{"id":1234261,"date":"2026-07-03T00:28:19","date_gmt":"2026-07-02T22:28:19","guid":{"rendered":"https:\/\/kohenavocats.com\/arret-maladie-apres-signature-rupture-conventionnelle-homologation-ijss\/"},"modified":"2026-07-03T00:35:05","modified_gmt":"2026-07-02T22:35:05","slug":"arret-maladie-apres-signature-rupture-conventionnelle-homologation-ijss","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/arret-maladie-apres-signature-rupture-conventionnelle-homologation-ijss\/","title":{"rendered":"Arr\u00eat maladie apr\u00e8s signature d&#8217;une rupture conventionnelle : homologation, IJSS et recours"},"content":{"rendered":"<p>Vous avez sign\u00e9 une rupture conventionnelle, puis un arr\u00eat maladie intervient avant l&#8217;homologation ou avant la date de d\u00e9part pr\u00e9vue. La question est imm\u00e9diate : est-ce que l&#8217;arr\u00eat bloque la proc\u00e9dure, est-ce que les indemnit\u00e9s journali\u00e8res changent quelque chose, et faut-il se r\u00e9tracter ?<\/p>\n<p>La r\u00e9ponse courte est la suivante : un arr\u00eat maladie ne rend pas automatiquement la rupture conventionnelle nulle. Il ne suspend pas non plus, par principe, le d\u00e9lai de r\u00e9tractation ni l&#8217;instruction de l&#8217;homologation. Mais il peut r\u00e9v\u00e9ler un vrai probl\u00e8me si la signature a \u00e9t\u00e9 obtenue sous pression, si l&#8217;employeur utilise l&#8217;\u00e9tat de sant\u00e9 pour pousser au d\u00e9part, ou si le solde de tout compte oublie des droits li\u00e9s \u00e0 la maladie.<\/p>\n<p>Cette distinction est essentielle depuis les d\u00e9cisions r\u00e9centes sur les ruptures conventionnelles propos\u00e9es pendant un arr\u00eat maladie. La Cour de cassation rappelle qu&#8217;un salari\u00e9 peut invoquer une discrimination li\u00e9e \u00e0 l&#8217;\u00e9tat de sant\u00e9 lorsque les faits, pris ensemble, laissent supposer que la maladie a jou\u00e9 un r\u00f4le dans la rupture. Le juge doit alors v\u00e9rifier concr\u00e8tement les explications objectives de l&#8217;employeur, et non se contenter de dire que la rupture conventionnelle est autoris\u00e9e en p\u00e9riode d&#8217;arr\u00eat maladie.<\/p>\n<h2>La proc\u00e9dure continue-t-elle apr\u00e8s l&#8217;arr\u00eat maladie ?<\/h2>\n<p>Oui, en principe. La rupture conventionnelle suit son calendrier normal :<\/p>\n<ul>\n<li>signature de la convention ;<\/li>\n<li>d\u00e9lai de r\u00e9tractation de 15 jours calendaires ;<\/li>\n<li>demande d&#8217;homologation aupr\u00e8s de l&#8217;administration ;<\/li>\n<li>d\u00e9lai d&#8217;instruction de 15 jours ouvrables ;<\/li>\n<li>rupture au plus t\u00f4t le lendemain de l&#8217;homologation.<\/li>\n<\/ul>\n<p>L&#8217;arr\u00eat maladie intervenu apr\u00e8s la signature ne fait pas dispara\u00eetre la convention d\u00e9j\u00e0 sign\u00e9e. Il ne transforme pas non plus la rupture conventionnelle en licenciement. Si personne ne se r\u00e9tracte et si l&#8217;administration homologue la convention, la rupture peut produire ses effets \u00e0 la date pr\u00e9vue.<\/p>\n<p>Mais cela ne veut pas dire qu&#8217;il faut rester passif. Le salari\u00e9 doit v\u00e9rifier trois points : le consentement, les sommes dues et la preuve de ce qui s&#8217;est pass\u00e9 avant et apr\u00e8s la signature.<\/p>\n<h2>Si l&#8217;arr\u00eat maladie commence apr\u00e8s la signature<\/h2>\n<p>Le cas fr\u00e9quent est le suivant : le salari\u00e9 signe la rupture conventionnelle, puis son m\u00e9decin l&#8217;arr\u00eate quelques jours plus tard. La convention a d\u00e9j\u00e0 \u00e9t\u00e9 sign\u00e9e, mais la relation de travail existe encore jusqu&#8217;\u00e0 la date de rupture.