{"id":660530,"date":"2026-04-23T15:22:40","date_gmt":"2026-04-23T13:22:40","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-paris-le-26-septembre-2025-n24-00980\/"},"modified":"2026-04-23T15:22:40","modified_gmt":"2026-04-23T13:22:40","slug":"cour-dappel-de-paris-le-26-septembre-2025-n24-00980","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/pt-pt\/cour-dappel-de-paris-le-26-septembre-2025-n24-00980\/","title":{"rendered":"Cour d’appel de Paris, le 26 septembre 2025, n\u00b024\/00980"},"content":{"rendered":"
\n

La Cour d’appel de Paris, statuant le 26 septembre 2025, a examin\u00e9 un litige relatif \u00e0 un licenciement pour faute grave. Un salari\u00e9 cadre contestait son licenciement fond\u00e9 sur plusieurs griefs li\u00e9s \u00e0 ses relations commerciales. La juridiction d’appel, infirmant le jugement de premi\u00e8re instance, a estim\u00e9 que les griefs n’\u00e9taient pas \u00e9tablis. Elle a en cons\u00e9quence reconnu l’absence de cause r\u00e9elle et s\u00e9rieuse et condamn\u00e9 l’employeur \u00e0 diverses indemnit\u00e9s au b\u00e9n\u00e9fice du salari\u00e9.<\/p>\n

La qualification juridique des griefs invoqu\u00e9s<\/p>\n

L’exigence d’une cause r\u00e9elle et s\u00e9rieuse et la d\u00e9finition de la faute grave. Le rappel des principes g\u00e9n\u00e9raux par la cour constitue le cadre d’analyse des griefs. Tout licenciement pour motif personnel doit \u00eatre justifi\u00e9 par une cause r\u00e9elle et s\u00e9rieuse. La cause doit \u00eatre objective, exacte et les griefs reproch\u00e9s doivent \u00eatre suffisamment pertinents pour justifier la rupture du contrat de travail. La faute grave privative du pr\u00e9avis pr\u00e9vu \u00e0 l’article L.1234-1 du m\u00eame code r\u00e9sulte d’un fait ou d’un ensemble de faits imputables au salari\u00e9, qui constitue une violation des obligations d\u00e9coulant du contrat de travail ou des relations de travail, d’une importance telle qu’elle rend impossible le maintien du salari\u00e9 dans l’entreprise m\u00eame pendant la dur\u00e9e limit\u00e9e du pr\u00e9avis sans risque de compromettre les int\u00e9r\u00eats l\u00e9gitimes de l’employeur. Ce rappel souligne la distinction essentielle entre la faute grave et la simple cause r\u00e9elle et s\u00e9rieuse. La port\u00e9e de ce principe est renforc\u00e9e par la jurisprudence ant\u00e9rieure, qui pr\u00e9cise les contours de la faute grave en l’absence d’intention de nuire. “En conduisant cette activit\u00e9 concurrente concomitamment \u00e0 l’ex\u00e9cution de son contrat de travail, faute d’avoir d\u00e9missionn\u00e9 apr\u00e8s le refus le 24 juin 2016 de la soci\u00e9t\u00e9 M\u00e9dias \u00a7 Publicit\u00e9 de conclure une rupture conventionnelle, M. [J] a manqu\u00e9 \u00e0 son obligation contractuelle de fid\u00e9lit\u00e9 et \u00e0 son obligation l\u00e9gale de loyaut\u00e9. Ce manquement rendait impossible la poursuite du contrat de travail. Pour autant, aucune intention de nuire n’est caract\u00e9ris\u00e9e de sorte que le licenciement est justifi\u00e9 par une faute grave et non une faute lourde.” (Cour d’appel de Paris, le 1 juin 2022, n\u00b019\/12353). Cette d\u00e9cision illustre qu’une violation des obligations de loyaut\u00e9 peut constituer une faute grave sans n\u00e9cessiter la preuve d’une intention malveillante.<\/p>\n

