{"id":655088,"date":"2026-04-23T04:32:55","date_gmt":"2026-04-23T02:32:55","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-24-septembre-2025-n21-06158\/"},"modified":"2026-04-23T04:32:55","modified_gmt":"2026-04-23T02:32:55","slug":"cour-dappel-le-24-septembre-2025-n21-06158","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-le-24-septembre-2025-n21-06158\/","title":{"rendered":"Cour d&#8217;appel, le 24 septembre 2025, n\u00b021\/06158"},"content":{"rendered":"<div class=\"article-content\">\n<p>Cour d\u2019appel de Paris, chambre sociale, statuant le 24 septembre 2025. Un salari\u00e9 conteste son licenciement \u00e9conomique cons\u00e9cutif \u00e0 la fermeture d\u2019un centre, y voyant une discrimination indirecte. Les prud\u2019hommes l\u2019avaient d\u00e9bout\u00e9. La cour d\u2019appel, infirmant, juge le licenciement nul pour discrimination. Elle pr\u00e9cise les conditions de la preuve et le champ d\u2019application du principe de non-discrimination aux d\u00e9cisions collectives.<\/p>\n<p>L\u2019extension du champ d\u2019application de la non-discrimination aux d\u00e9cisions collectives.<\/p>\n<p>La cour \u00e9carte d\u2019abord l\u2019argument de l\u2019employeur limitant l\u2019interdiction aux seules d\u00e9cisions individuelles. Le texte ne fait pas une telle distinction entre d\u00e9cision individuelle et collective. La libert\u00e9 d\u2019entreprendre doit s\u2019exercer dans le respect du principe de non-discrimination. Cette analyse \u00e9tend la protection des salari\u00e9s aux restructurations \u00e9conomiques. Toute d\u00e9cision d\u2019employeur, m\u00eame collective, doit d\u00e9sormais \u00eatre \u00e9trang\u00e8re \u00e0 toute consid\u00e9ration discriminatoire.<\/p>\n<p>La cour d\u00e9finit ensuite pr\u00e9cis\u00e9ment la discrimination indirecte invoqu\u00e9e. Elle existe quand une disposition, un crit\u00e8re ou une pratique, neutre en apparence, est susceptible d\u2019entra\u00eener un d\u00e9savantage particulier. Il suffit que la d\u00e9cision prise entra\u00eene, dans une proportion plus \u00e9lev\u00e9e, un d\u00e9savantage particulier pour des personnes relevant de certaines cat\u00e9gories. Cette d\u00e9finition objective facilite la caract\u00e9risation en se fondant sur l\u2019effet disproportionn\u00e9 de la mesure.<\/p>\n<p>L\u2019inversion de la charge de la preuve et le contr\u00f4le de la cause \u00e9conomique.<\/p>\n<p>La cour rappelle les r\u00e8gles de preuve applicables en mati\u00e8re de discrimination. Le salari\u00e9 qui invoque la discrimination doit pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer son existence. 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. La cour censure ainsi l\u2019exigence d\u2019une preuve irr\u00e9futable par le salari\u00e9, r\u00e9tablissant le m\u00e9canisme l\u00e9gal de partage de la charge.<\/p>\n<p>Elle applique ensuite ce principe \u00e0 la cause \u00e9conomique invoqu\u00e9e par l\u2019employeur. La soci\u00e9t\u00e9 a limit\u00e9 son analyse \u00e9conomique au territoire de la France m\u00e9tropolitaine \u00e0 l\u2019exclusion des r\u00e9gions d\u2019outre-mer. Or, la situation du groupe doit s\u2019appr\u00e9cier au niveau du secteur d\u2019activ\u00e9 commun sur le territoire national. En restreignant son analyse, l\u2019employeur ne justifie pas que la situation du groupe justifiait la r\u00e9organisation. Il ne d\u00e9montre donc pas que sa d\u00e9cision soit \u00e9trang\u00e8re \u00e0 la discrimination indirecte pr\u00e9sum\u00e9e.<\/p>\n<p>Cette d\u00e9cision consolide la protection contre les discriminations dans les restructurations. Elle rappelle avec force que le principe de non-discrimination s\u2019impose \u00e0 toute d\u00e9cision d\u2019employeur. La cour affine \u00e9galement le contr\u00f4le de la cause \u00e9conomique en l\u2019articulant avec l\u2019obligation de justification objective. Elle renforce ainsi l\u2019effectivit\u00e9 du droit \u00e0 la non-discrimination dans un contexte \u00e9conomique difficile.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Cour d\u2019appel de Paris, chambre sociale, statuant le 24 septembre 2025. Un salari\u00e9 conteste son licenciement \u00e9conomique cons\u00e9cutif \u00e0 la fermeture d\u2019un centre,&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9737,"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":"68df5a3821a269c127203a86","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68df5a3821a269c127203a86","_kj_judilibre_id":"68df5a3821a269c127203a86","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Paris","_kj_chambre":"P\u00f4le 6 - Chambre 3","_kj_rg":"21\/06158","_kj_date":"2025-10-01","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-655088","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"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, le 24 septembre 2025, n\u00b021\/06158 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d\u2019appel de Paris, chambre sociale, statuant le 24 septembre 2025. 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