{"id":716509,"date":"2026-04-28T01:52:40","date_gmt":"2026-04-27T23:52:40","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-lyon-le-16-janvier-2026-n22-08020\/"},"modified":"2026-04-28T01:52:40","modified_gmt":"2026-04-27T23:52:40","slug":"cour-dappel-de-lyon-le-16-janvier-2026-n22-08020","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-lyon-le-16-janvier-2026-n22-08020\/","title":{"rendered":"Cour d&#8217;appel de Lyon, le 16 janvier 2026, n\u00b022\/08020"},"content":{"rendered":"<div class='article-content'>\n<style scoped>.toc-article{background:#f8f9fa;border:1px solid #e2e6ea;border-left:4px solid #2c5f8a;border-radius:6px;padding:20px 24px;margin:0 0 32px;font-size:15px;line-height:1.6}.toc-article p{margin:0 0 10px;font-size:16px;font-weight:600;color:#1a1a1a}.toc-article ul{list-style:none;margin:0;padding:0}.toc-article li.toc-h2{padding:4px 0}.toc-article li.toc-h3{padding:2px 0 2px 20px;font-size:14px}.toc-article a{color:#2c5f8a;text-decoration:none;border-bottom:1px dotted #a0b4c8}.toc-article a:hover{color:#1a3d5c;border-bottom-color:#1a3d5c}<\/style>\n<nav class=\"toc-article\" role=\"navigation\" aria-label=\"Sommaire\">\n<p>Sommaire<\/p>\n<ul>\n<li class=\"toc-h2\"><a href=\"#fondements-juridiques\">Fondements juridiques<\/a><\/li>\n<\/ul>\n<\/nav>\n<p>La cour d&#8217;appel de Lyon, dans son arr\u00eat du 16 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 \u00e0 son employeur, un laboratoire pharmaceutique. Le salari\u00e9 avait \u00e9t\u00e9 licenci\u00e9 pour insuffisance professionnelle alors qu&#8217;il \u00e9tait en arr\u00eat maladie, ult\u00e9rieurement reconnue comme maladie professionnelle. La question centrale portait sur la validit\u00e9 de la convention de forfait en jours et sur la nullit\u00e9 du licenciement.<\/p>\n<p>La cour a d&#8217;abord confirm\u00e9 l&#8217;inopposabilit\u00e9 de la convention de forfait en jours, faute pour l&#8217;employeur de d\u00e9montrer le suivi r\u00e9gulier de la charge de travail et l&#8217;organisation d&#8217;entretiens annuels. Elle a ensuite reconnu un droit \u00e0 rappel de salaire pour heures suppl\u00e9mentaires, \u00e9valuant souverainement leur nombre \u00e0 partir des \u00e9l\u00e9ments pr\u00e9cis fournis par le salari\u00e9.<\/p>\n<p>Sur la rupture, la cour a d\u00e9clar\u00e9 recevable la demande nouvelle en nullit\u00e9 du licenciement, form\u00e9e en appel. Elle a retenu que l&#8217;employeur avait connaissance du caract\u00e8re professionnel de la maladie lors de la notification du licenciement, rendant ainsi la rupture nulle en application de l&#8217;article L. 1226-13 du code du travail.<\/p>\n<p>La nullit\u00e9 du licenciement pour insuffisance professionnelle prononc\u00e9e par la cour d&#8217;appel constitue une application rigoureuse des r\u00e8gles protectrices des victimes de maladie professionnelle. Cette solution affirme que la connaissance, par l&#8217;employeur, de l&#8217;origine professionnelle de l&#8217;arr\u00eat de travail suffit \u00e0 d\u00e9clencher la protection, m\u00eame en l&#8217;absence de reconnaissance officielle pr\u00e9alable par la s\u00e9curit\u00e9 sociale.<\/p>\n<p>La cour a \u00e9cart\u00e9 la prescription de la demande en nullit\u00e9 en consid\u00e9rant qu&#8217;elle tend aux m\u00eames fins indemnitaires que la contestation initiale du licenciement. Cette interpr\u00e9tation large de la notion de <em>&#8220;m\u00eames fins&#8221;<\/em> favorise l&#8217;acc\u00e8s au juge pour les salari\u00e9s d\u00e9couvrant tardivement le fondement juridique de leur action.<\/p>\n<p>En privant d&#8217;effet la convention de forfait, la cour rappelle que l&#8217;employeur supporte la charge de la preuve du respect des stipulations conventionnelles destin\u00e9es \u00e0 prot\u00e9ger la sant\u00e9. Ce faisant, elle renforce l&#8217;exigence d&#8217;un contr\u00f4le effectif et document\u00e9 de la charge de travail des cadres au forfait jours.