{"id":1664,"date":"2016-11-20T21:03:41","date_gmt":"2016-11-20T19:03:41","guid":{"rendered":"https:\/\/www.garcia-avocat-paris.fr\/licenciement?p=1664"},"modified":"2024-05-13T18:48:46","modified_gmt":"2024-05-13T17:48:46","slug":"harcelement-moral-employeur","status":"publish","type":"post","link":"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/harcelement-moral-employeur\/","title":{"rendered":"Responsabilit\u00e9 de l\u2019employeur &#8211; harc\u00e8lement moral"},"content":{"rendered":"<h1 style=\"text-align: justify;\"><span style=\"color: #000000;\"><u><b>Responsabilit\u00e9 de l\u2019employeur en l\u2019absence d\u2019actions de pr\u00e9vention du harc\u00e8lement moral<\/b><\/u><\/span><\/h1>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">(Cour de cassation, chambre sociale, 5 octobre 2016 &#8211; pourvoi n\u00b015-20.140)<a href=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/harcelement-moral-employeur\/\"><img decoding=\"async\" class=\"alignright size-thumbnail wp-image-1670\" src=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/11\/harc\u00e8lement-moral-en-entreprise-150x150.jpg\" alt=\"harc\u00e8lement moral dans l'entreprise d'une employ\u00e9e\" width=\"150\" height=\"150\" srcset=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/11\/harc\u00e8lement-moral-en-entreprise-150x150.jpg 150w, https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/11\/harc\u00e8lement-moral-en-entreprise-267x267.jpg 267w, https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2016\/11\/harc\u00e8lement-moral-en-entreprise-100x100.jpg 100w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/><\/a><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">Dans une d\u00e9cision tr\u00e8s remarqu\u00e9e en date du \u00a025 novembre 2015 n\u00b0 14-24.444 (n\u00b0 2121 FP-PBRI), la Cour de cassation avait eu \u00e0 pr\u00e9ciser que l\u2019employeur ne m\u00e9connaissait pas l&#8217;obligation de s\u00e9curit\u00e9 de r\u00e9sultat, s\u2019il justifie avoir pris toutes les mesures pr\u00e9vues par les articles L 4121-1 et L 4121-2 du Code du travail.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">La Cour de cassation vient ici pr\u00e9ciser les contours de l\u2019obligation de s\u00e9curit\u00e9 de r\u00e9sultat mis \u00e0 la charge de l\u2019employeur dans le cadre d\u2019une proc\u00e9dure de harc\u00e8lement en insistant sur l\u2019obligation pour l\u2019employeur de mettre en \u0153uvre des mesures pr\u00e9ventives.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">Une salari\u00e9e a \u00e9t\u00e9 engag\u00e9e par une soci\u00e9t\u00e9 le 30 avril 2008 en qualit\u00e9 d&#8217;employ\u00e9e de service administratif. Elle a \u00e9t\u00e9 ensuite promue responsable d\u2019agence. La Salari\u00e9e a ensuite \u00e9t\u00e9 en arr\u00eat de travail du 30 avril au 18 mai 2009 \u00e0 la suite d\u2019un incident avec son sup\u00e9rieur hi\u00e9rarchique. La salari\u00e9e s\u2019en est plainte aupr\u00e8s du responsable de l&#8217;agence du comportement de ce dernier, analys\u00e9 comme un harc\u00e8lement moral. Ce dernier est licenci\u00e9 pour faute grave pour ce motif.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">Le 25 septembre 2009, \u00e0 l&#8217;issue d&#8217;une seule visite m\u00e9dicale avec mention d&#8217;un danger imm\u00e9diat, elle a \u00e9t\u00e9 d\u00e9clar\u00e9e inapte \u00e0 son poste. La salari\u00e9e a \u00e9t\u00e9 licenci\u00e9e le 19 novembre 2009 pour inaptitude et impossibilit\u00e9 de reclassement.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">La salari\u00e9e a donc saisi le conseil de prud\u2019hommes de diff\u00e9rentes demandes, notamment de dommages-int\u00e9r\u00eats pour manquement de l&#8217;employeur \u00e0 son obligation de s\u00e9curit\u00e9 de r\u00e9sultat.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">La Cour d\u2019appel de Bordeaux a d\u00e9bout\u00e9 la salari\u00e9e de sa demande. Elle a retenu que l&#8217;employeur qui justifie avoir pris toutes les mesures de pr\u00e9vention pr\u00e9vues par les articles L. 4121-1 et L. 4121-2 du code du travail et qui, inform\u00e9 de l&#8217;existence de faits constitutifs d\u2019un harc\u00e8lement moral, a pris les mesures propices \u00e0 le faire cesser, ne m\u00e9conna\u00eet pas l&#8217;obligation l\u00e9gale lui imposant de prendre les mesures n\u00e9cessaires pour assurer la s\u00e9curit\u00e9 et prot\u00e9ger la sant\u00e9 de ses travailleurs. Les juges relevaient que l\u2019employeur avait r\u00e9agi sans d\u00e9lai.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">La Cour de cassation ne s\u2019aligne pas sur la d\u00e9cision rendue par la cour d\u2019appel. En effet, elle retient que l\u2019employeur n\u2019avait pas pris toutes les mesures de pr\u00e9vention vis\u00e9es aux articles L. 4121-1 et L. 4121-2 du code du travail et mis en \u0153uvre des actions d&#8217;information et de formation pour pr\u00e9venir la survenance de faits de harc\u00e8lement moral.<\/span><\/p>\n<p style=\"text-align: justify;\"><strong><span style=\"color: #000000;\">Par voie de cons\u00e9quence, l\u2019employeur doit prendre en amont toutes les mesures pour assurer la sant\u00e9 et la s\u00e9curit\u00e9 de ses salari\u00e9s.<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Responsabilit\u00e9 de l\u2019employeur en l\u2019absence d\u2019actions de pr\u00e9vention du harc\u00e8lement moral (Cour de cassation, chambre sociale, 5 octobre 2016 &#8211; pourvoi n\u00b015-20.140) Dans une d\u00e9cision tr\u00e8s remarqu\u00e9e en date du \u00a025 novembre 2015 n\u00b0 14-24.444 (n\u00b0 2121 FP-PBRI), la Cour de cassation avait eu \u00e0 pr\u00e9ciser que l\u2019employeur ne m\u00e9connaissait pas l&#8217;obligation de s\u00e9curit\u00e9 de [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":1670,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[3],"tags":[86,90],"class_list":["post-1664","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","tag-harcelement","tag-visite-medicale"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Responsabilit\u00e9 de l\u2019employeur - harc\u00e8lement moral<\/title>\n<meta name=\"description\" content=\"Harc\u00e8lement moral. 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