u00e9 par une entreprise appel\u00e9e entreprise dominante et les entreprises qu&#8217;elle contr\u00f4le dans les conditions d\u00e9finies \u00e0 l&#8217;article L. 233-1, aux I et II de l&#8217;article L. 233-3 et \u00e0 l&#8217;article L. 233-16 du code de commerce. <\/p>\n<p>Cette proposition prend en compte, apr\u00e8s avis du comit\u00e9 social et \u00e9conomique lorsqu&#8217;il existe, les conclusions \u00e9crites du m\u00e9decin du travail et les indications qu&#8217;il formule sur les capacit\u00e9s du salari\u00e9 \u00e0 exercer l&#8217;une des t\u00e2ches existantes dans l&#8217;entreprise. Le m\u00e9decin du travail formule \u00e9galement des indications sur la capacit\u00e9 du salari\u00e9 \u00e0 b\u00e9n\u00e9ficier d&#8217;une formation le pr\u00e9parant \u00e0 occuper un poste adapt\u00e9. <\/p>\n<p>L&#8217;emploi propos\u00e9 est aussi comparable que possible \u00e0 l&#8217;emploi pr\u00e9c\u00e9demment occup\u00e9, au besoin par la mise en oeuvre de mesures telles que mutations, am\u00e9nagements, adaptations ou transformations de postes existants ou am\u00e9nagement du temps de travail.<\/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 Caen, dans un arr\u00eat du 30 avril 2026, s&#8217;est prononc\u00e9e sur deux questions distinctes relatives \u00e0 l&#8217;ex\u00e9cution du contrat de travail et \u00e0&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9429,"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":"69f44536cdc6046d472eb7e9","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69f44536cdc6046d472eb7e9","_kj_judilibre_id":"69f44536cdc6046d472eb7e9","_kj_jur":"Cour d'appel","_kj_lieu":"Caen","_kj_chambre":"1\u00e8re chambre sociale","_kj_rg":"24\/02489","_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":[6455,6454,7123,6580,6718,6992],"tags":[],"class_list":["post-1228969","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","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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