{"id":1233925,"date":"2026-07-02T23:26:41","date_gmt":"2026-07-02T21:26:41","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-douai-le-30-avril-2026-n25-00241\/"},"modified":"2026-07-02T23:32:55","modified_gmt":"2026-07-02T21:32:55","slug":"cour-dappel-de-douai-le-30-avril-2026-n25-00241","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-douai-le-30-avril-2026-n25-00241\/","title":{"rendered":"Cour d&#8217;appel de Douai, le 30 avril 2026, n\u00b025\/00241"},"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-laffirmation-du-principe-protecteur-en-cas-de-maladie-professionnelle\">I. L\u2019affirmation du principe protecteur en cas de maladie professionnelle<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-le-rattachement-de-linaptitude-a-lorigine-professionnelle\">A. Le rattachement de l\u2019inaptitude \u00e0 l\u2019origine professionnelle<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-labsence-de-caractere-abusif-du-refus-de-reclassement-modifiant-le-contrat\">B. L\u2019absence de caract\u00e8re abusif du refus de reclassement modifiant le contrat<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-la-consecration-des-droits-indemnitaires-et-la-portee-de-la-solution\">II. La cons\u00e9cration des droits indemnitaires et la port\u00e9e de la solution<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lapplication-des-indemnites-de-rupture-majorees\">A. L\u2019application des indemnit\u00e9s de rupture major\u00e9es<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-portee-de-la-decision-dans-lequilibre-des-droits-du-salarie-inapte\">B. La port\u00e9e de la d\u00e9cision dans l\u2019\u00e9quilibre des droits du salari\u00e9 inapte<\/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>Le 30 avril 2026, la Cour d\u2019appel de Douai (chambre sociale B, n\u00b025\/00241) a \u00e9t\u00e9 saisie d\u2019un litige opposant une salari\u00e9e \u00e0 son employeur. La salari\u00e9e, directrice de magasin, a \u00e9t\u00e9 victime d\u2019une maladie professionnelle reconnue par la caisse primaire d\u2019assurance maladie le 4 juillet 2022. D\u00e9clar\u00e9e inapte par le m\u00e9decin du travail, elle a refus\u00e9 les quarante-trois postes de reclassement propos\u00e9s par son employeur, tous assortis d\u2019une r\u00e9mun\u00e9ration inf\u00e9rieure. Licenci\u00e9e le 27 f\u00e9vrier 2023 pour inaptitude et impossibilit\u00e9 de reclassement, elle a saisi la juridiction prud\u2019homale d\u2019une demande en paiement des indemnit\u00e9s sp\u00e9ciales pr\u00e9vues \u00e0 l\u2019article L. 1226-14 du code du travail. Les premiers juges ont rejet\u00e9 ses pr\u00e9tentions. La question de droit soumise \u00e0 la cour \u00e9tait de savoir si le refus du salari\u00e9 d\u2019accepter un poste de reclassement impliquant une modification de son contrat de travail peut \u00eatre qualifi\u00e9 d\u2019abusif, privant ainsi l\u2019int\u00e9ress\u00e9 des indemnit\u00e9s protectrices dues en cas d\u2019inaptitude d\u2019origine professionnelle. La Cour d\u2019appel de Douai a infirm\u00e9 le jugement et condamn\u00e9 l\u2019employeur au paiement de l\u2019indemnit\u00e9 sp\u00e9ciale de licenciement doubl\u00e9e, de l\u2019indemnit\u00e9 compensatrice de pr\u00e9avis et d\u2019une indemnit\u00e9 de proc\u00e9dure.<\/p>\n<h2 id=\"i-laffirmation-du-principe-protecteur-en-cas-de-maladie-professionnelle\">I. L\u2019affirmation du principe protecteur en cas de maladie professionnelle<\/h2>\n<p><\/p>\n<h3 id=\"a-le-rattachement-de-linaptitude-a-lorigine-professionnelle\">A. Le rattachement de l\u2019inaptitude \u00e0 l\u2019origine professionnelle<\/h3>\n<p>La cour rappelle que le salari\u00e9 victime d\u2019une maladie professionnelle b\u00e9n\u00e9ficie d\u2019une protection sp\u00e9cifique d\u00e8s lors que l\u2019inaptitude, quel que soit le moment o\u00f9 elle est constat\u00e9e, a au moins partiellement pour origine cette maladie et que l\u2019employeur en avait connaissance au moment du licenciement. En l\u2019esp\u00e8ce, les \u00e9l\u00e9ments m\u00e9dicaux vers\u00e9s aux d\u00e9bats, notamment le certificat initial de maladie professionnelle du 23 mai 2022 et l\u2019avis d\u2019inaptitude, \u00e9tablissent sans contestation que la tendinopathie du coude gauche dont souffre la salari\u00e9e a \u00e9t\u00e9 provoqu\u00e9e par ses gestes habituels de manutention. La cour rel\u00e8ve que la caisse primaire a notifi\u00e9 la prise en charge de la maladie \u00e0 l\u2019employeur d\u00e8s le 4 juillet 2022 et que ce dernier a eu connaissance de l\u2019avis d\u2019inaptitude sur la base duquel il a rompu le contrat. D\u00e8s lors, la soci\u00e9t\u00e9 ne pouvait ignorer que l\u2019inaptitude \u00e9tait cons\u00e9cutive \u00e0 une maladie professionnelle contract\u00e9e \u00e0 son service. Ce constat ouvre droit aux indemnit\u00e9s de rupture major\u00e9es, sauf \u00e0 d\u00e9montrer que le refus des offres de reclassement \u00e9tait abusif.