{"id":660088,"date":"2026-04-23T14:40:29","date_gmt":"2026-04-23T12:40:29","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-7-janvier-2026-n23-01004\/"},"modified":"2026-04-23T14:40:29","modified_gmt":"2026-04-23T12:40:29","slug":"cour-dappel-le-7-janvier-2026-n23-01004","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-le-7-janvier-2026-n23-01004\/","title":{"rendered":"Cour d&#8217;appel, le 7 janvier 2026, n\u00b023\/01004"},"content":{"rendered":"<div class=\"article-content\">\n<p>Cour d\u2019appel de Metz, le 7 janvier 2026, n\u00b024\/00592. La d\u00e9cision statue sur un litige n\u00e9 de la rupture du contrat de travail d\u2019une salari\u00e9e. L\u2019employeur avait prononc\u00e9 son licenciement pour faute grave suite \u00e0 un incident survenu apr\u00e8s une mise \u00e0 pied conservatoire. La salari\u00e9e contestait la l\u00e9gitimit\u00e9 de ce licenciement et r\u00e9clamait diverses indemnit\u00e9s, dont le paiement d\u2019heures suppl\u00e9mentaires et une r\u00e9paration pour manquement \u00e0 l\u2019obligation de s\u00e9curit\u00e9. La cour d\u2019appel, infirmant partiellement le jugement de premi\u00e8re instance, a reconnu l\u2019absence de cause r\u00e9elle et s\u00e9rieuse au licenciement et a accord\u00e9 plusieurs cr\u00e9ances salariales. Elle a \u00e9galement retenu un manquement de l\u2019employeur \u00e0 son obligation de s\u00e9curit\u00e9 de r\u00e9sultat.<\/p>\n<p>La preuve des heures suppl\u00e9mentaires et la charge de la preuve<\/p>\n<p>L\u2019arr\u00eat rappelle les principes gouvernant la preuve des heures suppl\u00e9mentaires non r\u00e9mun\u00e9r\u00e9es. En vertu des articles L3171-2 et L3171-4 du code du travail, le salari\u00e9 doit pr\u00e9senter des \u00e9l\u00e9ments suffisamment pr\u00e9cis quant aux heures pr\u00e9tendument accomplies. Il appartient ensuite \u00e0 l\u2019employeur, qui assure le contr\u00f4le des heures de travail, de produire ses propres \u00e9l\u00e9ments pour r\u00e9pondre utilement. Le juge forme sa conviction au regard de l\u2019ensemble de ces pi\u00e8ces. En l\u2019esp\u00e8ce, la salari\u00e9e avait expliqu\u00e9 ses horaires d\u2019arriv\u00e9e anticip\u00e9e et produit une attestation d\u2019un ancien coll\u00e8gue. La cour constate qu\u2019aucun justificatif du temps de travail n\u2019a \u00e9t\u00e9 produit par l\u2019employeur. Elle rel\u00e8ve que ce dernier, pr\u00e9sent sur site, ne pouvait ignorer la pr\u00e9sence de la salari\u00e9e, qui a travaill\u00e9 avec son assentim\u00e9nt au moins implicite. La cour dispose ainsi des \u00e9l\u00e9ments suffisants pour accueillir la demande de rappel de salaire. Ce raisonnement consacre une application concr\u00e8te de la r\u00e9partition de la charge de la preuve. Il souligne que l\u2019inaction de l\u2019employeur, qui ne produit pas les documents de contr\u00f4le \u00e0 sa disposition, permet au juge de se fonder sur les \u00e9l\u00e9ments, pourtant limit\u00e9s, apport\u00e9s par le salari\u00e9. La port\u00e9e est pratique : elle incite les employeurs \u00e0 conserver et produire scrupuleusement leurs registres de contr\u00f4le horaire.<\/p>\n<p>La caract\u00e9risation du licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/p>\n<p>La cour examine minutieusement chacun des griefs invoqu\u00e9s pour justifier le licenciement pour faute grave. Concernant les propos calomnieux et le refus d\u2019aider des coll\u00e8gues, elle estime que les faits ne sont pas \u00e9tablis. S\u2019agissant du comportement d\u00e9plac\u00e9 et des propos violents du 16 juillet 2021, la cour reconna\u00eet l\u2019existence du geste de col\u00e8re de la salari\u00e9e, qui a jet\u00e9 des objets et simul\u00e9 un geste autolytique. Toutefois, elle replace cet acte dans son contexte. Elle note que le mouvement d\u2019humeur est survenu alors que la salari\u00e9e venait d\u2019\u00eatre mise \u00e0 pied pour des fautes non \u00e9tablies et que la facturation lui avait \u00e9t\u00e9 retir\u00e9e durant son absence. La cour estime que ce geste t\u00e9moignait d\u2019un profond d\u00e9sarroi, ayant n\u00e9cessit\u00e9 une intervention m\u00e9dicale. En l\u2019\u00e9tat de ce seul grief, la faute grave n\u2019est pas \u00e9tablie, le grief n\u2019est pas suffisamment s\u00e9rieux pour justifier le licenciement qui s\u2019av\u00e8re donc d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse. Cette analyse d\u00e9montre que la qualification de faute grave exige une appr\u00e9ciation in concreto des circonstances. Un acte r\u00e9pr\u00e9hensible isol\u00e9 peut \u00eatre att\u00e9nu\u00e9 par le contexte, notamment des manquements pr\u00e9alables de l\u2019employeur. La valeur de l\u2019arr\u00eat r\u00e9side dans ce r\u00e9\u00e9quilibrage, qui emp\u00eache de sanctionner par une rupture imm\u00e9diate un comportement n\u00e9 d\u2019une situation de travail d\u00e9grad\u00e9e.