{"id":667832,"date":"2026-04-24T03:53:15","date_gmt":"2026-04-24T01:53:15","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-bordeaux-le-12-juillet-2024-n23-01332\/"},"modified":"2026-04-26T18:52:43","modified_gmt":"2026-04-26T16:52:43","slug":"cour-dappel-de-bordeaux-le-12-juillet-2024-n23-01332","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-bordeaux-le-12-juillet-2024-n23-01332\/","title":{"rendered":"Cour d&#8217;appel de Bordeaux, le 12 juillet 2024, n\u00b023\/01332"},"content":{"rendered":"<div class=\"article-content\">\n<p>La Cour d\u2019appel de Bordeaux, statuant le 12 juillet 2024, examine le litige opposant une salari\u00e9e \u00e0 l\u2019employeur d\u2019une personne handicap\u00e9e. L\u2019int\u00e9ress\u00e9e, engag\u00e9e sous contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e comme aide \u00e0 domicile, soutient que son contrat n\u2019a pas \u00e9t\u00e9 renouvel\u00e9 en raison de ses signalements de maltraitances sur la personne aid\u00e9e. Elle invoque une discrimination fond\u00e9e sur sa qualit\u00e9 de lanceur d\u2019alerte et r\u00e9clame des dommages-int\u00e9r\u00eats pour ex\u00e9cution d\u00e9loyale du contrat. La cour infirme le jugement de premi\u00e8re instance et d\u00e9boute la salari\u00e9e de l\u2019ensemble de ses demandes, retenant l\u2019absence de preuve de discrimination et la prescription de l\u2019action en loyaut\u00e9.<\/p>\n<p>La difficile d\u00e9monstration du lien de causalit\u00e9 en mati\u00e8re de discrimination<\/p>\n<p>Le r\u00e9gime probatoire sp\u00e9cifique aux lanceurs d\u2019alerte. L\u2019article L. 1132-3-3 du code du travail institue un r\u00e9gime probatoire d\u00e9rogatoire au profit du salari\u00e9 lanceur d\u2019alerte. Ce dernier doit pr\u00e9senter des \u00e9l\u00e9ments de fait laissant pr\u00e9sumer qu\u2019il a relat\u00e9 ou t\u00e9moign\u00e9 de bonne foi de faits constitutifs d\u2019un crime ou d\u2019un d\u00e9lit. La charge de la preuve p\u00e8se alors sur l\u2019employeur pour d\u00e9montrer que sa d\u00e9cision est justifi\u00e9e par des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 ce signalement. En l\u2019esp\u00e8ce, la salari\u00e9e a produit divers \u00e9l\u00e9ments, dont des \u00e9crits dans un cahier de liaison et un enregistrement audio, visant \u00e0 \u00e9tablir sa d\u00e9nonciation. La cour rel\u00e8ve cependant des contradictions et des incertitudes quant \u00e0 la r\u00e9alit\u00e9 et \u00e0 la date de ces signalements. Elle constate notamment l\u2019absence de production de la lettre initiale adress\u00e9e \u00e0 la m\u00e8re de la personne aid\u00e9e et des doutes sur l\u2019envoi d\u2019un courrier au procureur. Ces carences emp\u00eachent d\u2019\u00e9tablir que l\u2019employeur avait effectivement connaissance des alertes au moment de la d\u00e9cision de non-renouvellement. Le lien de causalit\u00e9 entre la d\u00e9nonciation et la mesure contest\u00e9e n\u2019est donc pas \u00e9tabli.<\/p>\n<p>La justification par l\u2019employeur d\u2019un motif objectif et \u00e9tranger \u00e0 la discrimination. La cour examine ensuite les justifications avanc\u00e9es par l\u2019employeur pour le non-renouvellement du contrat. Celui-ci invoque le manque de comp\u00e9tences de la salari\u00e9e, d\u00e9pourvue de dipl\u00f4me ou d\u2019exp\u00e9rience dans l\u2019aide aux personnes handicap\u00e9es. Les d\u00e9clarations de deux autres aidants, pr\u00e9cisant qu\u2019ils devaient tout lui apprendre et qu\u2019elle ne d\u00e9tenait pas le permis de conduire n\u00e9cessaire, sont retenues. La cour estime que ces \u00e9l\u00e9ments constituent un motif objectif suffisant, \u00e9tranger \u00e0 toute consid\u00e9ration discriminatoire. Elle \u00e9carte ainsi les all\u00e9gations de la salari\u00e9e, consid\u00e9rant que l\u2019employeur a rapport\u00e9 la preuve exig\u00e9e par la loi. Cette analyse rejoint la logique d\u2019une jurisprudence ant\u00e9rieure, o\u00f9 une cour d\u2019appel a jug\u00e9 qu\u2019une discrimination pouvait \u00eatre caract\u00e9ris\u00e9e par un ensemble d\u2019indices. &#8220;Ces \u00e9l\u00e9ments, pris dans leur ensemble, laissent supposer une discrimination. L&#8217;employeur le conteste mais se borne \u00e0 souligner que le profil d&#8217;\u00e9lectrom\u00e9canicien ne correspond pas \u00e0 celui du salari\u00e9, ce qui est insuffisant pour renverser la supposition retenue.