{"id":663953,"date":"2026-04-23T21:55:17","date_gmt":"2026-04-23T19:55:17","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-le-25-septembre-2025-n24-00927\/"},"modified":"2026-04-26T21:15:38","modified_gmt":"2026-04-26T19:15:38","slug":"cour-dappel-le-25-septembre-2025-n24-00927","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-le-25-septembre-2025-n24-00927\/","title":{"rendered":"Cour d’appel, le 25 septembre 2025, n\u00b024\/00927"},"content":{"rendered":"
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Cour d’appel de Caen, chambre sociale, 29 octobre 2016. Un salari\u00e9, charg\u00e9 d’affaires, conteste son licenciement pour inaptitude cons\u00e9cutif \u00e0 un burn-out. Il invoque la surcharge de travail due au non-remplacement d’un coll\u00e8gue et le manquement de l’employeur \u00e0 son obligation de s\u00e9curit\u00e9. La cour d’appel, statuant sur le bien-fond\u00e9 du licenciement, \u00e9carte les qualifications de harc\u00e8lement moral<\/a> et de discrimination. Elle retient cependant un manquement \u00e0 l’obligation de s\u00e9curit\u00e9 de r\u00e9sultat de l’employeur. Elle juge le licenciement d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse et accorde une indemnisation au salari\u00e9.<\/p>\n

L’obligation de s\u00e9curit\u00e9 de r\u00e9sultat face \u00e0 une surcharge de travail av\u00e9r\u00e9e<\/p>\n

La caract\u00e9risation d’un manquement par l’inaction de l’employeur. La cour constate une augmentation significative de la charge de travail \u00e0 compter de janvier 2016. Cette surcharge r\u00e9sulte du non-remplacement d’un coll\u00e8gue et de la reprise d’une partie substantielle de son portefeuille clients. L’employeur n’apporte aucun \u00e9l\u00e9ment fiable pour contester le volume de travail ou son aggravation. Le salari\u00e9 a r\u00e9guli\u00e8rement alert\u00e9 sa hi\u00e9rarchie sur cette situation insoutenable lors d’entretiens annuels. La cour rel\u00e8ve que “l’employeur ne justifie pas d’avoir pris des mesures suffisantes aux fins d’anticiper et\/ou de pallier \u00e0 la surcharge de travail du salari\u00e9.” (Motifs) L’absence de r\u00e9action adapt\u00e9e et proactive suffit \u00e0 constituer une faute.<\/p>\n

L’insuffisance des mesures prises apr\u00e8s la reconnaissance de l’alt\u00e9ration de la sant\u00e9. A la suite d’un arr\u00eat de travail en octobre 2016, le m\u00e9decin du travail prescrit un temps partiel th\u00e9rapeutique. L’employeur propose des mesures d’all\u00e8gement comme le transfert de clients ou l’aide d’un technicien. La cour note que ces mesures sont soit tardives, soit inefficaces, car non concr\u00e8tement mises en \u0153uvre. “Les mesures prises par l’employeur n’ont pas \u00e9t\u00e9 de nature \u00e0 respecter les pr\u00e9conisations du m\u00e9decin du travail” (Motifs) Le transfert effectif de clients n’intervient pas avant mars 2018, laissant perdurer la surcharge. Cette carence emp\u00eache toute adaptation r\u00e9elle du poste aux pr\u00e9conisations m\u00e9dicales et aggrave l’\u00e9tat de sant\u00e9.<\/p>\n

La cons\u00e9quence juridique : l’inaptitude li\u00e9e au manquement annule la cause du licenciement<\/p>\n

Le lien de causalit\u00e9 entre le manquement et l’inaptitude justifiant le licenciement. L’employeur licencie pour inaptitude m\u00e9dicale<\/a> constat\u00e9e, faisant obstacle \u00e0 tout reclassement. La cour \u00e9tablit un lien direct entre le manquement \u00e0 l’obligation de s\u00e9curit\u00e9 et l’\u00e9tat de sant\u00e9 du salari\u00e9. Elle s’appuie sur les certificats m\u00e9dicaux \u00e9voquant un burn-out et un \u00e9tat anxio-d\u00e9pressif. “Compte tenu du manquement de l’employeur \u00e0 son obligation de s\u00e9curit\u00e9 tel qu’analys\u00e9 ci-avant et des \u00e9l\u00e9ments m\u00e9dicaux, il est \u00e9tabli que l’inaptitude est cons\u00e9cutive \u00e0 ce manquement” (Motifs) D\u00e8s lors, le fondement m\u00eame du licenciement est vici\u00e9 \u00e0 sa source par la faute de l’employeur.<\/p>\n

La requalification en licenciement sans cause r\u00e9elle et s\u00e9rieuse et ses effets indemnitaires. La cour \u00e9carte la nullit\u00e9 du licenciement, les faits ne constituant ni harc\u00e8lement ni discrimination. En revanche, le licenciement pour inaptitude est priv\u00e9 de cause r\u00e9elle et s\u00e9rieuse. Cette qualification ouvre droit \u00e0 une indemnit\u00e9 sp\u00e9cifique pr\u00e9vue \u00e0 l’article L.1235-3 du code du travail. La cour alloue \u00e9galement des dommages-int\u00e9r\u00eats distincts pour r\u00e9parer le pr\u00e9judice subi. Elle tient compte de l’anciennet\u00e9, de l’\u00e2ge du salari\u00e9 et de sa difficult\u00e9 \u00e0 retrouver un emploi. Elle ordonne enfin le remboursement \u00e0 France Travail des allocations vers\u00e9es dans la limite de trois mois.<\/p>\n

Cette d\u00e9cision rappelle avec force le caract\u00e8re concret et effectif de l’obligation de s\u00e9curit\u00e9. Elle sanctionne les mesures purement formelles ou tardives face \u00e0 une surcharge de travail d\u00e9montr\u00e9e. La cour op\u00e8re un contr\u00f4le rigoureux de la r\u00e9alit\u00e9 des am\u00e9nagements propos\u00e9s par l’employeur. Elle consacre surtout le principe selon lequel un licenciement pour inaptitude peut \u00eatre priv\u00e9 de cause si l’employeur est \u00e0 l’origine de cette inaptitude. Cette solution prot\u00e8ge le salari\u00e9 dont la sant\u00e9 a \u00e9t\u00e9 alt\u00e9r\u00e9e par les conditions de travail. Elle \u00e9vite que l’employeur ne se pr\u00e9vale d’une inaptitude qu’il a lui-m\u00eame contribu\u00e9 \u00e0 cr\u00e9er pour rompre le contrat sans frais.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Cour d’appel de Caen, chambre sociale, 29 octobre 2016. Un salari\u00e9, charg\u00e9 d’affaires, conteste son licenciement pour inaptitude cons\u00e9cutif \u00e0 un burn-out. Il…<\/p>\n","protected":false},"author":232070755,"featured_media":4896,"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":"68d6278c6cdb0f9ad73468e1","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d6278c6cdb0f9ad73468e1","_kj_judilibre_id":"68d6278c6cdb0f9ad73468e1","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Caen","_kj_chambre":"1\u00e8re chambre sociale","_kj_rg":"24\/00927","_kj_date":"2025-09-25","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7096,7123,6580,7597,6718,6992],"tags":[],"class_list":["post-663953","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-code-des-assurances","category-droit-du-travail","category-droit-social","category-jurisprudence","category-social","category-travail"],"yoast_head":"\nCour d'appel, le 25 septembre 2025, n\u00b024\/00927 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"Cour d'appel de Caen, chambre sociale, 29 octobre 2016. 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