{"id":664657,"date":"2026-04-23T23:01:17","date_gmt":"2026-04-23T21:01:17","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-paris-le-7-mai-2025-n24-01173\/"},"modified":"2026-04-26T21:22:02","modified_gmt":"2026-04-26T19:22:02","slug":"cour-dappel-de-paris-le-7-mai-2025-n24-01173","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/pt-pt\/cour-dappel-de-paris-le-7-mai-2025-n24-01173\/","title":{"rendered":"Cour d&#8217;appel de Paris, le 7 mai 2025, n\u00b024\/01173"},"content":{"rendered":"<div class=\"article-content\">\n<p>La Cour d&#8217;appel de Paris, dans un arr\u00eat du 7 mai 2025, a statu\u00e9 sur les demandes d&#8217;un salari\u00e9 concernant un <a href=\"https:\/\/kohenavocats.com\/avocats-en-droit-penal-a-paris-conseil-et-defense-strategique\/avocat-harcelement-moral-paris\/\" target=\"_blank\" title=\"harc\u00e8lement moral\">harc\u00e8lement moral<\/a> et la r\u00e9gularit\u00e9 de son licenciement. Le salari\u00e9 invoquait une r\u00e9trogradation et une surveillance g\u00e9olocalis\u00e9e abusive. La cour, confirmant le jugement des prud&#8217;hommes, a rejet\u00e9 la demande pour harc\u00e8lement moral mais a accord\u00e9 certaines indemnit\u00e9s de d\u00e9placement. Elle a \u00e9galement valid\u00e9 le <a href=\"https:\/\/kohenavocats.com\/avocats-droit-social-paris\/avocats-licenciement-faute-paris\/\" target=\"_blank\" title=\"licenciement pour faute\">licenciement pour faute<\/a> s\u00e9rieuse.<\/p>\n<p>La charge de la preuve en mati\u00e8re de harc\u00e8lement moral<\/p>\n<p>Le r\u00e9gime probatoire sp\u00e9cifique au harc\u00e8lement moral<\/p>\n<p>La cour rappelle le r\u00e9gime probatoire d\u00e9rogatoire issu de l&#8217;article L.1154-1 du code du travail. Le salari\u00e9 doit pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer l&#8217;existence d&#8217;un harc\u00e8lement. &#8220;Il r\u00e9sulte de ces dispositions que, pour se prononcer sur l&#8217;existence d&#8217;un harc\u00e8lement moral, il appartient au juge d&#8217;examiner l&#8217;ensemble des \u00e9l\u00e9ments invoqu\u00e9s par le salari\u00e9&#8221; (Motifs). La charge de la preuve bascule ensuite vers l&#8217;employeur, qui doit d\u00e9montrer l&#8217;absence de harc\u00e8lement. Cette inversion vise \u00e0 prot\u00e9ger le salari\u00e9 dans une relation de subordination d\u00e9s\u00e9quilibr\u00e9e.<\/p>\n<p>L&#8217;exigence de faits objectifs et concordants<\/p>\n<p>En l&#8217;esp\u00e8ce, la cour a jug\u00e9 que le salari\u00e9 n&#8217;avait pas rempli sa premi\u00e8re obligation probatoire. Les plaintes en main courante et les courriels produits ne constituaient pas des \u00e9l\u00e9ments objectifs. &#8220;Il ne produit cependant pas aux d\u00e9bats le moindre \u00e9l\u00e9ment de nature \u00e0 \u00e9tayer objectivement ses all\u00e9gations dont la mat\u00e9rialit\u00e9 ne peut \u00eatre retenue&#8221; (Motifs). L&#8217;ordonnance m\u00e9dicale prescrivant un traitement ne permettait pas d&#8217;\u00e9tablir un lien causal avec les conditions de travail. Cette d\u00e9cision souligne que de simples all\u00e9gations, sans preuve mat\u00e9rielle, sont insuffisantes pour engager la responsabilit\u00e9 de l&#8217;employeur.<\/p>\n<p>L&#8217;appr\u00e9ciation du caract\u00e8re r\u00e9el et s\u00e9rieux du motif de licenciement<\/p>\n<p>La preuve de la violation d&#8217;une obligation contractuelle claire<\/p>\n<p>Le licenciement \u00e9tait fond\u00e9 sur l&#8217;utilisation personnelle d&#8217;un v\u00e9hicule de service en dehors du temps de travail. L&#8217;employeur a produit le r\u00e8glement sign\u00e9 par le salari\u00e9 et des relev\u00e9s de g\u00e9olocalisation pr\u00e9cis. &#8220;Il ressort clairement de la combinaison de ces derni\u00e8res pi\u00e8ces qui emportent la conviction que M. [Z] [X] a utilis\u00e9 le v\u00e9hicule mis \u00e0 sa disposition par l&#8217;entreprise en dehors de ses temps de travail&#8221; (Motifs). La cour a ainsi consid\u00e9r\u00e9 que la r\u00e9alit\u00e9 du grief \u00e9tait \u00e9tablie par des faits pr\u00e9cis et v\u00e9rifiables, conform\u00e9ment \u00e0 l&#8217;article L.1235-1 du code du travail.