{"id":1567,"date":"2016-06-13T10:06:49","date_gmt":"2016-06-13T08:06:49","guid":{"rendered":"https:\/\/www.garcia-avocat-paris.fr\/licenciement?p=1567"},"modified":"2018-05-28T12:19:59","modified_gmt":"2018-05-28T11:19:59","slug":"employeur-salarie-prejudice","status":"publish","type":"post","link":"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/employeur-salarie-prejudice\/","title":{"rendered":"Manquements de l\u2019employeur\u00a0: le salari\u00e9 doit prouver le pr\u00e9judice qu\u2019il invoque"},"content":{"rendered":"<h2 class=\"western\" align=\"JUSTIFY\"><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\"><u><b>Manquements de l\u2019employeur\u00a0: le salari\u00e9 doit d\u00e9sormais prouver le pr\u00e9judice qu\u2019il invoque\u00a0<\/b><\/u><\/span><\/span><\/span><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\"><i>(<a href=\"https:\/\/www.legifrance.gouv.fr\/affichJuriJudi.do?idTexte=JURITEXT000032414283\" target=\"_blank\" rel=\"noopener\">Cass. soc. 13-4-2016 n\u00b0 14-28.293<\/a><\/i><\/span><\/span><\/span><span style=\"color: #333333;\"><span style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif;\"><span style=\"font-size: medium;\">\u00a0<\/span><\/span><\/span><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\"><i>)<a href=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/employeur-salarie-prejudice\/\"><img decoding=\"async\" class=\"alignright size-thumbnail wp-image-1573\" src=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/06\/droit-du-travail-150x150.jpg\" alt=\"le salari\u00e9 doit prouver le pr\u00e9judice\" width=\"150\" height=\"150\" srcset=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/06\/droit-du-travail-150x150.jpg 150w, https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/06\/droit-du-travail-267x267.jpg 267w, https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/06\/droit-du-travail-100x100.jpg 100w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/><\/a><\/i><\/span><\/span><\/span><\/h2>\n<p align=\"JUSTIFY\"><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\">La Cour de cassation admettait que certains manquements de l\u2019employeur pouvaient n\u00e9cessairement causer un pr\u00e9judice au salari\u00e9. C\u2019est le pr\u00e9judice de principe.<\/span><\/span><\/span><\/p>\n<p><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\">Il suffisait donc au salari\u00e9 d\u2019invoquer le manquement pour \u00eatre indemnis\u00e9. Il n\u2019avait d\u00e8s lors aucune obligation de faire la d\u00e9monstration du pr\u00e9judice subi.<\/span><\/span><\/span><\/p>\n<p align=\"JUSTIFY\"><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\">En droit social, cette notion dite de pr\u00e9judice de principe \u00e9tait de plus en plus utilis\u00e9e. Plusieurs manquements de l\u2019employeur ont \u00e9t\u00e9 automatiquement sanctionn\u00e9s au nom de ce pr\u00e9judice de principe.<\/span><\/span><\/span><\/p>\n<p><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\">Ainsi, il \u00e9tait admis que le pr\u00e9judice du salari\u00e9 \u00e9tait pr\u00e9sum\u00e9 dans les cas suivants\u00a0:<\/span><\/span><\/span><\/p>\n<ul>\n<li><span style=\"color: #333333;\"><span style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif;\"><span style=\"font-size: large;\"><span style=\"font-family: 'Times New Roman', serif;\">En cas de non respect de la visite m\u00e9dicale d\u2019embauche, de reprise ou des visites p\u00e9riodiques\u00a0;<\/span><\/span><\/span><\/span><\/li>\n<li><span style=\"color: #333333;\"><span style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif;\"><span style=\"font-size: large;\"><span style=\"font-family: 'Times New Roman', serif;\">Le d\u00e9faut de remise ou la remise tardive des documents pour l&#8217;assurance ch\u00f4mage et des documents n\u00e9cessaire \u00e0 la d\u00e9termination exacte des droits du salari\u00e9\u00a0<\/span><span style=\"font-family: 'Times New Roman', serif;\"><i>(Cass. soc. 19-5-1998 n\u00b0 