{"id":637004,"date":"2026-04-21T15:35:01","date_gmt":"2026-04-21T13:35:01","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-toulouse-le-10-fevrier-2022-n23-01006\/"},"modified":"2026-04-21T15:35:01","modified_gmt":"2026-04-21T13:35:01","slug":"cour-dappel-de-toulouse-le-10-fevrier-2022-n23-01006","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-toulouse-le-10-fevrier-2022-n23-01006\/","title":{"rendered":"Cour d’appel de Toulouse, le 10 f\u00e9vrier 2022, n\u00b023\/01006"},"content":{"rendered":"
\n

La Cour d’appel de Toulouse, statuant le 10 f\u00e9vrier 2022, a examin\u00e9 un litige n\u00e9 du licenciement \u00e9conomique d’un salari\u00e9. La soci\u00e9t\u00e9 employeur invoquait des difficult\u00e9s au sein de sa division. Le salari\u00e9 contestait la r\u00e9alit\u00e9 de ces difficult\u00e9s et d\u00e9non\u00e7ait un manquement \u00e0 l’obligation de reclassement. La cour a infirm\u00e9 le jugement de premi\u00e8re instance pour d\u00e9clarer le licenciement sans cause r\u00e9elle et s\u00e9rieuse. Elle a retenu un manquement \u00e0 l’obligation de reclassement au sein du groupe.<\/p>\n

La d\u00e9limitation pertinente du secteur d’activit\u00e9 pour appr\u00e9cier les difficult\u00e9s \u00e9conomiques.<\/p>\n

La cour a d’abord d\u00e9fini le p\u00e9rim\u00e8tre d’analyse des difficult\u00e9s \u00e9conomiques all\u00e9gu\u00e9es. L’employeur soutenait que le secteur pertinent \u00e9tait limit\u00e9 \u00e0 la division “Fayat M\u00e9tal”. Le salari\u00e9 plaidait pour une inclusion de la division “Fayat B\u00e2timent”. La cour a analys\u00e9 la structure et les activit\u00e9s du groupe pour trancher cette question pr\u00e9alable.<\/p>\n

La sp\u00e9cificit\u00e9 technique de l’activit\u00e9 justifie la limitation \u00e0 une division. L’analyse des documents internes a r\u00e9v\u00e9l\u00e9 une diversification sectorielle du groupe. La soci\u00e9t\u00e9 concern\u00e9e \u00e9voluait dans la construction m\u00e9tallique. Cette activit\u00e9 pr\u00e9sente une technicit\u00e9 distincte du b\u00e2timent traditionnel. Les normes et certifications applicables diff\u00e8rent fondamentalement entre ces deux domaines. “L’activit\u00e9 \u00e9conomique de ces deux divisions n’a donc pas le m\u00eame objet” (Motifs, sur le secteur d’activit\u00e9). Cette distinction objective a guid\u00e9 le raisonnement de la juridiction.<\/p>\n

La notion de secteur d’activit\u00e9 s’appr\u00e9cie par l’objet \u00e9conomique et technique. La convention collective ou le code NAF ne sont pas d\u00e9terminants seuls. La cour a soulign\u00e9 l’importance des process industriels et des comp\u00e9tences m\u00e9tier. L’identit\u00e9 de fonctionnement au sein d’une division prime sur d’autres crit\u00e8res formels. Cette approche concr\u00e8te permet une appr\u00e9ciation r\u00e9aliste de l’activit\u00e9. Elle \u00e9vite une extension artificielle du p\u00e9rim\u00e8tre d’analyse des difficult\u00e9s.<\/p>\n

L’obligation de reclassement et l’exigence d’une recherche s\u00e9rieuse et loyale.<\/p>\n

La cour a ensuite v\u00e9rifi\u00e9 le respect de l’obligation de reclassement. Le salari\u00e9 soutenait que la recherche avait \u00e9t\u00e9 insuffisante au sein du groupe. L’employeur invoquait l’envoi d’un mail circulaire et plusieurs propositions. La cour a examin\u00e9 la m\u00e9thodologie et les r\u00e9sultats concrets de cette recherche.<\/p>\n

