{"id":1221891,"date":"2026-06-30T17:02:37","date_gmt":"2026-06-30T15:02:37","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-reims-le-29-avril-2026-n25-00414\/"},"modified":"2026-06-30T17:14:48","modified_gmt":"2026-06-30T15:14:48","slug":"cour-dappel-de-reims-le-29-avril-2026-n25-00414","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-reims-le-29-avril-2026-n25-00414\/","title":{"rendered":"Cour d&#8217;appel de Reims, le 29 avril 2026, n\u00b025\/00414"},"content":{"rendered":"<div class='article-content'>\n<style scoped>.toc-article{background:#f8f9fa;border:1px solid #e2e6ea;border-left:4px solid #2c5f8a;border-radius:6px;padding:20px 24px;margin:0 0 32px;font-size:15px;line-height:1.6}.toc-article p{margin:0 0 10px;font-size:16px;font-weight:600;color:#1a1a1a}.toc-article ul{list-style:none;margin:0;padding:0}.toc-article li.toc-h2{padding:4px 0}.toc-article li.toc-h3{padding:2px 0 2px 20px;font-size:14px}.toc-article a{color:#2c5f8a;text-decoration:none;border-bottom:1px dotted #a0b4c8}.toc-article a:hover{color:#1a3d5c;border-bottom-color:#1a3d5c}<\/style>\n<nav class=\"toc-article\" role=\"navigation\" aria-label=\"Sommaire\">\n<p>Sommaire<\/p>\n<ul>\n<li class=\"toc-h2\"><a href=\"#i-la-qualification-des-manquements-professionnels-comme-cause-reelle-et-serieuse\">I. La qualification des manquements professionnels comme cause r\u00e9elle et s\u00e9rieuse de licenciement<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lappreciation-selective-des-griefs-par-la-cour-dappel\">A. L\u2019appr\u00e9ciation s\u00e9lective des griefs par la cour d\u2019appel<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-qualification-de-la-cause-reelle-et-serieuse-a-partir-de-manquements-partie\">B. La qualification de la cause r\u00e9elle et s\u00e9rieuse \u00e0 partir de manquements partiels<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-la-portee-de-larret-en-matiere-de-preuve-et-dindemnisation-du-licenciement\">II. La port\u00e9e de l\u2019arr\u00eat en mati\u00e8re de preuve et d\u2019indemnisation du licenciement<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-ladministration-de-la-preuve-et-le-role-du-doute\">A. L\u2019administration de la preuve et le r\u00f4le du doute<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-lindemnisation-du-prejudice-moral-et-labsence-de-circonstances-vexatoires\">B. L\u2019indemnisation du pr\u00e9judice moral et l\u2019absence de circonstances vexatoires<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#fondements-juridiques\">Fondements juridiques<\/a><\/li>\n<\/ul>\n<\/nav>\n<p>Le 29 avril 2026, la Cour d\u2019appel de Reims, chambre sociale, a rendu un arr\u00eat (n\u00b025\/00414) appel\u00e9 \u00e0 pr\u00e9ciser les contours de la cause r\u00e9elle et s\u00e9rieuse de licenciement. Un salari\u00e9, technicien dans une soci\u00e9t\u00e9 de services, avait \u00e9t\u00e9 licenci\u00e9 pour plusieurs griefs : absence sans autorisation pr\u00e9alable lors d\u2019une visite m\u00e9dicale le 21 mars 2023, absence aux urgences le 29 mars 2023 non signal\u00e9e imm\u00e9diatement, d\u00e9faut de saisie de ses heures de travail, auto-\u00e9valuation n\u00e9gative lors d\u2019un entretien professionnel et absence de renseignement d\u2019une partie du formulaire d\u2019entretien. Le conseil de prud\u2019hommes avait jug\u00e9 le licenciement sans cause r\u00e9elle et s\u00e9rieuse. L\u2019employeur a relev\u00e9 appel, soutenant que le comportement du salari\u00e9 justifiait la rupture. La cour d\u2019appel a infirm\u00e9 le jugement et dit le licenciement fond\u00e9 sur une cause r\u00e9elle et s\u00e9rieuse. La question de droit centrale \u00e9tait de savoir si des manquements professionnels, partiellement \u00e9tablis, peuvent constituer une cause r\u00e9elle et s\u00e9rieuse de licenciement. La solution retenue consacre une appr\u00e9ciation globale des griefs : seuls deux manquements (absence non autoris\u00e9e pour la m\u00e9decine du travail et d\u00e9faut de saisie des heures) sont retenus, mais ils suffisent \u00e0 justifier la rupture.