{"id":733918,"date":"2026-04-28T16:53:32","date_gmt":"2026-04-28T14:53:32","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-colmar-le-30-janvier-2026-n23-02704\/"},"modified":"2026-04-28T16:53:32","modified_gmt":"2026-04-28T14:53:32","slug":"cour-dappel-de-colmar-le-30-janvier-2026-n23-02704","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-colmar-le-30-janvier-2026-n23-02704\/","title":{"rendered":"Cour d&#8217;appel de Colmar, le 30 janvier 2026, n\u00b023\/02704"},"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 requalifi\u00e9 une d\u00e9mission en licenciement sans cause r\u00e9elle et s\u00e9rieuse.<\/p>\n<p>Un salari\u00e9, technicien du sport et entra\u00eeneur, avait d\u00e9missionn\u00e9 apr\u00e8s avoir \u00e9t\u00e9 menac\u00e9 d\u2019une mise \u00e0 pied conservatoire lors d\u2019un entretien. Il contestait cette rupture.<\/p>\n<p>La question de droit portait sur la validit\u00e9 d\u2019une d\u00e9mission donn\u00e9e sous la contrainte d\u2019une menace disciplinaire injustifi\u00e9e. La cour a r\u00e9pondu par la n\u00e9gative.<\/p>\n<p>I. La requalification de la d\u00e9mission en licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/p>\n<p>A. L\u2019absence de volont\u00e9 claire et non \u00e9quivoque<\/p>\n<p>La cour rappelle que la d\u00e9mission doit \u00eatre un acte libre et \u00e9clair\u00e9 du salari\u00e9. En l\u2019esp\u00e8ce, la menace d\u2019une mise \u00e0 pied conservatoire a vici\u00e9 le consentement.<\/p>\n<p>Elle souligne que l\u2019employeur a renonc\u00e9 \u00e0 cette mesure, ce qui prouve son caract\u00e8re injustifi\u00e9. Le salari\u00e9 a donc subi une pression d\u00e9terminante.<\/p>\n<p>La cour affirme que <em>&#8221; du fait de cette menace d&#8217;une mise \u00e0 pied conservatoire injustifi\u00e9e, M. [J] n&#8217;a donc pas \u00e9t\u00e9 en mesure d&#8217;exprimer librement sa volont\u00e9 claire et non \u00e9quivoque de d\u00e9missionner &#8220;<\/em> (Motifs, page 14). Cette solution est conforme \u00e0 la jurisprudence constante.<\/p>\n<p>B. La port\u00e9e de la requalification<\/p>\n<p>La d\u00e9mission \u00e9tant annul\u00e9e, la rupture est requalifi\u00e9e en licenciement sans cause r\u00e9elle et s\u00e9rieuse. L\u2019employeur est donc condamn\u00e9 \u00e0 verser des indemnit\u00e9s.<\/p>\n<p>Le salari\u00e9 obtient une indemnit\u00e9 compensatrice de pr\u00e9avis et une indemnit\u00e9 l\u00e9gale de licenciement. Il per\u00e7oit \u00e9galement des dommages et int\u00e9r\u00eats pour licenciement abusif.<\/p>\n<p>La cour fixe ces sommes en fonction de l\u2019anciennet\u00e9 et du pr\u00e9judice subi par le salari\u00e9. Cette d\u00e9cision illustre la protection du consentement du salari\u00e9 face aux pressions patronales.<\/p>\n<p>II. Le rappel d\u2019heures suppl\u00e9mentaires et la fixation du pr\u00e9judice<\/p>\n<p>A. La charge de la preuve partag\u00e9e<\/p>\n<p>La cour applique l\u2019article L. 3171-4 du code du travail sur le litige relatif aux heures suppl\u00e9mentaires. Le salari\u00e9 doit fournir des \u00e9l\u00e9ments pr\u00e9cis.<\/p>\n<p>Le salari\u00e9 produit des d\u00e9comptes quotidiens pour 2019, 2020 et 2021, jug\u00e9s suffisamment pr\u00e9cis. L\u2019employeur ne peut se contenter d\u2019une absence de demande d\u2019autorisation.<\/p>\n<p>La cour pr\u00e9cise que <em>&#8221; l&#8217;employeur ne soutient pas qu&#8217;il aurait respect\u00e9 son obligation de contr\u00f4le du temps de travail du salari\u00e9 &#8220;<\/em> (Motifs, page 10). L\u2019employeur est donc d\u00e9faillant dans sa preuve.<\/p>\n<p>B. L\u2019\u00e9valuation par la cour et la port\u00e9e de l\u2019arr\u00eat<\/p>\n<p>La cour corrige le d\u00e9compte du salari\u00e9 en tenant compte des contestations de l\u2019employeur. Elle r\u00e9duit le rappel \u00e0 3 000 euros.<\/p>\n<p>Elle \u00e9carte notamment les heures correspondant \u00e0 des prestations factur\u00e9es par une soci\u00e9t\u00e9 distincte. Cette \u00e9valuation souveraine est une application pratique du partage de la preuve.<\/p>\n<p>La valeur de cet arr\u00eat r\u00e9side dans la protection du salari\u00e9 contre les d\u00e9missions contraintes. Il rappelle que la menace d\u2019une sanction injustifi\u00e9e peut annuler la rupture.<\/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<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<\/section>\n","protected":false},"excerpt":{"rendered":"<p>La cour d\u2019appel de Colmar, dans son arr\u00eat du 30 janvier 2026, a requalifi\u00e9 une d\u00e9mission en licenciement sans cause r\u00e9elle et s\u00e9rieuse. Un salari\u00e9,&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":9429,"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":"698445aecdc6046d47fc3ff9","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/698445aecdc6046d47fc3ff9","_kj_judilibre_id":"698445aecdc6046d47fc3ff9","_kj_jur":"Cour d'appel","_kj_lieu":"Colmar","_kj_chambre":"Chambre 4 A","_kj_rg":"23\/02704","_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-733918","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\/02704 - 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 requalifi\u00e9 une d\u00e9mission en licenciement sans cause r\u00e9elle et s\u00e9rieuse. 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