{"id":748353,"date":"2026-04-29T09:03:06","date_gmt":"2026-04-29T07:03:06","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-versailles-le-21-janvier-2026-n23-03114\/"},"modified":"2026-04-29T09:03:06","modified_gmt":"2026-04-29T07:03:06","slug":"cour-dappel-de-versailles-le-21-janvier-2026-n23-03114","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-de-versailles-le-21-janvier-2026-n23-03114\/","title":{"rendered":"Cour d&#8217;appel de Versailles, le 21 janvier 2026, n\u00b023\/03114"},"content":{"rendered":"<div class='article-content'>\n<style scoped>.toc-article{background:#f8f9fa;border:1px solid #e2e6ea;border-left:4px solid #2c5f8a;border-radius:6px;padding:20px 24px;margin:0 0 32px;font-size:15px;line-height:1.6}.toc-article p{margin:0 0 10px;font-size:16px;font-weight:600;color:#1a1a1a}.toc-article ul{list-style:none;margin:0;padding:0}.toc-article li.toc-h2{padding:4px 0}.toc-article li.toc-h3{padding:2px 0 2px 20px;font-size:14px}.toc-article a{color:#2c5f8a;text-decoration:none;border-bottom:1px dotted #a0b4c8}.toc-article a:hover{color:#1a3d5c;border-bottom-color:#1a3d5c}<\/style>\n<nav class=\"toc-article\" role=\"navigation\" aria-label=\"Sommaire\">\n<p>Sommaire<\/p>\n<ul>\n<li class=\"toc-h2\"><a href=\"#fondements-juridiques\">Fondements juridiques<\/a><\/li>\n<\/ul>\n<\/nav>\n<p>La cour d&#8217;appel de Versailles a rendu un arr\u00eat le 21 janvier 2026 statuant sur une action en r\u00e9p\u00e9tition de l&#8217;indu salarial. Un salari\u00e9 avait b\u00e9n\u00e9fici\u00e9 d&#8217;un programme de mobilit\u00e9 volontaire s\u00e9curis\u00e9e tout en \u00e9tant embauch\u00e9 par une autre soci\u00e9t\u00e9. L&#8217;employeur lui r\u00e9clamait le remboursement des salaires vers\u00e9s pendant cette p\u00e9riode. La question de droit portait sur le bien-fond\u00e9 de cette demande de restitution et sur la prescription de l&#8217;action. La cour a partiellement infirm\u00e9 le jugement de premi\u00e8re instance en r\u00e9duisant le montant du trop-per\u00e7u.<\/p>\n<p>La prescription de l&#8217;action en r\u00e9p\u00e9tition des salaires est soumise au d\u00e9lai triennal de l&#8217;article L.3245-1 du code du travail. La cour retient que <em>&#8220;l&#8217;action en paiement ou en r\u00e9p\u00e9tition du salaire se prescrit par trois ans \u00e0 compter du jour o\u00f9 celui qui l&#8217;exerce a connu ou aurait d\u00fb conna\u00eetre les faits lui permettant de l&#8217;exercer&#8221;<\/em>. L&#8217;employeur ayant saisi le conseil de prud&#8217;hommes le 17 janvier 2020 pour des versements effectu\u00e9s \u00e0 compter du 1er janvier 2017, son action n&#8217;est pas prescrite. La fin de non-recevoir soulev\u00e9e par le salari\u00e9 est donc rejet\u00e9e, la demande portant sur une p\u00e9riode post\u00e9rieure au 16 f\u00e9vrier 2015.<\/p>\n<p>Le salari\u00e9 n&#8217;a pas d\u00e9tourn\u00e9 volontairement le programme de mobilit\u00e9, car il en avait inform\u00e9 l&#8217;employeur de son embauche d\u00e8s le 21 novembre 2016. La cour constate que <em>&#8220;le salari\u00e9 a inform\u00e9 le responsable du Centre de Comp\u00e9tences et Carri\u00e8res en charge du programme MVS de ce qu&#8217;il souhaitait b\u00e9n\u00e9ficier de ce nouveau dispositif puis qu&#8217;il avait trouv\u00e9 un nouvel emploi&#8221;<\/em>. L&#8217;employeur, inform\u00e9, n&#8217;a pas clarifi\u00e9 la situation ni r\u00e9clam\u00e9 le contrat de travail. La bonne foi du salari\u00e9 est \u00e9tablie, mais cela ne le dispense pas de restituer les sommes per\u00e7ues au-del\u00e0 de ce que pr\u00e9voyait le dispositif.<\/p>\n<p>Le montant du trop-per\u00e7u est d\u00e9termin\u00e9 par application des r\u00e8gles internes du programme de mobilit\u00e9. La cour rappelle qu&#8217;<em>&#8220;en application des r\u00e8gles indiqu\u00e9es pour un &#8217;employ\u00e9 ayant trouv\u00e9 un CDI&#8217;, le salari\u00e9 aurait d\u00fb percevoir 35% de son salaire brut de janvier \u00e0 ao\u00fbt 2017&#8221;<\/em>. Le calcul est effectu\u00e9 en net, comme le sollicitait le salari\u00e9 \u00e0 titre subsidiaire. La condamnation est fix\u00e9e \u00e0 30 546 euros net, correspondant \u00e0 la diff\u00e9rence entre le salaire net per\u00e7u et le salaire net d\u00fb selon les r\u00e8gles du programme. Ce montant est assorti des int\u00e9r\u00eats au taux l\u00e9gal et de leur capitalisation.