{"id":976125,"date":"2026-05-26T06:53:08","date_gmt":"2026-05-26T04:53:08","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-damiens-le-5-mars-2026-n25-01785\/"},"modified":"2026-05-26T06:57:30","modified_gmt":"2026-05-26T04:57:30","slug":"cour-dappel-damiens-le-5-mars-2026-n25-01785","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/tr\/cour-dappel-damiens-le-5-mars-2026-n25-01785\/","title":{"rendered":"Cour d&#8217;appel d&#8217;Amiens, le 5 mars 2026, n\u00b025\/01785"},"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=\"#i-la-reconnaissance-dun-manquement-grave-a-lobligation-de-maintien-du-contrat-de\">I. La reconnaissance d\u2019un manquement grave \u00e0 l\u2019obligation de maintien du contrat de travail<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-la-caracterisation-dune-modification-unilaterale-du-contrat-de-travail\">A. La caract\u00e9risation d\u2019une modification unilat\u00e9rale du contrat de travail<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-lappreciation-in-concreto-de-la-gravite-du-manquement\">B. L\u2019appr\u00e9ciation in concreto de la gravit\u00e9 du manquement<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-la-fixation-des-consequences-indemnitaires-de-la-rupture\">II. La fixation des cons\u00e9quences indemnitaires de la rupture<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-loctroi-des-indemnites-legales-et-conventionnelles\">A. L\u2019octroi des indemnit\u00e9s l\u00e9gales et conventionnelles<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-le-rejet-de-la-demande-pour-circonstances-vexatoires\">B. Le rejet de la demande pour circonstances vexatoires<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#fondements-juridiques\">Fondements juridiques<\/a><\/li>\n<\/ul>\n<\/nav>\n<p>Le 5 mars 2026, la cinqui\u00e8me chambre prud&#8217;homale de la Cour d&#8217;appel d&#8217;Amiens a rendu un arr\u00eat statuant sur la prise d&#8217;acte de la rupture du contrat de travail par une salari\u00e9e. Celle-ci occupait un poste de responsable des ventes depuis le 1er octobre 2014. Le 24 novembre 2022, l&#8217;employeur lui a propos\u00e9 oralement de reprendre une activit\u00e9 de vendeur itin\u00e9rant. Le 28 novembre, un autre salari\u00e9 a \u00e9t\u00e9 pr\u00e9sent\u00e9 comme nouveau responsable des ventes. Le 1er d\u00e9cembre, la salari\u00e9e a \u00e9t\u00e9 priv\u00e9e de ses acc\u00e8s informatiques et un projet d&#8217;avenant pour un poste de VRP exclusif lui a \u00e9t\u00e9 remis le 2 d\u00e9cembre. Elle a alors pris acte de la rupture aux torts de l&#8217;employeur, invoquant une r\u00e9trogradation unilat\u00e9rale.<\/p>\n<p>Le conseil de prud&#8217;hommes a fait droit \u00e0 sa demande. L&#8217;employeur a interjet\u00e9 appel, contestant l&#8217;existence d&#8217;une modification du contrat de travail et soutenant que la salari\u00e9e avait donn\u00e9 son accord verbal. La question de droit centrale \u00e9tait de savoir si la modification du contrat de travail, intervenue sans l&#8217;accord expr\u00e8s et \u00e9crit du salari\u00e9, constitue un manquement suffisamment grave pour justifier la prise d&#8217;acte aux torts de l&#8217;employeur. La cour a r\u00e9pondu par l&#8217;affirmative, confirmant la requalification de la rupture en licenciement sans cause r\u00e9elle et s\u00e9rieuse, et a fix\u00e9 les indemnit\u00e9s en d\u00e9coulant.<\/p>\n<h2 id=\"i-la-reconnaissance-dun-manquement-grave-a-lobligation-de-maintien-du-contrat-de\">I. La reconnaissance d\u2019un manquement grave \u00e0 l\u2019obligation de maintien du contrat de travail<\/h2>\n<p><\/p>\n<h3 id=\"a-la-caracterisation-dune-modification-unilaterale-du-contrat-de-travail\">A. La caract\u00e9risation d\u2019une modification unilat\u00e9rale du contrat de travail<\/h3>\n<p>La cour rappelle qu\u2019une modification du contrat de travail intervenue sans l\u2019accord expr\u00e8s du salari\u00e9 constitue un manquement aux obligations contractuelles de l\u2019employeur. En l\u2019esp\u00e8ce, elle constate que la salari\u00e9e a \u00e9t\u00e9 remplac\u00e9e dans ses fonctions de responsable des ventes d\u00e8s le 28 novembre 2022. Le t\u00e9moignage d\u2019un autre salari\u00e9 \u00e9tablit que le nouveau responsable s\u2019est pr\u00e9sent\u00e9 comme tel et a donn\u00e9 des directives. Les captures d\u2019\u00e9cran d\u2019un groupe de discussion montrent que la salari\u00e9e en a \u00e9t\u00e9 exclue le 1er d\u00e9cembre et qu\u2019elle a re\u00e7u l\u2019ordre de ne pas assister \u00e0 une r\u00e9union. L\u2019agenda \u00e9lectronique confirme la perte de visibilit\u00e9 sur l\u2019activit\u00e9 des autres vendeurs \u00e0 compter du 2 d\u00e9cembre.