L’analyse critique des griefs et l’insuffisance probatoire. La cour proc\u00e8de \u00e0 un examen d\u00e9taill\u00e9 et exigeant des \u00e9l\u00e9ments produits par l’employeur pour chaque reproche. Concernant la validation d’une commande irr\u00e9guli\u00e8re, elle rel\u00e8ve que l’employeur ne verse aux d\u00e9bats aucun \u00e9l\u00e9ment d\u00e9montrant que Monsieur [P] savait que Monsieur [C] n’\u00e9tait plus salari\u00e9 de cette soci\u00e9t\u00e9 au moment de cette commande. Le grief n’est pas \u00e9tabli. S’agissant des commissions per\u00e7ues, la cour constate que le guide de d\u00e9ontologie interdisant cette pratique a \u00e9t\u00e9 \u00e9labor\u00e9 en octobre 2019 soit post\u00e9rieurement \u00e0 la date des deux ch\u00e8ques produits aux d\u00e9bats. Elle ne d\u00e9montre pas qu’il a \u00e9t\u00e9 port\u00e9 \u00e0 la connaissance de Monsieur [P] \u00e0 une date ant\u00e9rieure aux faits reproch\u00e9s. Enfin, concernant le d\u00e9tournement de chiffre d’affaires, elle souligne l’absence de preuve et la validation hi\u00e9rarchique des commandes externes. La soci\u00e9t\u00e9 RRG ne verse en outre aucun \u00e9l\u00e9ment d\u00e9montrant que Monsieur [P] aurait confi\u00e9 \u00e0 des prestataires ext\u00e9rieurs et notamment \u00e0 Monsieur [C] intervenant pour la soci\u00e9t\u00e9 AMS des prestations qui auraient pu \u00eatre confi\u00e9es \u00e0 l’atelier de la soci\u00e9t\u00e9 RENAULT de sorte que la preuve de la d\u00e9loyaut\u00e9 et du d\u00e9tournement du chiffres d’affaires par Monsieur [P] au pr\u00e9judice de son employeur n’est pas rapport\u00e9e. Cette analyse rigoureuse d\u00e9montre que des soup\u00e7ons ou des pr\u00e9somptions ne suffisent pas \u00e0 caract\u00e9riser une faute grave. La valeur de cet arr\u00eat r\u00e9side dans l’exigence d’une preuve concr\u00e8te et personnelle du manquement reproch\u00e9, prot\u00e9geant ainsi le salari\u00e9 contre des licenciements arbitraires.<\/p>\n

Les cons\u00e9quences financi\u00e8res de la requalification du licenciement<\/p>\n

Le r\u00e9tablissement int\u00e9gral des droits p\u00e9cuniaires du salari\u00e9. La reconnaissance de l’absence de cause r\u00e9elle et s\u00e9rieuse entra\u00eene la condamnation de l’employeur au paiement de l’ensemble des indemnit\u00e9s l\u00e9gales et conventionnelles. La cour ordonne ainsi le rappel int\u00e9gral du salaire correspondant \u00e0 la p\u00e9riode de mise \u00e0 pied conservatoire jug\u00e9e injustifi\u00e9e. Elle alloue \u00e9galement l’indemnit\u00e9 compensatrice de pr\u00e9avis de trois mois pr\u00e9vue par la convention collective, l’indemnit\u00e9 l\u00e9gale de licenciement et des dommages et int\u00e9r\u00eats. Le montant de ces derniers, fix\u00e9 \u00e0 29 432 euros, est d\u00e9termin\u00e9 au regard de l’anciennet\u00e9 du salari\u00e9 (10 ans et 5 mois), de son \u00e2ge, de sa r\u00e9mun\u00e9ration mensuelle moyenne et de sa situation actuelle. Cette r\u00e9paration financi\u00e8re compl\u00e8te vise \u00e0 compenser l’int\u00e9gralit\u00e9 du pr\u00e9judice subi du fait d’un licenciement irr\u00e9gulier. La port\u00e9e de cette d\u00e9cision est de rappeler que la sanction d’un licenciement sans cause r\u00e9elle et s\u00e9rieuse est syst\u00e9matiquement p\u00e9cuniaire et doit \u00eatre pleine et enti\u00e8re.<\/p>\n

