{"id":654859,"date":"2026-04-23T04:08:05","date_gmt":"2026-04-23T02:08:05","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-paris-le-10-avril-2025-n21-07777\/"},"modified":"2026-04-23T04:08:05","modified_gmt":"2026-04-23T02:08:05","slug":"cour-dappel-de-paris-le-10-avril-2025-n21-07777","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ru\/cour-dappel-de-paris-le-10-avril-2025-n21-07777\/","title":{"rendered":"Cour d’appel de Paris, le 10 avril 2025, n\u00b021\/07777"},"content":{"rendered":"
\n

La Cour d’appel de Paris, le 10 avril 2025, a statu\u00e9 sur un litige opposant un salari\u00e9 \u00e0 son employeur dans le secteur de la s\u00e9curit\u00e9. Le salari\u00e9 r\u00e9clamait des rappels de salaire pour plusieurs mois et contestait son licenciement pour faute grave. La cour a partiellement accueilli ses demandes p\u00e9cuniaires mais a confirm\u00e9 la validit\u00e9 du licenciement. Elle a ainsi pr\u00e9cis\u00e9 les obligations respectives des parties en mati\u00e8re d’organisation du travail et de preuve des absences.<\/p>\n

La r\u00e9partition des obligations probatoires en cas de litige sur le travail fourni<\/p>\n

L’employeur doit justifier du refus du salari\u00e9 d’ex\u00e9cuter son travail. Le droit du travail impose \u00e0 l’employeur de fournir un travail et de payer le salari\u00e9 qui se tient \u00e0 sa disposition. En cas de contestation sur la pr\u00e9sence du salari\u00e9, la charge de la preuve p\u00e8se sur l’employeur. Il lui appartient de d\u00e9montrer que le salari\u00e9 a refus\u00e9 d’ex\u00e9cuter son travail ou ne s’est pas tenu \u00e0 sa disposition. Cette r\u00e8gle proc\u00e9durale est essentielle pour prot\u00e9ger le salari\u00e9 dans le rapport de subordination.<\/p>\n

L’information pr\u00e9alable du salari\u00e9 conditionne la qualification d’absence injustifi\u00e9e. La cour a appliqu\u00e9 cette r\u00e8gle aux plannings de travail successifs. Elle a jug\u00e9 que l’employeur ne pouvait reprocher des absences pour les p\u00e9riodes o\u00f9 il n’avait pas communiqu\u00e9 les plannings en temps utile. «Faute d’\u00e9tablir qu’il a inform\u00e9 [le salari\u00e9] de son planning pour le mois d’octobre, il ne peut imputer au salari\u00e9 ses absences» (Motifs). L’absence d’information pr\u00e9alable prive l’employeur du droit de sanctionner.<\/p>\n

La modulation du temps de travail absorbe certaines r\u00e9clamations de rappel d’heures. La cour a valid\u00e9 le m\u00e9canisme de l’accord de modulation sur une base quadrimestrielle. Les heures suppl\u00e9mentaires r\u00e9clam\u00e9es pour certains mois ont \u00e9t\u00e9 consid\u00e9r\u00e9es comme absorb\u00e9es par un d\u00e9ficit d’heures sur d’autres p\u00e9riodes de r\u00e9f\u00e9rence. Cette analyse technique souligne l’importance des accords collectifs dans l’am\u00e9nagement du temps de travail et leur effet sur le calcul de la r\u00e9mun\u00e9ration.<\/p>\n

La bonne foi dans l’ex\u00e9cution du contrat et la qualification de la faute grave<\/p>\n

La mise en \u0153uvre de la clause de mobilit\u00e9 est soumise \u00e0 l’exigence de bonne foi. La cour a examin\u00e9 si les nouvelles affectations constituaient un usage abusif de cette clause. Elle a estim\u00e9 que l’affectation sur un site n\u00e9cessitant des correspondances complexes et sur un poste non qualifi\u00e9 \u00e9tait disproportionn\u00e9e. «Son affectation sur le site [X] traduit un manquement de la soci\u00e9t\u00e9 \u00e0 son obligation d’ex\u00e9cuter de bonne foi le contrat de travail» (Motifs). Cette appr\u00e9ciation in concreto limite le pouvoir de direction de l’employeur.<\/p>\n

La faute grave requiert une violation rendant impossible le maintien dans l’entreprise. La cour a rappel\u00e9 la d\u00e9finition exigeante de la faute grave. Elle a ensuite qualifi\u00e9 les absences non justifi\u00e9es de d\u00e9cembre 2019 et janvier 2020, malgr\u00e9 des mises en demeure. Ces faits, dans un secteur o\u00f9 la pr\u00e9sence est cruciale, ont \u00e9t\u00e9 jug\u00e9s d’une gravit\u00e9 suffisante. Ils «constituent une violation de ses obligations contractuelles d’une importance telle… qu’elle rendait impossible son maintien dans l’entreprise» (Motifs). Cette d\u00e9cision rejoint la jurisprudence qui lie la gravit\u00e9 \u00e0 l’impact sur l’organisation.<\/p>\n

La preuve de la faute grave et la r\u00e9alit\u00e9 des griefs sont \u00e0 la charge de l’employeur. La cour a m\u00e9thodiquement v\u00e9rifi\u00e9 chaque p\u00e9riode d’absence all\u00e9gu\u00e9e. Elle a distingu\u00e9 les absences justifi\u00e9es par un d\u00e9faut d’information de celles constituant une v\u00e9ritable d\u00e9faillance du salari\u00e9. Seules ces derni\u00e8res, \u00e9tablies par des mises en demeure non contest\u00e9es, ont pu fonder le licenciement. Cette rigueur probatoire est conforme \u00e0 la charge qui incombe \u00e0 l’employeur de prouver les faits reproch\u00e9s.<\/p>\n

Cette d\u00e9cision op\u00e8re une conciliation pragmatique entre les pr\u00e9rogatives de l’employeur et les droits du salari\u00e9. Elle rappelle avec force que le pouvoir de direction, notamment via la clause de mobilit\u00e9, s’exerce dans le respect de la bonne foi contractuelle. Elle pr\u00e9cise \u00e9galement les conditions de preuve des absences et les cons\u00e9quences d’un d\u00e9faut d’information du salari\u00e9. En confirmant le licenciement pour faute grave, elle souligne que l’absence injustifi\u00e9e et persistante dans un secteur sensible peut rompre le lien de confiance. La port\u00e9e de l’arr\u00eat r\u00e9side dans son analyse circonstanci\u00e9e, qui refuse les qualifications abstraites au profit d’une appr\u00e9ciation concr\u00e8te des comportements et de leurs cons\u00e9quences.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Paris, le 10 avril 2025, a statu\u00e9 sur un litige opposant un salari\u00e9 \u00e0 son employeur dans le secteur de la s\u00e9curit\u00e9. Le salari\u00e9 r\u00e9clamait d…<\/p>\n","protected":false},"author":232070755,"featured_media":4782,"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":"68df5a3721a269c127203a7c","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68df5a3721a269c127203a7c","_kj_judilibre_id":"68df5a3721a269c127203a7c","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Paris","_kj_chambre":"P\u00f4le 6 - Chambre 4","_kj_rg":"21\/07777","_kj_date":"2025-10-01","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-654859","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"\nCour d'appel de Paris, le 10 avril 2025, n\u00b021\/07777 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d'appel de Paris, le 10 avril 2025, a statu\u00e9 sur un litige opposant un salari\u00e9 \u00e0 son employeur dans le secteur de la s\u00e9curit\u00e9. 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