{"id":647269,"date":"2026-04-22T11:35:45","date_gmt":"2026-04-22T09:35:45","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-versailles-le-9-avril-2025-n23-01183\/"},"modified":"2026-04-22T11:35:45","modified_gmt":"2026-04-22T09:35:45","slug":"cour-dappel-de-versailles-le-9-avril-2025-n23-01183","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/pt-pt\/cour-dappel-de-versailles-le-9-avril-2025-n23-01183\/","title":{"rendered":"Cour d’appel de Versailles, le 9 avril 2025, n\u00b023\/01183"},"content":{"rendered":"
\n

La Cour d’appel de Versailles, statuant le 9 avril 2025, a examin\u00e9 un litige n\u00e9 du licenciement pour faute grave d’une salari\u00e9e. L’employeur invoquait un abandon de poste suite \u00e0 son refus de mutations successives. La juridiction a confirm\u00e9 le jugement des prud’hommes qui avait annul\u00e9 ce licenciement pour absence de cause r\u00e9elle et s\u00e9rieuse. Elle a ainsi rejet\u00e9 l’appel de l’employeur et maintenu les condamnations p\u00e9cuniaires prononc\u00e9es en premi\u00e8re instance.<\/p>\n

La justification objective de la mutation contest\u00e9e<\/p>\n

La d\u00e9cision rappelle d’abord les conditions d’une mutation fond\u00e9e sur une clause contractuelle. La pr\u00e9sence d’une telle clause est n\u00e9cessaire mais non suffisante pour l\u00e9gitimer la d\u00e9cision de l’employeur. La cour exige une justification objective et une mise en \u0153uvre loyale de cette pr\u00e9vision contractuelle. Elle souligne que la clause “doit \u00eatre mise en ‘uvre de bonne foi, c’est-\u00e0-dire conform\u00e9ment \u00e0 l’int\u00e9r\u00eat de l’entreprise” (Motifs). En l’esp\u00e8ce, le fondement de la mutation \u00e9tait jug\u00e9 insuffisant. La soci\u00e9t\u00e9 “n’apporte pas la preuve d’un manquement fautif de la part de la salari\u00e9e \u00e0 ses obligations contractuelles” (Motifs). Le seul courriel client exprimant un m\u00e9contentement envers les “\u00e9quipes” \u00e9tait consid\u00e9r\u00e9 comme trop impr\u00e9cis pour imputer une faute \u00e0 la salari\u00e9e concern\u00e9e.<\/p>\n

La port\u00e9e de ce contr\u00f4le est significative pour l’\u00e9quilibre contractuel. Il emp\u00eache l’employeur d’utiliser discr\u00e9tionnairement une clause de mobilit\u00e9 sans motif objectif li\u00e9 \u00e0 l’int\u00e9r\u00eat de l’entreprise. Cette analyse rejoint la jurisprudence constante exigeant un lien entre la mutation et les n\u00e9cessit\u00e9s du service. La cour v\u00e9rifie aussi la proportionnalit\u00e9 de la mesure. Elle rel\u00e8ve que la nouvelle affectation, par ses horaires et son \u00e9loignement, “faisait peser sur la salari\u00e9e une contrainte manifestement incompatible” avec son autre emploi \u00e0 temps partiel (Motifs). Cette atteinte disproportionn\u00e9e au droit d’exercer un autre emploi caract\u00e9rise l’ex\u00e9cution d\u00e9loyale de la clause. Ainsi, le refus de la salari\u00e9e ne pouvait constituer une faute grave justifiant une rupture imm\u00e9diate.<\/p>\n

L’appr\u00e9ciation de la cause r\u00e9elle et s\u00e9rieuse du licenciement<\/p>\n

La cour proc\u00e8de ensuite \u00e0 la qualification juridique des faits au regard de la faute grave. Elle rappelle la d\u00e9finition de la faute grave, celle “qui rend impossible le maintien du salari\u00e9 dans l’entreprise” (Motifs). L’employeur, qui invoquait l’abandon de poste, supportait la charge de la preuve de ce manquement. Or, les \u00e9l\u00e9ments du dossier d\u00e9montraient le contraire. La cour constate en effet que la salari\u00e9e “a poursuivi pendant cette p\u00e9riode l’ex\u00e9cution de sa prestation de travail” sur son site initial (Motifs). L’employeur ne contestait d’ailleurs pas cette r\u00e9alit\u00e9 dans ses propres conclusions. D\u00e8s lors, la qualification d’abandon de poste et de faute grave \u00e9tait n\u00e9cessairement \u00e9cart\u00e9e.<\/p>\n

La valeur de cette analyse r\u00e9side dans le strict respect des principes r\u00e9gissant la preuve en mati\u00e8re de licenciement. Le juge forme sa conviction “au vu des \u00e9l\u00e9ments fournis par les parties” et le doute profite au salari\u00e9 (Motifs). Ici, la preuve de la continuit\u00e9 du travail an\u00e9antissait le fondement m\u00eame du licenciement. La d\u00e9cision illustre que l’absence injustifi\u00e9e, pour \u00eatre retenue, doit \u00eatre \u00e9tablie de mani\u00e8re certaine. En l’absence de faute grave, le licenciement \u00e9tait donc d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse. La cour a en cons\u00e9quence confirm\u00e9 toutes les indemnit\u00e9s dues, notamment l’indemnit\u00e9 compensatrice de pr\u00e9avis et l’indemnit\u00e9 l\u00e9gale de licenciement. Elle a aussi fix\u00e9 \u00e9quitablement l’indemnit\u00e9 pour licenciement sans cause r\u00e9elle et s\u00e9rieuse en tenant compte de l’anciennet\u00e9 et de la situation personnelle de la salari\u00e9e.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

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