{"id":664286,"date":"2026-04-23T22:26:23","date_gmt":"2026-04-23T20:26:23","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-20-mai-2025-n22-03627\/"},"modified":"2026-04-26T21:18:39","modified_gmt":"2026-04-26T19:18:39","slug":"cour-dappel-le-20-mai-2025-n22-03627","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/ru\/cour-dappel-le-20-mai-2025-n22-03627\/","title":{"rendered":"Cour d&#8217;appel, le 20 mai 2025, n\u00b022\/03627"},"content":{"rendered":"<div class=\"article-content\">\n<p>La cour d&#8217;appel, statuant le 20 mai 2025, a \u00e9t\u00e9 saisie d&#8217;un litige n\u00e9 de la prise d&#8217;acte de la rupture d&#8217;un contrat de travail. La salari\u00e9e invoquait des faits de <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 de discrimination. La juridiction du premier degr\u00e9 avait d\u00e9bout\u00e9 la salari\u00e9e de ses demandes. La cour d&#8217;appel, infirmant le jugement, a reconnu l&#8217;existence des manquements all\u00e9gu\u00e9s et qualifi\u00e9 la rupture de licenciement nul. Elle a accord\u00e9 diverses indemnit\u00e9s et ordonn\u00e9 la garantie de l&#8217;AGS.<\/p>\n<p>La caract\u00e9risation du harc\u00e8lement discriminatoire<\/p>\n<p>La d\u00e9monstration de l&#8217;existence des faits reproch\u00e9s<\/p>\n<p>La cour rappelle les principes r\u00e9gissant la preuve du harc\u00e8lement et de la discrimination. Concernant le harc\u00e8lement, &#171;il appartient au salari\u00e9 de pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer l&#8217;existence d&#8217;un harc\u00e8lement et au vu de ces \u00e9l\u00e9ments, il incombe \u00e0 la partie d\u00e9fenderesse de prouver que ces faits ne sont pas constitutifs d&#8217;un tel harc\u00e8lement&#187; (Motifs). Pour la discrimination, &#171;le salari\u00e9 pr\u00e9sente des \u00e9l\u00e9ments de fait laissant supposer l&#8217;existence d&#8217;une discrimination directe ou indirecte. Au vu de ces \u00e9l\u00e9ments, il incombe \u00e0 la partie d\u00e9fenderesse de prouver que sa d\u00e9cision est justifi\u00e9e par des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 toute discrimination&#187; (Motifs). En l&#8217;esp\u00e8ce, la salari\u00e9e a produit des attestations d\u00e9taillant des propos discriminatoires et des comportements hostiles li\u00e9s \u00e0 sa grossesse. La cour estime que ces &#171;\u00e9l\u00e9ments laissent supposer l&#8217;existence d&#8217;un harc\u00e8lement discriminatoire en raison de l&#8217;origine et de l&#8217;\u00e9tat de grossesse&#187; (Motifs).<\/p>\n<p>L&#8217;insuffisance des \u00e9l\u00e9ments produits par l&#8217;employeur<\/p>\n<p>L&#8217;employeur a produit des attestations g\u00e9n\u00e9rales sur la bienveillance du responsable et des \u00e9changes de SMS. La cour \u00e9carte ces moyens. Elle juge que les attestations &#171;ne suffisent pas \u00e0 remettre en cause les comportements constat\u00e9s&#187; car elles &#171;ne portent pas pr\u00e9cis\u00e9ment sur les faits reproch\u00e9s&#187; (Motifs). Les \u00e9changes de SMS &#171;ne permettent pas de d\u00e9montrer qu&#8217;elle n&#8217;a pas subi les autres faits qu&#8217;elle d\u00e9nonce&#187; (Motifs). La cour conclut que l&#8217;employeur &#171;\u00e9choue \u00e0 d\u00e9montrer que les r\u00e9f\u00e9rences n\u00e9gatives \u00e0 la nationalit\u00e9 de la salari\u00e9e, et la non prise en compte de son \u00e9tat de grossesse [&#8230;] ne sont pas av\u00e9r\u00e9s ou justifi\u00e9s par des \u00e9l\u00e9ments objectifs&#187; (Motifs). Cette analyse confirme la rigueur du renversement de la charge de la preuve. Les \u00e9l\u00e9ments de d\u00e9fense doivent \u00eatre pr\u00e9cis et directement en lien avec les faits all\u00e9gu\u00e9s pour \u00eatre efficaces.<\/p>\n<p>La requalification de la prise d&#8217;acte en licenciement nul<\/p>\n<p>La justification de la rupture par les manquements de l&#8217;employeur<\/p>\n<p>La cour rappelle le r\u00e9gime de la prise d&#8217;acte. &#171;Il est de r\u00e8gle que le salari\u00e9 peut prendre acte de la rupture du contrat de travail et que cette prise d&#8217;acte produit, soit les effets d&#8217;un licenciement sans cause r\u00e9elle et s\u00e9rieuse lorsqu&#8217;il rapporte la preuve de manquements de l&#8217;employeur faisant obstacle \u00e0 la poursuite du contrat de travail, soit, dans le cas contraire, d&#8217;une d\u00e9mission&#187; (Motifs). L&#8217;employeur arguait de l&#8217;anciennet\u00e9 des faits, survenus avant un cong\u00e9 maternit\u00e9. La cour rejette cet argument. Elle retient que &#171;c&#8217;est la crainte de reprendre son poste dans les m\u00eames conditions \u00e0 son retour de cong\u00e9 parental, crainte persistante et actuelle, qui l&#8217;a conduite \u00e0 prendre acte&#187; (Motifs). Elle en d\u00e9duit que &#171;la salari\u00e9e d\u00e9montre que des manquements de l&#8217;employeur faisait obstacle \u00e0 la poursuite du contrat de travail&#187; (Motifs). Ce point est essentiel car il admet qu&#8217;un manquement ancien peut justifier une rupture ult\u00e9rieure si ses effets persistent.