{"id":1211789,"date":"2026-06-28T17:01:01","date_gmt":"2026-06-28T15:01:01","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-daix-en-provence-le-24-avril-2026-n22-02780\/"},"modified":"2026-06-28T17:10:31","modified_gmt":"2026-06-28T15:10:31","slug":"cour-dappel-daix-en-provence-le-24-avril-2026-n22-02780","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/pt-pt\/cour-dappel-daix-en-provence-le-24-avril-2026-n22-02780\/","title":{"rendered":"Cour d&#8217;appel d&#8217;Aix-en-Provence, le 24 avril 2026, n\u00b022\/02780"},"content":{"rendered":"<div class='article-content'>\n<style scoped>.toc-article{background:#f8f9fa;border:1px solid #e2e6ea;border-left:4px solid #2c5f8a;border-radius:6px;padding:20px 24px;margin:0 0 32px;font-size:15px;line-height:1.6}.toc-article p{margin:0 0 10px;font-size:16px;font-weight:600;color:#1a1a1a}.toc-article ul{list-style:none;margin:0;padding:0}.toc-article li.toc-h2{padding:4px 0}.toc-article li.toc-h3{padding:2px 0 2px 20px;font-size:14px}.toc-article a{color:#2c5f8a;text-decoration:none;border-bottom:1px dotted #a0b4c8}.toc-article a:hover{color:#1a3d5c;border-bottom-color:#1a3d5c}<\/style>\n<nav class=\"toc-article\" role=\"navigation\" aria-label=\"Sommaire\">\n<p>Sommaire<\/p>\n<ul>\n<li class=\"toc-h2\"><a href=\"#i-la-reconnaissance-du-harcelement-moral-par-lanalyse-dun-faisceau-dindices\">I. La reconnaissance du harc\u00e8lement moral par l&#8217;analyse d&#8217;un faisceau d&#8217;indices<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-le-mecanisme-probatoire-de-larticle-l1154-1-et-la-presomption-de-harcelement\">A. Le m\u00e9canisme probatoire de l&#8217;article L.1154-1 et la pr\u00e9somption de harc\u00e8lement<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-labsence-de-justification-objective-par-lemployeur\">B. L&#8217;absence de justification objective par l&#8217;employeur<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-les-consequences-juridiques-de-la-qualification-de-harcelement-moral\">II. Les cons\u00e9quences juridiques de la qualification de harc\u00e8lement moral<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-la-nullite-du-licenciement-et-lindemnisation-du-prejudice\">A. La nullit\u00e9 du licenciement et l&#8217;indemnisation du pr\u00e9judice<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-lirrecevabilite-de-la-demande-nouvelle-relative-aux-conges-payes\">B. L&#8217;irrecevabilit\u00e9 de la demande nouvelle relative aux cong\u00e9s pay\u00e9s<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#fondements-juridiques\">Fondements juridiques<\/a><\/li>\n<\/ul>\n<\/nav>\n<p>Le 24 avril 2026, la Cour d&#8217;appel d&#8217;Aix-en-Provence (chambre 4-1, n\u00b022\/02780) a rendu une d\u00e9cision significative en mati\u00e8re de harc\u00e8lement moral et de licenciement nul. Un salari\u00e9 employ\u00e9 depuis 2004 par une soci\u00e9t\u00e9 h\u00f4teli\u00e8re a saisi la juridiction prud&#8217;homale de demandes de reclassification, de rappel d&#8217;heures suppl\u00e9mentaires, de dommages-int\u00e9r\u00eats pour harc\u00e8lement moral et de nullit\u00e9 de son licenciement. Le conseil de prud&#8217;hommes l&#8217;a d\u00e9bout\u00e9 de ses demandes de classification et de harc\u00e8lement, mais la cour d&#8217;appel infirme partiellement ce jugement. Elle reconna\u00eet l&#8217;existence d&#8217;un harc\u00e8lement moral, prononce la nullit\u00e9 du licenciement et alloue 7 500 euros de dommages-int\u00e9r\u00eats pour harc\u00e8lement ainsi que 23 458,80 euros pour licenciement nul. Elle d\u00e9clare irrecevable la demande nouvelle du salari\u00e9 relative aux cong\u00e9s pay\u00e9s pendant son arr\u00eat maladie. La question centrale \u00e9tait celle de la preuve du harc\u00e8lement moral et de ses cons\u00e9quences sur la rupture du contrat de travail. La solution retenue illustre l&#8217;application du m\u00e9canisme probatoire sp\u00e9cifique et son incidence indemnitaire.