{"id":660091,"date":"2026-04-23T14:40:40","date_gmt":"2026-04-23T12:40:40","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-rennes-le-25-septembre-2025-n23-01157\/"},"modified":"2026-04-23T14:40:40","modified_gmt":"2026-04-23T12:40:40","slug":"cour-dappel-de-rennes-le-25-septembre-2025-n23-01157","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-rennes-le-25-septembre-2025-n23-01157\/","title":{"rendered":"Cour d’appel de Rennes, le 25 septembre 2025, n\u00b023\/01157"},"content":{"rendered":"
\n

La Cour d’appel de Rennes, le 25 septembre 2025, a statu\u00e9 sur un litige relatif au d\u00e9compte du temps de travail dans une entreprise de transport sanitaire. Un salari\u00e9 contestait la m\u00e9thode de calcul de ses heures suppl\u00e9mentaires, fond\u00e9e sur un cycle de huit semaines ne se r\u00e9p\u00e9tant pas \u00e0 l’identique. La juridiction a confirm\u00e9 l’irr\u00e9gularit\u00e9 de cette organisation et accord\u00e9 diverses indemnit\u00e9s au salari\u00e9, tout en infirmant partiellement le jugement sur d’autres chefs.<\/p>\n

La r\u00e9gularit\u00e9 du d\u00e9compte cyclique du temps de travail<\/p>\n

Les conditions l\u00e9gales de l’organisation par cycles
\nLe droit du travail impose des conditions strictes pour l’am\u00e9nagement du temps de travail sous forme de cycles. L’ancien article L.3122-2 du code du travail conditionnait cette organisation “\u00e0 la r\u00e9p\u00e9tition \u00e0 l’identique d’un cycle \u00e0 l’autre de la r\u00e9partition du temps de travail”. La cour constate que les d\u00e9comptes d’heures ne permettent pas de mettre en \u00e9vidence une telle r\u00e9p\u00e9tition. Les semaines ne se r\u00e9p\u00e9taient pas \u00e0 l’identique d’un pr\u00e9tendu cycle \u00e0 l’autre, ce qui prive le syst\u00e8me de son fondement l\u00e9gal. L’employeur invoquait en vain des dispositions abrog\u00e9es et un accord-cadre sectoriel.<\/p>\n

La port\u00e9e de cette analyse est de rappeler le principe de stabilit\u00e9 inh\u00e9rent au travail par cycles. L’accord-cadre du 4 mai 2000 modifi\u00e9, se r\u00e9f\u00e9rant au code du travail, “ne peut fonder juridiquement l’organisation du travail selon des cycles ne se r\u00e9p\u00e9tant pas \u00e0 l’identique”. La r\u00e9f\u00e9rence \u00e0 l’irr\u00e9gularit\u00e9 des cycles dans le code des transports pour la fixation r\u00e9glementaire de la dur\u00e9e du travail n’autorise pas l’employeur \u00e0 instaurer un tel syst\u00e8me unilat\u00e9ralement. La d\u00e9termination des heures suppl\u00e9mentaires sur cette base est donc d\u00e9pourvue de base l\u00e9gale.<\/p>\n

L’\u00e9chec des justifications avanc\u00e9es par l’employeur
\nL’employeur tentait de justifier les variations par la possibilit\u00e9 de modifier le programme indicatif d’activit\u00e9. La cour \u00e9carte cet argument car la soci\u00e9t\u00e9 “ne produit pr\u00e9cis\u00e9ment pas lesdits programmes indicatifs d’activit\u00e9”. Elle ne fournit pas non plus de d\u00e9compte alternatif des heures suppl\u00e9mentaires \u00e0 la semaine pour contester les calculs du salari\u00e9. Ces calculs s’appuyaient sur le temps de travail effectif issu des documents annex\u00e9s aux bulletins de salaire. L’absence de preuve contraire rend la critique de l’employeur inop\u00e9rante.<\/p>\n

La valeur de ce raisonnement r\u00e9side dans la stricte application des r\u00e8gles de charge de la preuve. L’employeur, qui met en \u0153uvre un mode de d\u00e9compte d\u00e9rogatoire, doit en d\u00e9montrer la r\u00e9gularit\u00e9. Son incapacit\u00e9 \u00e0 produire les programmes indicatifs ou un calcul hebdomadaire alternatif est fatale. La cour en d\u00e9duit que les heures suppl\u00e9mentaires doivent se d\u00e9compter par semaine, confirmant ainsi le principe de l’unit\u00e9 de d\u00e9compte hebdomadaire en l’absence de cycle r\u00e9gulier.<\/p>\n