<\/p>\n<p>Le manquement \u00e0 l\u2019obligation de s\u00e9curit\u00e9 de r\u00e9sultat<\/p>\n<p>La cour se penche sur la demande en r\u00e9paration du manquement \u00e0 l\u2019obligation de s\u00e9curit\u00e9. Elle rappelle le principe selon lequel il suffit que l\u2019employeur manque \u00e0 l\u2019une de ses obligations en mati\u00e8re de s\u00e9curit\u00e9 pour qu\u2019il engage sa responsabilit\u00e9 civile. En l\u2019esp\u00e8ce, deux manquements sont retenus. D\u2019une part, l\u2019employeur admettait que la salari\u00e9e manipulait des objets lourds mais n\u2019avait justifi\u00e9 que de la mise \u00e0 disposition de sur-chaussures, et non de chaussures de s\u00e9curit\u00e9 adapt\u00e9es. D\u2019autre part, il \u00e9tait justifi\u00e9 que la salari\u00e9e avait r\u00e9dig\u00e9 des mails professionnels les 3 et 5 juin 2020 alors qu\u2019elle \u00e9tait en cong\u00e9, l\u2019employeur \u00e9tant en copie. La cour y voit une caract\u00e9risation d\u2019un manquement \u00e0 l\u2019obligation de s\u00e9curit\u00e9, ayant caus\u00e9 un pr\u00e9judice r\u00e9par\u00e9 par une indemnit\u00e9 de 200 \u20ac. Ce point illustre l\u2019\u00e9tendue de l\u2019obligation de s\u00e9curit\u00e9 de r\u00e9sultat, qui couvre tant la s\u00e9curit\u00e9 physique que la protection de la sant\u00e9 mentale. Le fait de faire travailler un salari\u00e9 pendant ses cong\u00e9s constitue une violation de son droit au repos, partie int\u00e9grante de cette obligation. La port\u00e9e est pr\u00e9ventive : elle rappelle que l\u2019obligation de s\u00e9curit\u00e9 impose une vigilance constante sur l\u2019ensemble des conditions de travail, y compris le respect effectif des p\u00e9riodes de repos.<\/p>\n<p>La distinction entre faits juridiques et preuve \u00e0 soi-m\u00eame<\/p>\n<p>Un point de proc\u00e9dure est bri\u00e8vement mais clairement tranch\u00e9. La salari\u00e9e demandait \u00e0 \u00e9carter les attestations du dirigeant de l\u2019entreprise et de son \u00e9pouse, invoquant l\u2019adage \u00ab nul ne peut se constituer de preuve \u00e0 lui-m\u00eame \u00bb. La cour rejette cette demande. Elle rappelle que cet adage n\u2019est pas applicable \u00e0 la preuve des faits juridiques. En outre, la preuve est libre en mati\u00e8re prud\u2019homale. Il n\u2019y a donc pas lieu d\u2019\u00e9carter les pi\u00e8ces de l\u2019intim\u00e9e soumises \u00e0 la libre discussion des parties. Cette pr\u00e9cision a une valeur p\u00e9dagogique importante. Elle distingue le droit de la preuve des actes juridiques, soumis \u00e0 des r\u00e8gles formelles, de celui des faits juridiques, o\u00f9 la preuve est libre. En mati\u00e8re de contentieux du travail, portant essentiellement sur des faits, les \u00e9crits \u00e9manant de l\u2019employeur ou de ses proches sont donc admissibles, leur force probante restant soumise \u00e0 l\u2019appr\u00e9ciation souveraine des juges du fond.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Cour d\u2019appel de Metz, le 7 janvier 2026, n\u00b024\/00592. La d\u00e9cision statue sur un litige n\u00e9 de la rupture du contrat de travail d\u2019une salari\u00e9e. L\u2019employeur avai&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9468,"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":"","_kj_official_id":"","_kj_official_url":"","_kj_judilibre_id":"","_kj_jur":"","_kj_lieu":"","_kj_chambre":"","_kj_rg":"","_kj_date":"","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-660088","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, le 7 janvier 2026, n\u00b023\/01004 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d\u2019appel de Metz, le 7 janvier 2026, n\u00b024\/00592. 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