<\/p>\n<h2 id=\"i-la-reconnaissance-du-harcelement-moral-par-lanalyse-dun-faisceau-dindices\">I. La reconnaissance du harc\u00e8lement moral par l&#8217;analyse d&#8217;un faisceau d&#8217;indices<\/h2>\n<p><\/p>\n<h3 id=\"a-le-mecanisme-probatoire-de-larticle-l1154-1-et-la-presomption-de-harcelement\">A. Le m\u00e9canisme probatoire de l&#8217;article L.1154-1 et la pr\u00e9somption de harc\u00e8lement<\/h3>\n<p>La cour d&#8217;appel rappelle le r\u00e9gime de preuve applicable aux articles L.1152-1 et L.1154-1 du code du travail. Il appartient au salari\u00e9 de pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer l&#8217;existence d&#8217;un harc\u00e8lement moral. L&#8217;employeur doit ensuite prouver que ces agissements sont justifi\u00e9s par des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 tout harc\u00e8lement. En l&#8217;esp\u00e8ce, le salari\u00e9 \u00e9tablit la mat\u00e9rialit\u00e9 de sept changements de service depuis son embauche, un travail durant dix jours cons\u00e9cutifs en septembre 2015, un r\u00e8glement tardif de quinze heures suppl\u00e9mentaires sans majoration, et surtout, le d\u00e9p\u00f4t par l&#8217;employeur d&#8217;une annonce de recrutement pour le poste d&#8217;assistant et de responsable qu&#8217;il occupait et convoitait, alors m\u00eame qu&#8217;il \u00e9tait encore en fonction. La cour retient que <em>&#8220;l&#8217;invisibilisation all\u00e9gu\u00e9e du salari\u00e9 au sein de l&#8217;entreprise est d\u00e9montr\u00e9e&#8221;<\/em>. Elle ajoute \u00e0 ces \u00e9l\u00e9ments les pi\u00e8ces m\u00e9dicales, notamment un certificat du psychiatre constatant une d\u00e9pression <em>&#8220;suite \u00e0 des difficult\u00e9s sur son lieu de travail&#8221;<\/em>. Ainsi, <em>&#8220;ces faits, pris dans leur ensemble, permettant de pr\u00e9sumer l&#8217;existence d&#8217;un harc\u00e8lement moral au sens de l&#8217;article L. 1152-1 du code du travail&#8221;<\/em>. Cette d\u00e9marche s&#8217;inscrit dans la jurisprudence constante qui impose une appr\u00e9ciation globale des faits. Un arr\u00eat r\u00e9cent de la Cour d&#8217;appel de Paris (4 mars 2025, n\u00b022\/04033) retient d&#8217;ailleurs que des \u00e9l\u00e9ments pris dans leur ensemble, en ce compris les \u00e9l\u00e9ments m\u00e9dicaux, laissent supposer un harc\u00e8lement. La cour d&#8217;Aix applique exactement ce raisonnement.<\/p>\n<h3 id=\"b-labsence-de-justification-objective-par-lemployeur\">B. L&#8217;absence de justification objective par l&#8217;employeur<\/h3>\n<p>Une fois la pr\u00e9somption constitu\u00e9e, la charge de la preuve bascule sur l&#8217;employeur. Ce dernier <em>&#8220;se borne \u00e0 contester le harc\u00e8lement manag\u00e9rial all\u00e9gu\u00e9 en des termes g\u00e9n\u00e9raux&#8221;<\/em> et <em>&#8220;sans produire aucun \u00e9l\u00e9ment utile contredisant les \u00e9l\u00e9ments pr\u00e9sent\u00e9s par le salari\u00e9&#8221;<\/em>. L&#8217;employeur invoque le caract\u00e8re fluctuant du secteur h\u00f4telier et la fr\u00e9quence des changements de planning concernant tous les salari\u00e9s, mais <em>&#8220;sans cependant produire aucun \u00e9l\u00e9ment le d\u00e9montrant&#8221;<\/em>. Il admet une surcharge ponctuelle mais ne justifie pas objectivement l&#8217;annonce de recrutement plac\u00e9e avant m\u00eame le d\u00e9part du salari\u00e9, alors que ce dernier n&#8217;avait pas annonc\u00e9 son d\u00e9part. La cour rel\u00e8ve que l&#8217;employeur n&#8217;\u00e9tablit pas que le salari\u00e9 avait un projet de d\u00e9part en septembre 2017. Cette carence probatoire est fatale. L&#8217;arr\u00eat de la Cour d&#8217;appel de Toulouse (31 janvier 2025, n\u00b023\/01933) illustre la situation inverse o\u00f9 le salari\u00e9 ne produisait que des attestations impr\u00e9cises ou sans constat personnel, conduisant au rejet de la demande. Ici, au contraire, le salari\u00e9 a apport\u00e9 des \u00e9l\u00e9ments suffisamment pr\u00e9cis, et l&#8217;employeur n&#8217;a pas r\u00e9ussi \u00e0 les contredire utilement. La cour en d\u00e9duit que le harc\u00e8lement moral est constitu\u00e9.