{"id":733854,"date":"2026-04-28T16:47:47","date_gmt":"2026-04-28T14:47:47","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-colmar-le-30-janvier-2026-n23-03837\/"},"modified":"2026-04-28T16:47:47","modified_gmt":"2026-04-28T14:47:47","slug":"cour-dappel-de-colmar-le-30-janvier-2026-n23-03837","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-colmar-le-30-janvier-2026-n23-03837\/","title":{"rendered":"Cour d&#8217;appel de Colmar, le 30 janvier 2026, n\u00b023\/03837"},"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\u2019appel de Colmar, dans son arr\u00eat du 30 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 commercial itin\u00e9rant \u00e0 son employeur. Le salari\u00e9 contestait la validit\u00e9 de sa convention de forfait en jours et sollicitait la r\u00e9siliation judiciaire de son contrat de travail pour manquements graves. La question de droit portait sur l\u2019effet de l\u2019absence d\u2019entretiens annuels obligatoires sur la convention de forfait et sur la gravit\u00e9 des manquements de l\u2019employeur. La solution retient que la convention est priv\u00e9e d\u2019effet, mais que le seul grief \u00e9tabli ne justifie pas la r\u00e9siliation judiciaire.<\/p>\n<p>I. La privation d\u2019effet de la convention de forfait en jours<\/p>\n<p>A. L\u2019absence de preuve des entretiens annuels obligatoires<\/p>\n<p>La cour rappelle que l\u2019employeur doit prouver qu\u2019il a rempli son obligation de contr\u00f4le du temps de travail. Elle constate que la soci\u00e9t\u00e9 ne justifie pas des comptes rendus des entretiens annuels sur la charge de travail pour les ann\u00e9es 2017 \u00e0 2021. L\u2019attestation d\u2019un sup\u00e9rieur hi\u00e9rarchique ne suffit pas \u00e0 \u00e9tablir la tenue d\u2019entretiens sp\u00e9cifiques au forfait. En cons\u00e9quence, la convention de forfait en jours est d\u00e9clar\u00e9e sans effet pour cette p\u00e9riode. La valeur de cette solution est de rappeler le formalisme probatoire strict impos\u00e9 \u00e0 l\u2019employeur. Sa port\u00e9e est de priver d\u2019effet une convention pour non-respect des obligations l\u00e9gales de suivi.<\/p>\n<p>B. Les cons\u00e9quences indemnitaires li\u00e9es \u00e0 la privation d\u2019effet<\/p>\n<p>La cour accorde un rappel de salaire pour heures suppl\u00e9mentaires, apr\u00e8s d\u00e9duction des jours de RTT ind\u00fbment pay\u00e9s. Elle \u00e9carte la demande de dommages et int\u00e9r\u00eats distincts, faute pour le salari\u00e9 de d\u00e9montrer un pr\u00e9judice autre que celui d\u00e9j\u00e0 r\u00e9par\u00e9. La valeur de ce raisonnement est de distinguer le pr\u00e9judice automatique du pr\u00e9judice sp\u00e9cifique. Sa port\u00e9e est de limiter la r\u00e9paration au seul rappel de salaire lorsque le manquement est d\u00e9j\u00e0 indemnis\u00e9 par ce biais.<\/p>\n<p>II. Le rejet de la demande de r\u00e9siliation judiciaire<\/p>\n<p>A. L\u2019absence de manquements suffisamment graves<\/p>\n<p>La cour examine les griefs invoqu\u00e9s par le salari\u00e9, dont la modification de secteur et la surcharge de travail. Elle estime que la modification du secteur rel\u00e8ve du pouvoir de direction et que la surcharge n\u2019est pas d\u00e9montr\u00e9e. La mise \u00e0 pied annul\u00e9e et le blocage de la bo\u00eete mail ne sont pas jug\u00e9s abusifs. La valeur de cette analyse est de rappeler la n\u00e9cessit\u00e9 d\u2019un pr\u00e9judice grave et persistant. Sa port\u00e9e est de ne retenir qu\u2019un seul manquement mineur, insuffisant pour justifier la rupture.