{"id":28864,"date":"2026-06-05T10:12:10","date_gmt":"2026-06-05T08:12:10","guid":{"rendered":"https:\/\/www.voltaire-avocats.com\/?p=28864"},"modified":"2026-06-05T10:12:12","modified_gmt":"2026-06-05T08:12:12","slug":"precisions-importantes-sur-le-regime-de-laccord-de-performance-collective-apc","status":"publish","type":"post","link":"https:\/\/www.voltaire-avocats.com\/fr\/precisions-importantes-sur-le-regime-de-laccord-de-performance-collective-apc\/","title":{"rendered":"Pr\u00e9cisions importantes sur le r\u00e9gime de l\u2019Accord de Performance Collective (APC)"},"content":{"rendered":"<p><span style=\"color: black;\">Pour rappel, l\u2019APC permet d\u2019imposer aux salari\u00e9s une modification de leur contrat de travail sans avoir \u00e0 leur faire signer d\u2019avenants dans trois domaines particuliers (C.trav L. 2254-2) :<\/span><\/p>\n<p>\u00a0<\/p>\n<ul>\n<li>La dur\u00e9e du travail<\/li>\n<li>La r\u00e9mun\u00e9ration<\/li>\n<li>La mobilit\u00e9 g\u00e9ographique ou professionnelle<\/li>\n<\/ul>\n<p><\/p>\n<p>Les salari\u00e9s peuvent refuser l\u2019application de l\u2019APC \u00e0 leur situation personnelle. Mais, dans ce cas, l\u2019employeur dispose d\u2019un motif pour les licencier qui ne repose ni sur un motif personnel, ni sur un motif \u00e9conomique : il s\u2019agit d\u2019un motif <em>sui generis<\/em> admis express\u00e9ment par le l\u00e9gislateur qui constitue en lui-m\u00eame une cause r\u00e9elle et s\u00e9rieuse de licenciement.<\/p>\n<p><\/p>\n<p>Dans un arr\u00eat du 28 mai 2026, la Cour de Cassation a \u00e9t\u00e9 amen\u00e9e \u00e0 se prononcer sur la possibilit\u00e9 de pr\u00e9voir dans l\u2019APC des clauses \u00e9trang\u00e8res aux trois domaines sp\u00e9cifiques pr\u00e9vus par l\u2019article L. 2254-2 du Code du travail et rappel\u00e9s ci-avant. <\/p>\n<p><\/p>\n<p>Un syndicat demandait, en effet, la nullit\u00e9 d\u2019un tel accord qui comportait des clauses \u00e9trang\u00e8res \u00e0 ces trois domaines et qui concernaient notamment la qualit\u00e9 de vie au travail, le droit \u00e0 la d\u00e9connexion, l\u2019\u00e9galit\u00e9 professionnelle et encore l\u2019hygi\u00e8ne et la s\u00e9curit\u00e9. <\/p>\n<p><\/p>\n<p>La Cour de cassation admet, pour la premi\u00e8re fois, qu\u2019un APC puisse porter sur d\u2019autres domaines que ceux vis\u00e9s par le l\u00e9gislateur \u00e0 l\u2019article L. 2254-2 du Code du travail. Elle s\u2019appuie sur les dispositions g\u00e9n\u00e9rales relatives \u00e0 la n\u00e9gociation collective qui pr\u00e9voient qu\u2019un accord collectif peut traiter de l\u2019ensemble des conditions d\u2019emploi, de formation professionnelle et de travail ainsi que des garanties sociales (C. trav L.2221-2). L\u2019objet de l\u2019APC peut donc \u00eatre plus large que ce que pr\u00e9voit le l\u00e9gislateur.<\/p>\n<p><\/p>\n<p>En revanche, les clauses \u00e9trang\u00e8res aux 3 domaines pr\u00e9vus par le l\u00e9gislateur en mati\u00e8re d\u2019APC ne peuvent pas se substituer aux clauses contraires et incompatibles des contrats de travail des salari\u00e9s. Ces derniers peuvent donc refuser l\u2019application de ces clauses \u00e9trang\u00e8res \u00e0 leur situation personnelle sans encourir le risque d\u2019\u00eatre licenci\u00e9s pour une cause r\u00e9elle et s\u00e9rieuse. <\/p>\n<p><\/p>\n<p>Cette solution est confirm\u00e9e par un second arr\u00eat rendu le m\u00eame jour qui admet que \u00ab <em>le licenciement d\u2019un salari\u00e9 qui refuse l\u2019application \u00e0 son contrat de travail d\u2019un APC comportant des dispositions \u00e9trang\u00e8res \u00e0 ces objets et modifiant son contrat de travail [<\/em>en l\u2019esp\u00e8ce, obligation de r\u00e9sidence et clause de non concurrence]<em> est sans cause r\u00e9elle et s\u00e9rieuse<\/em> \u00bb.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Cass. soc. 28 mai 2026, n\u00b0 24-19.575 et n\u00b0 24-19.461\u00a0<\/p>\n","protected":false},"author":3,"featured_media":28862,"comment_status":"closed","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-28864","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\/28864","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=28864"}],"version-history":[{"count":1,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts\/28864\/revisions"}],"predecessor-version":[{"id":28865,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts\/28864\/revisions\/28865"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/media\/28862"}],"wp:attachment":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/media?parent=28864"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/categories?post=28864"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/tags?post=28864"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}