{"id":660943,"date":"2026-04-23T16:07:50","date_gmt":"2026-04-23T14:07:50","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-orleans-le-28-janvier-2026-n24-00069\/"},"modified":"2026-04-23T16:07:50","modified_gmt":"2026-04-23T14:07:50","slug":"cour-dappel-de-orleans-le-28-janvier-2026-n24-00069","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-orleans-le-28-janvier-2026-n24-00069\/","title":{"rendered":"Cour d’appel de Orl\u00e9ans, le 28 janvier 2026, n\u00b024\/00069"},"content":{"rendered":"
\n

La Cour d’appel d’Orl\u00e9ans, statuant le 28 janvier 2026, a examin\u00e9 le licenciement pour insuffisance professionnelle d’un ing\u00e9nieur commercial. Apr\u00e8s plus de vingt ans d’anciennet\u00e9, l’employeur lui reprochait divers manquements dans l’exercice de ses fonctions. La cour a infirm\u00e9 le jugement des prud’hommes pour statuer sur la cause r\u00e9elle et s\u00e9rieuse du licenciement et sur d’autres demandes du salari\u00e9. Elle a finalement annul\u00e9 le licenciement pour absence de cause r\u00e9elle et s\u00e9rieuse et condamn\u00e9 l’employeur \u00e0 diverses indemnit\u00e9s.<\/p>\n

L’exigence d’une d\u00e9monstration probante de l’insuffisance professionnelle<\/p>\n

La cour a m\u00e9thodiquement rejet\u00e9 chacun des griefs avanc\u00e9s par l’employeur pour justifier le licenciement. Elle a rappel\u00e9 que la caract\u00e9risation d’une insuffisance professionnelle exige des preuves solides et objectives. Elle a ainsi \u00e9cart\u00e9 les reproches fond\u00e9s sur une simple comparaison avec les r\u00e9sultats d’autres membres de l’\u00e9quipe. “La comparaison op\u00e9r\u00e9e par l’employeur avec les autres membres de l’\u00e9quipe n’est pas probante, celui-ci ne d\u00e9montrant pas que les coll\u00e8gues concern\u00e9s exer\u00e7aient dans des conditions similaires” (Sur le constat tenant \u00e0 une activit\u00e9 inefficace du salari\u00e9). La port\u00e9e de ce point est essentielle pour encadrer le pouvoir de contr\u00f4le de l’employeur. Il ne peut se fonder sur des appr\u00e9ciations subjectives ou des comparaisons biais\u00e9es pour \u00e9tablir une insuffisance. La valeur de cette analyse rejoint une jurisprudence constante exigeant que l’employeur d\u00e9montre concr\u00e8tement les manquements. “Les \u00e9l\u00e9ments vers\u00e9s aux d\u00e9bats (…) ne permettent pas d’\u00e9tablir l’insuffisance professionnelle reproch\u00e9e au salari\u00e9” (Cour d’appel de Lyon, le 28 janvier 2026, n\u00b022\/08203). L’employeur doit ainsi prouver que les objectifs \u00e9taient r\u00e9alistes et les moyens fournis.<\/p>\n

L’appr\u00e9ciation stricte des moyens de d\u00e9fense et des obligations de l’employeur<\/p>\n

La cour a op\u00e9r\u00e9 une distinction nette entre les manquements ponctuels et une insuffisance professionnelle caract\u00e9ris\u00e9e. Elle a reconnu certains faits, comme le d\u00e9faut de transmission de comptes rendus, mais les a jug\u00e9s isol\u00e9s. “Ce manquement demeure isol\u00e9 au regard de l’ensemble de sa carri\u00e8re” (Sur le constat du mauvais suivi des clients). Le sens de cette analyse est de pr\u00e9venir la transformation d’\u00e9carts mineurs en cause de licenciement. Par ailleurs, la cour a requalifi\u00e9 certains agissements reproch\u00e9s en fautes disciplinaires, soumises \u00e0 la prescription de deux mois. “Les faits d\u00e9nonc\u00e9s par l’employeur s’apparentent \u00e0 des agissements d\u00e9lib\u00e9r\u00e9s susceptibles d’\u00eatre qualifi\u00e9s de faute” (Sur les man\u0153uvres commerciales qui discr\u00e9ditent la soci\u00e9t\u00e9). La port\u00e9e de cette requalification prot\u00e8ge le salari\u00e9 contre l’usage tardif de griefs anciens. Enfin, la cour a sanctionn\u00e9 le manquement de l’employeur \u00e0 son obligation de formation. Elle a relev\u00e9 l’absence d’accompagnement effectif et de formations cibl\u00e9es. “La seule existence de plans d’action formalis\u00e9s, non suivis d’un accompagnement effectif, ne saurait suffire” (Sur le manquement de l’employeur en mati\u00e8re de formation). La valeur de cette condamnation rappelle que l’obligation de formation est une charge proactive incombant \u00e0 l’employeur.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

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