<\/p>\n<p>Les cons\u00e9quences indemnitaires de la qualification retenue<\/p>\n<p>La cour applique les dispositions relatives au licenciement nul pour harc\u00e8lement. &#171;Aux termes de l&#8217;article L1235-3-1 du code du travail, l&#8217;article L.1235-3 n&#8217;est pas applicable lorsque le juge constate que le licenciement est entach\u00e9 d&#8217;une des nullit\u00e9s pr\u00e9vues au deuxi\u00e8me alin\u00e9a de l&#8217;article et notamment en cas de harc\u00e8lement moral. Dans ce cas, lorsque le salari\u00e9 ne demande pas la poursuite de l&#8217;ex\u00e9cution de son contrat de travail ou que sa r\u00e9int\u00e9gration est impossible, le juge lui octroie une indemnit\u00e9, \u00e0 la charge de l&#8217;employeur, qui ne peut \u00eatre inf\u00e9rieure aux salaires des six derniers mois&#187; (Motifs). La cour alloue une indemnit\u00e9 de 15 000 euros en tenant compte de l&#8217;anciennet\u00e9, de l&#8217;\u00e2ge et de la situation de la salari\u00e9e. Elle accorde \u00e9galement les indemnit\u00e9s de pr\u00e9avis, de licenciement et de cong\u00e9s pay\u00e9s. Par ailleurs, elle d\u00e9boute l&#8217;employeur de sa demande d&#8217;indemnisation pour pr\u00e9avis non effectu\u00e9, consid\u00e9rant que le licenciement \u00e9tant nul, l&#8217;ex\u00e9cution d&#8217;un pr\u00e9avis ne pouvait \u00eatre exig\u00e9e. Cette d\u00e9cision illustre l&#8217;ensemble des r\u00e9parations dues en cas de manquements graves de l&#8217;employeur.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La cour d&#8217;appel, statuant le 20 mai 2025, a \u00e9t\u00e9 saisie d&#8217;un litige n\u00e9 de la prise d&#8217;acte de la rupture d&#8217;un contrat de travail. La salari\u00e9e invoquait des fai&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4773,"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":"","_kj_official_id":"","_kj_official_url":"","_kj_judilibre_id":"","_kj_jur":"","_kj_lieu":"","_kj_chambre":"","_kj_rg":"","_kj_date":"","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7096,7123,6580,7597,6718,6992],"tags":[],"class_list":["post-664286","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 v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel, le 20 mai 2025, n\u00b022\/03627 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d&#039;appel, statuant le 20 mai 2025, a \u00e9t\u00e9 saisie d&#039;un litige n\u00e9 de la prise d&#039;acte de la rupture d&#039;un contrat de travail. 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La salari\u00e9e soutient avoir subi discrimination et harc\u00e8lement moral suite \u00e0 ses cong\u00e9s de...","rel":"","context":"\u0412 &quot;Jurisprudence&quot;","block_context":{"text":"Jurisprudence","link":"https:\/\/kohenavocats.com\/category\/jurisprudence\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/valdemaras-d-7VPFyhB_j8Y-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/valdemaras-d-7VPFyhB_j8Y-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/valdemaras-d-7VPFyhB_j8Y-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/valdemaras-d-7VPFyhB_j8Y-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/valdemaras-d-7VPFyhB_j8Y-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/valdemaras-d-7VPFyhB_j8Y-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/posts\/664286","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/users\/232070755"}],"replies":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/comments?post=664286"}],"version-history":[{"count":1,"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/posts\/664286\/revisions"}],"predecessor-version":[{"id":697809,"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/posts\/664286\/revisions\/697809"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/media\/4773"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/media?parent=664286"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/categories?post=664286"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/ru\/wp-json\/wp\/v2\/tags?post=664286"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}