{"id":733859,"date":"2026-04-28T16:47:57","date_gmt":"2026-04-28T14:47:57","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-colmar-le-30-janvier-2026-n23-03005\/"},"modified":"2026-04-28T16:47:57","modified_gmt":"2026-04-28T14:47:57","slug":"cour-dappel-de-colmar-le-30-janvier-2026-n23-03005","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-colmar-le-30-janvier-2026-n23-03005\/","title":{"rendered":"Cour d&#8217;appel de Colmar, le 30 janvier 2026, n\u00b023\/03005"},"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 Colmar, dans son arr\u00eat du 30 janvier 2026, a confirm\u00e9 le jugement du conseil de prud&#8217;hommes de Mulhouse.<br \/>Un salari\u00e9, engag\u00e9 depuis 1998, contestait son licenciement pour inaptitude en invoquant un harc\u00e8lement moral de son employeur.<br \/>La proc\u00e9dure a d\u00e9but\u00e9 par un arr\u00eat de travail continu entre janvier 2019 et avril 2021.<br \/>Le m\u00e9decin du travail a d\u00e9clar\u00e9 le salari\u00e9 inapte en mai 2021, dispensant l&#8217;employeur de reclassement.<br \/>L&#8217;employeur a notifi\u00e9 le licenciement pour inaptitude en juin 2021.<br \/>Le salari\u00e9 a saisi la juridiction prud&#8217;homale en juin 2022.<br \/>Le conseil de prud&#8217;hommes a \u00e9cart\u00e9 le harc\u00e8lement moral et valid\u00e9 le licenciement.<br \/>La question de droit portait sur la caract\u00e9risation du harc\u00e8lement moral et ses cons\u00e9quences sur le licenciement.<br \/>La cour a confirm\u00e9 le jugement en toutes ses dispositions, rejetant les demandes du salari\u00e9.<\/p>\n<p>L&#8217;office du juge dans l&#8217;appr\u00e9ciation des \u00e9l\u00e9ments de harc\u00e8lement moral.<\/p>\n<p>La cour rappelle le m\u00e9canisme probatoire sp\u00e9cifique au harc\u00e8lement moral.<br \/>Elle indique que le salari\u00e9 doit pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer son existence.<br \/>Elle pr\u00e9cise qu&#8217;il lui appartient d&#8217;examiner l&#8217;ensemble des \u00e9l\u00e9ments invoqu\u00e9s par le salari\u00e9.<br \/>La cour exige que les faits mat\u00e9riellement \u00e9tablis soient appr\u00e9ci\u00e9s dans leur ensemble.<br \/>Le salari\u00e9 invoquait trois \u00e9l\u00e9ments principaux pour \u00e9tayer ses all\u00e9gations.<br \/>La cour \u00e9carte le premier \u00e9l\u00e9ment, les remontrances constantes, faute de preuve mat\u00e9rielle.<br \/>Elle retient le deuxi\u00e8me \u00e9l\u00e9ment, une mise au point lors d&#8217;un entretien annuel, comme mat\u00e9riellement \u00e9tabli.<br \/>Elle \u00e9carte le troisi\u00e8me \u00e9l\u00e9ment, une enveloppe vide, en raison d&#8217;absence de preuve directe.<br \/>La cour conclut qu&#8217;un seul \u00e9l\u00e9ment \u00e9tabli est insuffisant pour pr\u00e9sumer un harc\u00e8lement.<br \/>Elle ajoute que l&#8217;employeur justifie cet \u00e9l\u00e9ment par son pouvoir de direction.<br \/>Cet arr\u00eat rappelle la rigueur de l&#8217;appr\u00e9ciation judiciaire des \u00e9l\u00e9ments de harc\u00e8lement.<br \/>La valeur de cette d\u00e9cision est de rappeler le caract\u00e8re collectif des agissements requis.<br \/>La port\u00e9e est de ne pas assimiler un acte isol\u00e9 d&#8217;autorit\u00e9 \u00e0 un harc\u00e8lement.<\/p>\n<p>L&#8217;exigence de d\u00e9monstration d&#8217;un manquement \u00e0 l&#8217;obligation de s\u00e9curit\u00e9.<\/p>\n<p>Le salari\u00e9 reprochait \u00e9galement \u00e0 l&#8217;employeur un manquement \u00e0 son obligation de s\u00e9curit\u00e9.<br \/>La cour constate que le salari\u00e9 ne fait \u00e9tat d&#8217;aucun \u00e9l\u00e9ment pr\u00e9cis \u00e0 ce titre.<br \/>Elle souligne l&#8217;absence de d\u00e9monstration d&#8217;un lien entre ce manquement et l&#8217;inaptitude.<br \/>La cour confirme le rejet des demandes li\u00e9es \u00e0 la nullit\u00e9 du licenciement.<br \/>Cette solution s&#8217;inscrit dans une logique de charge de la preuve stricte.<br \/>La valeur de ce point est de rappeler l&#8217;obligation pour le salari\u00e9 d&#8217;\u00e9tayer ses griefs.<br \/>La port\u00e9e est de ne pas permettre une contestation du licenciement sans fondement probant.<\/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&#8217;appel de Colmar, dans son arr\u00eat du 30 janvier 2026, a confirm\u00e9 le jugement du conseil de prud&#8217;hommes de Mulhouse. Un salari\u00e9, engag\u00e9 depuis&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9485,"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":"698445a7cdc6046d47fc3d08","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/698445a7cdc6046d47fc3d08","_kj_judilibre_id":"698445a7cdc6046d47fc3d08","_kj_jur":"Cour d'appel","_kj_lieu":"Colmar","_kj_chambre":"Chambre 4 A","_kj_rg":"23\/03005","_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-733859","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\/03005 - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"description\" content=\"La cour d&#039;appel de Colmar, dans son arr\u00eat du 30 janvier 2026, a confirm\u00e9 le jugement du conseil de prud&#039;hommes de Mulhouse. 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