{"id":660300,"date":"2026-04-23T15:03:09","date_gmt":"2026-04-23T13:03:09","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-douai-le-21-mai-2025-n22-01271\/"},"modified":"2026-04-23T15:03:09","modified_gmt":"2026-04-23T13:03:09","slug":"cour-dappel-de-douai-le-21-mai-2025-n22-01271","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-douai-le-21-mai-2025-n22-01271\/","title":{"rendered":"Cour d&#8217;appel de Douai, le 21 mai 2025, n\u00b022\/01271"},"content":{"rendered":"<div class=\"article-content\">\n<p>La Cour d\u2019appel de Douai, statuant le 21 mai 2025, a examin\u00e9 un litige opposant un salari\u00e9 cadre \u00e0 son employeur bancaire. Le salari\u00e9 contestait la validit\u00e9 de sa convention de forfait en jours et r\u00e9clamait diverses indemnit\u00e9s, notamment pour in\u00e9galit\u00e9 de traitement et discrimination syndicale. La cour a infirm\u00e9 partiellement le jugement de premi\u00e8re instance pour accueillir partiellement ces derni\u00e8res demandes, tout en rejetant la contestation du forfait.<\/p>\n<p>La validation rigoureuse du forfait en jours<\/p>\n<p>La cour a d\u2019abord rappel\u00e9 les conditions de validit\u00e9 d\u2019une convention individuelle de forfait annuel en jours. Elle a soulign\u00e9 que l\u2019employeur doit respecter un ensemble d\u2019obligations de contr\u00f4le et de suivi. &#8220;L&#8217;employeur \u00e9tablit un document de contr\u00f4le faisant appara\u00eetre le nombre et la date des journ\u00e9es ou demi-journ\u00e9es travaill\u00e9es&#8221; (Motifs, sur la demande d&#8217;annulation du forfait). Le syst\u00e8me d\u2019auto-d\u00e9claration mis en place, mat\u00e9rialis\u00e9 par des attestations sign\u00e9es annuellement, a \u00e9t\u00e9 jug\u00e9 conforme aux exigences l\u00e9gales.<\/p>\n<p>L\u2019analyse d\u00e9montre que le respect formel des proc\u00e9dures conventionnelles suffit \u00e0 valider le dispositif. La cour a v\u00e9rifi\u00e9 la mat\u00e9rialit\u00e9 des entretiens annuels et des documents de suivi. Elle a ainsi consid\u00e9r\u00e9 que les obligations l\u00e9gales et conventionnelles avaient \u00e9t\u00e9 respect\u00e9es par l\u2019employeur. Cette approche conforte la s\u00e9curit\u00e9 juridique des forfaits jours d\u00e8s lors que le cadre proc\u00e9dural est strictement observ\u00e9.<\/p>\n<p>La reconnaissance d\u2019une in\u00e9galit\u00e9 de traitement partielle<\/p>\n<p>Sur le principe d\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration, la cour a appliqu\u00e9 la r\u00e9partition de la charge de la preuve. Le salari\u00e9 devait d\u2019abord pr\u00e9senter des \u00e9l\u00e9ments laissant supposer une in\u00e9galit\u00e9. &#8220;il appartient d&#8217;abord au salari\u00e9 qui invoque une atteinte au principe d&#8217;\u00e9galit\u00e9 de traitement de soumettre au juge les \u00e9l\u00e9ments de fait susceptibles de la caract\u00e9riser&#8221; (Motifs, sur l&#8217;in\u00e9galit\u00e9 de traitement). Le salari\u00e9 a produit des statistiques internes faisant appara\u00eetre un \u00e9cart pour les ann\u00e9es 2014 et 2015.<\/p>\n<p>La charge de la preuve bascule ensuite vers l\u2019employeur pour justifier objectivement cet \u00e9cart. &#8220;il incombe \u00e0 l&#8217;employeur de rapporter la preuve d&#8217;\u00e9l\u00e9ments objectifs justifiant cette diff\u00e9rence&#8221; (Motifs, sur l&#8217;in\u00e9galit\u00e9 de traitement). En l\u2019esp\u00e8ce, l\u2019employeur n\u2019a pas rapport\u00e9 cette preuve justificative pour ces deux ann\u00e9es. La cour a donc allou\u00e9 une indemnit\u00e9 pour ce pr\u00e9judice sp\u00e9cifique, tout en rejetant la demande pour les autres ann\u00e9es faute d\u2019\u00e9l\u00e9ments suffisants. Cette d\u00e9cision rappelle la rigueur exig\u00e9e dans la justification des \u00e9carts de r\u00e9mun\u00e9ration.