<\/p>\n<p>La solution de la cour d&#8217;appel de Versailles pr\u00e9sente une port\u00e9e pratique certaine. Elle pr\u00e9cise que l&#8217;action en r\u00e9p\u00e9tition de l&#8217;indu salarial est soumise \u00e0 la prescription triennale et non \u00e0 la prescription biennale de l&#8217;article L.1471-1. Elle rappelle \u00e9galement que l&#8217;employeur qui ne tire pas les cons\u00e9quences des informations fournies par le salari\u00e9 ne peut invoquer un d\u00e9tournement volontaire du dispositif. Enfin, elle confirme que le remboursement d&#8217;un trop-per\u00e7u de salaire s&#8217;effectue sur la base des montants nets per\u00e7us par le salari\u00e9.<\/p>\n<\/div>\n<style scoped>.fondements-juridiques{margin:40px 0 0;padding:0}.fondements-juridiques>h2{font-size:22px;color:#1a1a1a;border-bottom:2px solid #2c5f8a;padding-bottom:10px;margin-bottom:20px}.fj-article{background:#fdfdfd;border:1px solid #e8e8e8;border-radius:6px;padding:20px;margin-bottom:16px}.fj-article h3{font-size:17px;color:#2c5f8a;margin:0 0 12px;font-weight:600}.fj-texte{font-size:15px;line-height:1.7;color:#333}.fj-texte p{margin:8px 0}.fj-badge{font-size:11px;padding:2px 8px;border-radius:3px;margin-left:8px;font-weight:500;vertical-align:middle}.fj-en-vigueur{background:#e8f5e9;color:#2e7d32}.fj-abroge{background:#ffebee;color:#c62828}.fj-modifie{background:#fff3e0;color:#e65100}<\/style>\n<section class=\"fondements-juridiques\">\n<h2 id=\"fondements-juridiques\">Fondements juridiques<\/h2>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000032040787\" rel=\"nofollow\" target=\"_blank\">Article 1101 du Code civil<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">Le contrat est un accord de volont\u00e9s entre deux ou plusieurs personnes destin\u00e9 \u00e0 cr\u00e9er, modifier, transmettre ou \u00e9teindre des obligations. <\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000032040777\" rel=\"nofollow\" target=\"_blank\">Article 1103 du Code civil<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">Les contrats l\u00e9galement form\u00e9s tiennent lieu de loi \u00e0 ceux qui les ont faits. <\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900839\" rel=\"nofollow\" target=\"_blank\">Article L. 1221-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>   Le contrat de travail est soumis aux r\u00e8gles du droit commun. Il peut \u00eatre \u00e9tabli selon les formes que les parties contractantes d\u00e9cident d&#8217;adopter.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000036762081\" rel=\"nofollow\" target=\"_blank\">Article L. 1233-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Constitue un licenciement pour motif \u00e9conomique le licenciement effectu\u00e9 par un employeur pour un ou plusieurs motifs non inh\u00e9rents \u00e0 la personne du salari\u00e9 r\u00e9sultant d&#8217;une suppression ou transformation d&#8217;emploi ou d&#8217;une modification, refus\u00e9e par le salari\u00e9, d&#8217;un \u00e9l\u00e9ment essentiel du contrat de travail, cons\u00e9cutives notamment :<\/p>\n<p>1\u00b0 A des difficult\u00e9s \u00e9conomiques caract\u00e9ris\u00e9es soit par l&#8217;\u00e9volution significative d&#8217;au moins un indicateur \u00e9conomique tel qu&#8217;une baisse des commandes ou du chiffre d&#8217;affaires, des pertes d&#8217;exploitation ou une d\u00e9gradation de la tr\u00e9sorerie ou de l&#8217;exc\u00e9dent brut d&#8217;exploitation, soit par tout autre \u00e9l\u00e9ment de nature \u00e0 justifier de ces difficult\u00e9s.<\/p>\n<p>Une baisse significative des commandes ou du chiffre d&#8217;affaires est constitu\u00e9e d\u00e8s lors que la dur\u00e9e de cette baisse est, en comparaison avec la m\u00eame p\u00e9riode de l&#8217;ann\u00e9e pr\u00e9c\u00e9dente, au moins \u00e9gale \u00e0 :<\/p>\n<p>a) Un trimestre pour une entreprise de moins de onze salari\u00e9s ;<\/p>\n<p>b) Deux trimestres cons\u00e9cutifs pour une entreprise d&#8217;au moins onze salari\u00e9s et de moins de cinquante salari\u00e9s ;<\/p>\n<p>c) Trois trimestres cons\u00e9cutifs pour une entreprise d&#8217;au moins cinquante salari\u00e9s et de moins de trois cents salari\u00e9s ;<\/p>\n<p>d) Quatre trimestres cons\u00e9cutifs pour une entreprise de trois cents salari\u00e9s et plus ;<\/p>\n<p>2\u00b0 A des mutations technologiques ;<\/p>\n<p>3\u00b0 A une r\u00e9organisation de l&#8217;entreprise n\u00e9cessaire \u00e0 la sauvegarde de sa comp\u00e9titivit\u00e9 ;<\/p>\n<p>4\u00b0 A la cessation d&#8217;activit\u00e9 de l&#8217;entreprise.