{"id":664145,"date":"2026-04-23T22:14:08","date_gmt":"2026-04-23T20:14:08","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-paris-le-14-mai-2025-n22-04728\/"},"modified":"2026-04-26T21:17:34","modified_gmt":"2026-04-26T19:17:34","slug":"cour-dappel-de-paris-le-14-mai-2025-n22-04728","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-paris-le-14-mai-2025-n22-04728\/","title":{"rendered":"Cour d&#8217;appel de Paris, le 14 mai 2025, n\u00b022\/04728"},"content":{"rendered":"<div class=\"article-content\">\n<p>La Cour d\u2019appel de Paris, statuant le 14 mai 2025, a examin\u00e9 un litige n\u00e9 de la rupture d\u2019une s\u00e9rie de contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e saisonniers. Le salari\u00e9 soutenait que le refus de renouvellement et son retrait d\u2019une liste d\u2019anciennet\u00e9 \u00e9quivalaient \u00e0 un licenciement sans cause. Il invoquait \u00e9galement un <a href=\"https:\/\/kohenavocats.com\/avocats-en-droit-penal-a-paris-conseil-et-defense-strategique\/avocat-harcelement-moral-paris\/\" target=\"_blank\" title=\"harc\u00e8lement moral\">harc\u00e8lement moral<\/a> et un pr\u00e9judice moral distinct. La cour a confirm\u00e9 le jugement de premi\u00e8re instance en rejetant l\u2019ensemble des demandes du salari\u00e9, principalement au titre de la prescription et de l\u2019absence de preuve suffisante des faits all\u00e9gu\u00e9s.<\/p>\n<p>La prescription annale des actions li\u00e9es \u00e0 la rupture du contrat<\/p>\n<p>La cour a d\u2019abord jug\u00e9 irrecevables les demandes indemnitaires li\u00e9es \u00e0 la qualification de la rupture. Elle a rappel\u00e9 le principe selon lequel l\u2019action portant sur la rupture se prescrit par douze mois. Le dernier contrat ayant pris fin le 28 octobre 2017, le d\u00e9lai a expir\u00e9 le 28 octobre 2018. Or, la saisine des prud\u2019hommes n\u2019est intervenue que le 5 juin 2020. La cour rel\u00e8ve que &#8220;le dernier contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e ayant li\u00e9 les parties ayant pris fin le 28 octobre 2017, [le salari\u00e9] pouvait agir jusqu&#8217;au 28 octobre 2018&#8221; (Motifs, Sur les demandes au titre de la rupture). Cette solution s\u2019inscrit dans la stricte application de l\u2019article L. 1471-1 du code du travail. Elle rejoint la jurisprudence constante de la Cour de cassation qui pr\u00e9cise que &#8220;la dur\u00e9e de la prescription \u00e9tant d\u00e9termin\u00e9e par la nature de la cr\u00e9ance invoqu\u00e9e&#8221; (Cass. Chambre sociale, le 12 f\u00e9vrier 2025, n\u00b023-10.806). La port\u00e9e de cette d\u00e9cision est rigoureuse, refusant toute requalification tardive de la rupture pour \u00e9chapper \u00e0 la prescription courte. Elle rappelle que le point de d\u00e9part du d\u00e9lai est la date de fin effective du dernier contrat, et non la prise de conscience d\u2019un pr\u00e9judice par le salari\u00e9. Cette approche garantit la s\u00e9curit\u00e9 juridique des relations de travail, mais peut \u00eatre s\u00e9v\u00e8re pour le salari\u00e9 qui d\u00e9couvre tardivement l\u2019\u00e9tendue de ses droits.<\/p>\n<p>L\u2019exigence probatoire dans la d\u00e9monstration du harc\u00e8lement moral<\/p>\n<p>Sur le fond, la cour a m\u00e9thodiquement analys\u00e9 les faits all\u00e9gu\u00e9s de harc\u00e8lement moral. Elle a appliqu\u00e9 le r\u00e9gime probatoire sp\u00e9cifique de l\u2019article L. 1154-1 du code du travail. Le salari\u00e9 devait pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer l\u2019existence du harc\u00e8lement. La cour a retenu que certains faits, pris ensemble, pouvaient constituer un tel indice. Elle estime que &#8220;ces faits, pris ensemble, laissent supposer l&#8217;existence d&#8217;un harc\u00e8lement&#8221; (Motifs, Sur la demande d&#8217;indemnisation au titre du harc\u00e8lement professionnel). L\u2019employeur devait alors prouver que sa d\u00e9cision \u00e9tait justifi\u00e9e par des \u00e9l\u00e9ments objectifs. La cour a examin\u00e9 chaque \u00e9l\u00e9ment, comme l\u2019entretien de mise au point ou la lettre de mise en garde. Elle a consid\u00e9r\u00e9 que l\u2019employeur avait apport\u00e9 des justifications professionnelles suffisantes pour chacun d\u2019eux. La mise en garde, bien que qualifi\u00e9e de sanction, \u00e9tait une r\u00e9action \u00e0 un comportement fautif et unique. Le sens de cette analyse est de respecter l\u2019\u00e9quilibre proc\u00e9dural tout en exigeant des faits pr\u00e9cis et r\u00e9p\u00e9t\u00e9s. La valeur de l\u2019arr\u00eat r\u00e9side dans son application concr\u00e8te du renversement de la charge de la preuve. La port\u00e9e est significative, car elle montre que la simple invocation de faits d\u00e9sagr\u00e9ables ou de sanctions justifi\u00e9es ne suffit pas \u00e0 caract\u00e9riser un harc\u00e8lement moral. La pr\u00e9vention des risques psychosociaux requiert des agissements r\u00e9p\u00e9t\u00e9s et non des mesures manag\u00e9riales ponctuelles.