<\/p>\n<p>L&#8217;\u00e9valuation souveraine des heures suppl\u00e9mentaires par le juge, \u00e0 partir d&#8217;\u00e9l\u00e9ments suffisamment pr\u00e9cis fournis par le salari\u00e9, illustre l&#8217;\u00e9quilibre probatoire instaur\u00e9 par l&#8217;article L. 3171-4 du code du travail. La cour a rejet\u00e9 le syst\u00e8me de d\u00e9compte sur quatre semaines invoqu\u00e9 par l&#8217;employeur, rappelant le caract\u00e8re d&#8217;ordre public de la dur\u00e9e l\u00e9gale hebdomadaire.<\/p>\n<p>La condamnation au paiement d&#8217;un rappel d&#8217;indemnit\u00e9 conventionnelle de licenciement, calcul\u00e9 sur la base de la r\u00e9mun\u00e9ration du mois pr\u00e9c\u00e9dant l&#8217;arr\u00eat maladie, pr\u00e9cise les modalit\u00e9s de calcul en p\u00e9riode de suspension du contrat. La cour a \u00e9cart\u00e9 la prise en compte de l&#8217;anciennet\u00e9 acquise chez un pr\u00e9c\u00e9dent employeur, faute de lien de subordination direct avec l&#8217;employeur actuel.<\/p>\n<p>L&#8217;arr\u00eat consacre \u00e9galement un droit \u00e0 r\u00e9paration pour le d\u00e9faut de contrepartie aux temps de d\u00e9placement professionnel, en l&#8217;absence de lieu de travail fixe. Cette solution \u00e9tend la protection offerte par l&#8217;article L. 3121-4 du code du travail aux salari\u00e9s itin\u00e9rants, en faisant peser sur l&#8217;employeur la charge de prouver l&#8217;existence d&#8217;une contrepartie.<\/p>\n<p>Enfin, la cour a r\u00e9duit le montant de la cr\u00e9ance de l&#8217;employeur au titre des jours de RTT ind\u00fbment per\u00e7us, en exigeant la preuve du montant de l&#8217;indu pour chaque ann\u00e9e. Cette d\u00e9cision temp\u00e8re les effets de la nullit\u00e9 de la convention de forfait en prot\u00e9geant le salari\u00e9 contre un remboursement excessif non justifi\u00e9.<\/p>\n<\/div>\n<style scoped>.fondements-juridiques{margin:40px 0 0;padding:0}.fondements-juridiques>h2{font-size:22px;color:#1a1a1a;border-bottom:2px solid #2c5f8a;padding-bottom:10px;margin-bottom:20px}.fj-article{background:#fdfdfd;border:1px solid #e8e8e8;border-radius:6px;padding:20px;margin-bottom:16px}.fj-article h3{font-size:17px;color:#2c5f8a;margin:0 0 12px;font-weight:600}.fj-texte{font-size:15px;line-height:1.7;color:#333}.fj-texte p{margin:8px 0}.fj-badge{font-size:11px;padding:2px 8px;border-radius:3px;margin-left:8px;font-weight:500;vertical-align:middle}.fj-en-vigueur{background:#e8f5e9;color:#2e7d32}.fj-abroge{background:#ffebee;color:#c62828}.fj-modifie{background:#fff3e0;color:#e65100}<\/style>\n<section class=\"fondements-juridiques\">\n<h2 id=\"fondements-juridiques\">Fondements juridiques<\/h2>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000038799598\" rel=\"nofollow\" target=\"_blank\">Article L. 227-9-1 du Code de commerce<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Les associ\u00e9s peuvent nommer un ou plusieurs commissaires aux comptes dans les conditions pr\u00e9vues \u00e0 l&#8217;article L. 227-9.<\/p>\n<p>Sont tenues de d\u00e9signer au moins un commissaire aux comptes les soci\u00e9t\u00e9s par actions simplifi\u00e9es qui d\u00e9passent, \u00e0 la cl\u00f4ture d&#8217;un exercice social, deux des seuils suivants, fix\u00e9s par d\u00e9cret : le total de leur bilan, le montant de leur chiffre d&#8217;affaires hors taxe ou le nombre moyen de leurs salari\u00e9s au cours de l&#8217;exercice.<\/p>\n<p>M\u00eame si les conditions pr\u00e9vues au deuxi\u00e8me alin\u00e9a ne sont pas atteintes, la nomination d&#8217;un commissaire aux comptes peut \u00eatre demand\u00e9e en justice par un ou plusieurs associ\u00e9s repr\u00e9sentant au moins le dixi\u00e8me du capital.