{"id":660822,"date":"2026-04-23T15:57:20","date_gmt":"2026-04-23T13:57:20","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-2-decembre-2025-n22-02754\/"},"modified":"2026-04-23T15:57:20","modified_gmt":"2026-04-23T13:57:20","slug":"cour-dappel-le-2-decembre-2025-n22-02754","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-le-2-decembre-2025-n22-02754\/","title":{"rendered":"Cour d&#8217;appel, le 2 d\u00e9cembre 2025, n\u00b022\/02754"},"content":{"rendered":"<div class=\"article-content\">\n<p>La cour d\u2019appel, statuant en mati\u00e8re prud\u2019homale, a rendu un arr\u00eat le 2 d\u00e9cembre 2025. Elle se pronon\u00e7ait sur un litige n\u00e9 de la requalification en contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e d\u2019un contrat de travail particulier. Le conseil de prud\u2019hommes avait initialement accueilli cette demande. La cour d\u2019appel infirme ce jugement apr\u00e8s avoir analys\u00e9 la nature juridique du contrat. Elle rejette \u00e9galement une demande en dommages-int\u00e9r\u00eats pour ex\u00e9cution fautive du contrat de travail. La solution d\u00e9nie toute qualification de licenciement \u00e0 la rupture intervenue \u00e0 \u00e9ch\u00e9ance du terme.<\/p>\n<p>La qualification r\u00e9guli\u00e8re du contrat d\u00e9rogatoire<\/p>\n<p>Le cadre l\u00e9gal sp\u00e9cifique du contrat \u00ab adulte relais \u00bb<\/p>\n<p>La cour commence par identifier le fondement juridique du contrat litigieux. Elle constate que l\u2019accord conclu est express\u00e9ment qualifi\u00e9 de contrat \u00ab adulte relais \u00bb. Ce contrat se r\u00e9f\u00e8re aux articles L. 5134-100 et suivants du code du travail. La cour rappelle la d\u00e9finition l\u00e9gale de ce dispositif. &#8220;Le contrat relatif aux activit\u00e9s d&#8217;adultes-relais a pour objet d&#8217;am\u00e9liorer, dans les quartiers prioritaires de la politique de la ville et les autres territoires prioritaires des contrats de ville, les relations entre les habitants de ces quartiers et les services publics, ainsi que les rapports sociaux dans les espaces publics ou collectifs.&#8221; (point 17). L\u2019employeur entre dans le champ d\u2019application d\u00e9fini par la loi. La convention avec l\u2019\u00c9tat autorisant ce recours est vers\u00e9e aux d\u00e9bats. La salari\u00e9e remplissait par ailleurs les conditions d\u2019\u00e2ge et de r\u00e9sidence requises. La cour en d\u00e9duit la parfaite r\u00e9gularit\u00e9 formelle du contrat conclu \u00e0 dur\u00e9e d\u00e9termin\u00e9e.<\/p>\n<p>L\u2019exclusion des r\u00e8gles de droit commun sur les contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e<\/p>\n<p>La cour pr\u00e9cise ensuite le r\u00e9gime d\u00e9rogatoire applicable \u00e0 ce type de contrat. Elle se fonde sur l\u2019article L. 1242-3 du code du travail. Celui-ci autorise un contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e pour favoriser le recrutement de certaines cat\u00e9gories de personnes. &#8220;Outre les cas pr\u00e9vus \u00e0 l&#8217;article L. 1242-2, un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e peut \u00eatre conclu : 1\u00b0 Au titre de dispositions l\u00e9gales destin\u00e9es \u00e0 favoriser le recrutement de certaines cat\u00e9gories de personnes sans emploi&#8221; (point 24). L\u2019article L. 5134-103 pr\u00e9voit que le contrat \u00ab adulte relais \u00bb peut \u00eatre \u00e0 dur\u00e9e d\u00e9termin\u00e9e dans la limite de trois ans renouvelable une fois. L\u2019application combin\u00e9e de ces textes produit un effet important. Le contrat \u00e9chappe aux conditions de recours de droit commun pos\u00e9es par l\u2019article L. 1242-2. La cour en tire la cons\u00e9quence directe pour l\u2019esp\u00e8ce. L\u2019affectation \u00e0 une mission permanente de la structure est express\u00e9ment autoris\u00e9e par ces dispositions d\u00e9rogatoires. La requalification en contrat \u00e0 dur\u00e9e ind\u00e9termin\u00e9e est donc injustifi\u00e9e. Le jugement premier est infirm\u00e9 pour erreur de droit sur ce point.