<\/p>\n<h2 id=\"ii-les-consequences-juridiques-de-la-qualification-de-harcelement-moral\">II. Les cons\u00e9quences juridiques de la qualification de harc\u00e8lement moral<\/h2>\n<p><\/p>\n<h3 id=\"a-la-nullite-du-licenciement-et-lindemnisation-du-prejudice\">A. La nullit\u00e9 du licenciement et l&#8217;indemnisation du pr\u00e9judice<\/h3>\n<p>Conform\u00e9ment \u00e0 l&#8217;article L.1152-3 du code du travail, toute rupture r\u00e9sultant d&#8217;un harc\u00e8lement moral est nulle de plein droit. La cour constate que l&#8217;inaptitude physique du salari\u00e9, constat\u00e9e le 28 mars 2018, est la cons\u00e9quence directe du harc\u00e8lement moral subi. Elle rel\u00e8ve que le salari\u00e9 a \u00e9t\u00e9 plac\u00e9 en arr\u00eat de travail \u00e0 compter du 23 ao\u00fbt 2017, imm\u00e9diatement apr\u00e8s la diffusion de l&#8217;annonce de recrutement, pour un syndrome d\u00e9pressif ayant n\u00e9cessit\u00e9 un suivi psychiatrique. Le m\u00e9decin du travail a conclu \u00e0 une inaptitude d\u00e9finitive. Le lien de causalit\u00e9 est ainsi \u00e9tabli. La cour prononce la nullit\u00e9 du licenciement. Pour le montant des dommages-int\u00e9r\u00eats, elle se fonde sur l&#8217;article L.1235-3-1 qui pr\u00e9voit une indemnit\u00e9 au moins \u00e9gale aux six derniers mois de salaire en cas de nullit\u00e9 pour harc\u00e8lement. Le salaire de r\u00e9f\u00e9rence est fix\u00e9 \u00e0 1 954,90 euros. Compte tenu de l&#8217;anciennet\u00e9 de treize ans, de l&#8217;\u00e2ge de trente-cinq ans et de la situation professionnelle difficile du salari\u00e9 (soci\u00e9t\u00e9 cr\u00e9\u00e9e mais sans activit\u00e9 depuis fin 2020, revenus tr\u00e8s faibles), la cour accorde 23 458,80 euros, correspondant \u00e0 douze mois de salaire. Elle rejette en revanche la demande d&#8217;indemnit\u00e9 sp\u00e9ciale de licenciement et d&#8217;indemnit\u00e9 compensatrice de pr\u00e9avis au titre de l&#8217;origine professionnelle de l&#8217;inaptitude, faute pour l&#8217;employeur d&#8217;avoir eu connaissance du caract\u00e8re professionnel de la maladie lors du licenciement.<\/p>\n<h3 id=\"b-lirrecevabilite-de-la-demande-nouvelle-relative-aux-conges-payes\">B. L&#8217;irrecevabilit\u00e9 de la demande nouvelle relative aux cong\u00e9s pay\u00e9s<\/h3>\n<p>Le salari\u00e9 a form\u00e9 en cause d&#8217;appel une demande de rappel d&#8217;indemnit\u00e9 compensatrice de cong\u00e9s pay\u00e9s pour la p\u00e9riode de suspension du contrat de travail pour maladie non professionnelle, en se fondant sur l&#8217;\u00e9volution de la jurisprudence de la Cour de cassation du 13 septembre 2023 et la loi du 22 avril 2024. La cour d\u00e9clare cette demande irrecevable. Elle rappelle qu&#8217;apr\u00e8s la suppression du principe de l&#8217;unicit\u00e9 de l&#8217;instance, les parties ne peuvent soumettre \u00e0 la cour d&#8217;appel des pr\u00e9tentions nouvelles ne figurant pas dans la requ\u00eate initiale. Cette demande ne constitue pas la cons\u00e9quence n\u00e9cessaire des pr\u00e9tentions initiales relatives \u00e0 la rupture du contrat de travail. L&#8217;\u00e9volution jurisprudentielle ou l\u00e9gislative ne caract\u00e9rise pas un fait nouveau au sens de l&#8217;article 564 du code de proc\u00e9dure civile. De plus, le salari\u00e9 n&#8217;avait pas inclus cette demande dans ses premi\u00e8res conclusions d&#8217;appel du 23 mai 2022, violant ainsi le principe de concentration des pr\u00e9tentions \u00e9dict\u00e9 par l&#8217;article 910-4 du code de proc\u00e9dure civile. Cette solution est classique : la cour refuse d&#8217;\u00e9largir le d\u00e9bat \u00e0 une pr\u00e9tention d\u00e9pourvue de lien suffisant avec le litige initial, malgr\u00e9 les \u00e9volutions normatives invoqu\u00e9es.