{"id":660090,"date":"2026-04-23T14:40:37","date_gmt":"2026-04-23T12:40:37","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-douai-le-10-juillet-2024-n23-01150\/"},"modified":"2026-04-23T14:40:37","modified_gmt":"2026-04-23T12:40:37","slug":"cour-dappel-de-douai-le-10-juillet-2024-n23-01150","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-douai-le-10-juillet-2024-n23-01150\/","title":{"rendered":"Cour d’appel de Douai, le 10 juillet 2024, n\u00b023\/01150"},"content":{"rendered":"
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La Cour d’appel de Douai, statuant le 10 juillet 2024, examine un litige entre un salari\u00e9 du transport sanitaire et son employeur. L’employeur avait organis\u00e9 le temps de travail selon des cycles de huit semaines pour le d\u00e9compte des heures suppl\u00e9mentaires. Le salari\u00e9 contestait cette m\u00e9thode et r\u00e9clamait divers rappels de salaire. La juridiction d’appel doit se prononcer sur la r\u00e9gularit\u00e9 de l’organisation par cycles et sur les demandes indemnitaires du salari\u00e9. La cour confirme en partie le jugement pr\u00e9c\u00e9dent en invalidant le syst\u00e8me de cycles et en accordant plusieurs rappels de salaire, mais elle infirme \u00e9galement certaines condamnations.<\/p>\n

La condition de r\u00e9p\u00e9tition \u00e0 l’identique du cycle de travail<\/p>\n

L’organisation du temps de travail par cycle est soumise \u00e0 une condition de r\u00e9gularit\u00e9 imp\u00e9rative. Le droit du travail, avant son abrogation, conditionnait ce mode d’organisation \u00e0 la r\u00e9p\u00e9tition identique de la r\u00e9partition du travail. La cour rel\u00e8ve que “l’article L.3122-2 du code du travail dans sa version en vigueur du 1er mai au 22 ao\u00fbt 2008 conditionnait \u00e9galement l’organisation de la dur\u00e9e du travail sous forme de cycles de travail \u00e0 la r\u00e9p\u00e9tition \u00e0 l’identique d’un cycle \u00e0 l’autre de la r\u00e9partition du temps de travail \u00e0 l’int\u00e9rieur d’un cycle.” (Motifs). L’examen des d\u00e9comptes d’heures d\u00e9montre que cette condition n’\u00e9tait pas remplie en l’esp\u00e8ce. Les semaines de travail ne se r\u00e9p\u00e9taient pas \u00e0 l’identique d’un cycle \u00e0 l’autre selon les documents produits. La r\u00e9f\u00e9rence \u00e0 l’irr\u00e9gularit\u00e9 des cycles dans le code des transports ne constitue pas une autorisation l\u00e9gale pour l’employeur. La cour juge que “cette r\u00e9f\u00e9rence notamment \u00e0 l’irr\u00e9gularit\u00e9 des cycles de travail pour la fixation par d\u00e9cret de la dur\u00e9e du travail des salari\u00e9s (…) n’emporte pas autorisation pour l’employeur d’organiser la dur\u00e9e du travail sous forme de cycle sans que la r\u00e9partition du travail \u00e0 l’int\u00e9rieur d’un cycle se r\u00e9p\u00e8te \u00e0 l’identique d’un cycle \u00e0 l’autre.” (Motifs). La valeur de cette solution est de rappeler le caract\u00e8re d\u00e9rogatoire et strictement encadr\u00e9 du travail par cycles. Sa port\u00e9e est significative pour les secteurs comme le transport, o\u00f9 les imp\u00e9ratifs de service ne sauraient justifier un contournement des r\u00e8gles protectrices. L’absence de r\u00e9p\u00e9tition \u00e0 l’identique rend le syst\u00e8me inopposable au salari\u00e9, imposant un d\u00e9compte hebdomadaire des heures suppl\u00e9mentaires.<\/p>\n

