{"id":1233931,"date":"2026-07-02T23:26:56","date_gmt":"2026-07-02T21:26:56","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-douai-le-30-avril-2026-n25-00235\/"},"modified":"2026-07-02T23:32:27","modified_gmt":"2026-07-02T21:32:27","slug":"cour-dappel-de-douai-le-30-avril-2026-n25-00235","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-douai-le-30-avril-2026-n25-00235\/","title":{"rendered":"Cour d&#8217;appel de Douai, le 30 avril 2026, n\u00b025\/00235"},"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-rupture-du-contrat-dapprentissage-une-appreciation-restrictive-des-manqueme\">I. La rupture du contrat d&#8217;apprentissage : une appr\u00e9ciation restrictive des manquements graves<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-le-constat-des-manquements-de-lemployeur-et-leur-relativisation\">A. Le constat des manquements de l&#8217;employeur et leur relativisation<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-labsence-de-gravite-justifiant-une-rupture-aux-torts-de-lemployeur\">B. L&#8217;absence de gravit\u00e9 justifiant une rupture aux torts de l&#8217;employeur<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-le-rejet-des-dommages-interets-distincts-une-application-rigoureuse-de-lartic\">II. Le rejet des dommages-int\u00e9r\u00eats distincts : une application rigoureuse de l&#8217;article 1231-6 du code civil<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lexigence-dun-prejudice-independant-du-retard-de-paiement\">A. L&#8217;exigence d&#8217;un pr\u00e9judice ind\u00e9pendant du retard de paiement<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-confirmation-de-labsence-de-mauvaise-foi-de-lemployeur\">B. La confirmation de l&#8217;absence de mauvaise foi de l&#8217;employeur<\/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 30 avril 2026 <strong>(Cour d&#8217;appel de Douai, 30 avril 2026, n\u00b025\/00235)<\/strong>, la cour d&#8217;appel de Douai s&#8217;est prononc\u00e9e sur les conditions de rupture d&#8217;un contrat d&#8217;apprentissage \u00e0 dur\u00e9e d\u00e9termin\u00e9e, alors que l&#8217;apprenti avait pris acte de la rupture apr\u00e8s seulement vingt et un jours de travail effectif.<\/p>\n<p>Les faits sont les suivants. Un apprenti est engag\u00e9 par un entrepreneur individuel pour une dur\u00e9e d\u00e9termin\u00e9e. Durant les premiers mois d&#8217;ex\u00e9cution du contrat, il ne travaille que vingt et un jours, du 15 septembre au 4 d\u00e9cembre 2023. Il prend acte de la rupture du contrat, reprochant \u00e0 son employeur des retards de paiement de ses salaires et primes de panier, l&#8217;absence de formation pratique, et le d\u00e9faut de remise des bulletins de paie. L&#8217;employeur conteste ces griefs et soutient que l&#8217;apprenti aurait d\u00fb saisir le m\u00e9diateur pr\u00e9vu \u00e0 l&#8217;article L. 6222-39 du code du travail avant d&#8217;agir.<\/p>\n<p>La proc\u00e9dure est la suivante. Le salari\u00e9 saisit le conseil de prud&#8217;hommes, qui rejette ses demandes. En cause d&#8217;appel, il sollicite l&#8217;infirmation du jugement et la condamnation de l&#8217;employeur \u00e0 lui verser des dommages-int\u00e9r\u00eats pour rupture abusive et pour pr\u00e9judice ind\u00e9pendant du retard de paiement. L&#8217;employeur, pour sa part, demande la confirmation du jugement et fait valoir qu&#8217;aucune somme n&#8217;est due apr\u00e8s la rupture.<\/p>\n<p>La question de droit pos\u00e9e \u00e0 la cour \u00e9tait de savoir si les manquements de l&#8217;employeur, constitu\u00e9s par des retards de paiement, \u00e9taient d&#8217;une gravit\u00e9 suffisante pour justifier la prise d&#8217;acte de la rupture aux torts de ce dernier, et pour ouvrir droit \u00e0 des dommages-int\u00e9r\u00eats distincts.<\/p>\n<p>La cour d&#8217;appel a confirm\u00e9 le jugement en toutes ses dispositions. Elle a estim\u00e9 que les retards de paiement, bien qu&#8217;av\u00e9r\u00e9s, devaient \u00eatre <em>&#8221; resitu\u00e9s dans le contexte de sa participation r\u00e9duite \u00e0 l&#8217;activit\u00e9 de l&#8217;entreprise &#8220;<\/em>, l&#8217;apprenti n&#8217;ayant travaill\u00e9 que vingt et un jours. Elle a jug\u00e9 que ces manquements <em>&#8221; n&#8217;\u00e9taient pas d&#8217;une gravit\u00e9 telle qu&#8217;ils rendaient impossible la poursuite de l&#8217;apprentissage &#8220;<\/em>. Elle a en outre rejet\u00e9 la demande de dommages-int\u00e9r\u00eats distincts, faute pour le salari\u00e9 de d\u00e9montrer la mauvaise foi de l&#8217;employeur ou l&#8217;existence d&#8217;un pr\u00e9judice ind\u00e9pendant du retard.