{"id":654689,"date":"2026-04-23T03:53:56","date_gmt":"2026-04-23T01:53:56","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-bordeaux-le-20-janvier-2026-n22-00284\/"},"modified":"2026-04-23T03:53:56","modified_gmt":"2026-04-23T01:53:56","slug":"cour-dappel-de-bordeaux-le-20-janvier-2026-n22-00284","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ru\/cour-dappel-de-bordeaux-le-20-janvier-2026-n22-00284\/","title":{"rendered":"Cour d’appel de Bordeaux, le 20 janvier 2026, n\u00b022\/00284"},"content":{"rendered":"
\n

La Cour d’appel de Bordeaux, statuant en dernier ressort le 20 janvier 2026, a confirm\u00e9 un licenciement pour faute grave. Un responsable d’atelier contestait son licenciement fond\u00e9 sur des griefs multiples. La juridiction a examin\u00e9 la r\u00e9alit\u00e9 et la gravit\u00e9 des manquements reproch\u00e9s. Elle a estim\u00e9 que l’ensemble des faits justifiait la rupture du contrat de travail.<\/p>\n

La caract\u00e9risation de la faute grave par l’employeur<\/p>\n

La cour v\u00e9rifie d’abord le caract\u00e8re r\u00e9el et s\u00e9rieux des griefs. La charge de la preuve repose exclusivement sur l’employeur selon les principes applicables. Le juge appr\u00e9cie les \u00e9l\u00e9ments fournis par chaque partie au litige. Un doute \u00e9ventuel doit toujours profiter au salari\u00e9 mis en cause. Cette exigence garantit un \u00e9quilibre dans la relation de travail.<\/p>\n

L’examen des griefs r\u00e9v\u00e8le des manquements \u00e9tablis et graves. Les propos d\u00e9nigrants envers des subordonn\u00e9s exc\u00e8dent la libert\u00e9 d’expression. «Les propos et termes rapport\u00e9s dans les attestations pr\u00e9cit\u00e9es s’av\u00e8rent largement outrepasser le cadre de la libert\u00e9 d’expression du salari\u00e9» (Motifs). Le refus injustifi\u00e9 d’effectuer des r\u00e9parations constitue \u00e9galement une faute. Ces agissements traduisent une violation des obligations professionnelles.<\/p>\n

La gravit\u00e9 des faits de harc\u00e8lement sexuel all\u00e9gu\u00e9s<\/p>\n

Le grief principal concerne un comportement \u00e0 connotation sexuelle. Plusieurs attestations de clientes d\u00e9crivent des propos et gestes d\u00e9plac\u00e9s. La salari\u00e9e victime a fourni deux t\u00e9moignages coh\u00e9rents et pr\u00e9cis. La cour a estim\u00e9 que ces \u00e9l\u00e9ments \u00e9taient suffisants pour \u00e9tablir la mat\u00e9rialit\u00e9 des faits. Le salari\u00e9 n’a pas pu contester efficacement ces all\u00e9gations cr\u00e9dibles.<\/p>\n

Ces agissements rel\u00e8vent de la d\u00e9finition l\u00e9gale du harc\u00e8lement sexuel. «Aux termes de l’article L. 1153-1 du code du travail dans sa version applicable au litige : ‘Aucun salari\u00e9 ne doit subir des faits : 1\u00b0 Soit de harc\u00e8lement sexuel, constitu\u00e9 par des propos ou comportements \u00e0 connotation sexuelle r\u00e9p\u00e9t\u00e9s qui soit portent atteinte \u00e0 sa dignit\u00e9 en raison de leur caract\u00e8re d\u00e9gradant ou humiliant, soit cr\u00e9ent \u00e0 son encontre une situation intimidante, hostile ou offensante'» (Cour d’appel de Paris, le 15 janvier 2026, n\u00b022\/06766). L’employeur a l’obligation de pr\u00e9venir et de sanctionner de tels actes.<\/p>\n

La qualification juridique justifiant le licenciement<\/p>\n

L’accumulation des manquements conduit \u00e0 la faute grave. La cour proc\u00e8de \u00e0 une appr\u00e9ciation globale de la situation. Les diff\u00e9rents griefs pris ensemble rendent impossible le maintien dans l’entreprise. «Ces manquements de M. [F] sont d’une gravit\u00e9 telle qu’il rendait en fait impossible la poursuite du contrat de travail» (Motifs). La faute grave autorise le licenciement sans pr\u00e9avis ni indemnit\u00e9.<\/p>\n

La d\u00e9cision renforce l’obligation de s\u00e9curit\u00e9 de l’employeur. «L’attitude reproch\u00e9e correspondant \u00e0 un comportement \u00e0 connotation sexuelle interdit par l’article L. 1153-1 du code du travail, qu’il appartient \u00e0 l’employeur de pr\u00e9venir tant en vertu de l’article L. 1153-5 que de son obligation g\u00e9n\u00e9rale de s\u00e9curit\u00e9» (Cour d’appel de Bordeaux, le 20 janvier 2026, n\u00b023\/03862). La sanction disciplinaire appara\u00eet donc comme une r\u00e9action proportionn\u00e9e et n\u00e9cessaire.<\/p>\n

La port\u00e9e de l’arr\u00eat pour le droit du travail<\/p>\n

Cet arr\u00eat pr\u00e9cise les limites de la libert\u00e9 d’expression au travail. Le salari\u00e9 jouit de cette libert\u00e9 dans et hors de l’entreprise. «Par ailleurs, il r\u00e9sulte de l’article L. 1121-1 du code du travail que, sauf abus r\u00e9sultant de propos injurieux, diffamatoires ou excessifs, le salari\u00e9 jouit, dans l’entreprise et en dehors de celle-ci, de sa libert\u00e9 d’expression» (Motifs). Les propos insultants envers des coll\u00e8gues constituent un tel abus.<\/p>\n

La d\u00e9cision confirme \u00e9galement la gravit\u00e9 des faits de harc\u00e8lement sexuel. Elle rappelle la d\u00e9finition large retenue par le code du travail. La preuve peut \u00eatre apport\u00e9e par des t\u00e9moignages concordants et pr\u00e9cis. L’employeur doit r\u00e9agir avec c\u00e9l\u00e9rit\u00e9 et fermet\u00e9 \u00e0 de tels agissements. La sanction du licenciement pour faute grave se trouve ainsi pleinement justifi\u00e9e.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Bordeaux, statuant en dernier ressort le 20 janvier 2026, a confirm\u00e9 un licenciement pour faute grave. 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