{"id":637003,"date":"2026-04-21T15:34:57","date_gmt":"2026-04-21T13:34:57","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-27-mars-2025-n22-04087\/"},"modified":"2026-04-21T15:34:57","modified_gmt":"2026-04-21T13:34:57","slug":"cour-dappel-le-27-mars-2025-n22-04087","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-le-27-mars-2025-n22-04087\/","title":{"rendered":"Cour d’appel, le 27 mars 2025, n\u00b022\/04087"},"content":{"rendered":"
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Cour d’appel de Douai, le 27 mars 2025, n\u00b024\/01219. Un salari\u00e9 ambulancier saisit la juridiction prud’homale pour contester plusieurs modifications apport\u00e9es \u00e0 sa r\u00e9mun\u00e9ration et d\u00e9noncer un manquement \u00e0 l’obligation de s\u00e9curit\u00e9. La cour d’appel, statuant sur les d\u00e9cisions du conseil de prud’hommes, examine la lic\u00e9it\u00e9 des r\u00e9ductions de dur\u00e9e de travail et de primes ainsi que la responsabilit\u00e9 de l’employeur. Elle confirme en partie le jugement tout en infl\u00e9chissant sensiblement sa solution sur plusieurs points.<\/p>\n

La d\u00e9termination contractuelle de la dur\u00e9e de travail<\/p>\n

La dur\u00e9e convenue constitue un engagement ferme de l’employeur. L’avenant du 21 octobre 2015 a fix\u00e9 la dur\u00e9e hebdomadaire \u00e0 trente-quatre heures, soit cent quarante-sept heures mensuelles. Les bulletins de paie produits font cependant \u00e9tat d’un nombre d’heures r\u00e9mun\u00e9r\u00e9es syst\u00e9matiquement inf\u00e9rieur \u00e0 ce volume contractuel. L’employeur justifiait cette diff\u00e9rence par un calcul fond\u00e9 sur le temps de pr\u00e9sence effectif, d\u00e9duction faite des pauses. La cour rejette cette m\u00e9thode unilat\u00e9rale. Elle rappelle que “la dur\u00e9e de travail hebdomadaire contractuelle convenue \u00e9tant de 34 heures hebdomadaires ou de 147,22 heures mensuelles, l’employeur \u00e9tait tenu de fournir au salari\u00e9 le volume de travail convenu” sans pouvoir le diminuer unilat\u00e9ralement. Cette solution affirme la force obligatoire de la dur\u00e9e contractuelle de travail. Elle prot\u00e8ge le salari\u00e9 \u00e0 temps partiel contre les r\u00e9ductions de volume horaire non consenties, garantissant ainsi la stabilit\u00e9 de sa r\u00e9mun\u00e9ration de base.<\/p>\n

La modification unilat\u00e9rale des primes contractuelles<\/p>\n

La prime de d\u00e9marchage, int\u00e9gr\u00e9e au contrat, fait partie de la r\u00e9mun\u00e9ration. L’avenant du 5 mars 2012 pr\u00e9voyait le versement d’une prime de dix euros nets \u00e0 partir du quatri\u00e8me transport effectu\u00e9 les samedis et dimanches. En avril 2017, l’employeur a notifi\u00e9 par une note de service que cette prime ne serait plus due si les dossiers de transport \u00e9taient incomplets, emp\u00eachant la facturation. La cour juge cette modification illicite. Elle estime que “la d\u00e9cision de l’employeur de ne plus verser les primes correspondantes \u00e0 des transports non factur\u00e9s r\u00e9sultant non d’un avenant au contrat de travail du salari\u00e9 sign\u00e9 de ce dernier mais d’une note de service et s’analysant en une retenue sur salaire illicite”. Ce point consacre le principe selon lequel un \u00e9l\u00e9ment de r\u00e9mun\u00e9ration contractuel ne peut \u00eatre supprim\u00e9 ou modifi\u00e9 sans accord expr\u00e8s du salari\u00e9. La cour rappelle utilement que “la r\u00e9mun\u00e9ration est un \u00e9l\u00e9ment essentiel du contrat de travail qui ne peut \u00eatre modifi\u00e9e unilat\u00e9ralement sans l’accord du salari\u00e9”. Elle rejoint ainsi une jurisprudence constante sur la protection de la r\u00e9mun\u00e9ration contractuelle.<\/p>\n

L’obligation de s\u00e9curit\u00e9 de r\u00e9sultat et sa mise en \u0153uvre<\/p>\n

