{"id":1233897,"date":"2026-07-02T23:25:17","date_gmt":"2026-07-02T21:25:17","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-douai-le-30-avril-2026-n25-00208\/"},"modified":"2026-07-02T23:34:17","modified_gmt":"2026-07-02T21:34:17","slug":"cour-dappel-de-douai-le-30-avril-2026-n25-00208","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-douai-le-30-avril-2026-n25-00208\/","title":{"rendered":"Cour d&#8217;appel de Douai, le 30 avril 2026, n\u00b025\/00208"},"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-consecration-du-droit-aux-conges-payes-en-periode-de-maladie-non-profession\">I. La cons\u00e9cration du droit aux cong\u00e9s pay\u00e9s en p\u00e9riode de maladie non professionnelle<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-la-mise-en-conformite-du-droit-interne-avec-le-droit-de-lunion-europeenne\">A. La mise en conformit\u00e9 du droit interne avec le droit de l\u2019Union europ\u00e9enne<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-le-regime-de-prescription-et-dindemnisation\">B. Le r\u00e9gime de prescription et d\u2019indemnisation<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-le-controle-de-lobligation-de-reclassement-et-labsence-de-discrimination\">II. Le contr\u00f4le de l\u2019obligation de reclassement et l\u2019absence de discrimination<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-labsence-de-discrimination-en-raison-du-handicap\">A. L\u2019absence de discrimination en raison du handicap<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-le-manquement-a-lobligation-de-reclassement-justifiant-la-privation-de-cause-r\">B. Le manquement \u00e0 l\u2019obligation de reclassement justifiant la privation 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 salari\u00e9e, engag\u00e9e par une soci\u00e9t\u00e9 d\u2019int\u00e9rim, a \u00e9t\u00e9 plac\u00e9e en arr\u00eat maladie non professionnelle de novembre 2019 \u00e0 septembre 2023. D\u00e9clar\u00e9e inapte le 7 septembre 2023, elle a \u00e9t\u00e9 licenci\u00e9e le 13 octobre 2023. Saisi d\u2019une demande en paiement d\u2019une indemnit\u00e9 compensatrice de cong\u00e9s pay\u00e9s acquis durant ses arr\u00eats et d\u2019une contestation du licenciement pour discrimination en raison du handicap, le conseil de prud\u2019hommes avait partiellement accueilli ses demandes. La salari\u00e9e a interjet\u00e9 appel, et l\u2019employeur a form\u00e9 appel incident.<\/p>\n<p>La Cour d\u2019appel de Douai, dans son arr\u00eat du 30 avril 2026 (n\u00b025\/00208), \u00e9tait confront\u00e9e \u00e0 deux questions principales. La premi\u00e8re portait sur le droit aux cong\u00e9s pay\u00e9s d\u2019un salari\u00e9 en arr\u00eat maladie non professionnelle et sur la prescription de l\u2019action en paiement de l\u2019indemnit\u00e9 compensatrice. La seconde concernait la validit\u00e9 du licenciement pour inaptitude, sous l\u2019angle de la discrimination li\u00e9e au handicap et du respect de l\u2019obligation de reclassement.<\/p>\n<p>La cour a jug\u00e9 que la salari\u00e9e pouvait pr\u00e9tendre \u00e0 des droits \u00e0 cong\u00e9s pay\u00e9s au titre de ses p\u00e9riodes de maladie, en application de la jurisprudence de la chambre sociale de la Cour de cassation du 13 septembre 2023, \u00e9cartant partiellement l\u2019article L.3141-3 du code du travail pour le rendre conforme au droit de l\u2019Union europ\u00e9enne. Elle a toutefois limit\u00e9 sa cr\u00e9ance \u00e0 la p\u00e9riode non prescrite, soit post\u00e9rieure au 13 octobre 2020, et a condamn\u00e9 l\u2019employeur \u00e0 lui verser 2 283,60 euros. Sur le licenciement, la cour a \u00e9cart\u00e9 la discrimination en raison du handicap, faute d\u2019\u00e9l\u00e9ments laissant supposer un lien entre les manquements invoqu\u00e9s et le handicap. En revanche, elle a retenu que l\u2019employeur n\u2019avait pas accompli de mani\u00e8re compl\u00e8te et s\u00e9rieuse son obligation de reclassement, en ne justifiant pas de recherches aupr\u00e8s de l\u2019ensemble des soci\u00e9t\u00e9s du groupe. Elle a donc d\u00e9clar\u00e9 le licenciement sans cause r\u00e9elle et s\u00e9rieuse et allou\u00e9 \u00e0 la salari\u00e9e une indemnit\u00e9 de 6 500 euros, outre une indemnit\u00e9 compensatrice de pr\u00e9avis.<\/p>\n<p>L\u2019arr\u00eat illustre la conciliation entre les exigences du droit de l\u2019Union europ\u00e9enne et les r\u00e8gles internes en mati\u00e8re de cong\u00e9s pay\u00e9s, tout en pr\u00e9cisant les contours de l\u2019obligation de reclassement de l\u2019employeur en pr\u00e9sence d\u2019un salari\u00e9 handicap\u00e9.<\/p>\n<h2 id=\"i-la-consecration-du-droit-aux-conges-payes-en-periode-de-maladie-non-profession\">I. La cons\u00e9cration du droit aux cong\u00e9s pay\u00e9s en p\u00e9riode de maladie non professionnelle<\/h2>\n<p><\/p>\n<h3 id=\"a-la-mise-en-conformite-du-droit-interne-avec-le-droit-de-lunion-europeenne\">A. La mise en conformit\u00e9 du droit interne avec le droit de l\u2019Union europ\u00e9enne<\/h3>\n<p>La Cour d\u2019appel de Douai rappelle que le droit au cong\u00e9 annuel pay\u00e9 constitue un principe essentiel du droit social de l\u2019Union. Elle \u00e9carte partiellement l\u2019application de l\u2019article L.3141-3 du code du travail, qui subordonnait l\u2019acquisition de cong\u00e9s \u00e0 l\u2019ex\u00e9cution d\u2019un travail effectif, pour les salari\u00e9s dont le contrat est suspendu par un arr\u00eat maladie non professionnel. Elle se fonde sur la jurisprudence de la chambre sociale de la Cour de cassation du 13 septembre 2023, qui a impos\u00e9 cette mise en conformit\u00e9. La cour souligne que la d\u00e9cision du Conseil constitutionnel du 8 f\u00e9vrier 2024 d\u00e9clarant les dispositions ant\u00e9rieures conformes \u00e0 la Constitution ne fait pas obstacle \u00e0 l\u2019application du droit de l\u2019Union, puisque la primaut\u00e9 de celui-ci justifie l\u2019\u00e9cartement partiel de la loi nationale. Ainsi, la salari\u00e9e peut pr\u00e9tendre \u00e0 des droits \u00e0 cong\u00e9s pay\u00e9s pour ses arr\u00eats maladie, m\u00eame si la loi du 22 avril 2024 n\u2019est pas directement applicable aux actions introduites avant sa publication.<\/p>\n<h3 id=\"b-le-regime-de-prescription-et-dindemnisation\">B. Le r\u00e9gime de prescription et d\u2019indemnisation<\/h3>\n<p>La cour pr\u00e9cise le point de d\u00e9part de la prescription triennale de l\u2019article L.3245-1 du code du travail. L\u2019indemnit\u00e9 compensatrice de cong\u00e9s pay\u00e9s, de nature salariale, devient exigible \u00e0 la rupture du contrat de travail. En l\u2019esp\u00e8ce, la rupture \u00e9tant intervenue le 13 octobre 2023 et la requ\u00eate ayant \u00e9t\u00e9 d\u00e9pos\u00e9e le 18 janvier 2024, l\u2019action n\u2019est pas prescrite. Toutefois, la cr\u00e9ance ne peut porter que sur les sommes dues au titre des trois ann\u00e9es pr\u00e9c\u00e9dant la rupture, soit \u00e0 compter du 13 octobre 2020. La cour confirme la prescription des droits ant\u00e9rieurs. Elle \u00e9carte l\u2019argument de l\u2019employeur tir\u00e9 de l\u2019expiration des cong\u00e9s dans un d\u00e9lai de quinze mois, au motif que les dispositions de l\u2019article L.3141-19-1 issues de la loi du 22 avril 2024 ne sont pas applicables en raison des dispositions transitoires. En cons\u00e9quence, elle alloue \u00e0 la salari\u00e9e une indemnit\u00e9 de 2 283,60 euros correspondant \u00e0 38,06 jours de cong\u00e9s.