<\/p>\n<h3 id=\"b-labsence-de-caractere-abusif-du-refus-de-reclassement-modifiant-le-contrat\">B. L\u2019absence de caract\u00e8re abusif du refus de reclassement modifiant le contrat<\/h3>\n<p>La cour examine les quarante-trois postes propos\u00e9s et rel\u00e8ve, sans \u00eatre contredite, qu\u2019ils \u00e9taient tous assortis d\u2019une r\u00e9mun\u00e9ration inf\u00e9rieure \u00e0 celle per\u00e7ue ant\u00e9rieurement. Or, une telle baisse de r\u00e9mun\u00e9ration constitue une modification du contrat de travail, que le salari\u00e9 est en droit de refuser. La cour \u00e9nonce un principe clair : <em>&#8221; d\u00e8s lors qu\u2019il est de r\u00e8gle que le refus du salari\u00e9 d\u2019accepter un reclassement impliquant une modification de son contrat de travail n\u2019est jamais abusif &#8220;<\/em>. Ce raisonnement s\u2019inscrit dans une logique protectrice : l\u2019inaptitude d\u2019origine professionnelle place le salari\u00e9 dans une situation de vuln\u00e9rabilit\u00e9 que le l\u00e9gislateur a entendu compenser par des garanties renforc\u00e9es. L\u2019employeur ne peut contourner cette protection en imposant au salari\u00e9 un choix entre l\u2019acceptation d\u2019un poste d\u00e9grad\u00e9 et la perte des indemnit\u00e9s sp\u00e9ciales. La cour \u00e9carte ainsi l\u2019argument de la soci\u00e9t\u00e9 selon lequel tous ses postes de directeur comportent des op\u00e9rations de manutention, jugeant ce moyen inopposable pour d\u00e9nier les droits de la salari\u00e9e.<\/p>\n<h2 id=\"ii-la-consecration-des-droits-indemnitaires-et-la-portee-de-la-solution\">II. La cons\u00e9cration des droits indemnitaires et la port\u00e9e de la solution<\/h2>\n<p><\/p>\n<h3 id=\"a-lapplication-des-indemnites-de-rupture-majorees\">A. L\u2019application des indemnit\u00e9s de rupture major\u00e9es<\/h3>\n<p>La cour applique les dispositions de l\u2019article L. 1226-14 du code du travail, qui pr\u00e9voient le versement d\u2019une indemnit\u00e9 compensatrice \u00e9gale \u00e0 l\u2019indemnit\u00e9 de pr\u00e9avis et d\u2019une indemnit\u00e9 sp\u00e9ciale de licenciement \u00e9gale au double de l\u2019indemnit\u00e9 l\u00e9gale. Comme le rappelle la jurisprudence, <em>&#8221; les r\u00e8gles protectrices applicables aux victimes d\u2019un accident du travail ou d\u2019une maladie professionnelle s\u2019appliquent d\u00e8s lors que l\u2019inaptitude du salari\u00e9, quel que soit le moment o\u00f9 elle est constat\u00e9e ou invoqu\u00e9e, a, au moins partiellement, pour origine cet accident ou cette maladie et que l\u2019employeur avait connaissance de cette origine au moment du licenciement &#8220;<\/em> <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/681ee0e13117821d99f63faf\" rel=\"nofollow\" target=\"_blank\">(Cour d\u2019appel de Colmar, 29 avril 2025, n\u00b022\/04255)<\/a><\/strong>. En l\u2019esp\u00e8ce, la salari\u00e9e a per\u00e7u une indemnit\u00e9 de licenciement de 33 406 euros que l\u2019employeur qualifie d\u2019indemnit\u00e9 conventionnelle. La cour \u00e9carte cette argumentation : le bulletin de paie et l\u2019attestation employeur mentionnent une indemnit\u00e9 l\u00e9gale, de sorte que le doublement est d\u00fb. Elle accorde donc 33 406 euros au titre de l\u2019indemnit\u00e9 sp\u00e9ciale de licenciement et 13 369 euros au titre de l\u2019indemnit\u00e9 compensatrice de pr\u00e9avis, rejetant en revanche la demande de cong\u00e9s pay\u00e9s sur pr\u00e9avis.