<\/p>\n<p>Lorsque les conditions pr\u00e9vues au deuxi\u00e8me alin\u00e9a du pr\u00e9sent article ne sont pas atteintes, un commissaire aux comptes peut \u00eatre nomm\u00e9 pour faire application du second alin\u00e9a de l&#8217;article L. 225-146.<\/p>\n<p>Sont \u00e9galement tenues de d\u00e9signer un commissaire aux comptes, pour un mandat de trois exercices, les soci\u00e9t\u00e9s dont un ou plusieurs associ\u00e9s repr\u00e9sentant au moins le tiers du capital en font la demande motiv\u00e9e aupr\u00e8s de la soci\u00e9t\u00e9.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900980\" rel=\"nofollow\" target=\"_blank\">Article L. 1226-13 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Toute rupture du contrat de travail prononc\u00e9e en m\u00e9connaissance des dispositions des articles L. 1226-9 et L. 1226-18 est nulle.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006902808\" rel=\"nofollow\" target=\"_blank\">Article L. 3171-4 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>   En cas de litige relatif \u00e0 l&#8217;existence ou au nombre d&#8217;heures de travail accomplies, l&#8217;employeur fournit au juge les \u00e9l\u00e9ments de nature \u00e0 justifier les horaires effectivement r\u00e9alis\u00e9s par le salari\u00e9.<\/p>\n<\/p>\n<p>   Au vu de ces \u00e9l\u00e9ments et de ceux fournis par le salari\u00e9 \u00e0 l&#8217;appui de sa demande, le juge forme sa conviction apr\u00e8s avoir ordonn\u00e9, en cas de besoin, toutes les mesures d&#8217;instruction qu&#8217;il estime utiles.<\/p>\n<\/p>\n<p>   Si le d\u00e9compte des heures de travail accomplies par chaque salari\u00e9 est assur\u00e9 par un syst\u00e8me d&#8217;enregistrement automatique, celui-ci doit \u00eatre fiable et infalsifiable.<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000033020507\" rel=\"nofollow\" target=\"_blank\">Article L. 3121-4 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Le temps de d\u00e9placement professionnel pour se rendre sur le lieu d&#8217;ex\u00e9cution du contrat de travail n&#8217;est pas un temps de travail effectif. <\/p>\n<p> Toutefois, s&#8217;il d\u00e9passe le temps normal de trajet entre le domicile et le lieu habituel de travail, il fait l&#8217;objet d&#8217;une contrepartie soit sous forme de repos, soit sous forme financi\u00e8re. La part de ce temps de d\u00e9placement professionnel co\u00efncidant avec l&#8217;horaire de travail n&#8217;entra\u00eene aucune perte de salaire. <\/p>\n<\/p>\n<\/p>\n<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>La cour d&#8217;appel de Lyon, dans son arr\u00eat du 16 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 \u00e0 son employeur, un laboratoire pharmaceutique. Le&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4727,"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":"696b56bacdc6046d47a0a0e1","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/696b56bacdc6046d47a0a0e1","_kj_judilibre_id":"696b56bacdc6046d47a0a0e1","_kj_jur":"Cour d'appel","_kj_lieu":"Lyon","_kj_chambre":"CHAMBRE SOCIALE B","_kj_rg":"22\/08020","_kj_date":"2026-01-16","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[6455,6454],"tags":[],"class_list":["post-716509","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-cour-dappel","category-decisions-juridiques"],"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 Lyon, le 16 janvier 2026, n\u00b022\/08020 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d&#039;appel de Lyon, dans son arr\u00eat du 16 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 \u00e0 son employeur, un laboratoire pharmaceutique. 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