<\/p>\n<h2 id=\"ii-le-controle-de-lobligation-de-reclassement-et-labsence-de-discrimination\">II. Le contr\u00f4le de l\u2019obligation de reclassement et l\u2019absence de discrimination<\/h2>\n<p><\/p>\n<h3 id=\"a-labsence-de-discrimination-en-raison-du-handicap\">A. L\u2019absence de discrimination en raison du handicap<\/h3>\n<p>La cour applique le m\u00e9canisme probatoire de l\u2019article L.1134-1 du code du travail. Il incombe au salari\u00e9 de pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer l\u2019existence d\u2019une discrimination directe ou indirecte. La salari\u00e9e invoquait plusieurs griefs, notamment l\u2019absence de formation adapt\u00e9e, le d\u00e9faut de consultation du comit\u00e9 social et \u00e9conomique, le non-respect de ses souhaits de mobilit\u00e9, et l\u2019insuffisance des recherches de reclassement dans le groupe. La cour examine chacun de ces faits. Elle constate que les faits relatifs \u00e0 l\u2019absence de formation et \u00e0 la non-proposition d\u2019un poste d\u2019assistante administrative ne sont pas mat\u00e9riellement \u00e9tablis. En revanche, elle retient comme mat\u00e9riellement \u00e9tablis l\u2019erreur dans la lettre de licenciement concernant le refus de mobilit\u00e9 et l\u2019absence de recherches compl\u00e8tes de reclassement aupr\u00e8s des autres soci\u00e9t\u00e9s du groupe. Cependant, elle estime que ces \u00e9l\u00e9ments ne laissent pas supposer une discrimination en raison du handicap, car ils n\u2019ont aucun lien avec celui-ci. L\u2019erreur dans la lettre est une simple inexactitude et le d\u00e9faut de reclassement n\u2019est pas rattachable au handicap. La cour confirme donc le rejet de la demande de nullit\u00e9 du licenciement pour discrimination.<\/p>\n<h3 id=\"b-le-manquement-a-lobligation-de-reclassement-justifiant-la-privation-de-cause-r\">B. Le manquement \u00e0 l\u2019obligation de reclassement justifiant la privation de cause r\u00e9elle et s\u00e9rieuse<\/h3>\n<p>La cour rappelle que l\u2019employeur est tenu, en application de l\u2019article L.1226-2 du code du travail, de proposer un emploi appropri\u00e9 aux capacit\u00e9s du salari\u00e9 d\u00e9clar\u00e9 inapte, apr\u00e8s avoir consult\u00e9 le m\u00e9decin du travail et recherch\u00e9 un poste au sein de l\u2019entreprise et du groupe. En l\u2019esp\u00e8ce, l\u2019employeur a adress\u00e9 une t\u00e9l\u00e9copie \u00e0 toutes les soci\u00e9t\u00e9s du groupe, mais il ne produit qu\u2019une trentaine de r\u00e9ponses n\u00e9gatives alors que le groupe compte 350 agences. La cour rel\u00e8ve que l\u2019employeur ne justifie pas avoir relanc\u00e9 les soci\u00e9t\u00e9s rest\u00e9es silencieuses, en particulier celles situ\u00e9es dans la r\u00e9gion o\u00f9 la salari\u00e9e avait accept\u00e9 une mobilit\u00e9. Elle en d\u00e9duit que les recherches n\u2019\u00e9taient pas compl\u00e8tes et s\u00e9rieuses. Par suite, le licenciement pour inaptitude est d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse. La cour infirme le jugement sur ce point et condamne l\u2019employeur \u00e0 verser \u00e0 la salari\u00e9e une indemnit\u00e9 de 6 500 euros pour perte injustifi\u00e9e de l\u2019emploi, ainsi qu\u2019une indemnit\u00e9 compensatrice de pr\u00e9avis de 5 400,45 euros, outre les cong\u00e9s pay\u00e9s aff\u00e9rents. Elle ordonne \u00e9galement la remise de documents sociaux rectifi\u00e9s et le remboursement des indemnit\u00e9s ch\u00f4mage dans la limite de six mois.