Les cons\u00e9quences sur les autres \u00e9l\u00e9ments de la r\u00e9mun\u00e9ration<\/p>\n

Le traitement des heures suppl\u00e9mentaires et des jours f\u00e9ri\u00e9s
\nLa d\u00e9cision op\u00e8re une distinction nette entre les heures suppl\u00e9mentaires et la r\u00e9mun\u00e9ration des jours f\u00e9ri\u00e9s. Concernant les heures pay\u00e9es au taux normal en sus du salaire de base, la cour les requalifie en heures suppl\u00e9mentaires. L’employeur ne fournissant pas d’explications pertinentes, “il doit donc \u00eatre consid\u00e9r\u00e9 que ces heures, s’ajoutant aux heures contractuelles, sont des heures suppl\u00e9mentaires”. Le salari\u00e9 obtient le paiement de la majoration manquante. En revanche, sa demande sur les jours f\u00e9ri\u00e9s est rejet\u00e9e.<\/p>\n

La solution concernant les jours f\u00e9ri\u00e9s illustre le principe de non-cumul. L’examen des bulletins d\u00e9montre que les jours f\u00e9ri\u00e9s litigieux “ont bien tous \u00e9t\u00e9 r\u00e9mun\u00e9r\u00e9s dans le cadre de la mensualisation”. Aucune d\u00e9duction n’ayant \u00e9t\u00e9 op\u00e9r\u00e9e, accorder un paiement suppl\u00e9mentaire reviendrait \u00e0 un double paiement. La demande est donc infirm\u00e9e, rappelant que la mensualisation inclut la r\u00e9mun\u00e9ration des jours f\u00e9ri\u00e9s ch\u00f4m\u00e9s, sans g\u00e9n\u00e9rer d’heures suppl\u00e9mentaires compl\u00e9mentaires.<\/p>\n

Le calcul de l’indemnit\u00e9 de cong\u00e9s pay\u00e9s et la mauvaise foi contractuelle
\nLa cour proc\u00e8de \u00e0 un contr\u00f4le minutieux du calcul des cong\u00e9s pay\u00e9s. Elle rel\u00e8ve que l’employeur, tout en appliquant la m\u00e9thode du dixi\u00e8me, d\u00e9comptait des absences pour un montant sup\u00e9rieur \u00e0 la valeur de l’absence. Cette pratique neutralisait l’avantage de la m\u00e9thode la plus favorable. Pour corriger cela, la cour s’appuie sur la jurisprudence europ\u00e9enne. Elle cite l’arr\u00eat de la CJUE du 13 janvier 2022 qui a dit que l’article 7 de la directive 2003\/88 “doit \u00eatre interpr\u00e9t\u00e9 en ce sens qu’il s’oppose \u00e0 une disposition d’une convention collective” excluant les heures de cong\u00e9 du d\u00e9compte du seuil des heures suppl\u00e9mentaires.<\/p>\n

La port\u00e9e de cette application est majeure. La cour en d\u00e9duit qu’il convient “d’\u00e9carter partiellement l’application des dispositions de l’article L. 3121-28 du code du travail”. Elle juge que le salari\u00e9 peut pr\u00e9tendre aux majorations pour heures suppl\u00e9mentaires qu’il aurait per\u00e7ues s’il avait travaill\u00e9 toute la semaine, m\u00eame en cas de cong\u00e9 pay\u00e9 partiel. Cette mise en \u00e9chec d’une disposition nationale au nom du droit de l’Union europ\u00e9enne renforce la protection du salari\u00e9. Par ailleurs, la mauvaise foi de l’employeur est \u00e9tablie par sa persistance \u00e0 appliquer un cycle irr\u00e9gulier malgr\u00e9 les injonctions r\u00e9p\u00e9t\u00e9es de l’inspection du travail. “Son inertie a contraint le salari\u00e9 \u00e0 multiplier les demandes de r\u00e9gularisation”, justifiant l’octroi de dommages et int\u00e9r\u00eats pour ex\u00e9cution d\u00e9loyale, confirmant ainsi une jurisprudence constante sur la n\u00e9cessit\u00e9 de d\u00e9montrer un pr\u00e9judice.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Rennes, le 25 septembre 2025, a statu\u00e9 sur un litige relatif au d\u00e9compte du temps de travail dans une entreprise de transport sanitaire. 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