{"id":660827,"date":"2026-04-23T15:58:27","date_gmt":"2026-04-23T13:58:27","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-26-septembre-2025-n22-09051\/"},"modified":"2026-04-23T15:58:27","modified_gmt":"2026-04-23T13:58:27","slug":"cour-dappel-le-26-septembre-2025-n22-09051","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-le-26-septembre-2025-n22-09051\/","title":{"rendered":"Cour d&#8217;appel, le 26 septembre 2025, n\u00b022\/09051"},"content":{"rendered":"<div class=\"article-content\">\n<p>La Cour d&#8217;appel, statuant en date non pr\u00e9cis\u00e9e, a \u00e9t\u00e9 saisie d&#8217;un litige opposant un salari\u00e9 \u00e0 son employeur. Le salari\u00e9 reprochait \u00e0 ce dernier des agissements constitutifs de harc\u00e8lement moral et un manquement \u00e0 l&#8217;obligation de s\u00e9curit\u00e9. La juridiction du premier degr\u00e9 avait partiellement rejet\u00e9 ses demandes. La cour d&#8217;appel, apr\u00e8s analyse approfondie, a infirm\u00e9 le jugement pour caract\u00e9riser le harc\u00e8lement moral et prononcer la r\u00e9siliation judiciaire aux torts de l&#8217;employeur. Elle a en revanche confirm\u00e9 le rejet de la demande fond\u00e9e sur l&#8217;obligation de s\u00e9curit\u00e9, faute de pr\u00e9judice \u00e9tabli.<\/p>\n<p>La caract\u00e9risation objective du harc\u00e8lement moral par l&#8217;accumulation de faits significatifs.<\/p>\n<p>La cour constate d&#8217;abord la mat\u00e9rialit\u00e9 de plusieurs faits graves survenus \u00e0 partir du second semestre 2018. Elle rel\u00e8ve une baisse substantielle et injustifi\u00e9e d&#8217;une prime annuelle, une inactivit\u00e9 forc\u00e9e r\u00e9currente d\u00e9montr\u00e9e par les plannings, et un traitement diff\u00e9renci\u00e9 pour les astreintes. Ces \u00e9l\u00e9ments objectifs, pris ensemble, fondent la pr\u00e9somption de harc\u00e8lement. &#8220;La baisse de 80% en d\u00e9cembre 2018 du montant de la prime exceptionnelle [&#8230;] son inactivit\u00e9 forc\u00e9e r\u00e9currente [&#8230;] son placement en astreinte de jour ou de bureau [&#8230;] et la d\u00e9t\u00e9rioration de son \u00e9tat de sant\u00e9 [&#8230;] sont des \u00e9l\u00e9ments qui, pris ensemble, font pr\u00e9sumer l&#8217;existence d&#8217;un harc\u00e8lement moral&#8221; (Motifs). La m\u00e9thode est rigoureuse, exigeant une convergence de faits pr\u00e9cis et v\u00e9rifiables pour \u00e9tablir la pr\u00e9somption.<\/p>\n<p>L&#8217;\u00e9chec de l&#8217;employeur \u00e0 rapporter la preuve contraire pour renverser la pr\u00e9somption \u00e9tablie.<\/p>\n<p>La charge de la preuve bascule alors vers l&#8217;employeur, qui doit d\u00e9montrer que ces agissements sont \u00e9trangers \u00e0 tout harc\u00e8lement. La cour rejette syst\u00e9matiquement ses justifications. Concernant la prime, le calcul au prorata de la pr\u00e9sence ne justifie pas la baisse constat\u00e9e. S&#8217;agissant de l&#8217;inactivit\u00e9, les arguments li\u00e9s \u00e0 la baisse d&#8217;activit\u00e9 ou aux arr\u00eats maladie sont infirm\u00e9s par l&#8217;analyse chronologique. Les explications sur les astreintes sont jug\u00e9es inconsistantes. &#8220;La soci\u00e9t\u00e9 Graniou Azur \u00e9choue par cons\u00e9quent \u00e0 d\u00e9montrer que ses agissements sont \u00e9trangers \u00e0 tout harc\u00e8lement et le harc\u00e8lement moral est caract\u00e9ris\u00e9&#8221; (Motifs). Cette \u00e9tape est cruciale et montre la s\u00e9v\u00e9rit\u00e9 du contr\u00f4le judiciaire sur les justifications avanc\u00e9es par l&#8217;employeur.<\/p>\n<p>Les cons\u00e9quences juridiques de la qualification de harc\u00e8lement moral et de licenciement nul.