{"id":664254,"date":"2026-04-23T22:22:25","date_gmt":"2026-04-23T20:22:25","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-douai-le-25-septembre-2025-n24-01485\/"},"modified":"2026-04-26T21:18:13","modified_gmt":"2026-04-26T19:18:13","slug":"cour-dappel-de-douai-le-25-septembre-2025-n24-01485","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ru\/cour-dappel-de-douai-le-25-septembre-2025-n24-01485\/","title":{"rendered":"Cour d&#8217;appel de Douai, le 25 septembre 2025, n\u00b024\/01485"},"content":{"rendered":"<div class=\"article-content\">\n<p>La cour d&#8217;appel de Douai, le 25 septembre 2025, statue sur un litige opposant un salari\u00e9 \u00e0 son ancien employeur, une association sportive. Le salari\u00e9 contestait son <a href=\"https:\/\/kohenavocats.com\/avocats-droit-social-paris\/avocats-licenciement-faute-paris\/\" target=\"_blank\" title=\"licenciement pour faute\">licenciement pour faute<\/a> grave et r\u00e9clamait diverses indemnit\u00e9s, dont une pour <a href=\"https:\/\/kohenavocats.com\/avocats-en-droit-penal-a-paris-conseil-et-defense-strategique\/avocats-travail-dissimule-paris\/\" target=\"_blank\" title=\"travail dissimul\u00e9\">travail dissimul\u00e9<\/a>. La juridiction inf\u00e9rieure l&#8217;avait d\u00e9bout\u00e9. La cour d&#8217;appel confirme partiellement ce jugement tout en reconnaissant le caract\u00e8re abusif de la rupture du contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e. Elle accorde ainsi des dommages-int\u00e9r\u00eats au salari\u00e9 mais rejette ses autres pr\u00e9tentions.<\/p>\n<p>La caract\u00e9risation exigeante du travail dissimul\u00e9<\/p>\n<p>La cour rappelle d&#8217;abord les conditions l\u00e9gales de la qualification de travail dissimul\u00e9. Elle souligne que l&#8217;intentionnalit\u00e9 de l&#8217;employeur est un \u00e9l\u00e9ment constitutif essentiel. &#171;La dissimulation d&#8217;emploi salari\u00e9 pr\u00e9vue par l&#8217;article L. 8221-5 du code du travail n&#8217;est donc caract\u00e9ris\u00e9e que s&#8217;il est \u00e9tabli que l&#8217;employeur a agi de mani\u00e8re intentionnelle&#187; (Motifs). L&#8217;examen des preuves apport\u00e9es par le salari\u00e9 conduit \u00e0 un rejet de sa demande. Les ch\u00e8ques produits ne permettent pas un rattachement certain \u00e0 une relation de travail. Les autres \u00e9l\u00e9ments, comme des \u00e9changes de courriels, sont jug\u00e9s insuffisants pour \u00e9tablir un lien de subordination avant la date officielle d&#8217;embauche. Cette analyse restrictive prot\u00e8ge le salari\u00e9 contre les emplois non d\u00e9clar\u00e9s mais impose une charge de la preuve rigoureuse. Elle limite ainsi les requalifications abusives de relations contractuelles ambigu\u00ebs.<\/p>\n<p>L&#8217;appr\u00e9ciation stricte de la faute grave justifiant une rupture anticip\u00e9e<\/p>\n<p>La cour proc\u00e8de ensuite \u00e0 un contr\u00f4le rigoureux des motifs du licenciement pour faute grave. Elle rappelle la d\u00e9finition exigeante de cette notion. &#171;Caract\u00e9rise une faute grave, dont la preuve incombe \u00e0 l&#8217;employeur, la violation par le salari\u00e9 des obligations d\u00e9coulant du contrat de travail d&#8217;une importance telle qu&#8217;elle rend impossible le maintien du salari\u00e9 au sein de l&#8217;entreprise et justifie son \u00e9viction imm\u00e9diate&#187; (Motifs). Cette d\u00e9finition rejoint celle pos\u00e9e par la Cour d&#8217;appel de Chamb\u00e9ry, le 19 f\u00e9vrier 2026, n\u00b024\/00488 : &#171;Il est de principe que la faute grave r\u00e9sulte d&#8217;un fait ou d&#8217;un ensemble de faits imputables au salari\u00e9 qui constituent une violation des obligations r\u00e9sultant du contrat de travail ou des relations de travail d&#8217;une importance telle qu&#8217;elle rend impossible le maintien de l&#8217;int\u00e9ress\u00e9 au sein de l&#8217;entreprise m\u00eame pendant la dur\u00e9e du pr\u00e9avis.