{"id":771636,"date":"2026-04-30T04:31:56","date_gmt":"2026-04-30T02:31:56","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-rennes-le-8-janvier-2026-n23-01167\/"},"modified":"2026-04-30T04:31:56","modified_gmt":"2026-04-30T02:31:56","slug":"cour-dappel-de-rennes-le-8-janvier-2026-n23-01167","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/zh-hans\/cour-dappel-de-rennes-le-8-janvier-2026-n23-01167\/","title":{"rendered":"Cour d&#8217;appel de Rennes, le 8 janvier 2026, n\u00b023\/01167"},"content":{"rendered":"<div class=\"article-content\">\n<p>La cour d\u2019appel de Rennes, dans son arr\u00eat du 8 janvier 2026, infirme le jugement des premiers juges et condamne l\u2019employeur pour manquement \u00e0 son obligation de s\u00e9curit\u00e9 face \u00e0 des agissements sexistes. Une salari\u00e9e, embauch\u00e9e en contrat de professionnalisation puis en CDI, avait \u00e9t\u00e9 plac\u00e9e en arr\u00eat maladie pour troubles anxiod\u00e9pressifs apr\u00e8s l\u2019arriv\u00e9e d\u2019un nouveau responsable. Elle avait saisi son employeur par courrier d\u2019avocat le 17 f\u00e9vrier 2020, sans obtenir de r\u00e9ponse, puis avait sign\u00e9 une rupture conventionnelle en juin 2020. Saisi d\u2019une demande de dommages-int\u00e9r\u00eats pour agissements sexistes et ex\u00e9cution d\u00e9loyale du contrat, le conseil de prud\u2019hommes l\u2019avait d\u00e9bout\u00e9e, estimant que l\u2019employeur n\u2019avait pu agir faute d\u2019une alerte pr\u00e9cise. La question de droit centrale porte sur l\u2019\u00e9tendue de l\u2019obligation de s\u00e9curit\u00e9 de l\u2019employeur lorsqu\u2019il est inform\u00e9 de difficult\u00e9s non d\u00e9taill\u00e9es par un salari\u00e9 en arr\u00eat maladie. La cour d\u2019appel retient la responsabilit\u00e9 de l\u2019employeur et lui octroie 3 500 euros de dommages-int\u00e9r\u00eats.<\/p>\n<p>L\u2019employeur manque \u00e0 son obligation de s\u00e9curit\u00e9 en n\u2019investiguant pas des difficult\u00e9s signal\u00e9es.<\/p>\n<p>La cour rappelle que l\u2019obligation de s\u00e9curit\u00e9 impose \u00e0 l\u2019employeur de prendre les mesures n\u00e9cessaires pour prot\u00e9ger la sant\u00e9 physique et mentale des travailleurs, incluant les agissements sexistes. Elle souligne que le salari\u00e9 doit d\u00e9montrer la connaissance du risque par l\u2019employeur, mais qu\u2019il suffit ensuite d\u2019all\u00e9guer la violation de l\u2019obligation. En l\u2019esp\u00e8ce, la salari\u00e9e produit deux t\u00e9moignages pr\u00e9cis et circonstanci\u00e9s d\u00e9crivant des propos du responsable la rel\u00e9guant au rang d\u2019objet sexuel. La cour constate que l\u2019employeur n\u2019a donn\u00e9 aucune suite au courrier du 17 f\u00e9vrier 2020, pourtant urgent et \u00e9manant d\u2019un avocat, faisant \u00e9tat de difficult\u00e9s dans l\u2019ex\u00e9cution du contrat. Elle juge que l\u2019employeur ne pouvait ignorer l\u2019existence de difficult\u00e9s et qu\u2019il lui appartenait de chercher \u00e0 les \u00e9lucider. La valeur de cette solution est de pr\u00e9ciser que l\u2019employeur ne peut se retrancher derri\u00e8re le caract\u00e8re vague d\u2019une alerte pour \u00e9luder son obligation de s\u00e9curit\u00e9. Sa port\u00e9e est de renforcer l\u2019exigence de r\u00e9activit\u00e9 de l\u2019employeur face \u00e0 tout signalement de souffrance au travail, m\u00eame non d\u00e9taill\u00e9.<\/p>\n<p>La qualification d\u2019agissements sexistes est \u00e9tablie par des propos d\u00e9gradants et une absence de mesures de l\u2019employeur.<\/p>\n<p>La cour qualifie les propos tenus par le responsable d\u2019agissements sexistes ayant pour effet de porter atteinte \u00e0 la dignit\u00e9 de la salari\u00e9e et de cr\u00e9er un environnement hostile. Elle s\u2019appuie sur les t\u00e9moignages d\u00e9crivant des injonctions \u00e0 adopter une tenue sexy et des remarques \u00e0 connotation sexuelle explicites. La cour \u00e9carte les attestations de l\u2019employeur, jug\u00e9es vagues et non circonstanci\u00e9es. Elle rel\u00e8ve que la salari\u00e9e n\u2019a pu alerter la m\u00e9decine du travail, faute d\u2019affiliation de l\u2019employeur, et qu\u2019un poste similaire au sien a \u00e9t\u00e9 propos\u00e9 d\u00e8s f\u00e9vrier 2020. Le sens de cette d\u00e9cision est de caract\u00e9riser des agissements sexistes m\u00eame sur une p\u00e9riode courte d\u2019un mois. La valeur de l\u2019arr\u00eat est de rappeler que l\u2019employeur doit justifier de mesures concr\u00e8tes de pr\u00e9vention et de r\u00e9action, ce qu\u2019il n\u2019a pas fait. Sa port\u00e9e est de condamner l\u2019inaction de l\u2019employeur face \u00e0 des comportements sexistes, m\u00eame en l\u2019absence de harc\u00e8lement moral ou sexuel constitu\u00e9.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>La cour d\u2019appel de Rennes, dans son arr\u00eat du 8 janvier 2026, infirme le jugement des premiers juges et condamne l\u2019employeur pour manquement \u00e0 son obligation &#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4916,"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":"6960bc7bcdc6046d47b9059a","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/6960bc7bcdc6046d47b9059a","_kj_judilibre_id":"6960bc7bcdc6046d47b9059a","_kj_jur":"Cour d'appel","_kj_lieu":"Rennes","_kj_chambre":"7\u00e8me Ch Prud'homale","_kj_rg":"23\/01167","_kj_date":"2026-01-08","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7597],"tags":[],"class_list":["post-771636","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudence"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - 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