<\/p>\n<p><h2 id=\"jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/h2>\n<p><\/p>\n<ul class=\"jurisprudences-rag-sources\">\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67a327d0172a4b53b59c93a6\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Toulouse, le 31 janvier 2025, n\u00b023\/01933<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67c7e8da910b2f913559de72\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Paris, le 4 mars 2025, n\u00b022\/04033<\/a><\/li>\n<\/ul>\n<\/div>\n<style scoped>.fondements-juridiques{margin:40px 0 0;padding:0}.fondements-juridiques>h2{font-size:22px;color:#1a1a1a;border-bottom:2px solid #2c5f8a;padding-bottom:10px;margin-bottom:20px}.fj-article{background:#fdfdfd;border:1px solid #e8e8e8;border-radius:6px;padding:20px;margin-bottom:16px}.fj-article h3{font-size:17px;color:#2c5f8a;margin:0 0 12px;font-weight:600}.fj-texte{font-size:15px;line-height:1.7;color:#333}.fj-texte p{margin:8px 0}.fj-badge{font-size:11px;padding:2px 8px;border-radius:3px;margin-left:8px;font-weight:500;vertical-align:middle}.fj-en-vigueur{background:#e8f5e9;color:#2e7d32}.fj-abroge{background:#ffebee;color:#c62828}.fj-modifie{background:#fff3e0;color:#e65100}<\/style>\n<section class=\"fondements-juridiques\">\n<h2 id=\"fondements-juridiques\">Fondements juridiques<\/h2>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000038799598\" rel=\"nofollow\" target=\"_blank\">Article L. 227-9-1 du Code de commerce<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Les associ\u00e9s peuvent nommer un ou plusieurs commissaires aux comptes dans les conditions pr\u00e9vues \u00e0 l&#8217;article L. 227-9.<\/p>\n<p>Sont tenues de d\u00e9signer au moins un commissaire aux comptes les soci\u00e9t\u00e9s par actions simplifi\u00e9es qui d\u00e9passent, \u00e0 la cl\u00f4ture d&#8217;un exercice social, deux des seuils suivants, fix\u00e9s par d\u00e9cret : le total de leur bilan, le montant de leur chiffre d&#8217;affaires hors taxe ou le nombre moyen de leurs salari\u00e9s au cours de l&#8217;exercice.<\/p>\n<p>M\u00eame si les conditions pr\u00e9vues au deuxi\u00e8me alin\u00e9a ne sont pas atteintes, la nomination d&#8217;un commissaire aux comptes peut \u00eatre demand\u00e9e en justice par un ou plusieurs associ\u00e9s repr\u00e9sentant au moins le dixi\u00e8me du capital.<\/p>\n<p>Lorsque les conditions pr\u00e9vues au deuxi\u00e8me alin\u00e9a du pr\u00e9sent article ne sont pas atteintes, un commissaire aux comptes peut \u00eatre nomm\u00e9 pour faire application du second alin\u00e9a de l&#8217;article L. 225-146.<\/p>\n<p>Sont \u00e9galement tenues de d\u00e9signer un commissaire aux comptes, pour un mandat de trois exercices, les soci\u00e9t\u00e9s dont un ou plusieurs associ\u00e9s repr\u00e9sentant au moins le tiers du capital en font la demande motiv\u00e9e aupr\u00e8s de la soci\u00e9t\u00e9.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900818\" rel=\"nofollow\" target=\"_blank\">Article L. 1152-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>   Aucun salari\u00e9 ne doit subir les agissements r\u00e9p\u00e9t\u00e9s de harc\u00e8lement moral qui ont pour objet ou pour effet une d\u00e9gradation de ses conditions de travail susceptible de porter atteinte \u00e0 ses droits et \u00e0 sa dignit\u00e9, d&#8217;alt\u00e9rer sa sant\u00e9 physique ou mentale ou de compromettre son avenir professionnel.