<\/p>\n<p>Pendant cette p\u00e9riode, le salari\u00e9 reste salari\u00e9 de l&#8217;entreprise. Il doit transmettre son arr\u00eat dans les d\u00e9lais habituels. L&#8217;employeur doit traiter l&#8217;absence comme un arr\u00eat maladie, \u00e9tablir les documents n\u00e9cessaires et tenir compte, selon la situation, du maintien de salaire conventionnel ou l\u00e9gal.<\/p>\n<p>L&#8217;arr\u00eat maladie ne permet pas \u00e0 l&#8217;employeur de modifier seul la date de rupture. Il ne permet pas non plus de retirer l&#8217;indemnit\u00e9 sp\u00e9cifique de rupture conventionnelle. Cette indemnit\u00e9 reste due si la rupture est homologu\u00e9e.<\/p>\n<p>En revanche, l&#8217;arr\u00eat peut avoir une incidence pratique sur les sommes pay\u00e9es entre la signature et le d\u00e9part. Il faut distinguer :<\/p>\n<ul>\n<li>l&#8217;indemnit\u00e9 sp\u00e9cifique de rupture conventionnelle ;<\/li>\n<li>les salaires dus jusqu&#8217;au d\u00e9but de l&#8217;arr\u00eat ;<\/li>\n<li>les indemnit\u00e9s journali\u00e8res de s\u00e9curit\u00e9 sociale ;<\/li>\n<li>le maintien de salaire \u00e9ventuel ;<\/li>\n<li>l&#8217;indemnit\u00e9 compensatrice de cong\u00e9s pay\u00e9s ;<\/li>\n<li>les primes ou \u00e9l\u00e9ments variables qui ne doivent pas \u00eatre oubli\u00e9s.<\/li>\n<\/ul>\n<p>Une erreur de bulletin de paie ou de solde de tout compte ne rend pas toujours la rupture nulle. Mais elle peut justifier une r\u00e9clamation devant le conseil de prud&#8217;hommes.<\/p>\n<h2>Le d\u00e9lai de r\u00e9tractation est-il suspendu ?<\/h2>\n<p>Non, pas automatiquement. Le d\u00e9lai de r\u00e9tractation de 15 jours calendaires court \u00e0 compter du lendemain de la signature. Il inclut les samedis, dimanches et jours f\u00e9ri\u00e9s. Si le dernier jour tombe un samedi, un dimanche ou un jour f\u00e9ri\u00e9, il est report\u00e9 au premier jour ouvrable suivant.<\/p>\n<p>L&#8217;arr\u00eat maladie ne suspend pas ce d\u00e9lai par lui-m\u00eame. C&#8217;est un point dangereux en pratique : un salari\u00e9 peut penser que la proc\u00e9dure est gel\u00e9e parce qu&#8217;il est malade, alors que le d\u00e9lai continue \u00e0 courir.<\/p>\n<p>Si vous regrettez la signature, si vous avez sign\u00e9 dans un contexte de pression, ou si vous estimez ne pas avoir compris les cons\u00e9quences de la rupture, la priorit\u00e9 est donc d&#8217;envoyer la r\u00e9tractation dans le d\u00e9lai. Elle doit \u00eatre tra\u00e7able : lettre recommand\u00e9e, remise contre r\u00e9c\u00e9piss\u00e9 ou tout moyen conservant une preuve certaine de la date d&#8217;envoi et du contenu.<\/p>\n<p>Apr\u00e8s l&#8217;expiration du d\u00e9lai de r\u00e9tractation, la discussion devient plus difficile. Il faut alors contester l&#8217;homologation ou demander la nullit\u00e9 de la rupture en d\u00e9montrant un vice du consentement, une fraude, une pression ou une discrimination.<\/p>\n<h2>Que deviennent les IJSS et le maintien de salaire ?<\/h2>\n<p>Les indemnit\u00e9s journali\u00e8res de s\u00e9curit\u00e9 sociale ne remplacent pas l&#8217;indemnit\u00e9 de rupture conventionnelle. Elles indemnisent l&#8217;arr\u00eat maladie. La rupture conventionnelle, elle, met fin au contrat \u00e0 la date homologu\u00e9e.<\/p>\n<p>Si le salari\u00e9 remplit les conditions, la CPAM peut verser des IJSS pendant l&#8217;arr\u00eat. Selon l&#8217;anciennet\u00e9, la convention collective, les usages ou le r\u00e9gime de pr\u00e9voyance, l&#8217;employeur peut aussi devoir compl\u00e9ter le salaire pendant une partie de l&#8217;arr\u00eat.