{"id":664515,"date":"2026-04-23T22:50:55","date_gmt":"2026-04-23T20:50:55","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-paris-le-25-juin-2024-n22-07974\/"},"modified":"2026-04-26T21:21:03","modified_gmt":"2026-04-26T19:21:03","slug":"cour-dappel-de-paris-le-25-juin-2024-n22-07974","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/pt-pt\/cour-dappel-de-paris-le-25-juin-2024-n22-07974\/","title":{"rendered":"Cour d’appel de Paris, le 25 juin 2024, n\u00b022\/07974"},"content":{"rendered":"
\n

Cour d’appel de Paris, le 25 juin 2024, statuant sur un licenciement pour faute<\/a> grave prononc\u00e9 peu apr\u00e8s une naissance. Le salari\u00e9 invoquait la nullit\u00e9 du licenciement pour violation de son statut protecteur post-natal et contestait la r\u00e9alit\u00e9 des griefs. La cour rejette ses demandes et confirme le licenciement.<\/p>\n

La d\u00e9limitation du statut protecteur du salari\u00e9 parent<\/p>\n

Le cadre l\u00e9gal de la protection contre le licenciement. L’article L.1225-4-1 du code du travail institue une interdiction de licencier pendant les dix semaines suivant une naissance. Cette protection conna\u00eet des exceptions strictes, notamment la faute grave. “Toutefois, l’employeur peut rompre le contrat s’il justifie d’une faute grave de l’int\u00e9ress\u00e9 ou de son impossibilit\u00e9 de maintenir ce contrat pour un motif \u00e9tranger \u00e0 l’arriv\u00e9e de l’enfant” (Cass. Chambre sociale, le 27 septembre 2023, n\u00b021-22.937). La port\u00e9e de ce texte est ainsi clairement \u00e9tablie.<\/p>\n

L’appr\u00e9ciation souveraine des juges du fond sur la faute grave. En l’esp\u00e8ce, la cour constate que le licenciement est intervenu dans le d\u00e9lai protecteur. Elle examine donc si l’employeur justifie d’une faute grave. Apr\u00e8s avoir v\u00e9rifi\u00e9 le respect des d\u00e9lais de prescription disciplinaire, elle retient la mat\u00e9rialit\u00e9 des faits de harc\u00e8lement sexuel all\u00e9gu\u00e9s. Ces agissements, d’une particuli\u00e8re gravit\u00e9, constituent une faute grave au sens de l’article L.1234-1 du code du travail. La protection du salari\u00e9 parent c\u00e8de ainsi devant la n\u00e9cessit\u00e9 de sanctionner un comportement fautif.<\/p>\n

La v\u00e9rification des conditions proc\u00e9durales du licenciement<\/p>\n

Le respect des d\u00e9lais l\u00e9gaux pour l’engagement des poursuites. Le salari\u00e9 soutenait que les faits, survenus en f\u00e9vrier 2018, \u00e9taient prescrits. La cour rappelle que le d\u00e9lai de deux mois court \u00e0 compter de la connaissance par l’employeur. Elle retient que cette connaissance n’est intervenue que le 19 d\u00e9cembre 2018, lors d’une d\u00e9claration d’une coll\u00e8gue. La convocation \u00e0 l’entretien pr\u00e9alable le 12 f\u00e9vrier 2019 respecte donc le d\u00e9lai l\u00e9gal. Cette solution assure une s\u00e9curit\u00e9 juridique \u00e0 l’employeur agissant avec diligence.<\/p>\n

L’inopposabilit\u00e9 des garanties proc\u00e9durales internes non applicables. Le salari\u00e9 invoquait \u00e9galement la violation d’un code de conduite imposant une enqu\u00eate approfondie. La cour \u00e9carte ce moyen en relevant que le document produit indiquait lui-m\u00eame son inapplicabilit\u00e9 en France \u00e0 la date des faits. Le salari\u00e9 ne peut se pr\u00e9valoir d’un texte qui n’est pas encore entr\u00e9 en vigueur dans l’\u00e9tablissement. Cette analyse pr\u00e9serve la pr\u00e9\u00e9minence des r\u00e8gles l\u00e9galement applicables.<\/p>\n

La port\u00e9e de cette d\u00e9cision est significative \u00e0 plusieurs \u00e9gards. Elle rappelle avec fermet\u00e9 que le statut protecteur du salari\u00e9 parent n’est pas un bouclier contre les cons\u00e9quences d’une faute grave d\u00fbment \u00e9tablie. Elle illustre \u00e9galement le contr\u00f4le rigoureux des d\u00e9lais de prescription disciplinaire, prot\u00e9geant l’employeur qui agit d\u00e8s sa connaissance des faits. Enfin, elle souligne que les chartes internes ne cr\u00e9ent d’obligations qu’\u00e0 partir de leur mise en \u0153uvre effective.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Cour d’appel de Paris, le 25 juin 2024, statuant sur un licenciement pour faute grave prononc\u00e9 peu apr\u00e8s une naissance. 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