<\/p>\n<p>L\u2019employeur invoquait un accord verbal donn\u00e9 lors d\u2019un entretien. La cour \u00e9carte cet argument : le courriel du 25 novembre 2022, dans lequel la salari\u00e9e indique les noms des VRP juniors avec lesquels elle souhaiterait travailler, est r\u00e9dig\u00e9 au conditionnel et ne d\u00e9montre qu\u2019une simple \u00e9ventualit\u00e9. Aucun autre \u00e9l\u00e9ment ne prouve un accord expr\u00e8s. D\u00e8s lors, la r\u00e9trogradation est \u00e9tablie, peu important que la r\u00e9mun\u00e9ration soit maintenue ou qu\u2019un avenant n\u2019ait pas \u00e9t\u00e9 sign\u00e9 pour le nouveau responsable. La d\u00e9cision s\u2019inscrit dans la ligne d\u2019une jurisprudence constante. Par exemple, la Cour d\u2019appel de Rennes a jug\u00e9 que <em>&#8221; constituaient des faits d\u2019une importante gravit\u00e9 [&#8230;] les modifications sans l&#8217;accord du salari\u00e9 de deux \u00e9l\u00e9ments essentiels de son contrat de travail \u00e0 savoir : la r\u00e9mun\u00e9ration brute [&#8230;] et des nouvelles fonctions &#8220;<\/em> <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67d3c96991dc29a0630d693b\" rel=\"nofollow\" target=\"_blank\">(Cour d\u2019appel de Rennes, 13 mars 2025, n\u00b021\/06958)<\/a><\/strong>. Ici, le changement de fonction est un \u00e9l\u00e9ment essentiel. L\u2019absence d\u2019accord \u00e9crit est donc d\u00e9terminante.<\/p>\n<h3 id=\"b-lappreciation-in-concreto-de-la-gravite-du-manquement\">B. L\u2019appr\u00e9ciation in concreto de la gravit\u00e9 du manquement<\/h3>\n<p>La cour applique le crit\u00e8re l\u00e9gal : le manquement doit \u00eatre suffisamment grave pour emp\u00eacher la poursuite du contrat de travail. Elle rel\u00e8ve que la salari\u00e9e a \u00e9t\u00e9 mise devant le fait accompli, devant son \u00e9quipe, sans possibilit\u00e9 de refuser. Le nouveau responsable a pris ses fonctions imm\u00e9diatement, la privant de ses pr\u00e9rogatives hi\u00e9rarchiques et de ses outils de travail. La modification est intervenue sans aucune proc\u00e9dure disciplinaire ni respect du principe du contradictoire. Ces \u00e9l\u00e9ments caract\u00e9risent une atteinte \u00e0 la dignit\u00e9 et \u00e0 l\u2019autonomie professionnelle du salari\u00e9.<\/p>\n<p>Cette gravit\u00e9 est intrins\u00e8quement li\u00e9e \u00e0 la nature unilat\u00e9rale de la d\u00e9cision. L\u2019employeur ne peut pas invoquer une simple r\u00e9organisation technique. La preuve de l\u2019accord du salari\u00e9 incombe \u00e0 l\u2019employeur, et en l\u2019absence d\u2019\u00e9crit, le doute profite au salari\u00e9. La cour rappelle que <em>&#8221; lorsque le juge constate qu&#8217;il subsiste un doute sur la r\u00e9alit\u00e9 des faits invoqu\u00e9s par le salari\u00e9 [&#8230;] il peut estimer \u00e0 bon droit qu&#8217;il n&#8217;a pas \u00e9tabli les faits qu&#8217;il all\u00e9guait &#8220;<\/em>. Ici, aucun doute ne subsiste : la r\u00e9trogradation est mat\u00e9riellement \u00e9tablie. La prise d\u2019acte produit donc les effets d\u2019un licenciement sans cause r\u00e9elle et s\u00e9rieuse.<\/p>\n<h2 id=\"ii-la-fixation-des-consequences-indemnitaires-de-la-rupture\">II. La fixation des cons\u00e9quences indemnitaires de la rupture<\/h2>\n<p><\/p>\n<h3 id=\"a-loctroi-des-indemnites-legales-et-conventionnelles\">A. L\u2019octroi des indemnit\u00e9s l\u00e9gales et conventionnelles<\/h3>\n<p>La cour infirme le jugement sur le montant de l\u2019indemnit\u00e9 de pr\u00e9avis et des cong\u00e9s pay\u00e9s aff\u00e9rents, ainsi que sur l\u2019indemnit\u00e9 de licenciement. La prise d\u2019acte entra\u00eene la cessation imm\u00e9diate du contrat, mais le salari\u00e9 a droit \u00e0 une indemnit\u00e9 compensatrice de pr\u00e9avis. L\u2019article 12 de l\u2019accord national interprofessionnel des VRP pr\u00e9voit un pr\u00e9avis de trois mois au-del\u00e0 de la deuxi\u00e8me ann\u00e9e. La salari\u00e9e avait une anciennet\u00e9 de huit ans et onze mois. La cour calcule le salaire qu\u2019elle aurait per\u00e7u pendant trois mois, soit 20 097 euros, outre les cong\u00e9s pay\u00e9s. Elle alloue \u00e9galement l\u2019indemnit\u00e9 l\u00e9gale de licenciement de 14 933,18 euros, exactement calcul\u00e9e.