{"id":608715,"date":"2026-04-19T17:58:11","date_gmt":"2026-04-19T15:58:11","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-27-juin-2024-n24-04262\/"},"modified":"2026-04-19T17:58:11","modified_gmt":"2026-04-19T15:58:11","slug":"cour-dappel-le-27-juin-2024-n24-04262","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ru\/cour-dappel-le-27-juin-2024-n24-04262\/","title":{"rendered":"Cour d&#8217;appel, le 27 juin 2024, n\u00b024\/04262"},"content":{"rendered":"<div class=\"article-content\">\n<p>Cour d&#8217;appel de Douai, chambre sociale, arr\u00eat du 27 juin 2024. Un salari\u00e9, ancien chef d&#8217;\u00e9quipe, contestait son licenciement pour faute grave fond\u00e9 sur des comportements sexistes. Le conseil de prud&#8217;hommes avait rejet\u00e9 ses demandes. La cour d&#8217;appel, saisie, confirme la d\u00e9cision premi\u00e8re et rejette l&#8217;ensemble des moyens soulev\u00e9s par le salari\u00e9. Elle valide ainsi le bien-fond\u00e9 du licenciement pour faute grave.<\/p>\n<p>Le contr\u00f4le rigoureux des conditions de la faute grave<\/p>\n<p>La cour rappelle d&#8217;abord les exigences l\u00e9gales encadrant la rupture pour faute grave. Celle-ci doit rendre impossible le maintien du salari\u00e9 dans l&#8217;entreprise. Elle s&#8217;appr\u00e9cie in concreto, en fonction de l&#8217;anciennet\u00e9 du salari\u00e9, de la qualit\u00e9 de son travail et de l&#8217;attitude qu&#8217;il a adopt\u00e9e pendant toute la dur\u00e9e de la collaboration (Motifs, 2.1). La preuve des faits incombe \u00e0 l&#8217;employeur, et le doute doit profiter au salari\u00e9. La cour examine ensuite scrupuleusement le respect du d\u00e9lai de prescription disciplinaire de deux mois. Elle pr\u00e9cise que ce point de d\u00e9part court \u00e0 compter du jour o\u00f9 l&#8217;employeur en a eu connaissance, entendue comme une connaissance exacte de la r\u00e9alit\u00e9, de la nature et de l&#8217;ampleur des faits (Motifs, 2.1). Cette analyse stricte prot\u00e8ge le salari\u00e9 contre des poursuites tardives ou bas\u00e9es sur des soup\u00e7ons.<\/p>\n<p>La caract\u00e9risation ferme d&#8217;un comportement sexiste fautif<\/p>\n<p>La cour proc\u00e8de ensuite \u00e0 une qualification juridique des faits reproch\u00e9s. Elle les rattache aux interdictions l\u00e9gales des agissements sexistes, d\u00e9finis comme tout agissement li\u00e9 au sexe d&#8217;une personne, ayant pour objet ou pour effet de porter atteinte \u00e0 sa dignit\u00e9 ou de cr\u00e9er un environnement intimidant, hostile, d\u00e9gradant, humiliant ou offensant (Motifs, 2.1). Elle rel\u00e8ve \u00e9galement la violation des obligations de s\u00e9curit\u00e9 et de respect mutuel. L&#8217;employeur produit alors un faisceau d&#8217;\u00e9l\u00e9ments probants incluant t\u00e9moignages concordants et documents internes. Les attestations sont particuli\u00e8rement convergents sur l&#8217;ambiance pesante dans l&#8217;agence, d\u00e9crivant une ambiance masculine avec la pr\u00e9sence de blagues pesantes et d\u00e9plac\u00e9es (Motifs, 2.1). La cour juge ces t\u00e9moignages pr\u00e9cis et circonstanci\u00e9s.