<\/p>\n<h2 id=\"i-la-qualification-des-manquements-professionnels-comme-cause-reelle-et-serieuse\">I. La qualification des manquements professionnels comme cause r\u00e9elle et s\u00e9rieuse de licenciement<\/h2>\n<p><\/p>\n<h3 id=\"a-lappreciation-selective-des-griefs-par-la-cour-dappel\">A. L\u2019appr\u00e9ciation s\u00e9lective des griefs par la cour d\u2019appel<\/h3>\n<p>La cour d\u2019appel rappelle que <em>&#8220;conform\u00e9ment aux dispositions de l\u2019article L.1232-1 du code du travail, le licenciement pour motif personnel doit \u00eatre justifi\u00e9 par une cause r\u00e9elle et s\u00e9rieuse, laquelle implique qu\u2019elle soit objective, \u00e9tablie, exacte et suffisamment pertinente&#8221;<\/em>. Elle examine un \u00e0 un les griefs \u00e9nonc\u00e9s dans la lettre de licenciement. Pour l\u2019absence du 21 mars 2023, le salari\u00e9 ne conteste pas s\u2019\u00eatre rendu \u00e0 la m\u00e9decine du travail sans avertir sa hi\u00e9rarchie ; la cour juge que <em>&#8220;le grief est \u00e9tabli&#8221;<\/em>. Pour le d\u00e9faut de saisie des heures, elle constate que le salari\u00e9 n\u2019a saisi que 33,93 heures sur 181,25 heures disponibles et qu\u2019il avait correctement rempli cette obligation pour la p\u00e9riode ant\u00e9rieure. En revanche, elle \u00e9carte le grief relatif \u00e0 l\u2019absence aux urgences du 29 mars 2023, estimant que <em>&#8220;l\u2019accident du travail constitue un cas de force majeure&#8221;<\/em> et que le salari\u00e9 a pr\u00e9venu sa sup\u00e9rieure le soir m\u00eame. Elle \u00e9carte \u00e9galement l\u2019auto-\u00e9valuation n\u00e9gative, soulignant que <em>&#8220;l\u2019auto-\u00e9valuation est par d\u00e9finition subjective&#8221;<\/em> et que le salari\u00e9 a exprim\u00e9 librement son ressenti. Enfin, l\u2019absence de renseignement \u00e9crit dans le formulaire d\u2019entretien professionnel n\u2019est pas jug\u00e9e fautive, car les informations ont \u00e9t\u00e9 communiqu\u00e9es oralement. La cour op\u00e8re ainsi un tri rigoureux : seuls les griefs objectifs et mat\u00e9riellement v\u00e9rifiables sont retenus, tandis que les appr\u00e9ciations subjectives ou les circonstances excus\u00e9es sont \u00e9cart\u00e9es.<\/p>\n<h3 id=\"b-la-qualification-de-la-cause-reelle-et-serieuse-a-partir-de-manquements-partie\">B. La qualification de la cause r\u00e9elle et s\u00e9rieuse \u00e0 partir de manquements partiels<\/h3>\n<p>Apr\u00e8s avoir \u00e9cart\u00e9 plusieurs griefs, la cour affirme que <em>&#8220;ces manquements \u00e0 ses obligations contractuelles justifient le prononc\u00e9 du licenciement pour cause r\u00e9elle et s\u00e9rieuse&#8221;<\/em>. L\u2019arr\u00eat illustre ainsi que la cause r\u00e9elle et s\u00e9rieuse peut reposer sur une pluralit\u00e9 de faits, m\u00eame si certains ne sont pas retenus. En l\u2019esp\u00e8ce, deux manquements subsistent : l\u2019absence non autoris\u00e9e pour la visite m\u00e9dicale et le d\u00e9faut de saisie des heures. La cour les qualifie de <em>&#8220;manquements \u00e0 ses obligations contractuelles&#8221;<\/em>, ce qui implique qu\u2019ils sont suffisamment graves pour justifier la rupture. Cette approche est coh\u00e9rente avec la jurisprudence qui consid\u00e8re que la cause r\u00e9elle et s\u00e9rieuse s\u2019appr\u00e9cie in concreto, sans exiger une faute grave ou lourde. La cour d\u2019appel se livre \u00e0 une balance entre la nature des griefs retenus et les circonstances, en soulignant notamment que le salari\u00e9 avait \u00e9t\u00e9 form\u00e9 et qu\u2019il n\u2019ignorait pas ses obligations, puisque la saisie des heures avait \u00e9t\u00e9 correctement effectu\u00e9e ant\u00e9rieurement. La d\u00e9cision montre que des manquements r\u00e9p\u00e9t\u00e9s, m\u00eame non majeurs isol\u00e9ment, peuvent constituer une cause r\u00e9elle et s\u00e9rieuse lorsqu\u2019ils sont \u00e9tablis et imputables au salari\u00e9.