<\/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\/67b81d83ab36edb5c45651a3\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Saint-Denis de la R\u00e9union, le 20 f\u00e9vrier 2025, n\u00b022\/01025<\/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\/LEGIARTI000033020826\" rel=\"nofollow\" target=\"_blank\">Article L. 3141-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Le salari\u00e9 a droit \u00e0 un cong\u00e9 de deux jours et demi ouvrables par mois de travail effectif chez le m\u00eame employeur. <\/p>\n<p> La dur\u00e9e totale du cong\u00e9 exigible ne peut exc\u00e9der trente jours ouvrables. <\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000027566295\" rel=\"nofollow\" target=\"_blank\">Article L. 3245-1 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;action en paiement ou en r\u00e9p\u00e9tition du salaire se prescrit par trois ans \u00e0 compter du jour o\u00f9 celui qui l&#8217;exerce a connu ou aurait d\u00fb conna\u00eetre les faits lui permettant de l&#8217;exercer. La demande peut porter sur les sommes dues au titre des trois derni\u00e8res ann\u00e9es \u00e0 compter de ce jour ou, lorsque le contrat de travail est rompu, sur les sommes dues au titre des trois ann\u00e9es pr\u00e9c\u00e9dant la rupture du contrat.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000033461510\" rel=\"nofollow\" target=\"_blank\">Article L. 1134-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Lorsque survient un litige en raison d&#8217;une m\u00e9connaissance des dispositions du chapitre II, le candidat \u00e0 un emploi, \u00e0 un stage ou \u00e0 une p\u00e9riode de formation en entreprise ou le salari\u00e9 pr\u00e9sente des \u00e9l\u00e9ments de fait laissant supposer l&#8217;existence d&#8217;une discrimination directe ou indirecte, telle que d\u00e9finie \u00e0 l&#8217;article 1er de la loi n\u00b0 2008-496 du 27 mai 2008 portant diverses dispositions d&#8217;adaptation au droit communautaire dans le domaine de la lutte contre les discriminations. <\/p>\n<p>Au vu de ces \u00e9l\u00e9ments, il incombe \u00e0 la partie d\u00e9fenderesse de prouver que sa d\u00e9cision est justifi\u00e9e par des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 toute discrimination. <\/p>\n<p>Le juge forme sa conviction apr\u00e8s avoir ordonn\u00e9, en cas de besoin, toutes les mesures d&#8217;instruction qu&#8217;il estime utiles.<\/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 salari\u00e9e, engag\u00e9e par une soci\u00e9t\u00e9 d\u2019int\u00e9rim, a \u00e9t\u00e9 plac\u00e9e en arr\u00eat maladie non professionnelle de novembre 2019 \u00e0 septembre 2023. D\u00e9clar\u00e9e inapte le 7&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4736,"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":"69fc2611cdc6046d47e21cfd","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69fc2611cdc6046d47e21cfd","_kj_judilibre_id":"69fc2611cdc6046d47e21cfd","_kj_jur":"Cour d'appel","_kj_lieu":"Douai","_kj_chambre":"Sociale B salle 2","_kj_rg":"25\/00208","_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-1233897","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) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de Douai, le 30 avril 2026, n\u00b025\/00208 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La salari\u00e9e, engag\u00e9e par une soci\u00e9t\u00e9 d\u2019int\u00e9rim, a \u00e9t\u00e9 plac\u00e9e en arr\u00eat maladie non professionnelle de novembre 2019 \u00e0 septembre 2023. 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