<\/p>\n<p>La port\u00e9e probatoire d&#8217;un faisceau d&#8217;indices concordants<\/p>\n<p>Face \u00e0 ces \u00e9l\u00e9ments, la d\u00e9fense du salari\u00e9 est jug\u00e9e inefficace. Les attestations produites en sa faveur sont \u00e9cart\u00e9es car r\u00e9dig\u00e9es en des termes g\u00e9n\u00e9raux, non circonstanci\u00e9es (Motifs, 2.1), ou manquant de garanties d&#8217;impartialit\u00e9. La cour estime que l&#8217;employeur prouve suffisamment les agissements fautifs reproch\u00e9s au salari\u00e9 (Motifs, 2.1). Elle constate ainsi que le salari\u00e9 a tenu des propos \u00e0 connotation sexuelle et sexiste et n&#8217;a pas eu une r\u00e9action adapt\u00e9e. Ce comportement, par sa nature et les circonstances de sa commission, caract\u00e9rise un manquement grave rendant impossible son maintien dans l&#8217;entreprise. La validation de la m\u00e9thode probatoire renforce les obligations des cadres.<\/p>\n<p>La responsabilit\u00e9 accrue des encadrants en mati\u00e8re de pr\u00e9vention<\/p>\n<p>La d\u00e9cision souligne enfin la responsabilit\u00e9 particuli\u00e8re du salari\u00e9 en tant que chef d&#8217;\u00e9quipe. La cour note qu&#8217;il avait b\u00e9n\u00e9fici\u00e9 de formations sp\u00e9cifiques sur l&#8217;\u00e9thique et la pr\u00e9vention des comportements sexistes. Elle rel\u00e8ve que les faits concernaient au moins une salari\u00e9e plac\u00e9e sous son autorit\u00e9. Son comportement est donc analys\u00e9 comme un manquement d&#8217;autant plus grave qu&#8217;il contrevenait directement \u00e0 son r\u00f4le de manager. Ce manquement \u00e9tait de nature \u00e0 porter atteinte \u00e0 la sant\u00e9 psychique d&#8217;autres salari\u00e9es et \u00e0 \u00e9branler la confiance de l&#8217;employeur (Motifs, 2.1). L&#8217;arr\u00eat envoie un message clair sur le devoir d&#8217;exemplarit\u00e9 et de r\u00e9action des encadrants.<\/p>\n<p>La port\u00e9e normative de l&#8217;obligation de s\u00e9curit\u00e9 de r\u00e9sultat<\/p>\n<p>En dernier lieu, la solution consolide l&#8217;obligation de s\u00e9curit\u00e9 de l&#8217;employeur. La cour rappelle que l&#8217;employeur doit prendre les mesures n\u00e9cessaires pour assurer la s\u00e9curit\u00e9 et prot\u00e9ger la sant\u00e9 physique et mentale des travailleurs (Motifs, 2.1). La tol\u00e9rance z\u00e9ro affich\u00e9e envers les agissements sexistes, m\u00eame pr\u00e9sent\u00e9s comme humoristiques, en est une traduction concr\u00e8te. La sanction d&#8217;un licenciement pour faute grave, malgr\u00e9 l&#8217;absence de sanction ant\u00e9rieure, montre la s\u00e9v\u00e9rit\u00e9 de la jurisprudence. Cet arr\u00eat participe ainsi \u00e0 la construction d&#8217;un environnement de travail respectueux et conforme au droit.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Cour d&#8217;appel de Douai, chambre sociale, arr\u00eat du 27 juin 2024. Un salari\u00e9, ancien chef d&#8217;\u00e9quipe, contestait son licenciement pour faute grave fond\u00e9 sur des c&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9515,"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":"693305d172f940f4b6d18224","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/693305d172f940f4b6d18224","_kj_judilibre_id":"693305d172f940f4b6d18224","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Amiens","_kj_chambre":"5EME CHAMBRE PRUD'HOMALE","_kj_rg":"24\/04262","_kj_date":"2025-12-04","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-608715","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel, le 27 juin 2024, n\u00b024\/04262 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d&#039;appel de Douai, chambre sociale, arr\u00eat du 27 juin 2024. 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