<\/p>\n<p>Il faut donc contr\u00f4ler le dernier bulletin de paie et le solde de tout compte. Les erreurs fr\u00e9quentes sont les suivantes :<\/p>\n<ul>\n<li>absence de maintien de salaire alors que la convention collective le pr\u00e9voit ;<\/li>\n<li>calcul erron\u00e9 de l&#8217;indemnit\u00e9 de rupture parce que certaines primes ont \u00e9t\u00e9 oubli\u00e9es ;<\/li>\n<li>retenue de salaire incoh\u00e9rente avec les dates de l&#8217;arr\u00eat ;<\/li>\n<li>confusion entre indemnit\u00e9 de rupture et indemnit\u00e9s journali\u00e8res ;<\/li>\n<li>absence de r\u00e9gularisation des cong\u00e9s pay\u00e9s.<\/li>\n<\/ul>\n<p>Le salari\u00e9 ne doit pas signer le solde de tout compte sans le v\u00e9rifier. M\u00eame sign\u00e9, il peut \u00eatre d\u00e9nonc\u00e9 dans les d\u00e9lais, mais il est pr\u00e9f\u00e9rable d&#8217;identifier les erreurs avant de laisser passer les premi\u00e8res semaines.<\/p>\n<h2>Quand l&#8217;arr\u00eat maladie r\u00e9v\u00e8le une pression de l&#8217;employeur<\/h2>\n<p>Le vrai sujet n&#8217;est pas seulement de savoir si une rupture conventionnelle peut exister pendant ou apr\u00e8s un arr\u00eat maladie. Elle le peut. Le vrai sujet est de savoir pourquoi elle a \u00e9t\u00e9 propos\u00e9e et comment elle a \u00e9t\u00e9 sign\u00e9e.<\/p>\n<p>Plusieurs signaux doivent alerter :<\/p>\n<ul>\n<li>l&#8217;employeur propose la rupture juste apr\u00e8s l&#8217;annonce d&#8217;une maladie, d&#8217;un burn-out ou d&#8217;un accident ;<\/li>\n<li>le salari\u00e9 est convoqu\u00e9 pendant une p\u00e9riode de grande fragilit\u00e9 ;<\/li>\n<li>la rupture est pr\u00e9sent\u00e9e comme la seule issue possible ;<\/li>\n<li>l&#8217;employeur \u00e9voque une inaptitude future, une placardisation ou un licenciement \u00e0 venir ;<\/li>\n<li>le salari\u00e9 n&#8217;a pas eu le temps de r\u00e9fl\u00e9chir ou de se faire assister ;<\/li>\n<li>les \u00e9changes \u00e9crits montrent que l&#8217;\u00e9tat de sant\u00e9 est au centre de la discussion.<\/li>\n<\/ul>\n<p>Dans ces situations, il faut conserver les preuves : mails, SMS, convocations, attestations, certificats, historique des arr\u00eats, compte rendu d&#8217;entretien, \u00e9changes avec les ressources humaines, calendrier pr\u00e9cis des \u00e9v\u00e9nements.<\/p>\n<p>Le droit du travail interdit les discriminations li\u00e9es \u00e0 l&#8217;\u00e9tat de sant\u00e9. Lorsqu&#8217;un salari\u00e9 pr\u00e9sente des \u00e9l\u00e9ments laissant supposer une discrimination, l&#8217;employeur doit apporter des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 toute discrimination. C&#8217;est pourquoi le dossier ne se gagne pas seulement avec un ressenti : il se pr\u00e9pare avec une chronologie et des pi\u00e8ces.<\/p>\n<p>La d\u00e9cision de la Cour de cassation du 17 juin 2026 illustre cette exigence. La juridiction ne dit pas que toute rupture conventionnelle pendant un arr\u00eat maladie est interdite. Elle rappelle que les juges doivent examiner s\u00e9rieusement les indices de discrimination et les justifications de l&#8217;employeur.<\/p>\n<h2>Faut-il demander \u00e0 la DREETS de refuser l&#8217;homologation ?<\/h2>\n<p>Si le d\u00e9lai de r\u00e9tractation n&#8217;est pas expir\u00e9, la r\u00e9tractation est souvent le chemin le plus direct. Elle \u00e9vite d&#8217;entrer dans une contestation longue et incertaine.<\/p>\n<p>Si le dossier est d\u00e9j\u00e0 transmis \u00e0 l&#8217;administration, il est possible d&#8217;alerter la DREETS sur une difficult\u00e9 : pression, consentement contest\u00e9, incoh\u00e9rence de date, indemnit\u00e9 trop faible, absence d&#8217;entretien r\u00e9el. L&#8217;administration contr\u00f4le notamment la r\u00e9gularit\u00e9 de la proc\u00e9dure, le respect des d\u00e9lais et le montant de l&#8217;indemnit\u00e9.