<\/p>\n<p>Quant aux dommages-int\u00e9r\u00eats pour licenciement sans cause r\u00e9elle et s\u00e9rieuse, la cour confirme le montant de 30 888 euros octroy\u00e9 par les premiers juges. Elle tient compte des circonstances, de l\u2019anciennet\u00e9, de l\u2019effectif de l\u2019entreprise, de la r\u00e9mun\u00e9ration, de l\u2019\u00e2ge de la salari\u00e9e (n\u00e9e en 1965), et de l\u2019absence d\u2019\u00e9l\u00e9ment sur sa situation post\u00e9rieure. Ce montant, compris entre trois et huit mois de salaire comme le pr\u00e9voit l\u2019article L. 1235-3 du code du travail, est jug\u00e9 ad\u00e9quat. L\u2019employeur est \u00e9galement condamn\u00e9 \u00e0 rembourser \u00e0 France Travail les indemnit\u00e9s ch\u00f4mage dans la limite de six mois, conform\u00e9ment \u00e0 l\u2019article L. 1235-4.<\/p>\n<h3 id=\"b-le-rejet-de-la-demande-pour-circonstances-vexatoires\">B. Le rejet de la demande pour circonstances vexatoires<\/h3>\n<p>La salari\u00e9e sollicitait 2 000 euros de dommages-int\u00e9r\u00eats pour le caract\u00e8re vexatoire de la r\u00e9trogradation, qui s\u2019est d\u00e9roul\u00e9e devant toute l\u2019\u00e9quipe. La cour rejette cette demande, estimant qu\u2019elle ne justifie pas d\u2019un pr\u00e9judice distinct de celui d\u00e9j\u00e0 r\u00e9par\u00e9 par l\u2019indemnit\u00e9 pour licenciement sans cause. Elle ne proc\u00e8de pas \u00e0 un examen du fait g\u00e9n\u00e9rateur, estimant que le pr\u00e9judice all\u00e9gu\u00e9 n\u2019est pas d\u00e9montr\u00e9. Ce rejet est coh\u00e9rent avec la jurisprudence prud\u2019homale qui exige un pr\u00e9judice sp\u00e9cifique, par exemple une humiliation ou une atteinte \u00e0 la r\u00e9putation, dont la preuve incombe au demandeur. La Cour d\u2019appel de Grenoble a d\u00e9j\u00e0 jug\u00e9 que le non-paiement du salaire constitue un manquement grave, mais le pr\u00e9judice moral doit \u00eatre \u00e9tabli <strong><a href=\"https:\/\/www.courdecassation.fr\/decision\/67ff3d366d3290e00e0e79b6\" rel=\"nofollow\" target=\"_blank\">(Cour d\u2019appel de Grenoble, 15 avril 2025, n\u00b022\/04386)<\/a><\/strong>. En l\u2019esp\u00e8ce, la salari\u00e9e n\u2019apporte aucun \u00e9l\u00e9ment m\u00e9dical ou psychologique. La cour \u00e9carte donc cette demande, confirmant le jugement.<\/p>\n<p>La cour ordonne \u00e9galement la remise des documents de fin de contrat conformes, sans astreinte, en l\u2019absence d\u2019\u00e9l\u00e9ment laissant craindre une r\u00e9sistance. L\u2019employeur, succombant, est condamn\u00e9 aux d\u00e9pens et \u00e0 verser 2 000 euros au titre des frais irr\u00e9p\u00e9tibles d\u2019appel. L\u2019arr\u00eat illustre la rigueur avec laquelle les juges sanctionnent toute modification unilat\u00e9rale du contrat de travail, tout en rappelant que la r\u00e9paration du pr\u00e9judice moral doit \u00eatre sp\u00e9cifiquement prouv\u00e9e.<\/p>\n<p><h2 id=\"jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/h2>\n<p><\/p>\n<ul class=\"jurisprudences-rag-sources\">\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67d3c96991dc29a0630d693b\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Rennes, le 13 mars 2025, n\u00b021\/06958<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67ff3d366d3290e00e0e79b6\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Grenoble, le 15 avril 2025, n\u00b022\/04386<\/a><\/li>\n<\/ul>\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\/LEGIARTI000036762052\" rel=\"nofollow\" target=\"_blank\">Article L. 1235-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Si le licenciement d&#8217;un salari\u00e9 survient pour une cause qui n&#8217;est pas r\u00e9elle et s\u00e9rieuse, le juge peut proposer la r\u00e9int\u00e9gration du salari\u00e9 dans l&#8217;entreprise, avec maintien de ses avantages acquis. <\/p>\n<p>Si l&#8217;une ou l&#8217;autre des parties refuse cette r\u00e9int\u00e9gration, le juge octroie au salari\u00e9 une indemnit\u00e9 \u00e0 la charge de l&#8217;employeur, dont le montant est compris entre les montants minimaux et maximaux fix\u00e9s dans le tableau