{"id":660750,"date":"2026-04-23T15:48:58","date_gmt":"2026-04-23T13:48:58","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-metz-le-7-mai-2025-n22-09061\/"},"modified":"2026-04-23T15:48:58","modified_gmt":"2026-04-23T13:48:58","slug":"cour-dappel-de-metz-le-7-mai-2025-n22-09061","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-metz-le-7-mai-2025-n22-09061\/","title":{"rendered":"Cour d’appel de Metz, le 7 mai 2025, n\u00b022\/09061"},"content":{"rendered":"
\n

La cour d’appel de Metz, statuant le 7 mai 2025, a examin\u00e9 les demandes d’une salari\u00e9e suite \u00e0 son licenciement pour inaptitude. La juridiction a rejet\u00e9 ses pr\u00e9tentions en nullit\u00e9 pour harc\u00e8lement moral et en dommages-int\u00e9r\u00eats. Elle a toutefois partiellement accueilli une demande nouvelle relative aux cong\u00e9s pay\u00e9s acquis durant un arr\u00eat maladie. L’arr\u00eat confirme ainsi le licenciement tout en appliquant un revirement jurisprudentiel r\u00e9cent sur un point accessoire.<\/p>\n

La caract\u00e9risation d\u00e9licate du harc\u00e8lement moral<\/p>\n

La cour rappelle d’abord les principes gouvernant la charge de la preuve en mati\u00e8re de harc\u00e8lement. “Il incombe au salari\u00e9 d’\u00e9tablir la mat\u00e9rialit\u00e9 de faits pr\u00e9cis, concordants et objectifs permettant de pr\u00e9sumer l’existence d’un harc\u00e8lement moral” (motif 24). L’examen des pi\u00e8ces, notamment des \u00e9changes \u00e9crits, est donc central pour \u00e9tablir une pr\u00e9somption. La juridiction constate que les messages de l’employeur, bien que familiers, \u00e9taient “empreints de courtoisie, de respect voire m\u00eame de camaraderie” (motif 26). Elle rel\u00e8ve que la d\u00e9gradation relationnelle trouve son origine dans la suppression d’une r\u00e9mun\u00e9ration dissimul\u00e9e. L’analyse contextuelle des faits permet d’\u00e9carter la qualification de harc\u00e8lement. La cour estime que les \u00e9l\u00e9ments invoqu\u00e9s rel\u00e8vent du pouvoir de direction ou de simples tensions. Elle conclut ainsi \u00e0 l’absence de “faits pr\u00e9cis, concordants et objectifs” pouvant fonder une pr\u00e9somption. Cette approche restrictive prot\u00e8ge l’employeur contre des all\u00e9gations infond\u00e9es tout en exigeant du salari\u00e9 une d\u00e9monstration rigoureuse.<\/p>\n

La validation du licenciement pour inaptitude<\/p>\n

Le rejet de la qualification de harc\u00e8mental a une cons\u00e9quence directe sur la cause du licenciement. La cour consid\u00e8re qu’en l’absence de tout harc\u00e8lement, le licenciement a \u00e9t\u00e9 “valablement fond\u00e9 sur l’inaptitude m\u00e9dicale de la salari\u00e9e” (motif 42). Cette d\u00e9cision s’inscrit dans la lign\u00e9e d’une jurisprudence constante. Un avis d’inaptitude rend en principe impossible le reclassement et justifie le licenciement. La Cour de cassation a ainsi jug\u00e9 qu’un employeur constatant un tel avis “\u00e9tait dispens\u00e9 de rechercher et de proposer au salari\u00e9 des postes de reclassement” (Cass. Chambre sociale, le 12 juin 2024, n\u00b023-13.522). La cour d’appel de Metz avait elle-m\u00eame d\u00e9j\u00e0 statu\u00e9 dans le m\u00eame sens. Elle a confirm\u00e9 qu’un “licenciement prononc\u00e9 (\u2026) est fond\u00e9 sur une cause r\u00e9elle et s\u00e9rieuse” lorsque l’employeur est ainsi dispens\u00e9 de reclassement (Cour d’appel de Metz, le 7 mai 2025, n\u00b023\/00496). La pr\u00e9sente d\u00e9cision valide donc pleinement le motif d’inaptitude, \u00e9cartant toute autre cause litigieuse.<\/p>\n

L’application r\u00e9troactive d’un revirement jurisprudentiel<\/p>\n

Sur un point distinct, la cour op\u00e8re une application novatrice concernant les cong\u00e9s pay\u00e9s. Elle fait “application du revirement de jurisprudence de la Cour de cassation intervenu le 13 septembre 2023” (motif 22). Ce revirement reconna\u00eet le droit \u00e0 une indemnisation des cong\u00e9s pay\u00e9s acquis durant une p\u00e9riode de suspension pour maladie. La juridiction alloue donc une somme correspondant aux jours acquis durant le cong\u00e9 maladie de la salari\u00e9e. Cette application in concreto d\u00e9montre l’effet imm\u00e9diat des revirements de la Cour de cassation. Les juges du fond se doivent d’appliquer la nouvelle interpr\u00e9tation de la loi, m\u00eame \u00e0 des situations ant\u00e9rieures. Cette d\u00e9cision procure ainsi \u00e0 la salari\u00e9e un avantage financier minimal mais symbolique. Elle illustre la capacit\u00e9 du juge \u00e0 adapter sa d\u00e9cision aux \u00e9volutions de la jurisprudence supr\u00eame.<\/p>\n

Les cons\u00e9quences proc\u00e9durales d’un \u00e9chec partiel<\/p>\n

Enfin, l’arr\u00eat tire les cons\u00e9quences de l’\u00e9chec quasi-total de l’appelante. La salari\u00e9e “succombe int\u00e9gralement en appel, \u00e0 l’exception de sa demande nouvelle” (motif 45). Elle est donc condamn\u00e9e aux d\u00e9pens et \u00e0 une indemnit\u00e9 sur le fondement de l’article 700 du code de proc\u00e9dure civile. La cour motive cette condamnation par “les circonstances particuli\u00e8res du pr\u00e9sent litige” (motif 46). Cette sanction proc\u00e9durale vise \u00e0 compenser les frais expos\u00e9s par la partie adverse pour se d\u00e9fendre. Elle rappelle les risques encourus par une partie qui engage une proc\u00e9dure sans succ\u00e8s. Le juge use ici de son pouvoir d’appr\u00e9ciation pour sanctionner un recours jug\u00e9 largement infond\u00e9. Cette d\u00e9cision contribue \u00e0 la saine administration de la justice en d\u00e9courageant les appels dilatoires.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La cour d’appel de Metz, statuant le 7 mai 2025, a examin\u00e9 les demandes d’une salari\u00e9e suite \u00e0 son licenciement pour inaptitude. La juridiction a rejet\u00e9 ses …<\/p>\n","protected":false},"author":232070755,"featured_media":9551,"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":"68d7734e299e16b8ad3253e2","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d7734e299e16b8ad3253e2","_kj_judilibre_id":"68d7734e299e16b8ad3253e2","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Aix-en-Provence","_kj_chambre":"Chambre 4-1","_kj_rg":"22\/09061","_kj_date":"2025-09-26","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-660750","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"\nCour d'appel de Metz, le 7 mai 2025, n\u00b022\/09061 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d'appel de Metz, statuant le 7 mai 2025, a examin\u00e9 les demandes d'une salari\u00e9e suite \u00e0 son licenciement pour inaptitude. 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