97-41.814)<\/i><\/span><\/span><\/span><\/span><\/li>\n<li><span style=\"color: #333333;\"><span style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif;\"><span style=\"font-size: large;\"><span style=\"font-family: 'Times New Roman', serif;\">L\u2019absence de mention de la convention collective applicable sur les bulletins de paie (Cass. soc. 19-5-2004 n\u00b0 02-44.671)<\/span><\/span><\/span><\/span><\/li>\n<li><span style=\"color: #333333;\"><span style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif;\"><span style=\"font-size: large;\"><span style=\"font-family: 'Times New Roman', serif;\">Non-respect du d\u00e9lai de 5 jours ouvrables entre la pr\u00e9sentation au salari\u00e9 de la lettre de convocation \u00e0 l&#8217;entretien pr\u00e9alable au licenciement et la tenue de celui-ci ;<\/span><\/span><\/span><\/span><\/li>\n<li><span style=\"color: #333333;\"><span style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif;\"><span style=\"font-size: large;\"><span style=\"font-family: 'Times New Roman', serif;\">Licenciement sans cause r\u00e9elle et s\u00e9rieuse de salari\u00e9s n&#8217;ayant pas 2 ans d&#8217;anciennet\u00e9 ou appartenant \u00e0 une entreprise occupant moins de 11 salari\u00e9s ;<\/span><\/span><\/span><\/span><\/li>\n<li><span style=\"color: #333333;\"><span style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif;\"><span style=\"font-size: large;\"><span style=\"font-family: 'Times New Roman', serif;\">Non-respect de la proc\u00e9dure de licenciement \u2026<\/span><\/span><\/span><\/span><\/li>\n<\/ul>\n<p align=\"JUSTIFY\"><strong><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\">La Cour de cassation revient sur sa jurisprudence en faisant une application plus classique des r\u00e8gles de la responsabilit\u00e9 civile.<\/span><\/span><\/span><\/strong><\/p>\n<p align=\"JUSTIFY\"><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\">Il ressort que <strong>celui qui se pr\u00e9vaut d\u2019un pr\u00e9judice doit prouver cumulativement l\u2019existence d\u2019une faute, d\u2019un lien de causalit\u00e9 et d\u2019un pr\u00e9judice<\/strong>. D\u00e9sormais le salari\u00e9 devra faire le lien entre la faute et le pr\u00e9judice, pour pouvoir \u00eatre indemnis\u00e9. L\u2019existence d\u2019un pr\u00e9judice et son \u00e9valuation rel\u00e8vent du pouvoir souverain d&#8217;appr\u00e9ciation des juges du fond devant lesquels le salari\u00e9 devra en faire la d\u00e9monstration.<\/span><\/span><\/span><\/p>\n<p align=\"JUSTIFY\"><strong><span style=\"color: #333333;\"><span style=\"font-family: 'Times New Roman', serif;\"><span style=\"font-size: large;\">Au regard du caract\u00e8re g\u00e9n\u00e9ral de la formulation retenue par l\u2019arr\u00eat, on pourrait en d\u00e9duire que l\u2019existence d\u2019un pr\u00e9judice pr\u00e9sum\u00e9 n\u2019existe plus d\u00e9sormais.<\/span><\/span><\/span><\/strong><\/p>\n<p align=\"JUSTIFY\">\n","protected":false},"excerpt":{"rendered":"<p>Manquements de l\u2019employeur\u00a0: le salari\u00e9 doit d\u00e9sormais prouver le pr\u00e9judice qu\u2019il invoque\u00a0(Cass. soc. 13-4-2016 n\u00b0 14-28.293\u00a0) La Cour de cassation admettait que certains manquements de l\u2019employeur pouvaient n\u00e9cessairement causer un pr\u00e9judice au salari\u00e9. C\u2019est le pr\u00e9judice de principe. Il suffisait donc au salari\u00e9 d\u2019invoquer le manquement pour \u00eatre indemnis\u00e9. Il n\u2019avait d\u00e8s lors aucune obligation [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":1573,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[3],"tags":[78,4],"class_list":["post-1567","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","tag-procedure","tag-prudhommes"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Manquements de l\u2019employeur<\/title>\n<meta name=\"description\" content=\"le salari\u00e9 doit d\u00e9sormais prouver le pr\u00e9judice qu\u2019il invoque.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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