{"id":26430,"date":"2017-10-30T23:00:00","date_gmt":"2017-10-30T22:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/criteres-subsidiaires-pour-qualifier-une-relation-de-travail-de-subordonnee\/"},"modified":"2026-02-16T16:26:11","modified_gmt":"2026-02-16T15:26:11","slug":"criteres-subsidiaires-pour-qualifier-une-relation-de-travail-de-subordonnee","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/giurisprudenza\/criteres-subsidiaires-pour-qualifier-une-relation-de-travail-de-subordonnee\/","title":{"rendered":"Crit\u00e8res subsidiaires pour qualifier une relation de travail de subordonn\u00e9e"},"content":{"rendered":"\n<p style=\"text-align: justify;\">La Cour de cassation, par son arr\u00eat n<sup>o<\/sup>23846 du 11 octobre 2017, s\u2019est prononc\u00e9e sur la <strong>qualification<\/strong> d\u2019une relation de travail \u00e0 titre ind\u00e9pendant sous l\u2019angle de la subordination. Dans le cas d\u2019esp\u00e8ce, la Cour supr\u00eame a affirm\u00e9 que <strong>l\u2019assujettissement au pouvoir de direction et disciplinaire ne peut pas \u00eatre le seul crit\u00e8re<\/strong> pour \u00e9valuer l\u2019existence ou pas d\u2019un lien de subordination en ce sens que d\u2019autres caract\u00e9ristiques de la relation doivent \u00e9galement \u00eatre prises en compte, <strong>en fonction du type de mission<\/strong> confi\u00e9e au travailleur et du <strong>contexte<\/strong> dans lequel la prestation s\u2019effectue. Dans sa d\u00e9cision, la Cour de cassation s\u2019est align\u00e9e sur une orientation consolid\u00e9e qui veut que lorsqu\u2019il n\u2019est pas possible d\u2019utiliser l\u2019assujettissement du prestataire aux pouvoirs de direction, d\u2019organisation et disciplinaire comme unique crit\u00e8re, il est possible de recourir \u00e0 des <strong>crit\u00e8res subsidiaires distincts<\/strong> tels que\u00a0: (i) la <strong>continuit\u00e9<\/strong> et la <strong>dur\u00e9e<\/strong> de la relation ; (ii) les modalit\u00e9s de paiement de la <strong>r\u00e9mun\u00e9ration\u00a0; <\/strong>(iii) la<strong> r\u00e9glementation de l\u2019horaire de travail\u00a0; <\/strong>(iv) l\u2019existence d\u2019un <strong>pouvoir d\u2019auto-organisation<\/strong> du prestataire. Dans le cas d\u2019esp\u00e8ce, il \u00e9tait en effet apparu que contrairement au \u00ab\u00a0<em>nomen iuris<\/em>\u00a0\u00bb adopt\u00e9, (a) le travail \u00e9tait prest\u00e9 dans les locaux de l\u2019entreprise selon un horaire d\u00e9fini au pr\u00e9alable et organis\u00e9 en shifts par l\u2019employeur\u00a0; (b) les prestations \u00e9taient effectu\u00e9es selon un horaire qui, une fois accept\u00e9, devait \u00eatre respect\u00e9 par les travailleurs\u00a0; (c) en cas d\u2019indisponibilit\u00e9, les travailleurs \u00e9taient tenus d\u2019avertir au pr\u00e9alable l\u2019employeur\u00a0; (d) ceux-ci ne disposaient d\u2019aucun \u00e9quipement personnel et ne couraient aucun risque \u00e9conomique, vu que leur r\u00e9mun\u00e9ration \u00e9tait de toute fa\u00e7on garantie\u00a0; (e) le travailleur qui se trouvait dans l\u2019impossibilit\u00e9 de se rendre au travail devait avertir au pr\u00e9alable. Dans ce contexte justement, la Cour a observ\u00e9 que <strong>l\u2019absence d\u2019un pouvoir disciplinaire ne signifie pas en soi qu\u2019il n\u2019existe pas de lien de subordination<\/strong>, sp\u00e9cialement lorsqu\u2019il s\u2019agit de <strong>prestations standardis\u00e9es<\/strong>, sujettes \u00e0 des contr\u00f4les permanents et \u00e0 des interventions directes de correction qui laissent peu d\u2019espace \u00e0 sa mise en place.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La Cour de cassation, par son arr\u00eat no23846 du 11 octobre 2017, s\u2019est prononc\u00e9e sur la qualification d\u2019une relation de travail \u00e0 titre ind\u00e9pendant sous l\u2019angle de la subordination. Dans le cas d\u2019esp\u00e8ce, la Cour supr\u00eame a affirm\u00e9 que l\u2019assujettissement au pouvoir de direction et disciplinaire ne peut pas \u00eatre le seul crit\u00e8re pour \u00e9valuer [&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-26430","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>Crit\u00e8res subsidiaires pour qualifier une relation de travail de subordonn\u00e9e - 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\/26430\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Crit\u00e8res subsidiaires pour qualifier une relation de travail de subordonn\u00e9e - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"La Cour de cassation, par son arr\u00eat no23846 du 11 octobre 2017, s\u2019est prononc\u00e9e sur la qualification d\u2019une relation de travail \u00e0 titre ind\u00e9pendant sous l\u2019angle de la subordination. 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