Une prospection incompl\u00e8te et des propositions inad\u00e9quates caract\u00e9risent le manquement. La recherche s’est limit\u00e9e \u00e0 un envoi de mail circulaire peu pr\u00e9cis. “Le seul envoi de lettres circulaires (…) ne peut suffire” (Motifs, sur le reclassement). De nombreuses soci\u00e9t\u00e9s du groupe n’ont pas \u00e9t\u00e9 consult\u00e9es utilement. Les propositions faites ne correspondaient pas toujours \u00e0 la cat\u00e9gorie du salari\u00e9. Des postes pourvus peu apr\u00e8s \u00e9taient compatibles avec ses qualifications.<\/p>\n

L’employeur doit d\u00e9montrer une recherche active et g\u00e9n\u00e9ralis\u00e9e dans tout le groupe. La charge de la preuve p\u00e8se int\u00e9gralement sur l’employeur. Il doit produire les \u00e9l\u00e9ments attestant de l’exhaustivit\u00e9 de sa prospection. La jurisprudence rappelle que “la recherche de reclassement doit \u00eatre g\u00e9n\u00e9rale au sein des soci\u00e9t\u00e9s du groupe” (Motifs, sur le reclassement). L’absence de production des registres du personnel de toutes les filiales est pr\u00e9judiciable. Ce manquement emp\u00eache de v\u00e9rifier l’absence de poste disponible.<\/p>\n

La port\u00e9e de la d\u00e9cision renforce les garanties proc\u00e9durales du salari\u00e9 licenci\u00e9.<\/p>\n

Cette d\u00e9cision pr\u00e9cise les exigences li\u00e9es \u00e0 l’obligation de reclassement. Elle rappelle que cette recherche est une condition de validit\u00e9 du licenciement. La m\u00e9thodologie employ\u00e9e par l’employeur est soumise \u00e0 un contr\u00f4le strict. Une approche formelle et passive est insuffisante pour satisfaire \u00e0 cette obligation.<\/p>\n

La solution s’inscrit dans la lign\u00e9e d’une jurisprudence exigeante. Elle rejoint l’arr\u00eat de la Chambre sociale du 31 mars 2021. Celui-ci jugeait que l’employeur doit justifier du p\u00e9rim\u00e8tre de sa recherche. “La cour d’appel a pu en d\u00e9duire (…) que l’employeur ne justifiait pas du respect de son obligation” (Cass. Chambre sociale, le 31 mars 2021, n\u00b019-17.300). La cour d’appel applique ici le m\u00eame principe de justification compl\u00e8te.<\/p>\n

La valeur de l’arr\u00eat r\u00e9side dans son contr\u00f4le concret des d\u00e9marches de reclassement. Il prot\u00e8ge le salari\u00e9 contre une recherche fictive ou trop limit\u00e9e. L’employeur doit proc\u00e9der \u00e0 une investigation personnalis\u00e9e et document\u00e9e. Toute d\u00e9faillance dans cette d\u00e9marche entra\u00eene la nullit\u00e9 du licenciement. Cette rigueur proc\u00e9durale garantit l’effectivit\u00e9 du droit au reclassement.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Toulouse, statuant le 10 f\u00e9vrier 2022, a examin\u00e9 un litige n\u00e9 du licenciement \u00e9conomique d’un salari\u00e9. La soci\u00e9t\u00e9 employeur invoquait des …<\/p>\n","protected":false},"author":232070755,"featured_media":4858,"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":"68e9e47c154299c7318fb2ba","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68e9e47c154299c7318fb2ba","_kj_judilibre_id":"68e9e47c154299c7318fb2ba","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Toulouse","_kj_chambre":"4eme Chambre Section 1","_kj_rg":"23\/01006","_kj_date":"2025-10-10","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-637004","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"\nCour d'appel de Toulouse, le 10 f\u00e9vrier 2022, n\u00b023\/01006 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d'appel de Toulouse, statuant le 10 f\u00e9vrier 2022, a examin\u00e9 un litige n\u00e9 du licenciement \u00e9conomique d'un salari\u00e9. 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