<\/p>\n<h2 id=\"i-la-rupture-du-contrat-dapprentissage-une-appreciation-restrictive-des-manqueme\">I. La rupture du contrat d&#8217;apprentissage : une appr\u00e9ciation restrictive des manquements graves<\/h2>\n<p><\/p>\n<h3 id=\"a-le-constat-des-manquements-de-lemployeur-et-leur-relativisation\">A. Le constat des manquements de l&#8217;employeur et leur relativisation<\/h3>\n<p>La cour d&#8217;appel reconna\u00eet l&#8217;existence de retards dans le paiement des salaires et des primes de panier. Elle rel\u00e8ve que le salaire de septembre a \u00e9t\u00e9 pay\u00e9 le 31 octobre, celui d&#8217;octobre le 5 d\u00e9cembre et celui de novembre le 8 d\u00e9cembre. Ces retards sont av\u00e9r\u00e9s. Cependant, la cour les replace dans leur contexte : l&#8217;apprenti n&#8217;a travaill\u00e9 que vingt et un jours sur une p\u00e9riode de trois mois. Elle souligne que l&#8217;employeur <em>&#8221; a proc\u00e9d\u00e9 au r\u00e8glement d&#8217;avances puis du solde, \u00e0 telle enseigne qu&#8217;aucune somme n&#8217;est due apr\u00e8s la rupture du contrat &#8220;<\/em>. La cour \u00e9carte \u00e9galement les griefs relatifs \u00e0 l&#8217;absence de formation pratique et au d\u00e9faut de remise des bulletins de paie, estimant qu&#8217;ils ne sont pas \u00e9tablis par les pi\u00e8ces vers\u00e9es aux d\u00e9bats. Cette approche conduit \u00e0 relativiser la port\u00e9e des manquements de l&#8217;employeur, en les appr\u00e9ciant \u00e0 l&#8217;aune de l&#8217;ex\u00e9cution tr\u00e8s r\u00e9duite du contrat par l&#8217;apprenti.<\/p>\n<h3 id=\"b-labsence-de-gravite-justifiant-une-rupture-aux-torts-de-lemployeur\">B. L&#8217;absence de gravit\u00e9 justifiant une rupture aux torts de l&#8217;employeur<\/h3>\n<p>Pour appr\u00e9cier le bien-fond\u00e9 de la prise d&#8217;acte, la cour rappelle que seul un manquement d&#8217;une gravit\u00e9 suffisante rendant impossible la poursuite du contrat peut justifier une rupture aux torts de l&#8217;employeur. En l&#8217;esp\u00e8ce, les retards de paiement, bien que constitutifs d&#8217;un manquement, n&#8217;atteignent pas ce seuil de gravit\u00e9. La cour pr\u00e9cise qu&#8217;<em>&#8221; aucun pi\u00e8ce ne d\u00e9montre que l&#8217;employeur, confront\u00e9 \u00e0 des difficult\u00e9s de tr\u00e9sorerie, ait eu l&#8217;intention de ne jamais r\u00e9gulariser la situation &#8220;<\/em>. La r\u00e9gularisation intervenue avant m\u00eame que l&#8217;apprenti ne forme ses demandes en justice ach\u00e8ve de convaincre la cour de l&#8217;absence de gravit\u00e9. Cette solution s&#8217;inscrit dans le droit commun de la rupture anticip\u00e9e des contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e, qui exige un motif r\u00e9el et s\u00e9rieux d&#8217;une particuli\u00e8re importance.<\/p>\n<h2 id=\"ii-le-rejet-des-dommages-interets-distincts-une-application-rigoureuse-de-lartic\">II. Le rejet des dommages-int\u00e9r\u00eats distincts : une application rigoureuse de l&#8217;article 1231-6 du code civil<\/h2>\n<p><\/p>\n<h3 id=\"a-lexigence-dun-prejudice-independant-du-retard-de-paiement\">A. L&#8217;exigence d&#8217;un pr\u00e9judice ind\u00e9pendant du retard de paiement<\/h3>\n<p>Le salari\u00e9 sollicitait des dommages-int\u00e9r\u00eats distincts des int\u00e9r\u00eats moratoires pour le retard dans le paiement de ses salaires. La cour rejette cette demande en se fondant sur l&#8217;absence de d\u00e9monstration d&#8217;un pr\u00e9judice distinct. Comme l&#8217;a rappel\u00e9 la Cour d&#8217;appel de Montpellier dans une d\u00e9cision du 26 f\u00e9vrier 2025, <em>&#8221; le cr\u00e9ancier auquel son d\u00e9biteur en retard a caus\u00e9, par sa mauvaise foi, un pr\u00e9judice ind\u00e9pendant de ce retard, peut obtenir des dommages et int\u00e9r\u00eats distincts de l&#8217;int\u00e9r\u00eat moratoire &#8220;<\/em>. En l&#8217;esp\u00e8ce, la cour constate que <em>&#8221; tous les salaires de l&#8217;apprenti lui ont en fin de compte \u00e9t\u00e9 r\u00e9gl\u00e9s &#8220;<\/em>. Elle rel\u00e8ve que la mauvaise foi de l&#8217;employeur <em>&#8221; ne peut \u00e0 elle seule se d\u00e9duire du retard apport\u00e9 au paiement des sommes dues &#8220;<\/em>. Le salari\u00e9 n&#8217;apporte aucun \u00e9l\u00e9ment \u00e9tablissant un pr\u00e9judice moral ou mat\u00e9riel distinct du simple retard de paiement.