{"id":669737,"date":"2026-04-24T06:44:07","date_gmt":"2026-04-24T04:44:07","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-orleans-le-13-mars-2025-n23-02506\/"},"modified":"2026-04-24T06:44:07","modified_gmt":"2026-04-24T04:44:07","slug":"cour-dappel-de-orleans-le-13-mars-2025-n23-02506","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-orleans-le-13-mars-2025-n23-02506\/","title":{"rendered":"Cour d’appel de Orl\u00e9ans, le 13 mars 2025, n\u00b023\/02506"},"content":{"rendered":"
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La Cour d’appel d’Orl\u00e9ans, statuant le 13 mars 2025, examine un litige n\u00e9 du licenciement pour faute grave d’un cadre. L’employeur reprochait \u00e0 ce dernier d’avoir valid\u00e9 la r\u00e9ception d’un \u00e9chafaudage modifi\u00e9 sans note de calcul n\u00e9cessaire, cr\u00e9ant un risque pour la s\u00e9curit\u00e9, et d’avoir antidat\u00e9 et sign\u00e9 un proc\u00e8s-verbal au nom de son subordonn\u00e9. Le salari\u00e9 contestait ces faits et la qualification de faute grave. La cour, confirmant le jugement des prud’hommes, rejette l’ensemble des demandes du salari\u00e9 et retient la r\u00e9alit\u00e9 de la faute grave. Elle statue \u00e9galement sur des demandes accessoires relatives \u00e0 des primes.<\/p>\n

La caract\u00e9risation d’une cause r\u00e9elle et s\u00e9rieuse par des faits objectifs<\/p>\n

L’appr\u00e9ciation souveraine des \u00e9l\u00e9ments de preuve par les juges du fond<\/p>\n

Le juge forme sa conviction au vu des \u00e9l\u00e9ments fournis par les parties. Si un doute subsiste, il profite au salari\u00e9. (Article L.1235-1 du code du travail). La cour \u00e9carte d’embl\u00e9e les arguments du salari\u00e9 concernant un reproche de harc\u00e8lement moral, absent de la lettre de licenciement. Elle centre son analyse sur les faits mat\u00e9riels de mise en danger et de falsification. L’examen des pi\u00e8ces, notamment la concordance des r\u00e9f\u00e9rences d’\u00e9chafaudage entre deux fiches techniques, lui permet d’\u00e9tablir la r\u00e9alit\u00e9 des modifications et le d\u00e9faut de note de calcul. La validation informatique et le proc\u00e8s-verbal antidat\u00e9 sont retenus comme des \u00e9l\u00e9ments objectifs et v\u00e9rifiables, imputables au salari\u00e9. Cette d\u00e9marche illustre le contr\u00f4le strict des faits invoqu\u00e9s par l’employeur, excluant tout \u00e9l\u00e9ment subjectif ou non v\u00e9rifi\u00e9 pour fonder la rupture.<\/p>\n

La port\u00e9e de cette analyse est de rappeler la rigueur probatoire requise. Le juge doit s’appuyer sur des \u00e9l\u00e9ments concrets et non sur de simples all\u00e9gations. Cette approche rejoint une jurisprudence constante exigeant des preuves tangibles. Ainsi, une cour d’appel a d\u00e9j\u00e0 \u00e9cart\u00e9 des griefs fond\u00e9s sur des propos rapport\u00e9s de mani\u00e8re indirecte et non corrobor\u00e9s. “Or, les propos de la jeune fille mentionn\u00e9s dans la lettre de licenciement ne sont rapport\u00e9s par aucun t\u00e9moin et ne ressortent d’aucun \u00e9l\u00e9ment.” (Cour d’appel, le 13 mars 2025, n\u00b022\/00087). En l’esp\u00e8ce, \u00e0 l’inverse, la multiplicit\u00e9 des preuves \u00e9crites et testimoniales permet de lever tout doute au profit de l’employeur.<\/p>\n

La justification de la faute grave par la gravit\u00e9 des manquements<\/p>\n

La d\u00e9loyaut\u00e9 et la mise en danger comme motifs de rupture imm\u00e9diate<\/p>\n

La faute grave est celle qui rend impossible le maintien du salari\u00e9 dans l’entreprise. La cour consid\u00e8re que les agissements du salari\u00e9 pr\u00e9sentent une double gravit\u00e9. D’une part, la validation de l’\u00e9chafaudage sans contr\u00f4le technique cr\u00e9ait un risque av\u00e9r\u00e9 pour la s\u00e9curit\u00e9 des personnes, la charge admissible \u00e9tant inf\u00e9rieure \u00e0 celle indiqu\u00e9e. D’autre part, la signature du proc\u00e8s-verbal au nom d’un coll\u00e8gue, combin\u00e9e \u00e0 l’antidatation, constitue un proc\u00e9d\u00e9 d\u00e9loyal. Ces deux \u00e9l\u00e9ments, pris ensemble, caract\u00e9risent une violation suffisamment grave des obligations de loyaut\u00e9 et de s\u00e9curit\u00e9 pour justifier la rupture imm\u00e9diate. La cour confirme ainsi que le manquement \u00e0 l’obligation de s\u00e9curit\u00e9, surtout lorsqu’il est associ\u00e9 \u00e0 un comportement frauduleux, emporte une sanction disciplinaire maximale.<\/p>\n

Cette d\u00e9cision renforce la jurisprudence sur la faute grave en mati\u00e8re de s\u00e9curit\u00e9. Elle souligne que la mise en danger d’autrui, d\u00e8s lors qu’elle est \u00e9tablie, constitue par nature un motif s\u00e9rieux de licenciement. La valeur de l’arr\u00eat r\u00e9side dans la combinaison des deux griefs, l’un touchant \u00e0 l’int\u00e9grit\u00e9 physique, l’autre \u00e0 la confiance. La Cour de cassation a d\u00e9j\u00e0 insist\u00e9 sur la n\u00e9cessit\u00e9 d’\u00e9tablir solidement les faits reproch\u00e9s avant d’en d\u00e9duire une telle qualification. “Il s’ensuit qu’il existe un doute sur le fait que Mme [C] ait remis \u00e0 [J] l’original de l’ordonnance, et qu’en tout \u00e9tat de cause, il est \u00e9tabli que cette derni\u00e8re ne s’est pas fait d\u00e9livrer de Tercian au vu de cette ordonnance, original ou copie.” (Cass. Chambre sociale, le 17 septembre 2025, n\u00b023-23.671). Ici, l’absence de doute sur les faits permet pleinement la qualification de faute grave. La port\u00e9e pratique est significative pour les employeurs, qui doivent documenter avec pr\u00e9cision de tels manquements.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

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