{"id":26428,"date":"2017-11-29T23:00:00","date_gmt":"2017-11-29T22:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/quand-le-licenciement-pour-cause-dechec-de-la-periode-dessai-est-legal\/"},"modified":"2026-02-16T16:26:11","modified_gmt":"2026-02-16T15:26:11","slug":"quand-le-licenciement-pour-cause-dechec-de-la-periode-dessai-est-legal","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/giurisprudenza\/quand-le-licenciement-pour-cause-dechec-de-la-periode-dessai-est-legal\/","title":{"rendered":"Quand le licenciement pour cause d\u2019\u00e9chec de la p\u00e9riode d\u2019essai est l\u00e9gal"},"content":{"rendered":"\n<p style=\"text-align: justify;\">Le Tribunal de Brescia, dans sa d\u00e9cision du 3 novembre 2017, a d\u00e9clar\u00e9 l\u00e9gitime le licenciement d\u2019une salari\u00e9e <strong>pour ne pas avoir r\u00e9ussi sa p\u00e9riode d\u2019essai<\/strong>. Dans ce cas pr\u00e9cis, la salari\u00e9e invoquait la nullit\u00e9 du pacte d\u2019essai annex\u00e9 au contrat de travail au motif que les fonctions qui lui avaient \u00e9t\u00e9 assign\u00e9es n\u2019\u00e9taient pas sp\u00e9cifi\u00e9es, ayant \u00e9t\u00e9 recrut\u00e9e comme \u00ab\u00a0<em>Commodity Manager<\/em>\u00a0\u00bb et encadr\u00e9e par la cat\u00e9gorie 6 de la convention collective nationale du travail (CCNL) de l\u2019industrie m\u00e9canique secteur priv\u00e9. Le tribunal a au contraire estim\u00e9 que cette indication \u00e9tait suffisante, rappelant \u00e0 ce sujet l\u2019orientation de la Cour de cassation selon laquelle <em>\u00ab\u00a0sp\u00e9cialement lorsqu\u2019il s\u2019agit de <strong>travail intellectuel et non exclusivement ex\u00e9cutif<\/strong>, les <strong>fonctions ne<\/strong> doivent pas n\u00e9cessairement \u00eatre sp\u00e9cifi\u00e9es en d\u00e9tails <strong>vu qu\u2019il suffit qu\u2019elles soient d\u00e9finissables<\/strong> \u00e0 partir de la formule utilis\u00e9e dans le document contractuel\u00a0\u00bb<\/em>. Comme si cela ne suffisait pas, le tribunal a soulign\u00e9 que la salari\u00e9e connaissait bien la signification de l\u2019expression \u00ab<em>\u00a0Commodity Manager\u00a0<\/em>\u00bb \u00e9tant donn\u00e9 que celle-ci avait entre autres fourni \u00e0 la soci\u00e9t\u00e9 un curriculum vitae dans lequel elle d\u00e9clarait avoir justement recouvert ce r\u00f4le aupr\u00e8s d\u2019une autre soci\u00e9t\u00e9. Et pas seulement. La salari\u00e9e invoquait aussi le fait que les fonctions qui lui avaient \u00e9t\u00e9 attribu\u00e9es ne correspondaient pas \u00e0 celles figurant dans le contrat. Cette exception a \u00e9galement \u00e9t\u00e9 rejet\u00e9e par le tribunal qui a estim\u00e9, en se fondant sur les documents produits, que la salari\u00e9e avait \u00e9t\u00e9 occup\u00e9e \u00e0 des fonctions parfaitement en ligne avec celles convenues d\u00e8s le d\u00e9but de ses activit\u00e9s comme salari\u00e9e de la d\u00e9fenderesse. Comme si cela ne suffisait pas, la salari\u00e9e invoquait le fait que l\u2019essai n\u2019avait pas pu se faire \u00e0 cause de la bri\u00e8vet\u00e9 de celui-ci, ayant \u00e9t\u00e9 absente d\u2019abord pour vacances, ensuite pour maladie et enfin, pour cong\u00e9 de maternit\u00e9 anticip\u00e9. Le tribunal, en rejetant aussi cette dol\u00e9ance, a