&#187; En l&#8217;esp\u00e8ce, l&#8217;employeur ne d\u00e9montre pas le caract\u00e8re injustifi\u00e9 des absences reproch\u00e9es, le salari\u00e9 ayant inform\u00e9 de ses contraintes de formation. La faute grave n&#8217;est donc pas \u00e9tablie, conduisant \u00e0 requalifier la rupture en licenciement abusif. Cette solution rappelle que la charge de la preuve p\u00e8se int\u00e9gralement sur l&#8217;employeur et prot\u00e8ge le salari\u00e9 contre des ruptures arbitraires.<\/p>\n<p>Les cons\u00e9quences financi\u00e8res de la rupture abusive d&#8217;un contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e<\/p>\n<p>La d\u00e9cision pr\u00e9cise ensuite le r\u00e9gime indemnitaire applicable apr\u00e8s la constatation d&#8217;une rupture abusive. Conform\u00e9ment \u00e0 l&#8217;article L.1243-4 du code du travail, le salari\u00e9 a droit \u00e0 une indemnit\u00e9 au moins \u00e9gale aux salaires restant dus jusqu&#8217;au terme du contrat. La cour fixe donc la cr\u00e9ance du salari\u00e9 \u00e0 hauteur de cette somme forfaitaire. Elle \u00e9carte en revanche toute indemnit\u00e9 de cong\u00e9s pay\u00e9s sur la p\u00e9riode non travaill\u00e9e, suivant une jurisprudence constante. &#171;Aucune disposition l\u00e9gale n&#8217;assimile \u00e0 une p\u00e9riode de travail effectif la p\u00e9riode de travail non effectu\u00e9e en raison de la rupture anticip\u00e9e du contrat&#187; (Motifs). Ce point rappelle le caract\u00e8re strict de la r\u00e9paration l\u00e9gale pour ce type de contrat. Enfin, la cour applique les r\u00e8gles de la <a href=\"https:\/\/kohenavocats.fr\/elementor-60\/avocats-droit-affaires-paris\/avocat-procedures-collectives-paris\/\" target=\"_blank\" title=\"proc\u00e9dure collective\">proc\u00e9dure collective<\/a> \u00e0 la cr\u00e9ance n\u00e9e avant le jugement de liquidation. Elle rappelle que le cours des int\u00e9r\u00eats est arr\u00eat\u00e9 \u00e0 cette date, prot\u00e9geant ainsi l&#8217;\u00e9galit\u00e9 entre les cr\u00e9anciers. Cette articulation des r\u00e9gimes assure une s\u00e9curit\u00e9 juridique dans les contentieux complexes.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La cour d&#8217;appel de Douai, le 25 septembre 2025, statue sur un litige opposant un salari\u00e9 \u00e0 son ancien employeur, une association sportive. Le salari\u00e9 contest&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9589,"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":"68db641c7ee64f58ab6b69f4","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68db641c7ee64f58ab6b69f4","_kj_judilibre_id":"68db641c7ee64f58ab6b69f4","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Orl\u00e9ans","_kj_chambre":"Chambre Sociale","_kj_rg":"24\/01485","_kj_date":"2025-09-25","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7096,7123,6580,7597,6718,6992],"tags":[],"class_list":["post-664254","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-code-des-assurances","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) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de Douai, le 25 septembre 2025, n\u00b024\/01485 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d&#039;appel de Douai, le 25 septembre 2025, statue sur un litige opposant un salari\u00e9 \u00e0 son ancien employeur, une association sportive. 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