<\/p>\n<p>B. L\u2019appr\u00e9ciation de la gravit\u00e9 du seul manquement \u00e9tabli<\/p>\n<p>La cour consid\u00e8re que le d\u00e9faut d\u2019entretien annuel, bien qu\u2019\u00e9tabli, n\u2019a pas emp\u00each\u00e9 la poursuite du contrat. Le salari\u00e9 a continu\u00e9 \u00e0 travailler jusqu\u2019\u00e0 son licenciement et participait \u00e0 des r\u00e9unions r\u00e9guli\u00e8res. La valeur de ce motif est de subordonner la r\u00e9siliation \u00e0 une gravit\u00e9 objectiv\u00e9e par l\u2019impossibilit\u00e9 de poursuivre la relation. Sa port\u00e9e est de confirmer que le simple non-respect d\u2019une obligation formelle ne suffit pas \u00e0 caract\u00e9riser un manquement grave.<\/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\/LEGIARTI000032040787\" rel=\"nofollow\" target=\"_blank\">Article 1101 du Code civil<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">Le contrat est un accord de volont\u00e9s entre deux ou plusieurs personnes destin\u00e9 \u00e0 cr\u00e9er, modifier, transmettre ou \u00e9teindre des obligations. <\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000032040777\" rel=\"nofollow\" target=\"_blank\">Article 1103 du Code civil<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">Les contrats l\u00e9galement form\u00e9s tiennent lieu de loi \u00e0 ceux qui les ont faits. <\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006900839\" rel=\"nofollow\" target=\"_blank\">Article L. 1221-1 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>   Le contrat de travail est soumis aux r\u00e8gles du droit commun. Il peut \u00eatre \u00e9tabli selon les formes que les parties contractantes d\u00e9cident d&#8217;adopter.<\/p>\n<\/p>\n<\/div>\n<\/div>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000036762081\" rel=\"nofollow\" target=\"_blank\">Article L. 1233-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Constitue un licenciement pour motif \u00e9conomique le licenciement effectu\u00e9 par un employeur pour un ou plusieurs motifs non inh\u00e9rents \u00e0 la personne du salari\u00e9 r\u00e9sultant d&#8217;une suppression ou transformation d&#8217;emploi ou d&#8217;une modification, refus\u00e9e par le salari\u00e9, d&#8217;un \u00e9l\u00e9ment essentiel du contrat de travail, cons\u00e9cutives notamment :<\/p>\n<p>1\u00b0 A des difficult\u00e9s \u00e9conomiques caract\u00e9ris\u00e9es soit par l&#8217;\u00e9volution significative d&#8217;au moins un indicateur \u00e9conomique tel qu&#8217;une baisse des commandes ou du chiffre d&#8217;affaires, des pertes d&#8217;exploitation ou une d\u00e9gradation de la tr\u00e9sorerie ou de l&#8217;exc\u00e9dent brut d&#8217;exploitation, soit par tout autre \u00e9l\u00e9ment de nature \u00e0 justifier de ces difficult\u00e9s.<\/p>\n<p>Une baisse significative des commandes ou du chiffre d&#8217;affaires est constitu\u00e9e d\u00e8s lors que la dur\u00e9e de cette baisse est, en comparaison avec la m\u00eame p\u00e9riode de l&#8217;ann\u00e9e pr\u00e9c\u00e9dente, au moins \u00e9gale \u00e0 :<\/p>\n<p>a) Un trimestre pour une entreprise de moins de onze salari\u00e9s ;<\/p>\n<p>b) Deux trimestres cons\u00e9cutifs pour une entreprise d&#8217;au moins onze salari\u00e9s et de moins de cinquante salari\u00e9s ;<\/p>\n<p>c) Trois trimestres cons\u00e9cutifs pour une entreprise d&#8217;au moins cinquante salari\u00e9s et de moins de trois cents salari\u00e9s ;<\/p>\n<p>d) Quatre trimestres cons\u00e9cutifs pour une entreprise de trois cents salari\u00e9s et plus ;<\/p>\n<p>2\u00b0 A des mutations technologiques ;<\/p>\n<p>3\u00b0 A une r\u00e9organisation de l&#8217;entreprise n\u00e9cessaire \u00e0 la sauvegarde de sa comp\u00e9titivit\u00e9 ;<\/p>\n<p>4\u00b0 A la cessation d&#8217;activit\u00e9 de l&#8217;entreprise.