ci-dessous. <\/p>\n<p><center><\/p>\n<table border=\"1\">\n<tbody>\n<tr>\n<th>Anciennet\u00e9 du salari\u00e9 dans l&#8217;entreprise <\/p>\n<p>(en ann\u00e9es compl\u00e8tes) <\/p>\n<\/th>\n<th>Indemnit\u00e9 minimale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<th>Indemnit\u00e9 maximale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<\/tr>\n<tr>\n<td align=\"center\">0 <\/td>\n<td align=\"center\">Sans objet <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">2 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">3,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">4 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">4 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">5 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">6 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">6 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">7 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">7 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">8 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">8 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">8 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">9 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">9 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">10 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">10 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">11 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">10,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">12 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">11 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">13 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">11,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">14 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">12 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">15 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">13 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">16 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">13,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">17 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">14 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">18 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">14,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">19 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">15 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">20 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">15,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">21 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">16 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">22 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">16,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">23 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">17 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">24 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">17,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">25 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">18 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">26 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">18,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">27 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">19 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">28 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">19,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">29 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">20 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">30 et au-del\u00e0 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">20 <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><\/center><\/p>\n<p>En cas de licenciement op\u00e9r\u00e9 dans une entreprise employant habituellement moins de onze salari\u00e9s, les montants minimaux fix\u00e9s ci-dessous sont applicables, par d\u00e9rogation \u00e0 ceux fix\u00e9s \u00e0 l&#8217;alin\u00e9a pr\u00e9c\u00e9dent : <\/p>\n<p><center><\/p>\n<table border=\"1\">\n<tbody>\n<tr>\n<th>Anciennet\u00e9 du salari\u00e9 dans l&#8217;entreprise <\/p>\n<p>(en ann\u00e9es compl\u00e8tes) <\/p>\n<\/th>\n<th>Indemnit\u00e9 minimale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<\/tr>\n<tr>\n<td align=\"center\">0 <\/td>\n<td align=\"center\">Sans