{"id":669729,"date":"2026-04-24T06:43:41","date_gmt":"2026-04-24T04:43:41","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-paris-le-19-septembre-2025-n23-03530\/"},"modified":"2026-04-24T06:43:41","modified_gmt":"2026-04-24T04:43:41","slug":"cour-dappel-de-paris-le-19-septembre-2025-n23-03530","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-paris-le-19-septembre-2025-n23-03530\/","title":{"rendered":"Cour d’appel de Paris, le 19 septembre 2025, n\u00b023\/03530"},"content":{"rendered":"
\n

La Cour d’appel de Paris, statuant en date non pr\u00e9cis\u00e9e, a examin\u00e9 le recours d’un salari\u00e9 agent de s\u00e9curit\u00e9. Ce dernier contestait son licenciement pour faute grave et r\u00e9clamait divers rappels de salaire, notamment pour heures suppl\u00e9mentaires et astreintes. La juridiction a rejet\u00e9 l’ensemble de ses demandes et confirm\u00e9 la r\u00e9gularit\u00e9 du licenciement.<\/p>\n

La qualification du temps de travail<\/p>\n

La cour a d\u00fb distinguer le temps de travail effectif de l’astreinte. Le salari\u00e9 soutenait \u00eatre rest\u00e9 \u00e0 la disposition permanente de son employeur. Il invoquait des plannings couvrant vingt-quatre heures cons\u00e9cutives durant plusieurs jours. La cour a \u00e9cart\u00e9 cette analyse au regard des dispositions contractuelles et des pi\u00e8ces vers\u00e9es aux d\u00e9bats. Elle a retenu que l’activit\u00e9 s’exer\u00e7ait dans le cadre de vacations aux horaires d\u00e9finis. “En dehors des plages horaires de ses vacations, [le salari\u00e9] ne demeurait pas \u00e0 la disposition imm\u00e9diate et permanente de son employeur comme il le pr\u00e9tend, de sorte qu’il ne se trouvait pas soumis \u00e0 un r\u00e9gime d’astreinte.” Cette analyse d\u00e9montre l’importance des \u00e9l\u00e9ments concrets pour qualifier le temps de travail. La simple programmation de p\u00e9riodes de disponibilit\u00e9 ne suffit pas \u00e0 caract\u00e9riser une astreinte. La port\u00e9e de cette solution est significative pour les secteurs o\u00f9 la disponibilit\u00e9 est inh\u00e9rente \u00e0 la fonction. Elle rappelle que la qualification d\u00e9pend de l’impossibilit\u00e9 r\u00e9elle de vaquer \u00e0 ses occupations personnelles.<\/p>\n

Les demandes financi\u00e8res d\u00e9coulant de cette qualification ont \u00e9t\u00e9 logiquement rejet\u00e9es. La cour a jug\u00e9 que le salari\u00e9 ne rapportait pas la preuve des heures suppl\u00e9mentaires all\u00e9gu\u00e9es. Elle a soulign\u00e9 son obligation probatoire en la mati\u00e8re. “M. [E] ne produit aucun autre d\u00e9compte ou \u00e9l\u00e9ment relatif \u00e0 sa dur\u00e9e effective de travail pour la p\u00e9riode consid\u00e9r\u00e9e, permettant de mettre en \u00e9vidence la r\u00e9alisation d’heures suppl\u00e9mentaires.” Cette application stricte de la charge de la preuve prot\u00e8ge l’employeur face \u00e0 des r\u00e9clamations non \u00e9tay\u00e9es. Sa valeur r\u00e9side dans le rappel des exigences proc\u00e9durales en mati\u00e8re de contentieux du temps de travail. Elle rejoint une jurisprudence constante sur la n\u00e9cessit\u00e9 d’\u00e9l\u00e9ments pr\u00e9cis. La demande fond\u00e9e sur un travail dissimul\u00e9 a \u00e9galement \u00e9chou\u00e9, l’intentionnalit\u00e9 n’\u00e9tant pas \u00e9tablie.<\/p>\n