<\/p>\n<p>Cette alerte doit rester factuelle. Il ne suffit pas d&#8217;\u00e9crire que l&#8217;on regrette d&#8217;avoir sign\u00e9. Il faut expliquer ce qui rend la rupture probl\u00e9matique : date des \u00e9changes, \u00e9tat de sant\u00e9 connu de l&#8217;employeur, pression exerc\u00e9e, absence de temps de r\u00e9flexion, montant incorrect, pi\u00e8ces disponibles.<\/p>\n<p>Si l&#8217;homologation intervient malgr\u00e9 tout, le salari\u00e9 peut saisir le conseil de prud&#8217;hommes. Le d\u00e9lai de contestation est de 12 mois \u00e0 compter de l&#8217;homologation. Il ne faut donc pas attendre la fin d&#8217;un long arr\u00eat maladie pour v\u00e9rifier les recours.<\/p>\n<h2>Peut-on demander l&#8217;annulation de la rupture ?<\/h2>\n<p>Oui, mais uniquement avec un fondement solide. Les principaux arguments sont :<\/p>\n<ul>\n<li>vice du consentement, lorsque le salari\u00e9 a sign\u00e9 sous contrainte ou sans libert\u00e9 r\u00e9elle ;<\/li>\n<li>fraude, lorsque la proc\u00e9dure a \u00e9t\u00e9 utilis\u00e9e pour contourner une protection ;<\/li>\n<li>discrimination li\u00e9e \u00e0 l&#8217;\u00e9tat de sant\u00e9 ;<\/li>\n<li>irr\u00e9gularit\u00e9 grave de proc\u00e9dure ;<\/li>\n<li>indemnit\u00e9 inf\u00e9rieure au minimum l\u00e9gal ou conventionnel.<\/li>\n<\/ul>\n<p>L&#8217;annulation n&#8217;est pas automatique. Le conseil de prud&#8217;hommes examine les faits. Une rupture conventionnelle sign\u00e9e pendant une p\u00e9riode m\u00e9dicalement difficile peut rester valable si le consentement \u00e9tait libre, si les d\u00e9lais ont \u00e9t\u00e9 respect\u00e9s et si l&#8217;employeur justifie une raison \u00e9trang\u00e8re \u00e0 l&#8217;\u00e9tat de sant\u00e9.<\/p>\n<p>Inversement, une convention en apparence r\u00e9guli\u00e8re peut \u00eatre fragilis\u00e9e si la chronologie montre que la maladie a d\u00e9clench\u00e9 la mise \u00e0 l&#8217;\u00e9cart du salari\u00e9, ou si l&#8217;employeur a profit\u00e9 de la situation pour obtenir une signature rapide.<\/p>\n<h2>Les bons r\u00e9flexes dans les 48 heures<\/h2>\n<p>Si l&#8217;arr\u00eat maladie intervient apr\u00e8s la signature, il faut agir vite et dans l&#8217;ordre :<\/p>\n<ol>\n<li>Retrouver la convention sign\u00e9e et noter la date exacte de signature.<\/li>\n<li>Calculer la fin du d\u00e9lai de r\u00e9tractation.<\/li>\n<li>V\u00e9rifier si la demande d&#8217;homologation a d\u00e9j\u00e0 \u00e9t\u00e9 envoy\u00e9e.<\/li>\n<li>Transmettre l&#8217;arr\u00eat maladie dans les d\u00e9lais.<\/li>\n<li>Sauvegarder tous les \u00e9changes avec l&#8217;employeur.<\/li>\n<li>Comparer l&#8217;indemnit\u00e9 pr\u00e9vue avec l&#8217;indemnit\u00e9 minimale applicable.<\/li>\n<li>V\u00e9rifier la convention collective pour le maintien de salaire.<\/li>\n<li>D\u00e9cider rapidement s&#8217;il faut se r\u00e9tracter.<\/li>\n<\/ol>\n<p>Cette m\u00e9thode \u00e9vite deux erreurs fr\u00e9quentes : laisser passer le d\u00e9lai de r\u00e9tractation en pensant que l&#8217;arr\u00eat maladie bloque tout, ou contester trop tard une homologation d\u00e9j\u00e0 acquise.<\/p>\n<h2>Paris et \u00cele-de-France : pourquoi la chronologie compte<\/h2>\n<p>\u00c0 Paris et en \u00cele-de-France, les dossiers de rupture conventionnelle contest\u00e9e arrivent souvent devant le conseil de prud&#8217;hommes avec un volume important d&#8217;\u00e9changes : mails RH, messages Teams, SMS, arr\u00eats maladie, certificats m\u00e9dicaux, comptes rendus d&#8217;entretien.<\/p>\n<p>Le dossier doit \u00eatre lisible. Il faut construire une chronologie courte : annonce de la maladie, premiers \u00e9changes sur la rupture, entretien, signature, arr\u00eat maladie, envoi \u00e0 l&#8217;administration, homologation, solde de tout compte.