{"id":657430,"date":"2026-04-23T09:16:34","date_gmt":"2026-04-23T07:16:34","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-paris-le-2-juillet-2025-n22-06999\/"},"modified":"2026-04-23T09:16:34","modified_gmt":"2026-04-23T07:16:34","slug":"cour-dappel-de-paris-le-2-juillet-2025-n22-06999","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-paris-le-2-juillet-2025-n22-06999\/","title":{"rendered":"Cour d&#8217;appel de Paris, le 2 juillet 2025, n\u00b022\/06999"},"content":{"rendered":"<div class=\"article-content\">\n<p>La Cour d\u2019appel de Paris, statuant le 2 juillet 2025, a examin\u00e9 un litige relatif \u00e0 la nullit\u00e9 d\u2019un licenciement. Un salari\u00e9, apr\u00e8s une absence pour maladie, n\u2019a pas b\u00e9n\u00e9fici\u00e9 de visite m\u00e9dicale de reprise. L\u2019employeur a ensuite licenci\u00e9 ce salari\u00e9 pour faute grave en raison d\u2019une absence injustifi\u00e9e. La cour devait d\u00e9terminer si ce licenciement, intervenu en p\u00e9riode de suspension pr\u00e9sum\u00e9e du contrat, \u00e9tait valable. Elle a finalement annul\u00e9 le licenciement pour m\u00e9connaissance de la protection sp\u00e9ciale du salari\u00e9.<\/p>\n<p>Le maintien de la protection pendant la suspension contractuelle<\/p>\n<p>La d\u00e9cision rappelle d\u2019abord le cadre l\u00e9gal protecteur encadrant la rupture en p\u00e9riode de suspension. L\u2019article L. 1226-9 du code du travail limite strictement les motifs de rupture pendant la suspension du contrat. &#8220;au cours des p\u00e9riodes de suspension du contrat de travail, l&#8217;employeur ne peut rompre ce dernier que s&#8217;il justifie soit d&#8217;une faute grave de l&#8217;int\u00e9ress\u00e9, soit de son impossibilit\u00e9 de maintenir ce contrat pour un motif \u00e9tranger \u00e0 l&#8217;accident ou \u00e0 la maladie&#8221; (Motifs). Cette protection persiste m\u00eame si le salari\u00e9 reprend son activit\u00e9 sans visite de reprise. &#8220;Il est de droit que le salari\u00e9 qui reprend son emploi sans avoir pass\u00e9 la visite de reprise continue de b\u00e9n\u00e9ficier de la protection applicable pendant la p\u00e9riode de suspension&#8221; (Motifs). La cour pr\u00e9cise ainsi que l\u2019obligation d\u2019organiser l\u2019examen m\u00e9dical incombe \u00e0 l\u2019employeur d\u00e8s qu\u2019il conna\u00eet la date de reprise.<\/p>\n<p>La port\u00e9e de ce principe est consid\u00e9rable pour la s\u00e9curit\u00e9 juridique du salari\u00e9. En l\u2019esp\u00e8ce, la cour constate un manquement de l\u2019employeur \u00e0 son obligation. &#8220;Il r\u00e9sulte des \u00e9l\u00e9ments vers\u00e9s aux d\u00e9bats qu&#8217;\u00e0 l&#8217;issue de ses arr\u00eats de travail, le 20 octobre 2020, M. [M] n&#8217;a pas \u00e9t\u00e9 destinataire d&#8217;une convocation en vue d&#8217;un examen de reprise, en sorte que son contrat de travail demeurait suspendu&#8221; (Motifs). D\u00e8s lors, le contrat \u00e9tait toujours suspendu lors de l\u2019absence reproch\u00e9e. Ce raisonnement prive de fondement l\u00e9gal la qualification de faute grave retenue par l\u2019employeur. La faute, si elle existe, ne peut \u00eatre appr\u00e9ci\u00e9e sous le r\u00e9gime du droit commun durant cette p\u00e9riode prot\u00e9g\u00e9e.<\/p>\n<p>L\u2019impossibilit\u00e9 de reprocher une absence durant la suspension<\/p>\n<p>La cour analyse ensuite le comportement du salari\u00e9 \u00e0 l\u2019aune de cette suspension persistante. Le licenciement \u00e9tait fond\u00e9 sur une absence injustifi\u00e9e du 23 ao\u00fbt au 20 septembre 2021. Or, la cour estime que ce reproche est irrecevable. &#8220;La cour en d\u00e9duit que le contrat de travail restant suspendu, l&#8217;employeur ne pouvait pas reprocher \u00e0 son salari\u00e9 son absence du 23 ao\u00fbt 2021 au 20 septembre 2021&#8221; (Motifs). L\u2019employeur ne pouvait exiger la reprise du travail sans avoir pr\u00e9alablement organis\u00e9 la visite de reprise. La mise en demeure adress\u00e9e au salari\u00e9 est donc d\u00e9pourvue de base l\u00e9gale.