La cause r\u00e9elle et s\u00e9rieuse du licenciement<\/p>\n

Le salari\u00e9 contestait la validit\u00e9 du licenciement intervenu apr\u00e8s une absence maladie. Il arguait de l’absence de visite m\u00e9dicale de reprise. La cour a reconnu l’obligation de cette visite apr\u00e8s trente jours d’absence. Elle a toutefois estim\u00e9 ce moyen inop\u00e9rant en l’esp\u00e8ce. “La suspension du contrat de travail provoqu\u00e9e par la maladie non professionnelle ne fait pas obstacle au licenciement prononc\u00e9 pour un motif \u00e9tranger \u00e0 l’\u00e9tat de sant\u00e9 de l’int\u00e9ress\u00e9, ce qui est le cas en l’esp\u00e8ce.” Cette solution pr\u00e9cise le champ d’application de la suspension contractuelle. Elle en limite les effets aux seuls motifs li\u00e9s \u00e0 la sant\u00e9, pr\u00e9servant le pouvoir disciplinaire de l’employeur. Sa port\u00e9e est pratique et \u00e9vite une immunit\u00e9 disproportionn\u00e9e du salari\u00e9 durant ses arr\u00eats maladie.<\/p>\n

La cour a ensuite valid\u00e9 le caract\u00e8re de faute grave des manquements reproch\u00e9s. Les griefs concernaient des retards r\u00e9p\u00e9t\u00e9s dans les interventions urgentes. La production de rapports d’intervention a convaincu la juridiction. “Les 3 incidents pr\u00e9c\u00e9dents caract\u00e9risent des manquements graves et r\u00e9p\u00e9t\u00e9s du salari\u00e9 dont les interventions \u00e9taient cens\u00e9es \u00eatre cl\u00f4tur\u00e9es dans le d\u00e9lai d’une heure suivant l’appel.” La cour a aussi admis la prise en compte d’un fait ant\u00e9rieur de plus de deux mois. “Du fait des manquements pr\u00e9cit\u00e9s, le manquement de m\u00eame nature survenu le 25 avril pr\u00e9c\u00e9dent, bien qu’\u00e9tant ant\u00e9rieur de plus de deux mois au jour des poursuites disciplinaires, peut \u00eatre pris en consid\u00e9ration puisque le comportement du salari\u00e9, de m\u00eame nature, s’est poursuivi ou r\u00e9p\u00e9t\u00e9 dans ce d\u00e9lai.” Cette approche est essentielle pour appr\u00e9cier les fautes r\u00e9p\u00e9titives dans le temps. Elle donne une souplesse n\u00e9cessaire \u00e0 l’employeur pour caract\u00e9riser un comportement fautif continu. La d\u00e9cision consacre ainsi une conception objective et contextuelle de la faute grave, adapt\u00e9e aux imp\u00e9ratifs de l’activit\u00e9.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Paris, statuant en date non pr\u00e9cis\u00e9e, a examin\u00e9 le recours d’un salari\u00e9 agent de s\u00e9curit\u00e9. Ce dernier contestait son licenciement pour fau…<\/p>\n","protected":false},"author":232070755,"featured_media":9565,"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":"68ce36474ad4c0bb78ed31b6","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68ce36474ad4c0bb78ed31b6","_kj_judilibre_id":"68ce36474ad4c0bb78ed31b6","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Toulouse","_kj_chambre":"4eme Chambre Section 1","_kj_rg":"23\/03530","_kj_date":"2025-09-19","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7123,6580,7597,6718,6992],"tags":[],"class_list":["post-669729","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","category-droit-social","category-jurisprudence","category-social","category-travail"],"yoast_head":"\nCour d'appel de Paris, le 19 septembre 2025, n\u00b023\/03530 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d'appel de Paris, statuant en date non pr\u00e9cis\u00e9e, a examin\u00e9 le recours d'un salari\u00e9 agent de s\u00e9curit\u00e9. 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Le salari\u00e9 avait d\u00e9missionn\u00e9, puis saisi le conseil de prud\u2019hommes pour voir requalifier cette rupture en licenciement nul et obtenir diverses\u2026","rel":"","context":""Cour d'appel" i\u00e7inde","block_context":{"text":"Cour d'appel","link":"https:\/\/kohenavocats.com\/category\/cour-dappel\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/chris-lawton-zvKx6ixUhWQ-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/chris-lawton-zvKx6ixUhWQ-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/chris-lawton-zvKx6ixUhWQ-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/chris-lawton-zvKx6ixUhWQ-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/chris-lawton-zvKx6ixUhWQ-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/07\/chris-lawton-zvKx6ixUhWQ-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/posts\/669729","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/users\/232070755"}],"replies":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/comments?post=669729"}],"version-history":[{"count":0,"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/posts\/669729\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/media\/9565"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/media?parent=669729"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/categories?post=669729"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/tr\/wp-json\/wp\/v2\/tags?post=669729"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}