{"id":657589,"date":"2026-04-23T09:46:09","date_gmt":"2026-04-23T07:46:09","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-12-juin-2024-n23-00917\/"},"modified":"2026-04-23T09:46:09","modified_gmt":"2026-04-23T07:46:09","slug":"cour-dappel-le-12-juin-2024-n23-00917","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-le-12-juin-2024-n23-00917\/","title":{"rendered":"Cour d&#8217;appel, le 12 juin 2024, n\u00b023\/00917"},"content":{"rendered":"<div class=\"article-content\">\n<p>La cour d\u2019appel, chambre sociale, statuant sur un litige entre une salari\u00e9e et son employeur dans le secteur des services \u00e0 la personne, a rendu un arr\u00eat le 12 juin 2024. La salari\u00e9e contestait la qualification de son contrat \u00e0 temps partiel modul\u00e9 et demandait divers rappels de salaire. La cour a confirm\u00e9 en grande partie le jugement des premiers juges mais a partiellement infirm\u00e9 sur certains points p\u00e9cuniaires. Elle a ainsi rejet\u00e9 la requalification du contrat tout en accordant une indemnisation pour les temps de d\u00e9placement professionnel non r\u00e9mun\u00e9r\u00e9s.<\/p>\n<p>La qualification du contrat de travail \u00e0 temps partiel modul\u00e9<\/p>\n<p>Le rejet de la requalification en contrat \u00e0 temps plein<\/p>\n<p>La cour \u00e9carte la demande de requalification du contrat de travail \u00e0 temps partiel modul\u00e9 en contrat \u00e0 temps plein. Elle estime que les fluctuations horaires mensuelles r\u00e9sultaient d\u2019un accord d\u2019entreprise sur l\u2019annualisation du temps de travail. La salari\u00e9e \u00e9tait inform\u00e9e mensuellement de ses horaires et la dur\u00e9e annuelle n\u2019exc\u00e9dait pas celle d\u2019un temps plein. La cour souligne ainsi que &#8220;la salari\u00e9e n&#8217;\u00e9tait pas dans l&#8217;impossibilit\u00e9 de pr\u00e9voir \u00e0 quel rythme elle devait travailler, puisqu&#8217;\u00e9tant inform\u00e9e, mensuellement, de ses horaires de travail&#8221; (Motifs, avant-dernier alin\u00e9a du premier point). Cette solution s\u2019inscrit dans le sillage de la jurisprudence qui exige du salari\u00e9 la preuve d\u2019une impossibilit\u00e9 de pr\u00e9voir son rythme de travail pour obtenir une requalification. La cour applique strictement les conditions pos\u00e9es par les textes et la convention collective, prot\u00e9geant la flexibilit\u00e9 organisationnelle permise par l\u2019annualisation.<\/p>\n<p>Le respect des formalit\u00e9s entourant la modulation<\/p>\n<p>Sur le d\u00e9lai de pr\u00e9venance pour les modifications de planning, la cour rejette les griefs de la salari\u00e9e. Elle rel\u00e8ve que l\u2019accord d\u2019entreprise pr\u00e9voyait un d\u00e9lai r\u00e9duit en cas d\u2019urgence, ce qui couvrait les situations litigieuses. Elle note \u00e9galement que l\u2019attestation produite n\u2019\u00e9tait corrobor\u00e9e par aucun \u00e9l\u00e9ment objectif. La cour conclut qu\u2019&#8221;aucun manquement ne peut \u00eatre imput\u00e9 \u00e0 la soci\u00e9t\u00e9 quant au respect du d\u00e9lai de pr\u00e9venance&#8221; (Motifs, fin du premier point). Cette analyse consacre la primaut\u00e9 des stipulations conventionnelles d\u00e8s lors qu\u2019elles sont conformes \u00e0 la loi. Elle limite les contestations fond\u00e9es sur des t\u00e9moignages non \u00e9tay\u00e9s, renfor\u00e7ant les exigences probatoires pesant sur le salari\u00e9 pour d\u00e9montrer des manquements proc\u00e9duraux r\u00e9p\u00e9t\u00e9s.<\/p>\n<p>L\u2019examen des diverses demandes p\u00e9cuniaires<\/p>\n<p>La reconnaissance partielle des temps de d\u00e9placement professionnel<\/p>\n<p>La cour infirme le jugement sur la r\u00e9mun\u00e9ration des temps de d\u00e9placement. Elle distingue les trajets entre le domicile et le premier lieu d\u2019intervention, non r\u00e9mun\u00e9r\u00e9s, des trajets entre deux clients successifs. Pour ces derniers, elle retient que &#8220;ce temps de trajet entre 2 clients sans que la salari\u00e9e ne retrouve son autonomie est un temps de travail qui doit \u00eatre r\u00e9mun\u00e9r\u00e9&#8221; (Motifs, point II.A). Elle alloue une somme forfaitaire de 700 euros sur cette base. Cette d\u00e9cision op\u00e8re une application concr\u00e8te des stipulations conventionnelles, en reconnaissant comme temps de travail effectif les d\u00e9placements professionnels durant lesquels le salari\u00e9 reste sous la subordination de l\u2019employeur. Elle rappelle que l\u2019annualisation du temps de travail ne dispense pas de r\u00e9mun\u00e9rer chaque composante du travail effectif.<\/p>\n<p>La l\u00e9gitimit\u00e9 de l\u2019exercice du droit de retrait en p\u00e9riode de pand\u00e9mie<\/p>\n<p>La cour confirme la condamnation de l\u2019employeur pour retenue sur salaire op\u00e9r\u00e9e suite \u00e0 l\u2019exercice du droit de retrait en mars 2020. Elle estime que la salari\u00e9e &#8220;a pu raisonnablement penser que sa situation de travail pr\u00e9sentait un danger grave et imminent&#8221; au vu du contexte pand\u00e9mique (Motifs, point II.C). Elle se fonde sur l\u2019avis du conseil scientifique et l\u2019expansion de l\u2019\u00e9pid\u00e9mie. Cette appr\u00e9ciation in concreto du motif raisonnable s\u2019aligne sur la jurisprudence r\u00e9cente. Elle rappelle que &#8220;l&#8217;appr\u00e9ciation de la l\u00e9gitimit\u00e9 de l&#8217;exercice du droit de retrait ne consiste pas \u00e0 rechercher si l&#8217;employeur a commis un manquement mais \u00e0 d\u00e9terminer si, au moment de l&#8217;exercice de ce droit, le salari\u00e9 avait un motif raisonnable de penser que sa situation de travail pr\u00e9sentait un danger grave et imminent pour sa vie ou sa sant\u00e9&#8221; (Motifs, point II.C, citant Cass. Soc., 12 juin 2024). La d\u00e9cision prot\u00e8ge l\u2019exercice de ce droit fondamental en p\u00e9riode de crise sanitaire, ind\u00e9pendamment des mesures prises ult\u00e9rieurement par l\u2019employeur.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La cour d\u2019appel, chambre sociale, statuant sur un litige entre une salari\u00e9e et son employeur dans le secteur des services \u00e0 la personne, a rendu un arr\u00eat le &#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":3564,"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,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-657589","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - 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