L’encadrement conventionnel insuffisant du cycle irr\u00e9gulier<\/p>\n

L’employeur ne peut se pr\u00e9valoir d’un accord collectif pour instituer un cycle irr\u00e9gulier si celui-ci ne le pr\u00e9voit pas explicitement. La soci\u00e9t\u00e9 invoquait un accord-cadre sectoriel pour justifier son organisation. Toutefois, la cour constate que cet accord “se r\u00e9f\u00e9rant au code du travail, ne peut fonder juridiquement l’organisation du travail selon des cycles ne se r\u00e9p\u00e9tant pas \u00e0 l’identique.” (Motifs). L’accord ne contenait pas de clause d\u00e9rogeant \u00e0 l’exigence l\u00e9gale de r\u00e9gularit\u00e9. La cour \u00e9carte \u00e9galement l’argument fond\u00e9 sur des dispositions l\u00e9gales abrog\u00e9es, car “aucun d\u00e9cret n’a \u00e9t\u00e9 pris en application de ce texte.” (Motifs) permettant une d\u00e9rogation. Le sens de cette analyse est de souligner la hi\u00e9rarchie des normes et la n\u00e9cessit\u00e9 d’une base juridique claire. La port\u00e9e pratique est importante pour les branches professionnelles, les incitant \u00e0 une r\u00e9daction pr\u00e9cise de leurs accords. Une simple r\u00e9f\u00e9rence aux cycles sans d\u00e9rogation expresse aux r\u00e8gles l\u00e9gales est insuffisante. Cette solution rejoint une jurisprudence constante exigeant des dispositions conventionnelles explicites pour d\u00e9roger \u00e0 des principes protecteurs.<\/p>\n

Le traitement des absences dans le calcul des heures suppl\u00e9mentaires<\/p>\n

Le droit \u00e0 cong\u00e9 pay\u00e9 doit \u00eatre pleinement effectif et ne peut r\u00e9duire le calcul des heures suppl\u00e9mentaires dues. La cour est confront\u00e9e \u00e0 une pratique de l’employeur qui, tout en appliquant la m\u00e9thode de calcul la plus favorable pour l’indemnit\u00e9 de cong\u00e9s, op\u00e9rait des d\u00e9ductions salariales neutralisant cet avantage. Pour trancher, elle se r\u00e9f\u00e8re au droit de l’Union europ\u00e9enne. Elle rappelle que “l’article 7, paragraphe 1, de la directive 2003\/88\/CE (…) doit \u00eatre interpr\u00e9t\u00e9 en ce sens qu’il s’oppose \u00e0 une disposition d’une convention collective en vertu de laquelle, afin de d\u00e9terminer si le seuil des heures travaill\u00e9es donnant droit \u00e0 majoration pour heures suppl\u00e9mentaires est atteint, les heures correspondant \u00e0 la p\u00e9riode de cong\u00e9 annuel pay\u00e9 pris par le travailleur ne sont pas prises en compte en tant qu’heures de travail accomplies” (Motifs). En cons\u00e9quence, la cour \u00e9carte partiellement l’article L. 3121-28 du code du travail et juge que le salari\u00e9 peut pr\u00e9tendre “au paiement des majorations pour heures suppl\u00e9mentaires qu’il aurait per\u00e7ues s’il avait travaill\u00e9 durant toute la semaine.” (Motifs). La valeur de ce point est de consacrer l’effet utile du droit au cong\u00e9 pay\u00e9. Sa port\u00e9e est majeure, car elle oblige les juges nationaux \u00e0 laisser inappliqu\u00e9es les dispositions nationales contraires au droit europ\u00e9en, y compris dans les litiges entre personnes priv\u00e9es.<\/p>\n

La distinction entre jours f\u00e9ri\u00e9s ch\u00f4m\u00e9s et temps de travail effectif<\/p>\n

Les jours f\u00e9ri\u00e9s ch\u00f4m\u00e9s et pay\u00e9s ne peuvent g\u00e9n\u00e9rer un droit \u00e0 heures suppl\u00e9mentaires ni faire l’objet d’un double paiement. Le salari\u00e9 r\u00e9clamait le paiement de jours f\u00e9ri\u00e9s, estimant qu’ils n’avaient pas \u00e9t\u00e9 r\u00e9mun\u00e9r\u00e9s. La cour constate que ces jours ont \u00e9t\u00e9 int\u00e9gralement pay\u00e9s dans le cadre de la mensualisation, sans d\u00e9duction sur le salaire. Elle en d\u00e9duit que la demande “tend en d\u00e9finitive au double paiement des jours f\u00e9ri\u00e9s.” (Motifs) et en d\u00e9boute le salari\u00e9. Cette solution rappelle le principe selon lequel un jour f\u00e9ri\u00e9 ch\u00f4m\u00e9 n’est pas du temps de travail effectif. Il ne peut donc \u00eatre comptabilis\u00e9 pour atteindre le seuil d\u00e9clenchant les heures suppl\u00e9mentaires. La port\u00e9e de cette analyse est de clarifier les r\u00e8gles de r\u00e9mun\u00e9ration des jours f\u00e9ri\u00e9s dans un syst\u00e8me de mensualisation. Elle rejoint la jurisprudence de la Cour de cassation qui refuse d’assimiler ces jours \u00e0 du travail effectif pour le calcul des heures suppl\u00e9mentaires. La demande \u00e9tait d\u00e8s lors priv\u00e9e de fondement, confirmant une application stricte des principes en la mati\u00e8re.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Douai, statuant le 10 juillet 2024, examine un litige entre un salari\u00e9 du transport sanitaire et son employeur. 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