&#8221; (Cour d&#8217;appel de Dijon, le 5 juin 2025, n\u00b023\/00459). En l\u2019esp\u00e8ce, la justification apport\u00e9e par l\u2019employeur est jug\u00e9e suffisante pour renverser la pr\u00e9somption.<\/p>\n<p>La prescription de l\u2019action en r\u00e9paration pour ex\u00e9cution d\u00e9loyale du contrat<\/p>\n<p>L\u2019application du <a href=\"https:\/\/kohenavocats.com\/avocats-en-droit-penal-a-paris-conseil-et-defense-strategique\/simulateur-prescription-penale\/\" target=\"_blank\" title=\"d\u00e9lai de prescription\">d\u00e9lai de prescription<\/a> de droit commun en mati\u00e8re contractuelle. La salari\u00e9e sollicitait \u00e9galement des dommages-int\u00e9r\u00eats pour ex\u00e9cution d\u00e9loyale de son contrat de travail. La cour rel\u00e8ve que cette action se prescrit par deux ans \u00e0 compter de la connaissance des faits, conform\u00e9ment \u00e0 l\u2019article L. 1471-1 du code du travail. Le contrat ayant pris fin le 13 mai 2018 et la saisine du conseil de prud\u2019hommes \u00e9tant intervenue le 17 juin 2021, la demande est d\u00e9clar\u00e9e irrecevable pour prescription. Cette solution rappelle que le d\u00e9lai de deux ans s\u2019applique \u00e0 toute action portant sur l\u2019ex\u00e9cution du contrat, comme l\u2019a pr\u00e9cis\u00e9 une autre d\u00e9cision. &#8220;Elle n&#8217;est en outre pas prescrite, au regard de l&#8217;article L. 1471-1 du code du travail qui impartit au salari\u00e9 un d\u00e9lai de deux ans pour introduire une action portant sur l&#8217;ex\u00e9cution de son contrat de travail&#8221; (Cour d&#8217;appel de Versailles, le 5 f\u00e9vrier 2025, n\u00b023\/00179). La cour \u00e9carte ainsi toute possibilit\u00e9 de requalification ou d\u2019application d\u2019un autre d\u00e9lai, soulignant le caract\u00e8re strict de cette r\u00e8gle proc\u00e9durale.<\/p>\n<p>La port\u00e9e pratique de la r\u00e8gle de prescription pour le salari\u00e9. Cette d\u00e9cision a pour effet de rappeler aux salari\u00e9s la n\u00e9cessit\u00e9 d\u2019agir rapidement pour faire valoir leurs droits, y compris ceux d\u00e9coulant d\u2019obligations annexes comme la loyaut\u00e9. Le point de d\u00e9part du d\u00e9lai court \u00e0 compter du jour o\u00f9 le salari\u00e9 a connu les faits, ce qui, en cas de non-renouvellement d\u2019un contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e, correspond g\u00e9n\u00e9ralement \u00e0 sa date de fin. La salari\u00e9e, en attendant pr\u00e8s de trois ans avant d\u2019agir, s\u2019est expos\u00e9e \u00e0 une fin de non-recevoir. Cette rigueur proc\u00e9durale limite les recours pour des griefs li\u00e9s \u00e0 l\u2019ex\u00e9cution du contrat, ind\u00e9pendamment du fond de l\u2019affaire. Elle renforce la s\u00e9curit\u00e9 juridique pour l\u2019employeur, qui ne peut \u00eatre ind\u00e9finiment poursuivi pour des faits anciens. La cour applique ici strictement la lettre du code du travail, sans ouvrir de possibilit\u00e9 d\u2019interruption ou de suspension du d\u00e9lai en l\u2019esp\u00e8ce.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d\u2019appel de Bordeaux, statuant le 12 juillet 2024, examine le litige opposant une salari\u00e9e \u00e0 l\u2019employeur d\u2019une personne handicap\u00e9e. L\u2019int\u00e9ress\u00e9e, enga&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9693,"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":"68d3801bea0d19a4905f1ce1","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/68d3801bea0d19a4905f1ce1","_kj_judilibre_id":"68d3801bea0d19a4905f1ce1","_kj_jur":"Cour d'appel","_kj_lieu":"Cour d'appel de Bordeaux","_kj_chambre":"CHAMBRE SOCIALE SECTION A","_kj_rg":"23\/01332","_kj_date":"2025-09-23","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7123,6580,7597,6718,6992],"tags":[],"class_list":["post-667832","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","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 v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Cour d&#039;appel de Bordeaux, le 12 juillet 2024, n\u00b023\/01332 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La Cour d\u2019appel de Bordeaux, statuant le 12 juillet 2024, examine le litige opposant une salari\u00e9e \u00e0 l\u2019employeur d\u2019une personne handicap\u00e9e. 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