{"id":26424,"date":"2016-08-31T22:00:00","date_gmt":"2016-08-31T20:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/cour-de-cassation-le-pacte-dessai-et-sa-validite\/"},"modified":"2026-02-16T16:26:08","modified_gmt":"2026-02-16T15:26:08","slug":"cour-de-cassation-le-pacte-dessai-et-sa-validite","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/giurisprudenza\/cour-de-cassation-le-pacte-dessai-et-sa-validite\/","title":{"rendered":"Cour de cassation: le pacte d\u2019essai et sa validit\u00e9"},"content":{"rendered":"\n<p style=\"text-align: justify;\">La Cour de cassation, dans son arr\u00eat n<sup>o<\/sup> 16214 du 3 ao\u00fbt 2016, a affirm\u00e9 que le <strong>pacte d\u2019essai <\/strong>doit \u00eatre <strong>accept\u00e9 par \u00e9crit<\/strong> par le salari\u00e9. Dans le cas d\u2019esp\u00e8ce, une travailleuse a saisi la justice pour que le licenciement soit d\u00e9clar\u00e9 ill\u00e9gal au motif que la p\u00e9riode d\u2019essai d\u00e9cid\u00e9e par contrat avait expir\u00e9. L\u2019employeur a comparu en soutenant que la travailleuse \u2013 en r\u00e9ponse \u00e0 un courriel de l\u2019entreprise par lequel on l\u2019informait de la n\u00e9cessit\u00e9 de pr\u00e9parer la lettre de prorogation de l\u2019essai \u2013 avait propos\u00e9 de le faire elle-m\u00eame, en l\u2019envoyant ensuite \u00e0 la soci\u00e9t\u00e9 par courriel sans la signer. La lettre \u00e9tait ensuite sign\u00e9e en original en double exemplaire par le repr\u00e9sentant l\u00e9gal et remise \u00e0 la salari\u00e9e pour qu\u2019elle la contresigne et la conserve. La relation de travail ayant continu\u00e9 et l\u2019essai n\u2019ayant pas \u00e9t\u00e9 concluant, la soci\u00e9t\u00e9 lui notifiait son licenciement mais apprenait que celle-ci n\u2019avait pas sign\u00e9 la lettre de prorogation. La Cour de cassation, en confirmant les d\u00e9cisions au fond, a observ\u00e9 que la <strong>forme \u00e9crite<\/strong>, requise au sens de l\u2019article 2096 du code civil, est une formalit\u00e9 substantielle \u00e0 respecter pour le pacte d\u2019essai et <strong>doit exister d\u00e8s le d\u00e9but de la relation<\/strong>, sans possibilit\u00e9 d\u2019\u00e9quivalence ou de r\u00e9gularisation. Selon la Cour, en l\u2019esp\u00e8ce, la forme \u00e9crite faisait d\u00e9faut au motif que la travailleuse s\u2019\u00e9tait limit\u00e9e \u00e0 pr\u00e9parer la lettre de prorogation en l\u2019envoyant par courriel \u00e0 la soci\u00e9t\u00e9 sans toutefois la signer. En outre, selon la Cour, \u00ab\u00a0<em>le pacte d\u2019essai constitue un <strong>\u00e9l\u00e9ment accidentel du contrat<\/strong>, qui n\u2019existe et ne peut produire d\u2019effet que s\u2019il a \u00e9t\u00e9 express\u00e9ment pr\u00e9vu par les parties dans le contrat individuel\u00a0\u00bb<\/em>. En substance, selon la Cour, un <strong>accord de prorogation<\/strong> <strong>sign\u00e9 apr\u00e8s<\/strong> l\u2019instauration de la relation de travail <strong>est sans effet<\/strong> quant \u00e0 la dur\u00e9e de l\u2019essai vu qu\u2019il ne fait pas partie du contrat d\u2019emploi. Enfin, la Cour a confirm\u00e9 le principe selon lequel le <strong>pacte d\u2019essai<\/strong> doit \u00eatre d\u00e9clar\u00e9 <strong>nul<\/strong> lorsque \u00ab\u00a0<em>les f<strong>onctions<\/strong> qu\u2019aurait d\u00fb remplir le travailleur <strong>ne sont pas sp\u00e9cifi\u00e9es<\/strong>, avec pour cons\u00e9quence, que l\u2019emploi <strong>devient<\/strong> d\u00e9finitif d\u00e8s le d\u00e9but\u00a0<\/em>\u00bb. Ceci en raison du fait que \u00ab\u00a0<em>lorsqu\u2019il n\u2019existe pas un pacte valable \u00e0 cet effet, le licenciement du travailleur au motif qu\u2019il n\u2019a pas r\u00e9ussi son essai est entach\u00e9 de vice car <strong>le motif <\/strong>invoqu\u00e9 pour justifier la rupture<strong> est inappropri\u00e9\u00a0\u00bb<\/strong>.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>La Cour de cassation, dans son arr\u00eat no 16214 du 3 ao\u00fbt 2016, a affirm\u00e9 que le pacte d\u2019essai doit \u00eatre accept\u00e9 par \u00e9crit par le salari\u00e9. Dans le cas d\u2019esp\u00e8ce, une travailleuse a saisi la justice pour que le licenciement soit d\u00e9clar\u00e9 ill\u00e9gal au motif que la p\u00e9riode d\u2019essai d\u00e9cid\u00e9e par contrat avait expir\u00e9. [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[190],"tags":[],"class_list":["post-26424","post","type-post","status-publish","format-standard","hentry","category-insights"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Cour de cassation: le pacte d\u2019essai et sa validit\u00e9 - De Luca &amp; Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.delucapartners.it\/fr\/wp-json\/wp\/v2\/posts\/26424\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Cour de cassation: le pacte d\u2019essai et sa validit\u00e9 - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"La Cour de cassation, dans son arr\u00eat no 16214 du 3 ao\u00fbt 2016, a affirm\u00e9 que le pacte d\u2019essai doit \u00eatre accept\u00e9 par \u00e9crit par le salari\u00e9. 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