<\/p>\n<p>La mat\u00e9rialit\u00e9 de la suppression, de la transformation d&#8217;emploi ou de la modification d&#8217;un \u00e9l\u00e9ment essentiel du contrat de travail s&#8217;appr\u00e9cie au niveau de l&#8217;entreprise.<\/p>\n<p>Les difficult\u00e9s \u00e9conomiques, les mutations technologiques ou la n\u00e9cessit\u00e9 de sauvegarder la comp\u00e9titivit\u00e9 de l&#8217;entreprise s&#8217;appr\u00e9cient au niveau de cette entreprise si elle n&#8217;appartient pas \u00e0 un groupe et, dans le cas contraire, au niveau du secteur d&#8217;activit\u00e9 commun \u00e0 cette entreprise et aux entreprises du groupe auquel elle appartient, \u00e9tablies sur le territoire national, sauf fraude.<\/p>\n<p>Pour l&#8217;application du pr\u00e9sent article, la notion de groupe d\u00e9signe le groupe form\u00e9 par une entreprise appel\u00e9e entreprise dominante et les entreprises qu&#8217;elle contr\u00f4le dans les conditions d\u00e9finies \u00e0 l&#8217;article L. 233-1, aux I et II de l&#8217;article L. 233-3 et \u00e0 l&#8217;article L. 233-16 du code de commerce.<\/p>\n<p>Le secteur d&#8217;activit\u00e9 permettant d&#8217;appr\u00e9cier la cause \u00e9conomique du licenciement est caract\u00e9ris\u00e9, notamment, par la nature des produits biens ou services d\u00e9livr\u00e9s, la client\u00e8le cibl\u00e9e, ainsi que les r\u00e9seaux et modes de distribution, se rapportant \u00e0 un m\u00eame march\u00e9.<\/p>\n<p>Les dispositions du pr\u00e9sent chapitre sont applicables \u00e0 toute rupture du contrat de travail r\u00e9sultant de l&#8217;une des causes \u00e9nonc\u00e9es au pr\u00e9sent article, \u00e0 l&#8217;exclusion de la rupture conventionnelle vis\u00e9e aux articles L. 1237-11 et suivants et de la rupture d&#8217;un commun accord dans le cadre d&#8217;un accord collectif vis\u00e9e aux articles L. 1237-17 et suivants.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000027566295\" rel=\"nofollow\" target=\"_blank\">Article L. 3245-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>L&#8217;action en paiement ou en r\u00e9p\u00e9tition du salaire se prescrit par trois ans \u00e0 compter du jour o\u00f9 celui qui l&#8217;exerce a connu ou aurait d\u00fb conna\u00eetre les faits lui permettant de l&#8217;exercer. La demande peut porter sur les sommes dues au titre des trois derni\u00e8res ann\u00e9es \u00e0 compter de ce jour ou, lorsque le contrat de travail est rompu, sur les sommes dues au titre des trois ann\u00e9es pr\u00e9c\u00e9dant la rupture du contrat.<\/p>\n<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>La cour d&#8217;appel de Versailles a rendu un arr\u00eat le 21 janvier 2026 statuant sur une action en r\u00e9p\u00e9tition de l&#8217;indu salarial. Un salari\u00e9 avait b\u00e9n\u00e9fici\u00e9&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9549,"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":"6971bf97cdc6046d473346a0","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/6971bf97cdc6046d473346a0","_kj_judilibre_id":"6971bf97cdc6046d473346a0","_kj_jur":"Cour d'appel","_kj_lieu":"Versailles","_kj_chambre":"Chambre sociale 4-4","_kj_rg":"23\/03114","_kj_date":"2026-01-21","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[6455,6454],"tags":[],"class_list":["post-748353","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-cour-dappel","category-decisions-juridiques"],"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 Versailles, le 21 janvier 2026, n\u00b023\/03114 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d&#039;appel de Versailles a rendu un arr\u00eat le 21 janvier 2026 statuant sur une action en r\u00e9p\u00e9tition de l&#039;indu salarial. 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