consid\u00e9r\u00e9 que la salari\u00e9e \u2013 m\u00eame en excluant les p\u00e9riodes pr\u00e9cit\u00e9es du calcul des jours effectivement prest\u00e9s \u2013 avait travaill\u00e9 <strong>les 2\/3 de la p\u00e9riode d\u2019essai pr\u00e9vue \u00e0 l\u2019origine<\/strong> et donc, une <strong>p\u00e9riode suffisante<\/strong> pour permettre \u00e0 l\u2019employeur d\u2019appr\u00e9cier sa capacit\u00e9 \u00e0 recouvrir le r\u00f4le demand\u00e9. Enfin, en ce qui concerne les motifs de rupture invoqu\u00e9s par la soci\u00e9t\u00e9 et contest\u00e9s par la salari\u00e9e, apr\u00e8s avoir fait observer que normalement l\u2019employeur ne doit pas n\u00e9cessairement motiver sa d\u00e9cision pour rompre le pacte d\u2019essai, le tribunal a rappel\u00e9 une d\u00e9cision de la Cour constitutionnelle aux termes de laquelle \u00ab\u00a0<em>l\u2019employeur qui met fin au pacte d\u2019essai de sa salari\u00e9e <strong>sachant \u00e0 ce moment-l\u00e0 qu\u2019elle est enceinte, doit expliquer les raisons<\/strong> du jugement n\u00e9gatif de ses prestations en fournissant les motifs pouvant permettre \u00e0 la partie adverse d\u2019identifier les points d\u2019\u00e9chec de son essai et au juge de proc\u00e9der correctement \u00e0 l\u2019examen sur le fond des motifs r\u00e9els de rupture, afin d\u2019exclure avec un degr\u00e9 de certitude raisonnable qu\u2019elle a \u00e9t\u00e9 d\u00e9cid\u00e9e par son \u00e9tat de femme enceinte\u00a0\u00bb. <\/em>Et bien, selon le tribunal, la d\u00e9fenderesse a rempli ses obligations vu qu\u2019elle a sp\u00e9cifi\u00e9 dans sa lettre tous les motifs qui l\u2019avaient amen\u00e9e \u00e0 d\u00e9cider de mettre fin \u00e0 la relation de travail et que la demanderesse n\u2019a pas r\u00e9ussi \u00e0 d\u00e9montrer la pr\u00e9tendue discrimination qu\u2019elle avait subie. \u00c0 l\u2019issue du proc\u00e8s, le tribunal a donc rejet\u00e9 le recours de la salari\u00e9e, en la condamnant au paiement des frais de litige, estim\u00e9s \u00e0 2 500 euros et de toute autre somme due en vertu de la loi.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le Tribunal de Brescia, dans sa d\u00e9cision du 3 novembre 2017, a d\u00e9clar\u00e9 l\u00e9gitime le licenciement d\u2019une salari\u00e9e pour ne pas avoir r\u00e9ussi sa p\u00e9riode d\u2019essai. Dans ce cas pr\u00e9cis, la salari\u00e9e invoquait la nullit\u00e9 du pacte d\u2019essai annex\u00e9 au contrat de travail au motif que les fonctions qui lui avaient \u00e9t\u00e9 assign\u00e9es n\u2019\u00e9taient pas [&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-26428","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>Quand le licenciement pour cause d\u2019\u00e9chec de la p\u00e9riode d\u2019essai est l\u00e9gal - 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\/26428\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Quand le licenciement pour cause d\u2019\u00e9chec de la p\u00e9riode d\u2019essai est l\u00e9gal - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"Le Tribunal de Brescia, dans sa d\u00e9cision du 3 novembre 2017, a d\u00e9clar\u00e9 l\u00e9gitime le licenciement d\u2019une salari\u00e9e pour ne pas avoir r\u00e9ussi sa p\u00e9riode d\u2019essai. 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