{"id":26775,"date":"2025-03-10T17:37:53","date_gmt":"2025-03-10T16:37:53","guid":{"rendered":"https:\/\/www.voltaire-avocats.com\/absence-de-respect-des-motifs-sopposant-au-reclassement-pas-dindemnisation-a-defaut-de-demonstration-de-lexistence-dun-prejudice\/"},"modified":"2025-03-10T17:38:00","modified_gmt":"2025-03-10T16:38:00","slug":"absence-de-respect-des-motifs-sopposant-au-reclassement-pas-dindemnisation-a-defaut-de-demonstration-de-lexistence-dun-prejudice","status":"publish","type":"post","link":"https:\/\/www.voltaire-avocats.com\/fr\/absence-de-respect-des-motifs-sopposant-au-reclassement-pas-dindemnisation-a-defaut-de-demonstration-de-lexistence-dun-prejudice\/","title":{"rendered":"Absence de respect des motifs s\u2019opposant au reclassement : pas d\u2019indemnisation \u00e0 d\u00e9faut de d\u00e9monstration de l\u2019existence d\u2019un pr\u00e9judice"},"content":{"rendered":"<p class=\"ql-align-justify\"><span style=\"color: black;\">Quelle est la sanction en cas de non-respect par l\u2019employeur de cette formalit\u00e9 pr\u00e9vue par l\u2019article L. 1226-12 alin\u00e9a 1 du Code du travail\u00a0?<\/span><\/p>\n<p class=\"ql-align-justify\">\u00a0<\/p>\n<p class=\"ql-align-justify\"><span style=\"color: black;\">La Cour de cassation proc\u00e8de \u00e0 un rappel salutaire en mati\u00e8re de d\u00e9faut d\u2019information du salari\u00e9 des motifs s\u2019opposant \u00e0 son reclassement dans le cadre d\u2019une proc\u00e9dure d\u2019inaptitude, dans un arr\u00eat r\u00e9cent <\/span><em style=\"color: black;\">(Cass. Soc. 29 janvier 2025 n\u00b023-17.647).<\/em><\/p>\n<p class=\"ql-align-justify\">\u00a0<\/p>\n<p class=\"ql-align-justify\"><span style=\"color: black;\">En l&rsquo;esp\u00e8ce, un salari\u00e9 d\u00e9clar\u00e9 inapte par le m\u00e9decin du travail le 5 octobre 2017 et licenci\u00e9 pour inaptitude professionnelle et impossibilit\u00e9 de reclassement le 13 novembre 2017, faisait grief \u00e0 l&rsquo;arr\u00eat rendu par la Cour d\u2019appel de Bordeaux en date du 22 mars 2023, de l\u2019avoir d\u00e9bout\u00e9 de ses demandes relatives au d\u00e9faut d&rsquo;information sur les motifs s&rsquo;opposant au reclassement, alors \u00ab <\/span><em style=\"color: black;\">que lorsque l&#8217;employeur est dans l&rsquo;impossibilit\u00e9 de proposer un autre emploi au salari\u00e9, il lui fait conna\u00eetre par \u00e9crit les motifs qui s&rsquo;opposent au reclassement ; que le <u>seul constat<\/u> d&rsquo;un manquement \u00e0 cette obligation ouvre droit \u00e0 r\u00e9paration ; qu&rsquo;en l&rsquo;esp\u00e8ce, la cour d&rsquo;appel a constat\u00e9 que l&#8217;employeur ne justifiait pas avoir proc\u00e9d\u00e9 \u00e0 cette formalit\u00e9, ce qui caract\u00e9risait le manquement \u00e0 l&rsquo;obligation pesant sur l&#8217;employeur, manquement qui ouvrait droit \u00e0 r\u00e9paration au profit du salari\u00e9<\/em><span style=\"color: black;\"> \u00bb.<\/span><\/p>\n<p class=\"ql-align-justify\"><span style=\"color: black;\">\u00a0<\/span><\/p>\n<p class=\"ql-align-justify\"><span style=\"color: black;\">La Cour de cassation rejette son pourvoi en consid\u00e9rant que <\/span><em style=\"color: black;\">\u00ab\u00a0l\u2019existence d&rsquo;un pr\u00e9judice r\u00e9sultant de l&rsquo;inobservation par l&#8217;employeur de l&rsquo;obligation de notifier au salari\u00e9 les motifs qui s&rsquo;opposent au reclassement, pr\u00e9vue par l&rsquo;article L. 1226-12 du code du travail, rel\u00e8ve du pouvoir souverain d&rsquo;appr\u00e9ciation des juges du fond\u00a0\u00bb. <\/em><\/p>\n<p class=\"ql-align-justify\"><span style=\"color: black;\">\u00a0<\/span><\/p>\n<p class=\"ql-align-justify\"><span style=\"color: black;\">Or la cour d&rsquo;appel ayant constat\u00e9 que le salari\u00e9 ne faisait \u00e9tat et ne justifiait d&rsquo;aucun pr\u00e9judice r\u00e9sultant du manquement de l&#8217;employeur, le moyen soulev\u00e9 n\u2019est pas fond\u00e9 <\/span><em style=\"color: black;\">(Cass. Soc. 29 janvier 2025 n\u00b023-17.647).<\/em><\/p>\n<p class=\"ql-align-justify\">\u00a0\u00a0<\/p>\n<p class=\"ql-align-justify\"><a href=\"https:\/\/justice.pappers.fr\/decision\/793d2018e25dd82bf82df0ae09d6d1d8f8e85832?q=cass+soc+29.01.2025+23-17647\" target=\"_blank\" style=\"color: black;\">https:\/\/justice.pappers.fr\/decision\/793d2018e25dd82bf82df0ae09d6d1d8f8e85832?q=cass+soc+29.01.2025+23-17647<\/a><\/p>\n<p class=\"ql-align-justify\">\u00a0<\/p>\n<p class=\"ql-align-justify\">\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Quelle est la sanction en cas de non-respect par l\u2019employeur de cette formalit\u00e9 pr\u00e9vue par l\u2019article L. 1226-12 alin\u00e9a 1 du Code du travail\u00a0? \u00a0 La Cour de cassation proc\u00e8de \u00e0 un rappel salutaire en mati\u00e8re de d\u00e9faut d\u2019information du salari\u00e9 des motifs s\u2019opposant \u00e0 son reclassement dans le cadre d\u2019une proc\u00e9dure d\u2019inaptitude, dans un [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":26776,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"","_seopress_redirections_param":"","_seopress_redirections_type":0,"_seopress_analysis_target_kw":"","_seopress_news_disabled":"","_seopress_video_disabled":"","_seopress_video":[],"_seopress_pro_schemas_manual":[],"_seopress_pro_rich_snippets_disable_all":"","_seopress_pro_rich_snippets_disable":[],"_seopress_pro_schemas":[],"footnotes":""},"categories":[31],"tags":[],"class_list":["post-26775","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites-en-droit-social"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts\/26775","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/comments?post=26775"}],"version-history":[{"count":1,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts\/26775\/revisions"}],"predecessor-version":[{"id":26778,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts\/26775\/revisions\/26778"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/media\/26776"}],"wp:attachment":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/media?parent=26775"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/categories?post=26775"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/tags?post=26775"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}