{"id":654736,"date":"2026-04-23T03:59:23","date_gmt":"2026-04-23T01:59:23","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-rouen-le-9-janvier-2025-n21-08942\/"},"modified":"2026-04-23T03:59:23","modified_gmt":"2026-04-23T01:59:23","slug":"cour-dappel-de-rouen-le-9-janvier-2025-n21-08942","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-rouen-le-9-janvier-2025-n21-08942\/","title":{"rendered":"Cour d’appel de Rouen, le 9 janvier 2025, n\u00b021\/08942"},"content":{"rendered":"
\n

La Cour d’appel de Rouen, le 9 janvier 2025, statue sur un litige n\u00e9 de l’absence de reprise du travail suite \u00e0 un accident du travail. Le salari\u00e9, d\u00e9clar\u00e9 apte, s’est vu refuser l’acc\u00e8s \u00e0 l’entreprise et n’a plus \u00e9t\u00e9 r\u00e9mun\u00e9r\u00e9. La cour confirme en grande partie le jugement prud’hommal, accordant des rappels de salaire et pronon\u00e7ant la r\u00e9siliation judiciaire du contrat aux torts de l’employeur. Elle r\u00e9forme toutefois le quantum de certaines indemnit\u00e9s.<\/p>\n

Le renforcement des obligations de l’employeur en p\u00e9riode de reprise<\/p>\n

L’exigence d’une visite m\u00e9dicale de reprise effective. La cour rappelle avec rigueur le formalisme entourant la reprise apr\u00e8s un arr\u00eat de travail. L’obligation de l’employeur est pr\u00e9cise et imp\u00e9rative. “D\u00e8s que l’employeur a connaissance de la date de la fin de l’arr\u00eat de travail, il doit saisir le service de pr\u00e9vention et de sant\u00e9 au travail qui organise l’examen de reprise le jour de la reprise effective du travail par le travailleur, et au plus tard dans un d\u00e9lai de huit jours qui suivent cette reprise.” (Motifs). En l’esp\u00e8ce, l’employeur a plac\u00e9 le salari\u00e9 en cong\u00e9 sans effectuer la moindre diligence, violant ainsi une obligation de s\u00e9curit\u00e9 de r\u00e9sultat.<\/p>\n

La cons\u00e9quence financi\u00e8re du d\u00e9faut de fourniture de travail. Le refus d’accueillir le salari\u00e9 d\u00e9clar\u00e9 apte engage la responsabilit\u00e9 contractuelle de l’employeur. La cour r\u00e9affirme un principe fondamental du droit du travail. “Le salari\u00e9 qui se tient \u00e0 la disposition de l’employeur a donc droit au paiement de ses salaires, m\u00eame si l’employeur ne lui fournit pas de travail.” (Motifs). Ce droit est acquis d\u00e8s lors que le salari\u00e9 justifie s’\u00eatre tenu \u00e0 disposition, ce qui \u00e9tait le cas en l’esp\u00e8ce par \u00e9changes de mails. L’employeur ne peut se soustraire \u00e0 son obligation r\u00e9mun\u00e9ratoire par un simple refus d’organiser la reprise.<\/p>\n

La r\u00e9siliation judiciaire, une sanction des manquements graves de l’employeur<\/p>\n

La qualification des faits justifiant la rupture aux torts de l’employeur. La cessation de paiement et de fourniture de travail constitue une faute grave. La cour tire les cons\u00e9quences des agissements de l’entreprise. “Ces agissements constituent, par suite, des manquements graves de la soci\u00e9t\u00e9 \u00e0 l’\u00e9gard du salari\u00e9 qui ont emp\u00each\u00e9 la poursuite de son contrat de travail.” (Motifs). Le prononc\u00e9 de la r\u00e9siliation judiciaire aux torts exclusifs de l’employeur en est la sanction logique, produisant les effets d’un licenciement sans cause r\u00e9elle et s\u00e9rieuse.<\/p>\n

La modulation des indemnit\u00e9s cons\u00e9cutives \u00e0 la rupture. La cour op\u00e8re un r\u00e9\u00e9quilibrage des indemnit\u00e9s dues, rappelant les r\u00e8gles d’ordre public. Pour le pr\u00e9judice du licenciement sans cause, elle applique le minimum l\u00e9gal. “La soci\u00e9t\u00e9 comptant moins de onze salari\u00e9s, trouvent \u00e0 s’appliquer les dispositions de l’article L. 1235-3 du code du travail pr\u00e9voyant une indemnit\u00e9 minimale.” (Motifs). Elle \u00e9carte en revanche l’indemnisation pour ex\u00e9cution d\u00e9loyale, estimant le pr\u00e9judice d\u00e9j\u00e0 r\u00e9par\u00e9 par ailleurs. Cette d\u00e9cision rappelle la n\u00e9cessit\u00e9 d’un pr\u00e9judice distinct pour chaque demande.<\/p>\n

Cette d\u00e9cision illustre la protection accrue du salari\u00e9 en phase de reprise apr\u00e8s un arr\u00eat maladie. Elle fait peser sur l’employeur une obligation proactive et formalis\u00e9e d’organiser la visite m\u00e9dicale. Le refus de s’y conformer, coupl\u00e9 \u00e0 une privation de travail et de salaire, constitue une faute grave justifiant une rupture aux torts de l’employeur. La cour veille \u00e0 une r\u00e9paration int\u00e9grale mais non cumulative du pr\u00e9judice subi.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La Cour d’appel de Rouen, le 9 janvier 2025, statue sur un litige n\u00e9 de l’absence de reprise du travail suite \u00e0 un accident du travail. 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