<\/p>\n<p>La gravit\u00e9 de la faute justifiant la rupture du contrat<\/p>\n<p>La cour a estim\u00e9 que ce grief unique \u00e9tait suffisamment s\u00e9rieux pour justifier le licenciement. L&#8217;utilisation r\u00e9p\u00e9t\u00e9e et intensive du v\u00e9hicule les week-ends constituait une violation caract\u00e9ris\u00e9e des instructions. Cette faute portait atteinte \u00e0 la confiance n\u00e9cessaire et cr\u00e9ait un risque financier et assurantiel pour l&#8217;employeur. La d\u00e9cision d\u00e9montre qu&#8217;une violation d\u00e9lib\u00e9r\u00e9e et r\u00e9p\u00e9t\u00e9e d&#8217;une r\u00e8gle connue du salari\u00e9 constitue une cause r\u00e9elle et s\u00e9rieuse. Elle rejoint une jurisprudence constante sur la gravit\u00e9 des manquements aux r\u00e8gles d&#8217;utilisation des biens de l&#8217;entreprise.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d&#8217;appel de Paris, dans un arr\u00eat du 7 mai 2025, a statu\u00e9 sur les demandes d&#8217;un salari\u00e9 concernant un harc\u00e8lement moral et la r\u00e9gularit\u00e9 de son licenci&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4717,"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":"68db641d7ee64f58ab6b6a10","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68db641d7ee64f58ab6b6a10","_kj_judilibre_id":"68db641d7ee64f58ab6b6a10","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Orl\u00e9ans","_kj_chambre":"Chambre Sociale","_kj_rg":"24\/01173","_kj_date":"2025-09-25","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7123,6580,7597,6718,6992],"tags":[],"class_list":["post-664657","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","category-droit-social","category-jurisprudence","category-social","category-travail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - 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Les faits sont divers : mise \u00e0 l\u2019\u00e9cart progressive, surcharge de travail d\u00e9lib\u00e9r\u00e9e, humiliations r\u00e9p\u00e9t\u00e9es en r\u00e9union, r\u00e9trogradation d\u00e9guis\u00e9e, surveillance excessive. 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Le salari\u00e9, engag\u00e9 en 2011, avait saisi le conseil de prud\u2019hommes pour obtenir le paiement de\u2026","rel":"","context":"In &quot;Cour d'appel&quot;","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\/pierre-blache-uMKBGyH8hCk-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/pierre-blache-uMKBGyH8hCk-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/pierre-blache-uMKBGyH8hCk-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/pierre-blache-uMKBGyH8hCk-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/pierre-blache-uMKBGyH8hCk-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/pierre-blache-uMKBGyH8hCk-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":413246,"url":"https:\/\/kohenavocats.com\/pt-pt\/cour-dappel-de-paris-le-19-fevrier-2026-n22-06474\/","url_meta":{"origin":664657,"position":5},"title":"Cour d&#8217;appel de Paris, le 19 f\u00e9vrier 2026, n\u00b022\/06474","author":"Kohen","date":"21 de Mar\u00e7o, 2026","format":false,"excerpt":"La Cour d\u2019appel de Paris, dans un arr\u00eat du 19 f\u00e9vrier 2026, statue sur l\u2019appel d\u2019une salari\u00e9e contre un jugement du conseil de prud\u2019hommes de Paris du 18 mai 2022. Cette d\u00e9cision tranche plusieurs questions relatives \u00e0 la rupture d\u2019un contrat de travail suspendu pour maladie de longue dur\u00e9e. Elle\u2026","rel":"","context":"In &quot;Cour d'appel&quot;","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\/11\/chris-czermak-PamFFHL6fVY-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/chris-czermak-PamFFHL6fVY-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/chris-czermak-PamFFHL6fVY-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/chris-czermak-PamFFHL6fVY-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/chris-czermak-PamFFHL6fVY-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/chris-czermak-PamFFHL6fVY-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\/664657","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=664657"}],"version-history":[{"count":1,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/posts\/664657\/revisions"}],"predecessor-version":[{"id":697928,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/posts\/664657\/revisions\/697928"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/media\/4717"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/media?parent=664657"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/categories?post=664657"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/pt-pt\/wp-json\/wp\/v2\/tags?post=664657"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}