<\/p>\n<p>La caract\u00e9risation d\u2019une discrimination syndicale par indices convergents<\/p>\n<p>Pour la discrimination syndicale, la cour a appliqu\u00e9 le r\u00e9gime probatoire sp\u00e9cifique de l\u2019article L. 1134-1 du code du travail. Le salari\u00e9 devait pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer l\u2019existence d\u2019une discrimination. Elle a retenu un faisceau d\u2019indices incluant l\u2019in\u00e9galit\u00e9 salariale, des non-invitations \u00e0 des r\u00e9unions et un isolement physique dans les locaux. &#8220;L&#8217;ensemble de ces \u00e9l\u00e9ments, examin\u00e9es dans leur ensemble sont constitutifs d&#8217;indices laissant pr\u00e9sumer l&#8217;existence d&#8217;une discrimination syndicale&#8221; (Motifs, sur la discrimination syndicale).<\/p>\n<p>La charge de la preuve incombait alors \u00e0 l\u2019employeur de d\u00e9montrer que ses d\u00e9cisions \u00e9taient objectivement justifi\u00e9es. &#8220;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&#8221; (Motifs, sur la discrimination syndicale). L\u2019employeur n\u2019ayant pas rapport\u00e9 cette preuve, la discrimination a \u00e9t\u00e9 retenue. Cette analyse rejoint la jurisprudence qui admet la preuve par indices. &#8220;Ces faits, pris dans leur ensemble, laissent supposer l&#8217;existence d&#8217;une discrimination syndicale&#8221; (Cour d&#8217;appel de Versailles, le 15 septembre 2022, n\u00b019\/04224). La d\u00e9cision renforce ainsi la protection du salari\u00e9 syndiqu\u00e9 face \u00e0 des mesures apparemment anodines mais cumulativement r\u00e9v\u00e9latrices.<\/p>\n<p>La port\u00e9e pratique de la d\u00e9cision<\/p>\n<p>Cet arr\u00eat illustre l\u2019examen s\u00e9par\u00e9 mais compl\u00e9mentaire des griefs d\u2019in\u00e9galit\u00e9 de traitement et de discrimination. Une m\u00eame situation factuelle peut relever de deux r\u00e9gimes juridiques distincts. Il rappelle aussi l\u2019importance cruciale de la documentation pour l\u2019employeur, tant pour justifier le forfait que pour expliquer les diff\u00e9rences de r\u00e9mun\u00e9ration. Enfin, il d\u00e9montre que la discrimination peut \u00eatre \u00e9tablie par un concours de faits, m\u00eame si chacun pris isol\u00e9ment pourrait para\u00eetre neutre. La d\u00e9cision sert ainsi de guide pour la preuve des discriminations syndicales dans leur dimension syst\u00e9mique et contextuelle.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d\u2019appel de Douai, statuant le 21 mai 2025, a examin\u00e9 un litige opposant un salari\u00e9 cadre \u00e0 son employeur bancaire. Le salari\u00e9 contestait la validit\u00e9 &#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9724,"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":"68e9e7d01cc27cf28f90977a","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68e9e7d01cc27cf28f90977a","_kj_judilibre_id":"68e9e7d01cc27cf28f90977a","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Douai","_kj_chambre":"Sociale D salle 1","_kj_rg":"22\/01271","_kj_date":"2025-09-26","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-660300","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 de Douai, le 21 mai 2025, n\u00b022\/01271 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d\u2019appel de Douai, statuant le 21 mai 2025, a examin\u00e9 un litige opposant un salari\u00e9 cadre \u00e0 son employeur bancaire. 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