Les mesures accessoires et la sanction des proc\u00e9dures abusives. L’arr\u00eat prononce \u00e9galement des condamnations annexes qui renforcent la sanction contre l’employeur et l’\u00e9quit\u00e9 de la proc\u00e9dure. La cour ordonne le remboursement par la soci\u00e9t\u00e9 RENAULT RETAIL GROUP \u00e0 l’op\u00e9rateur FRANCE TRAVAIL des indemnit\u00e9s de ch\u00f4mage vers\u00e9es \u00e0 Monsieur [P] dans la limite de 6 mois. Cette disposition, rarement appliqu\u00e9e, a une valeur dissuasive significative. Elle replace la charge financi\u00e8re des indemnit\u00e9s de ch\u00f4mage indues sur l’auteur du licenciement irr\u00e9gulier. Par ailleurs, la condamnation de l’employeur sur le fondement de l’article 700 du code de proc\u00e9dure civile pour un montant de 3000 euros sanctionne les frais expos\u00e9s par le salari\u00e9 pour sa d\u00e9fense. La cour estime en effet qu’il n’est pas in\u00e9quitable de la condamner \u00e0 payer \u00e0 Monsieur [P] la somme de 3000 euros en application de l’article 700 du code de proc\u00e9dure civile. Cette d\u00e9cision a pour sens d’\u00e9quilibrer les frais de proc\u00e9dure et de d\u00e9courager les recours abusifs ou dilatoires de la part de l’employeur. L’ensemble de ces mesures illustre la volont\u00e9 de la juridiction d’assurer une r\u00e9paration effective et compl\u00e8te du pr\u00e9judice subi.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Paris, statuant le 26 septembre 2025, a examin\u00e9 un litige relatif \u00e0 un licenciement pour faute grave. 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L'employeur invoq...","rel":"","context":"In "Jurisprudence"","block_context":{"text":"Jurisprudence","link":"https:\/\/kohenavocats.com\/category\/jurisprudence\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/nelson-ricardo-7L4Yr-xfHE0-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/nelson-ricardo-7L4Yr-xfHE0-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/nelson-ricardo-7L4Yr-xfHE0-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/nelson-ricardo-7L4Yr-xfHE0-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/nelson-ricardo-7L4Yr-xfHE0-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/nelson-ricardo-7L4Yr-xfHE0-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":415197,"url":"https:\/\/kohenavocats.com\/pt-pt\/cour-dappel-de-angers-le-26-juin-2012-n11-00113\/","url_meta":{"origin":660530,"position":5},"title":"Cour d’appel de Angers, le 26 juin 2012, n\u00b011\/00113","author":"Kohen","date":"21 de Mar\u00e7o, 2026","format":false,"excerpt":"Un salari\u00e9 cadre, engag\u00e9 en mars 2006 puis promu directeur technique, a \u00e9t\u00e9 licenci\u00e9 pour faute grave en septembre 2008. Il a saisi le conseil de prud\u2019hommes pour contester la r\u00e9alit\u00e9 et la gravit\u00e9 des griefs. Par jugement du 17 d\u00e9cembre 2010, les premiers juges ont retenu une cause r\u00e9elle\u2026","rel":"","context":"In "Cour d'appel"","block_context":{"text":"Cour d'appel","link":"https:\/\/kohenavocats.com\/category\/cour-dappel\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/luis-cortes-m92ge4NGDIM-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/luis-cortes-m92ge4NGDIM-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/luis-cortes-m92ge4NGDIM-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/luis-cortes-m92ge4NGDIM-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/luis-cortes-m92ge4NGDIM-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/luis-cortes-m92ge4NGDIM-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\/660530","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=660530"}],"version-history":[{"count":0,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/posts\/660530\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/media\/9454"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/media?parent=660530"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/categories?post=660530"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/tags?post=660530"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}