<\/p>\n<h3 id=\"b-la-portee-de-la-decision-dans-lequilibre-des-droits-du-salarie-inapte\">B. La port\u00e9e de la d\u00e9cision dans l\u2019\u00e9quilibre des droits du salari\u00e9 inapte<\/h3>\n<p>La solution d\u00e9gag\u00e9e par la Cour d\u2019appel de Douai clarifie le r\u00e9gime du refus de reclassement en pr\u00e9sence d\u2019une inaptitude d\u2019origine professionnelle. En affirmant que le refus d\u2019un poste modifiant le contrat n\u2019est jamais abusif, elle fait primer la protection du salari\u00e9 sur les int\u00e9r\u00eats de l\u2019employeur. Cette position est coh\u00e9rente avec les exigences de l\u2019article L. 1226-10 du code du travail, qui impose \u00e0 l\u2019employeur de rechercher un reclassement dans des conditions de r\u00e9mun\u00e9ration et de qualification \u00e9quivalentes. La Cour d\u2019appel de Douai avait d\u00e9j\u00e0 jug\u00e9, dans une esp\u00e8ce voisine, que <em>&#8221; les deux autres postes (coffreur bancheur et ferrailleur au sein de la soci\u00e9t\u00e9 Sylvagreg) garantissent un niveau de qualification et de r\u00e9mun\u00e9ration identiques \u00e0 l\u2019emploi jusqu\u2019alors occup\u00e9 &#8220;<\/em> et que leur refus \u00e9tait abusif <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/6801dfda354955cf78ced52e\" rel=\"nofollow\" target=\"_blank\">(Cour d\u2019appel de Douai, 31 janvier 2025, n\u00b022\/01683)<\/a><\/strong>. Par contraste, en l\u2019esp\u00e8ce, aucun des postes propos\u00e9s ne r\u00e9pondait \u00e0 cette exigence d\u2019\u00e9quivalence. La d\u00e9cision du 30 avril 2026 renforce donc la protection des salari\u00e9s inaptes en pr\u00e9cisant que l\u2019employeur ne peut escompter un refus sanctionnable lorsqu\u2019il n\u2019a pas offert un reclassement \u00e9quivalent. Elle constitue un rappel utile des obligations patronales dans le cadre de l\u2019obligation 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\/6801dfda354955cf78ced52e\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Douai, le 31 janvier 2025, n\u00b022\/01683<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/681ee0e13117821d99f63faf\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Colmar, le 29 avril 2025, n\u00b022\/04255<\/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\/LEGIARTI000006900981\" rel=\"nofollow\" target=\"_blank\">Article L. 1226-14 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>La rupture du contrat de travail dans les cas pr\u00e9vus au deuxi\u00e8me alin\u00e9a de l&#8217;article L. 1226-12 ouvre droit, pour le salari\u00e9, \u00e0 une indemnit\u00e9 compensatrice d&#8217;un montant \u00e9gal \u00e0 celui de l&#8217;indemnit\u00e9 compensatrice de pr\u00e9avis pr\u00e9vue \u00e0 l&#8217;article L. 1234-5 ainsi qu&#8217;\u00e0 une indemnit\u00e9 sp\u00e9ciale de licenciement qui, sauf dispositions conventionnelles plus favorables, est \u00e9gale au double de l&#8217;indemnit\u00e9 pr\u00e9vue par l&#8217;article L. 1234-9.<\/p>\n<p>Toutefois, ces indemnit\u00e9s ne sont pas dues par l&#8217;employeur qui \u00e9tablit que le refus par le salari\u00e9 du reclassement qui lui est propos\u00e9 est abusif.<\/p>\n<p>Les dispositions du pr\u00e9sent article ne se cumulent pas avec les avantages de m\u00eame nature pr\u00e9vus par des dispositions conventionnelles ou contractuelles en vigueur au 7 janvier 1981 et destin\u00e9s \u00e0 compenser le pr\u00e9judice r\u00e9sultant de la perte de l&#8217;emploi cons\u00e9cutive \u00e0 l&#8217;accident du travail ou \u00e0 la maladie professionnelle.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000035653215\" rel=\"nofollow\" target=\"_blank\">Article L. 1226-10 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;un accident du travail ou d&#8217;une maladie professionnelle 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>Cette proposition prend en compte, apr\u00e8s avis du comit\u00e9 \u00e9conomique et social, 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 existant dans l&#8217;entreprise. Le m\u00e9decin du travail formule \u00e9galement des indications sur l&#8217;aptitude 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<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<\/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. 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La salari\u00e9e,&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9570,"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":"69fc25e5cdc6046d47e21a00","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69fc25e5cdc6046d47e21a00","_kj_judilibre_id":"69fc25e5cdc6046d47e21a00","_kj_jur":"Cour d'appel","_kj_lieu":"Douai","_kj_chambre":"Sociale B salle 3","_kj_rg":"25\/00241","_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-1233925","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) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de Douai, le 30 avril 2026, n\u00b025\/00241 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Le 30 avril 2026, la Cour d\u2019appel de Douai (chambre sociale B, n\u00b025\/00241) a \u00e9t\u00e9 saisie d\u2019un litige opposant une salari\u00e9e \u00e0 son employeur. 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