<\/p>\n<p>La mat\u00e9rialit\u00e9 de la suppression, de la transformation d&#8217;emploi ou de la modification d&#8217;un \u00e9l\u00e9ment essentiel du contrat de travail s&#8217;appr\u00e9cie au niveau de l&#8217;entreprise.<\/p>\n<p>Les difficult\u00e9s \u00e9conomiques, les mutations technologiques ou la n\u00e9cessit\u00e9 de sauvegarder la comp\u00e9titivit\u00e9 de l&#8217;entreprise s&#8217;appr\u00e9cient au niveau de cette entreprise si elle n&#8217;appartient pas \u00e0 un groupe et, dans le cas contraire, au niveau du secteur d&#8217;activit\u00e9 commun \u00e0 cette entreprise et aux entreprises du groupe auquel elle appartient, \u00e9tablies sur le territoire national, sauf fraude.<\/p>\n<p>Pour l&#8217;application du pr\u00e9sent article, la notion de groupe d\u00e9signe le groupe form\u00e9 par une entreprise appel\u00e9e entreprise dominante et les entreprises qu&#8217;elle contr\u00f4le dans les conditions d\u00e9finies \u00e0 l&#8217;article L. 233-1, aux I et II de l&#8217;article L. 233-3 et \u00e0 l&#8217;article L. 233-16 du code de commerce.<\/p>\n<p>Le secteur d&#8217;activit\u00e9 permettant d&#8217;appr\u00e9cier la cause \u00e9conomique du licenciement est caract\u00e9ris\u00e9, notamment, par la nature des produits biens ou services d\u00e9livr\u00e9s, la client\u00e8le cibl\u00e9e, ainsi que les r\u00e9seaux et modes de distribution, se rapportant \u00e0 un m\u00eame march\u00e9.<\/p>\n<p>Les dispositions du pr\u00e9sent chapitre sont applicables \u00e0 toute rupture du contrat de travail r\u00e9sultant de l&#8217;une des causes \u00e9nonc\u00e9es au pr\u00e9sent article, \u00e0 l&#8217;exclusion de la rupture conventionnelle vis\u00e9e aux articles L. 1237-11 et suivants et de la rupture d&#8217;un commun accord dans le cadre d&#8217;un accord collectif vis\u00e9e aux articles L. 1237-17 et suivants.<\/p>\n<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>La cour d\u2019appel de Colmar, dans son arr\u00eat du 30 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 commercial itin\u00e9rant \u00e0 son employeur. Le salari\u00e9&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4738,"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":"6984456acdc6046d47fc3797","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/6984456acdc6046d47fc3797","_kj_judilibre_id":"6984456acdc6046d47fc3797","_kj_jur":"Cour d'appel","_kj_lieu":"Colmar","_kj_chambre":"Chambre 4 A","_kj_rg":"23\/03837","_kj_date":"2026-01-30","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[6455,6454],"tags":[],"class_list":["post-733854","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 Colmar, le 30 janvier 2026, n\u00b023\/03837 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d\u2019appel de Colmar, dans son arr\u00eat du 30 janvier 2026, a statu\u00e9 sur le litige opposant un salari\u00e9 commercial itin\u00e9rant \u00e0 son employeur. 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