<\/p>\n<p>Le rejet des demandes indemnitaires li\u00e9es \u00e0 l\u2019ex\u00e9cution du contrat<\/p>\n<p>L\u2019absence de manquement \u00e0 l\u2019obligation de formation et d\u2019accompagnement<\/p>\n<p>La cour examine ensuite les griefs relatifs \u00e0 l\u2019ex\u00e9cution du contrat. La salari\u00e9e soutenait que l\u2019employeur avait manqu\u00e9 \u00e0 ses obligations. Elle invoquait un d\u00e9faut d\u2019accompagnement et de formation professionnelle. La cour rel\u00e8ve des \u00e9l\u00e9ments factuels contraires vers\u00e9s aux d\u00e9bats. La salari\u00e9e a b\u00e9n\u00e9fici\u00e9 d\u2019une formation \u00e0 la m\u00e9diation sociale d\u00e8s son arriv\u00e9e. Elle a suivi une formation aux valeurs de la R\u00e9publique et la\u00efcit\u00e9. Un suivi personnalis\u00e9 par un organisme de formation a \u00e9galement \u00e9t\u00e9 assur\u00e9. Enfin, une formation au permis de conduire a \u00e9t\u00e9 int\u00e9gralement financ\u00e9e par l\u2019employeur. La cour estime donc que l\u2019accompagnement a \u00e9t\u00e9 pleinement r\u00e9alis\u00e9. L\u2019\u00e9chec de ces actions est imput\u00e9 aux longs arr\u00eats maladie de la salari\u00e9e. Ces absences ne sont pas li\u00e9es \u00e0 un comportement fautif de l\u2019employeur. La demande en dommages-int\u00e9r\u00eats sur ce fondement est d\u00e8s lors rejet\u00e9e.<\/p>\n<p>Le respect de l\u2019obligation de s\u00e9curit\u00e9 de l\u2019employeur<\/p>\n<p>La cour analyse enfin le manquement all\u00e9gu\u00e9 \u00e0 l\u2019obligation de s\u00e9curit\u00e9. La salari\u00e9e d\u00e9non\u00e7ait un environnement de travail d\u00e9grad\u00e9 et des pressions. La cour adopte une approche exigeante sur la preuve de ces all\u00e9gations. Elle note que ces griefs n\u2019ont \u00e9t\u00e9 formul\u00e9s par \u00e9crit qu\u2019\u00e0 une date tardive. Les courriers sont intervenus alors que la salari\u00e9e s\u2019appr\u00eatait \u00e0 quitter l\u2019entreprise. &#8220;Les griefs multiples de mauvais traitements all\u00e9gu\u00e9s par Mme [D] dans ces deux courriers ne sont corrobor\u00e9s par aucun indice ni aucun \u00e9l\u00e9ment mat\u00e9riel vers\u00e9 au dossier.&#8221; (point 35). La cour constate \u00e9galement l\u2019organisation r\u00e9guli\u00e8re des visites m\u00e9dicales. Le suivi par la m\u00e9decine du travail a \u00e9t\u00e9 assur\u00e9 tout au long du contrat. Aucun \u00e9l\u00e9ment ne d\u00e9montre une d\u00e9faillance de l\u2019employeur dans la protection de la sant\u00e9. La cour confirme donc le rejet de la demande indemnitaire pour violation de l\u2019obligation de s\u00e9curit\u00e9.<\/p>\n<p>La port\u00e9e de l\u2019arr\u00eat est significative en droit du travail. Il rappelle avec pr\u00e9cision le r\u00e9gime juridique d\u00e9rogatoire des contrats aid\u00e9s comme le \u00ab contrat adulte relais \u00bb. Ces dispositifs d\u2019insertion professionnelle ob\u00e9issent \u00e0 une logique propre. Ils permettent un recours \u00e0 dur\u00e9e d\u00e9termin\u00e9e sans se soumettre aux motifs stricts de droit commun. L\u2019arr\u00eat souligne que l\u2019affectation \u00e0 un poste p\u00e9renne n\u2019est pas en soi un motif de requalification. La valeur de la d\u00e9cision r\u00e9side dans son interpr\u00e9tation combin\u00e9e des articles L. 1242-3 et L. 5134-103. Elle consacre une exception l\u00e9gale claire aux principes g\u00e9n\u00e9raux sur les contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e. Sur le volet indemnitaire, l\u2019arr\u00eat r\u00e9affirme les principes de la charge de la preuve. Les all\u00e9gations de manquements contractuels doivent \u00eatre \u00e9tay\u00e9es par des \u00e9l\u00e9ments concrets. L\u2019obligation de s\u00e9curit\u00e9 de r\u00e9sultat de l\u2019employeur ne dispense pas le salari\u00e9 de d\u00e9montrer la faute. Enfin, la rupture \u00e0 l\u2019\u00e9ch\u00e9ance du terme exclut l\u2019application du droit du licenciement. La cour \u00e9carte ainsi toute r\u00e9f\u00e9rence \u00e0 un licenciement sans cause r\u00e9elle et s\u00e9rieuse. Cette solution s\u2019inscrit en coh\u00e9rence avec la jurisprudence constante sur la fin des contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La cour d\u2019appel, statuant en mati\u00e8re prud\u2019homale, a rendu un arr\u00eat le 2 d\u00e9cembre 2025. Elle se pronon\u00e7ait sur un litige n\u00e9 de la requalification en contrat \u00e0&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":3917,"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":"68d77351299e16b8ad325426","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d77351299e16b8ad325426","_kj_judilibre_id":"68d77351299e16b8ad325426","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Aix-en-Provence","_kj_chambre":"Chambre 4-1","_kj_rg":"22\/02754","_kj_date":"2025-09-26","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-660822","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 v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel, le 2 d\u00e9cembre 2025, n\u00b022\/02754 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d\u2019appel, statuant en mati\u00e8re prud\u2019homale, a rendu un arr\u00eat le 2 d\u00e9cembre 2025. 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