<\/p>\n<p>La distinction entre sanction et d\u00e9cision de non-recrutement<\/p>\n<p>Un point crucial de la motivation concerne la qualification du retrait du salari\u00e9 de la liste d\u2019anciennet\u00e9. Le salari\u00e9 y voyait une sanction d\u00e9guis\u00e9e et cumulative. La cour a op\u00e9r\u00e9 une distinction nette entre sanction et libert\u00e9 de recrutement. Elle rappelle la d\u00e9finition l\u00e9gale de la sanction, soit &#8220;toute mesure, autre que les observations verbales, prise par l&#8217;employeur \u00e0 la suite d&#8217;un agissement du salari\u00e9 consid\u00e9r\u00e9 par l&#8217;employeur comme fautif&#8221; (Motifs, Sur la demande d&#8217;indemnisation au titre du harc\u00e8lement professionnel). Toutefois, elle estime que la d\u00e9cision de ne plus recourir aux services d\u2019un saisonnier rel\u00e8ve de l\u2019appr\u00e9ciation de l\u2019employeur. Cette d\u00e9cision n\u2019affecte pas un contrat en cours mais une possibilit\u00e9 future d\u2019embauche. Le sens de cette analyse est de prot\u00e9ger la libert\u00e9 de l\u2019employeur dans la gestion de sa main-d\u2019\u0153uvre saisonni\u00e8re. Sa valeur r\u00e9side dans le refus de judiciariser excessivement les d\u00e9cisions de non-renouvellement. La port\u00e9e en est pratique, elle limite les risques de contentieux pour les employeurs utilisant des CDD successifs, d\u00e8s lors que la rupture du dernier contrat est r\u00e9guli\u00e8re. Cela renforce la nature pr\u00e9caire du contrat saisonnier, o\u00f9 l\u2019espoir de reconduction n\u2019est pas un droit.<\/p>\n<p>Le rejet du pr\u00e9judice moral autonome et la gestion des frais de proc\u00e9dure<\/p>\n<p>Enfin, la cour a rejet\u00e9 la demande d\u2019indemnisation d\u2019un pr\u00e9judice moral distinct. Elle a exig\u00e9 une preuve directe du lien de causalit\u00e9 entre les faits reproch\u00e9s \u00e0 l\u2019employeur et le pr\u00e9judice subi. Le salari\u00e9 invoquait des difficult\u00e9s \u00e0 retrouver un emploi dans le secteur a\u00e9rien. La cour rel\u00e8ve qu\u2019il &#8220;ne rapporte pas la preuve que les difficult\u00e9s qu&#8217;il rencontre [&#8230;] serait du fait de la soci\u00e9t\u00e9&#8221; (Motifs, Sur la demande d&#8217;indemnisation au titre du pr\u00e9judice moral). Cette exigence d\u2019un lien certain et prouv\u00e9 est classique en mati\u00e8re de responsabilit\u00e9. Par ailleurs, la cour a statu\u00e9 sur les frais irr\u00e9p\u00e9tibles en vertu de l\u2019article 700 du code de proc\u00e9dure civile. Elle a d\u00e9bout\u00e9 les deux parties de leurs demandes respectives, au nom de l\u2019\u00e9quit\u00e9. Cette d\u00e9cision refl\u00e8te un pouvoir souverain d\u2019appr\u00e9ciation des juges du fond. Le sens est de ne pas alourdir ind\u00fbment les frais de proc\u00e9dure pour la partie perdante lorsque le litige n\u2019est pas d\u00e9nu\u00e9 de tout fondement s\u00e9rieux. La valeur de cette mod\u00e9ration est d\u2019\u00e9viter de dissuader l\u2019acc\u00e8s \u00e0 la justice. La port\u00e9e en est limit\u00e9e \u00e0 l\u2019esp\u00e8ce, mais elle t\u00e9moigne d\u2019une certaine retenue dans l\u2019allocation de ces indemnit\u00e9s, souvent utilis\u00e9es comme un moyen de pression proc\u00e9dural.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d\u2019appel de Paris, statuant le 14 mai 2025, a examin\u00e9 un litige n\u00e9 de la rupture d\u2019une s\u00e9rie de contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e saisonniers. Le salari\u00e9 so&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":3894,"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":[7096,7123,6580,7597,6718,6992],"tags":[],"class_list":["post-664145","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":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de Paris, le 14 mai 2025, n\u00b022\/04728 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d\u2019appel de Paris, statuant le 14 mai 2025, a examin\u00e9 un litige n\u00e9 de la rupture d\u2019une s\u00e9rie de contrats \u00e0 dur\u00e9e d\u00e9termin\u00e9e saisonniers. 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