{"id":746580,"date":"2026-04-29T06:57:45","date_gmt":"2026-04-29T04:57:45","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-grenoble-le-22-janvier-2026-n23-02094\/"},"modified":"2026-04-29T06:57:45","modified_gmt":"2026-04-29T04:57:45","slug":"cour-dappel-de-grenoble-le-22-janvier-2026-n23-02094","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-grenoble-le-22-janvier-2026-n23-02094\/","title":{"rendered":"Cour d&#8217;appel de Grenoble, le 22 janvier 2026, n\u00b023\/02094"},"content":{"rendered":"<div class=\"article-content\">\n<p>La cour d\u2019appel de Grenoble, dans un arr\u00eat du 22 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 d\u00e9clar\u00e9 inapte \u00e0 son employeur. Le salari\u00e9 contestait avoir \u00e9t\u00e9 exclu du plan de d\u00e9parts volontaires pr\u00e9vu par un plan de sauvegarde de l\u2019emploi homologu\u00e9, alors qu\u2019une coll\u00e8gue dans une situation similaire en avait b\u00e9n\u00e9fici\u00e9. La question centrale \u00e9tait de savoir si l\u2019employeur avait ex\u00e9cut\u00e9 le plan de mani\u00e8re loyale et respect\u00e9 le principe d\u2019\u00e9galit\u00e9 de traitement. La cour a infirm\u00e9 le jugement prud\u2019homal et reconnu un manquement de l\u2019employeur, accordant des dommages et int\u00e9r\u00eats au salari\u00e9 pour perte de chance.<\/p>\n<p>I. La reconnaissance d\u2019une ex\u00e9cution d\u00e9loyale du plan de d\u00e9parts volontaires<\/p>\n<p>La cour a d\u2019abord \u00e9tabli que le salari\u00e9 \u00e9tait dans une situation identique \u00e0 celle d\u2019une autre salari\u00e9e au regard du plan de d\u00e9parts volontaires. Elle a relev\u00e9 que tous deux faisaient l\u2019objet d\u2019une proc\u00e9dure de licenciement pour inaptitude au moment de l\u2019entr\u00e9e en vigueur du plan.<\/p>\n<p>A. L\u2019identit\u00e9 de situation des salari\u00e9s inaptes face au plan<\/p>\n<p>La cour a jug\u00e9 que le crit\u00e8re d\u00e9terminant \u00e9tait la situation de chacun au jour de l\u2019application du plan. Elle a constat\u00e9 que le salari\u00e9 et sa coll\u00e8gue \u00e9taient tous deux en cours de proc\u00e9dure de licenciement pour inaptitude, \u00e9cartant l\u2019argument de l\u2019employeur fond\u00e9 sur la date de notification du licenciement. La cour a soulign\u00e9 que l\u2019employeur ma\u00eetrise la date de cette notification et ne peut s\u2019en pr\u00e9valoir pour justifier une diff\u00e9rence de traitement. Cette solution affirme que la simple existence d\u2019une proc\u00e9dure de licenciement en cours ne suffit pas \u00e0 exclure un salari\u00e9 du dispositif.<\/p>\n<p>B. L\u2019absence de justification objective de la diff\u00e9rence de traitement<\/p>\n<p>L\u2019employeur n\u2019a pas d\u00e9montr\u00e9 de raisons objectives pour justifier l\u2019exclusion du salari\u00e9. La cour a relev\u00e9 que l\u2019employeur avait accord\u00e9 le b\u00e9n\u00e9fice du plan \u00e0 l\u2019autre salari\u00e9e, pourtant \u00e9galement inapte, apr\u00e8s l\u2019avoir inform\u00e9e de son in\u00e9ligibilit\u00e9. Cette incoh\u00e9rence caract\u00e9rise une rupture d\u2019\u00e9galit\u00e9 de traitement. L\u2019arr\u00eat rappelle que l\u2019employeur doit justifier de mani\u00e8re concr\u00e8te les raisons pour lesquelles il refuse l\u2019acc\u00e8s au plan \u00e0 un salari\u00e9, sous peine de voir sa d\u00e9cision qualifi\u00e9e de d\u00e9loyale.<\/p>\n<p>II. La r\u00e9paration du pr\u00e9judice subi par le salari\u00e9 exclu<\/p>\n<p>Ayant constat\u00e9 le manquement, la cour a \u00e9cart\u00e9 la possibilit\u00e9 d\u2019ordonner l\u2019application forc\u00e9e du plan, le salari\u00e9 ayant \u00e9t\u00e9 licenci\u00e9. Elle a retenu une perte de chance s\u00e9rieuse pour le salari\u00e9 de b\u00e9n\u00e9ficier des avantages du plan.<\/p>\n<p>A. L\u2019impossibilit\u00e9 d\u2019une ex\u00e9cution en nature du plan<\/p>\n<p>La cour a estim\u00e9 que le salari\u00e9 ne pouvait plus b\u00e9n\u00e9ficier du plan de d\u00e9parts volontaires, car son contrat de travail avait \u00e9t\u00e9 rompu par un licenciement pour inaptitude non contest\u00e9. Elle a ainsi \u00e9cart\u00e9 la demande d\u2019ex\u00e9cution forc\u00e9e, en raison de l\u2019absence de convention de rupture amiable. Cette solution pr\u00e9serve la nature consensuelle du plan de d\u00e9parts volontaires, qui ne peut \u00eatre impos\u00e9 apr\u00e8s la rupture du contrat.<\/p>\n<p>B. L\u2019\u00e9valuation de la perte de chance et l\u2019indemnisation<\/p>\n<p>La cour a \u00e9valu\u00e9 la perte de chance \u00e0 50 % des sommes auxquelles le salari\u00e9 aurait pu pr\u00e9tendre. Elle a fix\u00e9 le pr\u00e9judice \u00e0 25 000 euros, en tenant compte de l\u2019indemnit\u00e9 de licenciement d\u00e9j\u00e0 per\u00e7ue et des avantages du plan (cong\u00e9 de reclassement, formation). L\u2019arr\u00eat confirme que la perte de chance est un pr\u00e9judice r\u00e9parable, dont l\u2019\u00e9valuation doit \u00eatre pr\u00e9cise et proportionn\u00e9e aux circonstances de l\u2019esp\u00e8ce.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La cour d\u2019appel de Grenoble, dans un arr\u00eat du 22 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 d\u00e9clar\u00e9 inapte \u00e0 son employeur. Le salari\u00e9 contesta&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9731,"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":"69737d92cdc6046d476c4500","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69737d92cdc6046d476c4500","_kj_judilibre_id":"69737d92cdc6046d476c4500","_kj_jur":"Cour d'appel","_kj_lieu":"Grenoble","_kj_chambre":"Ch.sociale-sect.prud'hom","_kj_rg":"23\/02094","_kj_date":"2026-01-22","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-746580","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 Grenoble, le 22 janvier 2026, n\u00b023\/02094 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d\u2019appel de Grenoble, dans un arr\u00eat du 22 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 d\u00e9clar\u00e9 inapte \u00e0 son employeur. 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