<\/p>\n<p>La solution adopt\u00e9e renforce la sym\u00e9trie des obligations entre les parties. La cour rejette l\u2019argument de la d\u00e9sorganisation de l\u2019entreprise. &#8220;En outre, la soci\u00e9t\u00e9 ne justifie nullement la d\u00e9sorganisation de l&#8217;entreprise en lien avec l&#8217;absence du salari\u00e9 durant la p\u00e9riode vis\u00e9e&#8221; (Motifs). Ce point confirme que la protection est absolue et ne souffre pas d\u2019exception li\u00e9e aux n\u00e9cessit\u00e9s de l\u2019entreprise. La jurisprudence ant\u00e9rieure converge sur ce point. &#8220;Tout licenciement prononc\u00e9 en dehors de ces cas est nul&#8221; (Cour d&#8217;appel de Paris, le 2 juillet 2025, n\u00b022\/10042). La d\u00e9cision consacre ainsi une nullit\u00e9 de protection d\u2019ordre public.<\/p>\n<p>Les cons\u00e9quences financi\u00e8res de la nullit\u00e9 constat\u00e9e<\/p>\n<p>La sanction de la nullit\u00e9 entra\u00eene l\u2019application d\u2019un r\u00e9gime indemnitaire sp\u00e9cifique et avantageux. Conform\u00e9ment \u00e0 l\u2019article L. 1235-3-1 du code du travail, le juge octroie une indemnit\u00e9 minimale. &#8220;lorsque le juge constate que le licenciement est entach\u00e9 de nullit\u00e9 en raison de la m\u00e9connaissance de la protection mentionn\u00e9e \u00e0 l&#8217;article L. 1226-13 [&#8230;] le juge lui octroie une indemnit\u00e9, \u00e0 la charge de l&#8217;employeur, qui ne peut \u00eatre inf\u00e9rieure aux salaires des six derniers mois&#8221; (Motifs). La cour confirme ici l\u2019allocation de cette indemnit\u00e9 forfaitaire, calcul\u00e9e sur la base des salaires per\u00e7us.<\/p>\n<p>La port\u00e9e de cette sanction est \u00e0 la fois compensatrice et dissuasive. Elle vise \u00e0 r\u00e9parer int\u00e9gralement le pr\u00e9judice subi par le salari\u00e9 licenci\u00e9 irr\u00e9guli\u00e8rement. La cour valide \u00e9galement le versement des indemnit\u00e9s de rupture usuelles, comme l\u2019indemnit\u00e9 compensatrice de pr\u00e9avis et l\u2019indemnit\u00e9 l\u00e9gale de licenciement. L\u2019employeur est en outre condamn\u00e9 aux d\u00e9pens et \u00e0 une somme au titre de l\u2019article 700 du code de proc\u00e9dure civile. Cet ensemble de condamnations financi\u00e8res marque la gravit\u00e9 de la m\u00e9connaissance des r\u00e8gles protectrices par l\u2019employeur.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d\u2019appel de Paris, statuant le 2 juillet 2025, a examin\u00e9 un litige relatif \u00e0 la nullit\u00e9 d\u2019un licenciement. Un salari\u00e9, apr\u00e8s une absence pour maladie,&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4710,"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":"68dce58c137fb746f70f65b3","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68dce58c137fb746f70f65b3","_kj_judilibre_id":"68dce58c137fb746f70f65b3","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Paris","_kj_chambre":"P\u00f4le 6 - Chambre 11","_kj_rg":"22\/06999","_kj_date":"2025-09-30","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-657430","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 Paris, le 2 juillet 2025, n\u00b022\/06999 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d\u2019appel de Paris, statuant le 2 juillet 2025, a examin\u00e9 un litige relatif \u00e0 la nullit\u00e9 d\u2019un licenciement. 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