{"id":633736,"date":"2026-04-21T09:16:19","date_gmt":"2026-04-21T07:16:19","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-colmar-le-18-mars-2025-n23-02149\/"},"modified":"2026-04-21T09:16:19","modified_gmt":"2026-04-21T07:16:19","slug":"cour-dappel-de-colmar-le-18-mars-2025-n23-02149","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-colmar-le-18-mars-2025-n23-02149\/","title":{"rendered":"Cour d’appel de Colmar, le 18 mars 2025, n\u00b023\/02149"},"content":{"rendered":"
\n

La Cour d’appel de Colmar, chambre sociale, statuant le 18 mars 2025, se prononce sur un litige n\u00e9 du licenciement pour inaptitude d’un salari\u00e9. Ce dernier invoquait l’origine professionnelle de son \u00e9tat d\u00e9pressif et des manquements de l’employeur. La cour confirme la recevabilit\u00e9 de l’action et rejette les exceptions de proc\u00e9dure. Elle \u00e9carte la nullit\u00e9 du licenciement pour harc\u00e8lement moral non \u00e9tabli mais retient l’absence de cause r\u00e9elle et s\u00e9rieuse. Elle confirme ainsi le licenciement comme sans cause tout en r\u00e9visant le quantum des indemnit\u00e9s dues.<\/p>\n

La d\u00e9limitation des comp\u00e9tences juridictionnelles<\/p>\n

La confirmation de la comp\u00e9tence prud’homale<\/p>\n

L’employeur soutenait l’irrecevabilit\u00e9 de l’action en contestation du licenciement. Il invoquait l’existence d’une proc\u00e9dure parall\u00e8le sur des faits de harc\u00e8lement moral. La cour rappelle le principe de s\u00e9paration des contentieux. La juridiction prud’homale reste seule comp\u00e9tente pour les litiges li\u00e9s \u00e0 la rupture du contrat. “la juridiction prud’homale est seule comp\u00e9tente pour conna\u00eetre d’un litige relatif \u00e0 l’indemnisation d’un pr\u00e9judice cons\u00e9cutif \u00e0 la rupture du contrat de travail.” (Motifs, Sur la fin de non recevoir) Ce principe assure une protection proc\u00e9durale coh\u00e9rente pour le salari\u00e9. Il \u00e9vite que la multiplication des instances ne prive ce dernier d’un rec\u00e8s effectif.<\/p>\n

Le rejet du sursis \u00e0 statuer<\/p>\n

L’employeur demandait \u00e9galement un sursis \u00e0 statuer dans l’attente d’une autre d\u00e9cision. La cour constate que l’arr\u00eat attendu a \u00e9t\u00e9 rendu le m\u00eame jour. Les faits de harc\u00e8lement moral invoqu\u00e9s n’y sont pas retenus pour les p\u00e9riodes pertinentes. D\u00e8s lors, aucun motif ne justifie de diff\u00e9rer le jugement sur la cause du licenciement. Cette solution affirme l’autonomie de l’instance en cours. Elle pr\u00e9serve l’efficacit\u00e9 de la justice en \u00e9vitant les d\u00e9lais inutiles.<\/p>\n

La qualification juridique du licenciement pour inaptitude<\/p>\n

L’absence de preuve du harc\u00e8lement moral<\/p>\n

Le salari\u00e9 fondait sa demande de nullit\u00e9 sur des faits de harc\u00e8lement moral. La cour proc\u00e8de \u00e0 un examen rigoureux des \u00e9l\u00e9ments de preuve apport\u00e9s. Elle \u00e9carte les attestations t\u00e9moins pour d\u00e9faut de pr\u00e9cision et de circonstanciation. Les certificats m\u00e9dicaux sont \u00e9cart\u00e9s car ils ne font que reprendre les dires de l’int\u00e9ress\u00e9. “La mat\u00e9rialit\u00e9 des faits, pr\u00e9sent\u00e9s, par Monsieur [L] [O], n’est, d\u00e8s lors, pas \u00e9tablie” (Motifs, Sur la nullit\u00e9 du licenciement) Cette exigence probatoire stricte est conforme \u00e0 la charge de la preuve en mati\u00e8re de harc\u00e8lement. Elle prot\u00e8ge l’employeur contre des all\u00e9gations infond\u00e9es tout en exigeant des \u00e9l\u00e9ments tangibles.<\/p>\n

La cons\u00e9cration d’un manquement \u00e0 l’obligation de s\u00e9curit\u00e9<\/p>\n

Malgr\u00e9 l’absence de harc\u00e8lement, la cour recherche d’\u00e9ventuels autres manquements. Elle rel\u00e8ve que l’employeur avait connaissance des arr\u00eats de travail pour \u00e9tat d\u00e9pressif li\u00e9 au travail. Pourtant, il n’a pris aucune mesure pr\u00e9ventive pour \u00e9viter l’aggravation. “l’employeur ne justifie pas de la prise d’une quelconque mesure, ne serait-ce qu’un entretien” (Motifs, Sur la cause r\u00e9elle et s\u00e9rieuse) Ce manquement \u00e0 l’obligation de s\u00e9curit\u00e9 de r\u00e9sultat est constitutif d’une faute. Il \u00e9tablit le lien de causalit\u00e9 entre cette faute et l’inaptitude ult\u00e9rieure du salari\u00e9. La solution s’inscrit dans la lign\u00e9e d’une jurisprudence exigeante. Elle rappelle que l’obligation de s\u00e9curit\u00e9 implique une action proactive face \u00e0 un risque identifi\u00e9.<\/p>\n

La port\u00e9e de cette d\u00e9cision est significative en droit du travail. Elle distingue clairement le harc\u00e8lement moral, difficile \u00e0 prouver, du manquement \u00e0 l’obligation de s\u00e9curit\u00e9. Ce dernier peut \u00eatre \u00e9tabli par la simple inaction de l’employeur face \u00e0 une sant\u00e9 d\u00e9grad\u00e9e. La cour op\u00e8re ainsi un r\u00e9\u00e9quilibrage au profit du salari\u00e9 lorsque l’origine professionnelle du trouble est connue. Elle renforce la port\u00e9e pratique de l’obligation de s\u00e9curit\u00e9 de r\u00e9sultat impos\u00e9e \u00e0 l’employeur.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Colmar, chambre sociale, statuant le 18 mars 2025, se prononce sur un litige n\u00e9 du licenciement pour inaptitude d’un salari\u00e9. 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