<\/p>\n<p>La qualification de harc\u00e8lement entra\u00eene d&#8217;importantes sanctions. La cour prononce d&#8217;abord la r\u00e9siliation judiciaire du contrat aux torts exclusifs de l&#8217;employeur, produisant les effets d&#8217;un licenciement nul. Elle accorde ensuite une indemnisation distincte pour le pr\u00e9judice moral subi. Enfin, elle condamne l&#8217;employeur \u00e0 des dommages-int\u00e9r\u00eats pour licenciement nul, \u00e9valu\u00e9s en fonction de crit\u00e8res pr\u00e9cis. &#8220;Compte tenu des circonstances de la rupture, du montant de la r\u00e9mun\u00e9ration [&#8230;] de l&#8217;\u00e2ge [&#8230;] et de l&#8217;anciennet\u00e9 [&#8230;] la soci\u00e9t\u00e9 [&#8230;] sera condamn\u00e9e \u00e0 lui verser la somme de 25.000 euros&#8221; (Motifs). Cette d\u00e9cision illustre le cumul possible des r\u00e9parations pour le salari\u00e9 victime.<\/p>\n<p>La distinction essentielle entre la caract\u00e9risation d&#8217;un manquement et la preuve du pr\u00e9judice qui en d\u00e9coule.<\/p>\n<p>La cour op\u00e8re une distinction nette concernant l&#8217;obligation de s\u00e9curit\u00e9. Elle reconna\u00eet le manquement de l&#8217;employeur, qui a demand\u00e9 une intervention en \u00e9gout sans v\u00e9rifier la vaccination du salari\u00e9. &#8220;Le manquement est donc caract\u00e9ris\u00e9&#8221; (Motifs). Cependant, elle rejette la demande indemnitaire car le salari\u00e9 ne d\u00e9montre pas le pr\u00e9judice. L&#8217;employeur a r\u00e9tabli le salaire retenu et n&#8217;a pas donn\u00e9 suite \u00e0 la proc\u00e9dure disciplinaire. &#8220;M. [I] ne d\u00e9montre pas l&#8217;existence d&#8217;un pr\u00e9judice en lien avec ce manquement&#8221; (Motifs). Cette analyse rappelle que l&#8217;indemnisation suppose la r\u00e9union de la faute et d&#8217;un pr\u00e9judice certain et direct.<\/p>\n<p>Cette d\u00e9cision renforce la protection des salari\u00e9s contre le harc\u00e8lement moral par une approche factuelle et cumulative. Elle rappelle que la pr\u00e9somption na\u00eet de la convergence d&#8217;agissements r\u00e9p\u00e9t\u00e9s objectivement \u00e9tablis. Elle souligne aussi la rigueur attendue de l&#8217;employeur pour justifier ses d\u00e9cisions, sous peine de voir la pr\u00e9somption se muer en preuve. Enfin, elle distingue clairement la logique de qualification, qui peut \u00eatre collective, de la r\u00e9paration, qui reste individuelle et soumise \u00e0 la preuve du pr\u00e9judice.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d&#8217;appel, statuant en date non pr\u00e9cis\u00e9e, a \u00e9t\u00e9 saisie d&#8217;un litige opposant un salari\u00e9 \u00e0 son employeur. Le salari\u00e9 reprochait \u00e0 ce dernier des agisseme&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9584,"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":"68d7734e299e16b8ad3253e4","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d7734e299e16b8ad3253e4","_kj_judilibre_id":"68d7734e299e16b8ad3253e4","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel d'Aix-en-Provence","_kj_chambre":"Chambre 4-7","_kj_rg":"22\/09051","_kj_date":"2025-09-26","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-660827","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 26 septembre 2025, n\u00b022\/09051 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d&#039;appel, statuant en date non pr\u00e9cis\u00e9e, a \u00e9t\u00e9 saisie d&#039;un litige opposant un salari\u00e9 \u00e0 son employeur. 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