{"id":649004,"date":"2026-04-22T15:04:46","date_gmt":"2026-04-22T13:04:46","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-lyon-le-7-janvier-2026-n22-06654\/"},"modified":"2026-04-22T15:04:46","modified_gmt":"2026-04-22T13:04:46","slug":"cour-dappel-de-lyon-le-7-janvier-2026-n22-06654","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-lyon-le-7-janvier-2026-n22-06654\/","title":{"rendered":"Cour d&#8217;appel de Lyon, le 7 janvier 2026, n\u00b022\/06654"},"content":{"rendered":"<div class=\"article-content\">\n<p>Cour d\u2019appel de Lyon, chambre sociale, rend le 7 janvier 2026 un arr\u00eat statuant sur un litige n\u00e9 d\u2019un transfert conventionnel de contrat de travail. Un salari\u00e9, agent de s\u00e9curit\u00e9, saisit les prud\u2019hommes avant son licenciement pour obtenir la r\u00e9siliation judiciaire aux torts de son employeur. Il contestait \u00e9galement la r\u00e9gularit\u00e9 de son licenciement pour faute grave et formulait diverses demandes p\u00e9cuniaires. La cour infirme le jugement en rejetant la quasi-totalit\u00e9 des demandes du salari\u00e9 et valide le licenciement pour faute grave.<\/p>\n<p>La charge de la preuve en mati\u00e8re de r\u00e9siliation judiciaire<\/p>\n<p>Le juge peut prononcer la r\u00e9solution d\u2019un contrat pour inex\u00e9cution suffisamment grave des obligations. Concernant le contrat de travail, la r\u00e9siliation judiciaire aux torts de l\u2019employeur n\u00e9cessite des manquements suffisamment graves de sa part. &#8220;Il appartient au salari\u00e9, demandeur \u00e0 l\u2019action en r\u00e9siliation du contrat de travail, de d\u00e9montrer la mat\u00e9rialit\u00e9 des manquements imput\u00e9s \u00e0 l\u2019employeur.&#8221; (1.1.) Le salari\u00e9 soutenait que son premier employeur avait proc\u00e9d\u00e9 \u00e0 des retenues de salaire injustifi\u00e9es. La cour \u00e9carte ce grief car le salari\u00e9 n\u2019a pas r\u00e9clam\u00e9 ces sommes au nouvel employeur apr\u00e8s le transfert. Il ne peut invoquer un manquement dont ce dernier n\u2019avait pas connaissance. Ce point rappelle que la demande en r\u00e9siliation doit s\u2019appuyer sur des faits actuels et imputables \u00e0 l\u2019employeur concern\u00e9. La charge de la preuve p\u00e8se int\u00e9gralement sur le salari\u00e9 demandeur.<\/p>\n<p>L\u2019exigence de justification d\u2019une autorisation administrative d\u2019exercer<\/p>\n<p>Le salari\u00e9 reprochait \u00e0 son nouvel employeur de ne plus lui fournir de travail ni de salaire \u00e0 compter de f\u00e9vrier 2020. L\u2019employeur opposait l\u2019expiration de la carte professionnelle du salari\u00e9, n\u00e9cessaire \u00e0 l\u2019exercice de son m\u00e9tier. La cour rel\u00e8ve que le salari\u00e9 &#8220;ne d\u00e9montre pas avoir justifi\u00e9 aupr\u00e8s de son employeur de l\u2019autorisation temporaire d\u2019exercer son activit\u00e9 professionnelle&#8221; (1.1.) apr\u00e8s l\u2019expiration de sa carte. D\u00e8s lors, l\u2019employeur ne pouvait l\u00e9galement lui confier des missions. La cour en d\u00e9duit que le salari\u00e9 ne peut reprocher \u00e0 l\u2019employeur de l\u2019avoir plac\u00e9 en absence injustifi\u00e9e et de lui avoir retenu son salaire. Ce manquement du salari\u00e9 est constitutif d\u2019une faute grave. &#8220;Cette absence de justification de l\u2019autorisation administrative d\u2019exercer les fonctions d\u2019agent de s\u00e9curit\u00e9 constitue une violation des obligations d\u00e9coulant du contrat de travail ou des relations de travail d\u2019une importance telle qu\u2019elle rend impossible le maintien du salari\u00e9 dans l\u2019entreprise.&#8221; (1.2.) La solution est en harmonie avec une jurisprudence r\u00e9cente de la Chambre sociale. &#8220;Il en r\u00e9sulte qu\u2019\u00e0 d\u00e9faut d\u2019\u00eatre d\u00e9tenteur d\u2019une carte professionnelle en cours de validit\u00e9 ou d\u2019un r\u00e9c\u00e9piss\u00e9 de renouvellement de carte \u00e0 la date du licenciement, le contrat de travail du salari\u00e9 est rompu de plein droit.&#8221; (Cass. Chambre sociale, le 7 janvier 2026, n\u00b024-15.367) L\u2019arr\u00eat souligne ainsi l\u2019obligation essentielle pour le salari\u00e9 de se maintenir en situation r\u00e9guli\u00e8re pour exercer.<\/p>\n<p>Les effets limit\u00e9s d\u2019un transfert conventionnel de contrat<\/p>\n<p>Le salari\u00e9 r\u00e9clamait un rappel de salaire pour une p\u00e9riode due par son premier employeur avant le transfert. La cour rappelle le principe applicable en cas de transfert r\u00e9sultant de la seule convention collective. &#8220;Alors que la poursuite du contrat de travail r\u00e9sulte de la seule application des dispositions conventionnelles, lesquelles ne pr\u00e9voient pas que le nouveau prestataire est tenu des obligations qui incombaient \u00e0 l\u2019ancien au moment du transfert du contrat de travail, une telle obligation ne peut \u00eatre mise \u00e0 la charge de ce nouveau prestataire&#8221; (2.1.) Seul un transfert op\u00e9r\u00e9 sous l\u2019empire des articles L. 1224-1 et L. 1224-2 du code du travail entra\u00eene la subrogation de l\u2019employeur dans les obligations de son pr\u00e9d\u00e9cesseur. Ce point pr\u00e9cise le r\u00e9gime distinct du transfert conventionnel, prot\u00e9geant le nouvel employeur des dettes ant\u00e9rieures. Le salari\u00e9 doit d\u00e8s lors poursuivre son ancien employeur pour obtenir le paiement des salaires \u00e9chus avant le transfert.