objet <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">0,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">2 <\/td>\n<td align=\"center\">0,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">4 <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">5 <\/td>\n<td align=\"center\">1,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">6 <\/td>\n<td align=\"center\">1,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">7 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">8 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">9 <\/td>\n<td align=\"center\">2,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">10 <\/td>\n<td align=\"center\">2,5 <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><\/center><\/p>\n<p>Pour d\u00e9terminer le montant de l&#8217;indemnit\u00e9, le juge peut tenir compte, le cas \u00e9ch\u00e9ant, des indemnit\u00e9s de licenciement vers\u00e9es \u00e0 l&#8217;occasion de la rupture, \u00e0 l&#8217;exception de l&#8217;indemnit\u00e9 de licenciement mentionn\u00e9e \u00e0 l&#8217;article L. 1234-9. <\/p>\n<p>Cette indemnit\u00e9 est cumulable, le cas \u00e9ch\u00e9ant, avec les indemnit\u00e9s pr\u00e9vues aux articles L. 1235-12, L. 1235-13 et L. 1235-15, dans la limite des montants maximaux pr\u00e9vus au pr\u00e9sent article.<\/p>\n<\/div>\n<\/div>\n<\/section>\n<section class=\"closing\" id=\"envoyer-pieces\" style=\"margin:48px 0 36px;padding:48px 36px;text-align:center;border-radius:24px;background:radial-gradient(circle at 50% 0%,rgba(0,0,204,0.08) 0%,transparent 60%),rgba(255,255,255,0.72);border:1px solid rgba(10,10,10,0.08);\">\n<div class=\"closing-heading\" role=\"heading\" aria-level=\"2\" style=\"font-size:clamp(30px,4vw,44px);line-height:1.18;font-weight:700;margin:0 0 18px;letter-spacing:-0.022em;color:#1B1B1B;font-family:Lato,sans-serif;\">Envoyez vos pi\u00e8ces. 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Ma\u00eetre Hassan KOHEN vous r\u00e9pond personnellement sous 24 heures avec une premi\u00e8re analyse strat\u00e9gique.<\/p>\n<div class=\"cta-row\" style=\"display:flex;flex-wrap:wrap;gap:12px;justify-content:center;margin:24px 0;\"><a class=\"cta cta-primary\" href=\"tel:+33689113445\" style=\"display:inline-block;padding:14px 26px;background:#0000CC;color:#ffffff;border-radius:10px;text-decoration:none;font-weight:700;box-shadow:0 10px 30px rgba(0,0,204,0.18);\">Appeler maintenant \u2192<\/a><a class=\"cta cta-secondary\" href=\"mailto:contact@kohenavocats.com?subject=Demande%20d%27analyse\" style=\"display:inline-block;padding:14px 26px;background:rgba(255,255,255,0.95);color:#1B1B1B;border:1px solid rgba(10,10,10,0.12);border-radius:10px;text-decoration:none;font-weight:700;\">\u00c9crire au cabinet<\/a><\/div>\n<div class=\"promises\" style=\"display:grid;grid-template-columns:repeat(4,1fr);gap:14px;max-width:880px;margin:30px auto 12px;font-size:14px;color:#4A4A4A;font-weight:700;\">\n<div class=\"promise\">Premi\u00e8re analyse offerte<\/div>\n<div class=\"promise\">R\u00e9ponse personnelle sous 24 h<\/div>\n<div class=\"promise\">100 % confidentiel<\/div>\n<div class=\"promise\">Jusqu&#8217;\u00e0 1 Go de pi\u00e8ces<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Le 5 mars 2026, la cinqui\u00e8me chambre prud&#8217;homale de la Cour d&#8217;appel d&#8217;Amiens a rendu un arr\u00eat statuant sur la prise d&#8217;acte de la rupture du contrat de&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9507,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_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":"69aae233cdc6046d47bb1695","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69aae233cdc6046d47bb1695","_kj_judilibre_id":"69aae233cdc6046d47bb1695","_kj_jur":"Cour d'appel","_kj_lieu":"Amiens","_kj_chambre":"5EME CHAMBRE PRUD'HOMALE","_kj_rg":"25\/01785","_kj_date":"2026-03-05","_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7096,6455,6454,7123,6580,6718,6992],"tags":[],"class_list":["post-976125","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-code-des-assurances","category-cour-dappel","category-decisions-juridiques","category-droit-du-travail","category-droit-social","category-social","category-travail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.9 (Yoast SEO v27.9) - 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