<\/p>\n<h3 id=\"b-la-confirmation-de-labsence-de-mauvaise-foi-de-lemployeur\">B. La confirmation de l&#8217;absence de mauvaise foi de l&#8217;employeur<\/h3>\n<p>La mauvaise foi n&#8217;est pas pr\u00e9sum\u00e9e. La cour examine si le comportement de l&#8217;employeur r\u00e9v\u00e8le une intention de nuire ou une d\u00e9loyaut\u00e9 caract\u00e9ris\u00e9e. Elle \u00e9carte cette hypoth\u00e8se en relevant que l&#8217;employeur a, au contraire, proc\u00e9d\u00e9 au r\u00e8glement d&#8217;avances et au paiement int\u00e9gral des sommes dues, y compris apr\u00e8s la rupture. La cour souligne qu&#8217;il n&#8217;est <em>&#8221; \u00e9tabli par aucune pi\u00e8ce que l&#8217;employeur [&#8230;] ait eu l&#8217;intention de ne jamais r\u00e9gulariser la situation &#8220;<\/em>. Cette solution est coh\u00e9rente avec la jurisprudence constante qui exige, pour l&#8217;octroi de dommages-int\u00e9r\u00eats compl\u00e9mentaires, une d\u00e9monstration concr\u00e8te d&#8217;un pr\u00e9judice distinct et de la mauvaise foi du d\u00e9biteur. \u00c0 d\u00e9faut, le seul retard de paiement est r\u00e9par\u00e9 par les int\u00e9r\u00eats moratoires, conform\u00e9ment \u00e0 l&#8217;article 1231-6 du code civil.<\/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\/67c0031b9e3791c54af7ebf0\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Montpellier, le 26 f\u00e9vrier 2025, n\u00b023\/00078<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/6801dfd6354955cf78ced4f6\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Douai, le 31 janvier 2025, n\u00b023\/00983<\/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\/LEGIARTI000006904035\" rel=\"nofollow\" target=\"_blank\">Article L. 6222-39 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 entreprises ressortissant des chambres consulaires, un m\u00e9diateur d\u00e9sign\u00e9 par celles-ci peut \u00eatre sollicit\u00e9 par les parties pour r\u00e9soudre les diff\u00e9rends entre les employeurs et les apprentis ou leur famille, au sujet de l&#8217;ex\u00e9cution ou de la rupture du contrat d&#8217;apprentissage.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000032010133\" rel=\"nofollow\" target=\"_blank\">Article 1231-6 du Code civil<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Les dommages et int\u00e9r\u00eats dus \u00e0 raison du retard dans le paiement d&#8217;une obligation de somme d&#8217;argent consistent dans l&#8217;int\u00e9r\u00eat au taux l\u00e9gal, \u00e0 compter de la mise en demeure.<\/p>\n<p>Ces dommages et int\u00e9r\u00eats sont dus sans que le cr\u00e9ancier soit tenu de justifier d&#8217;aucune perte.<\/p>\n<p>Le cr\u00e9ancier auquel son d\u00e9biteur en retard a caus\u00e9, par sa mauvaise foi, un pr\u00e9judice ind\u00e9pendant de ce retard, peut obtenir des dommages et int\u00e9r\u00eats distincts de l&#8217;int\u00e9r\u00eat moratoire.<\/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>Par un arr\u00eat rendu le 30 avril 2026 (Cour d&#8217;appel de Douai, 30 avril 2026, n\u00b025\/00235), la cour d&#8217;appel de Douai s&#8217;est prononc\u00e9e sur les conditions de&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9487,"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":"69fc25f4cdc6046d47e21afe","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69fc25f4cdc6046d47e21afe","_kj_judilibre_id":"69fc25f4cdc6046d47e21afe","_kj_jur":"Cour d'appel","_kj_lieu":"Douai","_kj_chambre":"Sociale B salle 3","_kj_rg":"25\/00235","_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-1233931","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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