<\/p>\n<p>La caract\u00e9risation exigeante du travail dissimul\u00e9<\/p>\n<p>Le salari\u00e9 sollicitait \u00e9galement l\u2019indemnit\u00e9 forfaitaire pour travail dissimul\u00e9. Il reprochait \u00e0 son premier employeur de mentionner un nombre d\u2019heures inf\u00e9rieur \u00e0 celui r\u00e9ellement accompli. La cour \u00e9carte cette demande car les bulletins mentionnaient une base horaire contractuelle. &#8220;Le fait que l\u2019employeur appliquait \u00e0 cette base des d\u00e9ductions pour des motifs erron\u00e9s selon le salari\u00e9 n\u2019implique pas qu\u2019il mentionnait intentionnellement un nombre d\u2019heures de travail inf\u00e9rieur \u00e0 celui r\u00e9ellement accompli.&#8221; (2.2.) Concernant le second employeur, le simple d\u00e9faut de preuve de l\u2019envoi des bulletins ne suffit pas \u00e0 \u00e9tablir l\u2019intention de se soustraire \u00e0 cette obligation. L\u2019arr\u00eat rappelle ainsi que la qualification de travail dissimul\u00e9 requiert la preuve d\u2019un \u00e9l\u00e9ment intentionnel, qui ne se pr\u00e9sume pas. Cette analyse restrictive prot\u00e8ge l\u2019employeur de sanctions civiles lourdes en l\u2019absence de dol.<\/p>\n<p>Cet arr\u00eat illustre rigoureusement la r\u00e9partition des charges de la preuve en droit du travail. Il consacre une obligation essentielle pour le salari\u00e9 de justifier de sa capacit\u00e9 l\u00e9gale \u00e0 travailler. Le d\u00e9faut de justification d\u2019une autorisation administrative n\u00e9cessaire constitue une faute grave justifiant le licenciement. Par ailleurs, la d\u00e9cision d\u00e9limite les effets du transfert conventionnel de contrat, isolant la responsabilit\u00e9 des employeurs successifs. Enfin, elle r\u00e9affirme les conditions strictes de la qualification de travail dissimul\u00e9, exigeant la d\u00e9monstration d\u2019une intention frauduleuse.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Cour d\u2019appel de Lyon, chambre sociale, rend le 7 janvier 2026 un arr\u00eat statuant sur un litige n\u00e9 d\u2019un transfert conventionnel de contrat de travail. Un salar&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4735,"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":"68e1fd1720ac6488494aa67b","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68e1fd1720ac6488494aa67b","_kj_judilibre_id":"68e1fd1720ac6488494aa67b","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Lyon","_kj_chambre":"CHAMBRE SOCIALE B","_kj_rg":"22\/06654","_kj_date":"2025-10-03","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-649004","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de Lyon, le 7 janvier 2026, n\u00b022\/06654 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d\u2019appel de Lyon, chambre sociale, rend le 7 janvier 2026 un arr\u00eat statuant sur un litige n\u00e9 d\u2019un transfert conventionnel de contrat de travail. 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Une salari\u00e9e, engag\u00e9e en 1996 comme infirmi\u00e8re avec reprise d\u2019anciennet\u00e9 en 1973 et devenue responsable adjointe de\u2026","rel":"","context":"In &quot;Cour d'appel&quot;","block_context":{"text":"Cour d'appel","link":"https:\/\/kohenavocats.com\/category\/cour-dappel\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jacob-diehl-P_iWOHWnawg-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jacob-diehl-P_iWOHWnawg-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jacob-diehl-P_iWOHWnawg-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jacob-diehl-P_iWOHWnawg-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jacob-diehl-P_iWOHWnawg-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jacob-diehl-P_iWOHWnawg-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/posts\/649004","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/users\/232070755"}],"replies":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/comments?post=649004"}],"version-history":[{"count":0,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/posts\/649004\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/media\/4735"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/media?parent=649004"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/categories?post=649004"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/tags?post=649004"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}