<\/p>\n<p>Cette chronologie permet d&#8217;identifier le bon recours : r\u00e9tractation imm\u00e9diate, alerte \u00e0 la DREETS, demande de rappel de salaire, contestation prud&#8217;homale ou n\u00e9gociation d&#8217;une sortie corrig\u00e9e.<\/p>\n<h2>Sources utiles<\/h2>\n<ul>\n<li>La fiche officielle Service-public sur la rupture conventionnelle du CDI rappelle les \u00e9tapes de la proc\u00e9dure et les d\u00e9lais : <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F19030\">rupture conventionnelle d&#8217;un salari\u00e9 du secteur priv\u00e9<\/a>.<\/li>\n<li>La d\u00e9cision de la Cour de cassation du 17 juin 2026 sur l&#8217;appr\u00e9ciation des indices de discrimination li\u00e9s \u00e0 l&#8217;\u00e9tat de sant\u00e9 est consultable ici : <a href=\"https:\/\/www.courdecassation.fr\/decision\/6a32353dcdc6046d47933403\">Cour de cassation, chambre sociale, 17 juin 2026<\/a>.<\/li>\n<li>Pour replacer ce sujet dans le cadre plus large des ruptures conventionnelles contest\u00e9es, voir aussi notre page : <a href=\"https:\/\/kohenavocats.com\/rupture-conventionnelle-arret-maladie-validite-nullite-vice-consentement\/\">rupture conventionnelle pendant un arr\u00eat maladie : validit\u00e9, nullit\u00e9 et vice du consentement<\/a>.<\/li>\n<li>Pour une analyse en droit social \u00e0 Paris : <a href=\"https:\/\/kohenavocats.com\/avocats-droit-social-paris\/\">avocat en droit du travail \u00e0 Paris<\/a>.<\/li>\n<\/ul>\n<h2>Besoin d&#8217;un avis rapide sur votre dossier.<\/h2>\n<p>Le cabinet peut v\u00e9rifier la convention sign\u00e9e, le d\u00e9lai de r\u00e9tractation, l&#8217;homologation, les IJSS, le maintien de salaire et les preuves de pression.<\/p>\n<p>Une consultation t\u00e9l\u00e9phonique peut \u00eatre organis\u00e9e sous 48 heures avec un avocat du cabinet.<\/p>\n<p>Appelez le cabinet au <a href=\"tel:+33689113445\">06 89 11 34 45<\/a> ou utilisez la page <a href=\"https:\/\/kohenavocats.com\/contactez-nous\/\">contact du cabinet<\/a>.<\/p>\n<p>Le cabinet intervient \u00e0 Paris et en \u00cele-de-France pour les salari\u00e9s et employeurs confront\u00e9s \u00e0 une rupture conventionnelle contest\u00e9e.<\/p>\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>Un arr\u00eat maladie ne bloque pas automatiquement la rupture conventionnelle. V\u00e9rifiez le d\u00e9lai de r\u00e9tractation, l&#8217;homologation, les IJSS, le maintien de salaire et les preuves de pression.<\/p>\n","protected":false},"author":232070755,"featured_media":4670,"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":"","_kj_official_id":"","_kj_official_url":"","_kj_judilibre_id":"","_kj_jur":"","_kj_lieu":"","_kj_chambre":"","_kj_rg":"","_kj_date":"","_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":[6995,7123,6580,6718,6992],"tags":[],"class_list":["post-1234261","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-decryptage","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>Arr\u00eat maladie apr\u00e8s signature d&#039;une rupture conventionnelle : homologation, IJSS et recours - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/kohenavocats.com\/en\/arret-maladie-apres-signature-rupture-conventionnelle-homologation-ijss\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Arr\u00eat maladie apr\u00e8s signature d&#039;une rupture conventionnelle : homologation, IJSS et recours\" \/>\n<meta property=\"og:description\" content=\"Un arr\u00eat maladie ne bloque pas automatiquement la rupture conventionnelle. 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