{"id":666349,"date":"2026-04-24T01:19:24","date_gmt":"2026-04-23T23:19:24","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-14-decembre-2017-n21-08659\/"},"modified":"2026-04-24T01:19:24","modified_gmt":"2026-04-23T23:19:24","slug":"cour-dappel-le-14-decembre-2017-n21-08659","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-le-14-decembre-2017-n21-08659\/","title":{"rendered":"Cour d&#8217;appel, le 14 d\u00e9cembre 2017, n\u00b021\/08659"},"content":{"rendered":"<div class=\"article-content\">\n<p>Cour d\u2019appel de Paris, le 14 d\u00e9cembre 2017, statue sur un litige n\u00e9 de la rupture d\u2019un contrat de travail. L\u2019employeur contestait la recevabilit\u00e9 de l\u2019action du salari\u00e9 en invoquant la prescription et son d\u00e9faut d\u2019int\u00e9r\u00eat \u00e0 agir. Les juges du fond avaient rejet\u00e9 ces fins de non-recevoir et avaient requalifi\u00e9 le contrat intermittent en contrat \u00e0 temps complet. La cour d\u2019appel confirme le jugement sur la prescription, la requalification et la qualification de la prise d\u2019acte, mais infirme sur la demande en responsabilit\u00e9 civile.<\/p>\n<p>La d\u00e9termination du point de d\u00e9part de la prescription constitue le premier apport significatif de l\u2019arr\u00eat. La cour rappelle que l\u2019action se prescrit par deux ans selon l\u2019article L. 1471-1 du code du travail. Elle pr\u00e9cise que le d\u00e9lai ne court pas lorsque le cr\u00e9ancier ignore les \u00e9l\u00e9ments essentiels \u00e0 son action. &#8220;La prescription ne court pas lorsque la cr\u00e9ance, m\u00eame p\u00e9riodique, d\u00e9pend d&#8217;\u00e9l\u00e9ments qui ne sont pas connus du cr\u00e9ancier&#8221; (Motifs de la d\u00e9cision). En l\u2019esp\u00e8ce, le salari\u00e9 n\u2019avait pas re\u00e7u de son employeur les informations lui permettant d\u2019identifier avec certitude son d\u00e9biteur. Le point de d\u00e9part a donc \u00e9t\u00e9 fix\u00e9 \u00e0 la notification de l\u2019arr\u00eat du 15 mars 2012 qui a identifi\u00e9 l\u2019employeur. Cette solution prot\u00e8ge le salari\u00e9 confront\u00e9 \u00e0 une incertitude sur l\u2019identit\u00e9 de son cocontractant. Elle renforce l\u2019obligation de loyaut\u00e9 et d\u2019information pesant sur l\u2019employeur dans l\u2019ex\u00e9cution du contrat.<\/p>\n<p>La cour \u00e9carte ensuite le d\u00e9faut d\u2019int\u00e9r\u00eat \u00e0 agir li\u00e9 \u00e0 une seconde prise d\u2019acte. Elle estime que cette derni\u00e8re, bien que sans objet, n\u2019affecte pas l\u2019int\u00e9r\u00eat \u00e0 agir contre la rupture initiale. &#8220;Si effectivement rupture sur rupture ne vaut et que la nouvelle prise d\u2019acte appara\u00eet \u00eatre sans objet, celle-ci n&#8217;affecte pas la capacit\u00e9 \u00e0 ester en justice et d&#8217;int\u00e9r\u00eat \u00e0 agir&#8221; (Motifs de la d\u00e9cision). Cette analyse pr\u00e9serve l\u2019acc\u00e8s au juge en dissociant la r\u00e9gularit\u00e9 formelle d\u2019un acte de l\u2019existence d\u2019un int\u00e9r\u00eat l\u00e9gitime \u00e0 contester la rupture. Elle \u00e9vite qu\u2019une initiative maladroite du salari\u00e9 ne le prive d\u00e9finitivement de tout recours. La port\u00e9e est de maintenir une protection substantielle des droits du salari\u00e9 malgr\u00e9 des initiatives processuelles inop\u00e9rantes.<\/p>\n<p>La requalification du contrat de travail intermittent en contrat \u00e0 temps complet forme le second enseignement majeur. La cour rappelle le principe d\u2019ill\u00e9galit\u00e9 des contrats intermittents en l\u2019absence d\u2019accord collectif. Elle applique la pr\u00e9somption de temps plein. Pour la renverser, l\u2019employeur devait prouver la pr\u00e9visibilit\u00e9 des horaires de travail. Or, &#8220;l&#8217;activit\u00e9 \u00e9tait caract\u00e9ris\u00e9e par l&#8217;ind\u00e9termination de la dur\u00e9e du travail&#8221; et &#8220;l&#8217;absence de planning&#8221; (Motifs de la d\u00e9cision). L\u2019employeur n\u2019ayant pas rapport\u00e9 cette preuve, la requalification est confirm\u00e9e. Cette solution rappelle avec fermet\u00e9 la rigueur du cadre l\u00e9gal des contrats intermittents. Elle prot\u00e8ge les salari\u00e9s contre l\u2019ins\u00e9curit\u00e9 li\u00e9e \u00e0 une disponibilit\u00e9 permanente non reconnue. La valeur est de garantir l\u2019effectivit\u00e9 du droit \u00e0 une r\u00e9mun\u00e9ration stable et pr\u00e9visible.<\/p>\n<p>La cour d\u00e9limite enfin strictement le champ de la responsabilit\u00e9 d\u00e9lictuelle de l\u2019employeur. Le salari\u00e9 invoquait l\u2019article 1242 du code civil pour des griefs li\u00e9s \u00e0 la proc\u00e9dure. La cour estime que &#8220;la faute qu&#8217;il invoque pour obtenir r\u00e9paration du pr\u00e9judice all\u00e9gu\u00e9 n&#8217;est pas caract\u00e9ris\u00e9e&#8221; (Motifs de la d\u00e9cision). Elle rappelle que les al\u00e9as proc\u00e9duraux et les d\u00e9saccords sur l\u2019interpr\u00e9tation d\u2019un contrat ne constituent pas une faute d\u00e9lictuelle. Cette analyse contient les demandes indemnitaires dans le champ contractuel. Elle pr\u00e9serve la s\u00e9curit\u00e9 juridique en \u00e9vitant la multiplication de fondements concurrents pour un m\u00eame litige. La port\u00e9e est de cantonner la responsabilit\u00e9 civile aux hypoth\u00e8ses de faute caract\u00e9ris\u00e9e, distincte des manquements contractuels.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Cour d\u2019appel de Paris, le 14 d\u00e9cembre 2017, statue sur un litige n\u00e9 de la rupture d\u2019un contrat de travail. L\u2019employeur contestait la recevabilit\u00e9 de l\u2019action&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9454,"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":"68d4cd59327c828791409163","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d4cd59327c828791409163","_kj_judilibre_id":"68d4cd59327c828791409163","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Paris","_kj_chambre":"P\u00f4le 6 - Chambre 4","_kj_rg":"21\/08659","_kj_date":"2025-09-24","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-666349","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 14 d\u00e9cembre 2017, n\u00b021\/08659 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d\u2019appel de Paris, le 14 d\u00e9cembre 2017, statue sur un litige n\u00e9 de la rupture d\u2019un contrat de travail. 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