<\/p>\n<h2 id=\"ii-la-portee-de-larret-en-matiere-de-preuve-et-dindemnisation-du-licenciement\">II. La port\u00e9e de l\u2019arr\u00eat en mati\u00e8re de preuve et d\u2019indemnisation du licenciement<\/h2>\n<p><\/p>\n<h3 id=\"a-ladministration-de-la-preuve-et-le-role-du-doute\">A. L\u2019administration de la preuve et le r\u00f4le du doute<\/h3>\n<p>La cour d\u2019appel rappelle que <em>&#8220;la charge de la preuve de la cause r\u00e9elle et s\u00e9rieuse de licenciement n\u2019incombe sp\u00e9cialement \u00e0 aucune des parties&#8221;<\/em> et que <em>&#8220;le doute b\u00e9n\u00e9ficie au salari\u00e9&#8221;<\/em>. En l\u2019esp\u00e8ce, l\u2019employeur a apport\u00e9 la preuve des deux griefs retenus : un document listant les saisies horaires pour le d\u00e9faut de pointage, et l\u2019absence d\u2019autorisation pr\u00e9alable pour la visite m\u00e9dicale. La cour \u00e9carte le doute sur ces points, car le salari\u00e9 ne conteste pas s\u00e9rieusement les faits objectifs (absence de message \u00e0 la hi\u00e9rarchie, absence de saisie). En revanche, pour le grief d\u2019absence aux urgences, le doute profite au salari\u00e9, car l\u2019accident du travail est reconnu et le signalement a eu lieu le soir m\u00eame. Cette r\u00e9partition de la preuve est conforme au droit commun. La d\u00e9cision confirme que le juge doit appr\u00e9cier souverainement les \u00e9l\u00e9ments produits et que le doute ne joue que lorsque les preuves sont \u00e9quivoques. L\u2019arr\u00eat s\u2019inscrit dans la continuit\u00e9 de la jurisprudence qui exige des faits objectifs et v\u00e9rifiables. Il rejoint sur ce point la solution de la Cour d\u2019appel de Versailles qui, dans une affaire similaire, avait accord\u00e9 une indemnit\u00e9 pour licenciement sans cause r\u00e9elle et s\u00e9rieuse lorsque les faits n\u2019\u00e9taient pas \u00e9tablis <em>&#8220;Par suite, il y a lieu de faire droit \u00e0 la demande de condamnation \u00e0 lui payer une indemnit\u00e9 pour licenciement sans cause r\u00e9elle et s\u00e9rieuse, d\u2019un montant compris entre trois et dix-sept mois de salaire&#8221;<\/em> <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67c1527dbe6ca631b722489f\" rel=\"nofollow\" target=\"_blank\">(Cour d\u2019appel de Versailles, 27 f\u00e9vrier 2025, n\u00b023\/01213)<\/a><\/strong>. Ici, au contraire, les faits sont \u00e9tablis, ce qui justifie le rejet de la demande.<\/p>\n<h3 id=\"b-lindemnisation-du-prejudice-moral-et-labsence-de-circonstances-vexatoires\">B. L\u2019indemnisation du pr\u00e9judice moral et l\u2019absence de circonstances vexatoires<\/h3>\n<p>Le salari\u00e9 sollicitait des dommages-int\u00e9r\u00eats pour pr\u00e9judice moral, distinct de la perte d\u2019emploi. La cour rejette cette demande au motif qu\u2019il <em>&#8220;ne justifie d\u2019aucune circonstance brutale ou vexatoire ayant entour\u00e9 son licenciement&#8221;<\/em>. Cette solution est classique : le pr\u00e9judice moral r\u00e9sultant du licenciement est g\u00e9n\u00e9ralement inclus dans l\u2019indemnit\u00e9 pour licenciement sans cause r\u00e9elle et s\u00e9rieuse, sauf \u00e0 d\u00e9montrer un pr\u00e9judice