L’employeur doit prendre les mesures adapt\u00e9es aux circonstances et \u00e0 l’\u00e9tat de sant\u00e9 du salari\u00e9. Le salari\u00e9 souffrait d’affections lombaires et d’un diab\u00e8te, avec des pr\u00e9conisations m\u00e9dicales pr\u00e9cises concernant ses pauses et son amplitude de travail. L’analyse des feuilles de route d\u00e9montre que ces pr\u00e9conisations n’ont \u00e9t\u00e9 que tr\u00e8s partiellement respect\u00e9es, avec des pauses m\u00e9ridiennes souvent tardives. La cour constate que l’employeur “n’a respect\u00e9 que tr\u00e8s partiellement les pr\u00e9conisations m\u00e9dicales et qui n’a justifi\u00e9 ni de la mise \u00e0 disposition du mat\u00e9riel ad\u00e9quat ni d’avoir dispens\u00e9 les formations professionnelles appropri\u00e9es”. Elle en d\u00e9duit un manquement \u00e0 l’obligation de s\u00e9curit\u00e9, condamnant l’employeur \u00e0 payer des dommages-int\u00e9r\u00eats. Cette d\u00e9cision op\u00e8re un contr\u00f4le concret de l’effectivit\u00e9 des mesures de pr\u00e9vention. Elle souligne que l’obligation de s\u00e9curit\u00e9 implique une adaptation constante aux situations individuelles, particuli\u00e8rement face \u00e0 un salari\u00e9 vuln\u00e9rable.<\/p>\n

La port\u00e9e de l’arr\u00eat en mati\u00e8re de gestion de la relation contractuelle<\/p>\n

Cet arr\u00eat r\u00e9affirme avec force le principe d’immutabilit\u00e9 du contrat au b\u00e9n\u00e9fice du salari\u00e9. Il rappelle que les \u00e9l\u00e9ments essentiels du contrat, comme la dur\u00e9e du travail et la r\u00e9mun\u00e9ration sous toutes ses formes, sont intangibles sans consentement mutuel. La cour \u00e9carte toute tentative de modification d\u00e9guis\u00e9e par le biais de notes de service ou de nouveaux modes de calcul. “Ayant ainsi un caract\u00e8re d’usage, l’employeur ne pouvait modifier de fa\u00e7on significative, \u00e0 compter de 2017, son montant, sans accord des salari\u00e9s” (Cour d’appel de Nancy, le 27 mars 2025, n\u00b024\/01219). La solution insiste sur la n\u00e9cessit\u00e9 d’un accord clair et non \u00e9quivoque du salari\u00e9 pour toute modification substantielle. Elle limite strictement le pouvoir de direction de l’employeur d\u00e8s lors qu’il empi\u00e8te sur le noyau dur des obligations contractuelles.<\/p>\n

La valeur de la d\u00e9cision pour l’obligation de s\u00e9curit\u00e9 de l’employeur<\/p>\n

La cour donne une port\u00e9e pratique \u00e0 l’obligation de s\u00e9curit\u00e9 de r\u00e9sultat. Elle ne se contente pas de l’existence formelle de mesures de pr\u00e9vention mais en v\u00e9rifie l’application concr\u00e8te au cas particulier. Le manquement est retenu d\u00e8s lors que les pr\u00e9conisations m\u00e9dicales adapt\u00e9es au salari\u00e9 ne sont pas int\u00e9gralement suivies et que l’employeur ne d\u00e9montre pas avoir tout mis en \u0153uvre. Cette approche subjective et exigeante renforce la protection de la sant\u00e9 au travail. Elle fait peser sur l’employeur une charge probatoire importante pour justifier de l’ad\u00e9quation et de l’efficacit\u00e9 r\u00e9elle des mesures prises. L’arr\u00eat contribue ainsi \u00e0 une interpr\u00e9tation dynamique et effective des articles L. 4121-1 et L. 4121-2 du code du travail, au service de la sant\u00e9 physique des travailleurs.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Cour d’appel de Douai, le 27 mars 2025, n\u00b024\/01219. Un salari\u00e9 ambulancier saisit la juridiction prud’homale pour contester plusieurs modifications apport\u00e9es…<\/p>\n","protected":false},"author":232070755,"featured_media":4838,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_crdt_document":"","_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":"68e9e9ecbb2ead0a581fb0c6","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68e9e9ecbb2ead0a581fb0c6","_kj_judilibre_id":"68e9e9ecbb2ead0a581fb0c6","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Aix-en-Provence","_kj_chambre":"Chambre 4-1","_kj_rg":"22\/04087","_kj_date":"2025-10-10","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-637003","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"\nCour d'appel, le 27 mars 2025, n\u00b022\/04087 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d'appel de Douai, le 27 mars 2025, n\u00b024\/01219. 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