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000033019902\" rel=\"nofollow\" target=\"_blank\">Article L. 1154-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Lorsque survient un litige relatif \u00e0 l&#8217;application des articles L. 1152-1 \u00e0 L. 1152-3 et L. 1153-1 \u00e0 L. 1153-4, le candidat \u00e0 un emploi, \u00e0 un stage ou \u00e0 une p\u00e9riode de formation en entreprise ou le salari\u00e9 pr\u00e9sente des \u00e9l\u00e9ments de fait laissant supposer l&#8217;existence d&#8217;un harc\u00e8lement. <\/p>\n<p>Au vu de ces \u00e9l\u00e9ments, il incombe \u00e0 la partie d\u00e9fenderesse de prouver que ces agissements ne sont pas constitutifs d&#8217;un tel harc\u00e8lement et que sa d\u00e9cision est justifi\u00e9e par des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 tout harc\u00e8lement. <\/p>\n<p>Le juge forme sa conviction apr\u00e8s avoir ordonn\u00e9, en cas de besoin, toutes les mesures d&#8217;instruction qu&#8217;il estime utiles.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900820\" rel=\"nofollow\" target=\"_blank\">Article L. 1152-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Toute rupture du contrat de travail intervenue en m\u00e9connaissance des dispositions des articles L. 1152-1 et L. 1152-2, toute disposition ou tout acte contraire est nul.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000021450413\" rel=\"nofollow\" target=\"_blank\">Article 564 du Code de proc\u00e9dure civile<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>A peine d&#8217;irrecevabilit\u00e9 relev\u00e9e d&#8217;office, les parties ne peuvent soumettre \u00e0 la cour de nouvelles pr\u00e9tentions si ce n&#8217;est pour opposer compensation, faire \u00e9carter les pr\u00e9tentions adverses ou faire juger les questions n\u00e9es de l&#8217;intervention d&#8217;un tiers, ou de la survenance ou de la r\u00e9v\u00e9lation d&#8217;un fait.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section class=\"closing\" id=\"envoyer-pieces\" style=\"margin:48px 0 36px;padding:48px 36px;text-align:center;border-radius:24px;background:radial-gradient(circle at 50% 0%,rgba(0,0,204,0.08) 0%,transparent 60%),rgba(255,255,255,0.72);border:1px solid rgba(10,10,10,0.08);\">\n<div class=\"closing-heading\" role=\"heading\" aria-level=\"2\" style=\"font-size:clamp(30px,4vw,44px);line-height:1.18;font-weight:700;margin:0 0 18px;letter-spacing:-0.022em;color:#1B1B1B;font-family:Lato,sans-serif;\">Envoyez vos pi\u00e8ces. Recevez une <span class=\"nowrap\" style=\"white-space:nowrap;\"><span class=\"tag\" style=\"display:inline-block;background:#0000CC;color:#fff;padding:2px 14px 5px;border-radius:10px;font-weight:700;letter-spacing:-0.005em;box-shadow:0 6px 20px rgba(0,0,204,.10);\">strat\u00e9gie<\/span>.<\/span><\/div>\n<p>Transmettez les pi\u00e8ces de votre dossier au cabinet. 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Le syndicat poursuit...","rel":"","context":"In &quot;D\u00e9cisions juridiques&quot;","block_context":{"text":"D\u00e9cisions juridiques","link":"https:\/\/kohenavocats.com\/category\/decisions-juridiques\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/louis-paulin-CJ_Ipj0rYWk-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/louis-paulin-CJ_Ipj0rYWk-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/louis-paulin-CJ_Ipj0rYWk-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/louis-paulin-CJ_Ipj0rYWk-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/louis-paulin-CJ_Ipj0rYWk-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/louis-paulin-CJ_Ipj0rYWk-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/posts\/1211789","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/users\/232070755"}],"replies":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/comments?post=1211789"}],"version-history":[{"count":1,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/posts\/1211789\/revisions"}],"predecessor-version":[{"id":1211823,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/posts\/1211789\/revisions\/1211823"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/media\/4812"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/media?parent=1211789"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/categories?post=1211789"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/tags?post=1211789"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}