distinct. La Cour d\u2019appel de Paris avait d\u00e9j\u00e0 jug\u00e9 que le salari\u00e9 <em>&#8220;n\u2019\u00e9tablit pas non plus l\u2019existence d\u2019un pr\u00e9judice distinct de celui r\u00e9sultant du caract\u00e8re injustifi\u00e9 de la perte de l\u2019emploi, r\u00e9par\u00e9 par l\u2019indemnit\u00e9 pour licenciement sans cause r\u00e9elle et s\u00e9rieuse&#8221;<\/em> <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67dd03f617277cb12b43d737\" rel=\"nofollow\" target=\"_blank\">(Cour d\u2019appel de Paris, 20 mars 2025, n\u00b023\/04480)<\/a><\/strong>. L\u2019arr\u00eat comment\u00e9 s\u2019inscrit dans cette ligne : puisque le licenciement est jug\u00e9 fond\u00e9, il n\u2019y a pas lieu \u00e0 indemnit\u00e9 pour perte d\u2019emploi, et \u00e0 fortiori pas de pr\u00e9judice moral indemnisable. La cour \u00e9carte \u00e9galement la demande de pr\u00e9judice financier, d\u00e9j\u00e0 rejet\u00e9e en premi\u00e8re instance, au motif qu\u2019elle se confond avec l\u2019indemnit\u00e9 de licenciement sans cause r\u00e9elle et s\u00e9rieuse. Cette solution rappelle que le pr\u00e9judice financier (perte de revenus) n\u2019est pas autonome lorsqu\u2019il r\u00e9sulte du licenciement lui-m\u00eame. L\u2019arr\u00eat confirme ainsi une approche restrictive de l\u2019indemnisation des pr\u00e9judices extra-patrimoniaux en mati\u00e8re de licenciement.<\/p>\n<p><h2 id=\"jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/h2>\n<p><\/p>\n<ul class=\"jurisprudences-rag-sources\">\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67c1527dbe6ca631b722489f\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Versailles, le 27 f\u00e9vrier 2025, n\u00b023\/01213<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67dd03f617277cb12b43d737\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Paris, le 20 mars 2025, n\u00b023\/04480<\/a><\/li>\n<\/ul>\n<\/div>\n<style scoped>.fondements-juridiques{margin:40px 0 0;padding:0}.fondements-juridiques>h2{font-size:22px;color:#1a1a1a;border-bottom:2px solid #2c5f8a;padding-bottom:10px;margin-bottom:20px}.fj-article{background:#fdfdfd;border:1px solid #e8e8e8;border-radius:6px;padding:20px;margin-bottom:16px}.fj-article h3{font-size:17px;color:#2c5f8a;margin:0 0 12px;font-weight:600}.fj-texte{font-size:15px;line-height:1.7;color:#333}.fj-texte p{margin:8px 0}.fj-badge{font-size:11px;padding:2px 8px;border-radius:3px;margin-left:8px;font-weight:500;vertical-align:middle}.fj-en-vigueur{background:#e8f5e9;color:#2e7d32}.fj-abroge{background:#ffebee;color:#c62828}.fj-modifie{background:#fff3e0;color:#e65100}<\/style>\n<section class=\"fondements-juridiques\">\n<h2 id=\"fondements-juridiques\">Fondements juridiques<\/h2>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000019071126\" rel=\"nofollow\" target=\"_blank\">Article L. 1232-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Tout licenciement pour motif personnel est motiv\u00e9 dans les conditions d\u00e9finies par le pr\u00e9sent chapitre. <\/p>\n<p> Il est justifi\u00e9 par une cause r\u00e9elle et s\u00e9rieuse.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section class=\"closing\" id=\"envoyer-pieces\" style=\"margin:48px 0 36px;padding:48px 36px;text-align:center;border-radius:24px;background:radial-gradient(circle at 50% 0%,rgba(0,0,204,0.08) 0%,transparent 60%),rgba(255,255,255,0.72);border:1px solid rgba(10,10,10,0.08);\">\n<div class=\"closing-heading\" role=\"heading\" aria-level=\"2\" style=\"font-size:clamp(30px,4vw,44px);line-height:1.18;font-weight:700;margin:0 0 18px;letter-spacing:-0.022em;color:#1B1B1B;font-family:Lato,sans-serif;\">Envoyez vos pi\u00e8ces. 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