{"id":26472,"date":"2018-07-30T22:00:00","date_gmt":"2018-07-30T20:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/licenciement-pour-motif-objectif-justifie-des-indemnites-en-cas-de-violation-des-criteres-de-choix\/"},"modified":"2026-02-16T16:26:20","modified_gmt":"2026-02-16T15:26:20","slug":"licenciement-pour-motif-objectif-justifie-des-indemnites-en-cas-de-violation-des-criteres-de-choix","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/giurisprudenza\/licenciement-pour-motif-objectif-justifie-des-indemnites-en-cas-de-violation-des-criteres-de-choix\/","title":{"rendered":"Licenciement pour motif objectif justifi\u00e9 : des indemnit\u00e9s en cas de violation des crit\u00e8res de choix"},"content":{"rendered":"\n

Par son arr\u00eat n\u00b0 19732 du 25 juillet 2018, la Cour de Cassation a rappel\u00e9 que le choix du salari\u00e9 ou des salari\u00e9s \u00e0 licencier n\u2019est pas totalement libre pour l\u2019employeur en cas de licenciement pour motif objectif justifi\u00e9<\/strong>. Il est, en effet, limit\u00e9 non seulement par l\u2019interdiction d\u2019actes discriminatoires<\/strong> mais aussi par les normes de probit\u00e9 et de bonne foi auxquelles est soumis, en application des articles 1175 et 1675 du code civil italien, tout comportement des parties dans le cadre de relations obligatoires et, donc, aussi en cas de retrait de l\u2019une d\u2019elles. Sur ce point, la Cour s\u2019est pos\u00e9e le probl\u00e8me de d\u00e9terminer concr\u00e8tement les crit\u00e8res objectifs permettant d\u2019estimer le choix conforme \u00e0 ces principes, estimant qu\u2019il puisse \u00eatre fait r\u00e9f\u00e9rence, m\u00eame si dans la diversit\u00e9 des r\u00e9gimes respectifs, aux crit\u00e8res \u00e9dict\u00e9s par la Loi 223\/1991 en mati\u00e8re de licenciements collectifs et donc, par analogie, aux crit\u00e8res des charges de famille et de l’anciennet\u00e9 de service<\/strong> \u00e9tablis par analogie dans le cadre de ces licenciements. Ces crit\u00e8res permettent \u00e0 l\u2019employeur, par ailleurs, d\u2019exercer son pourvoir de s\u00e9lection unilat\u00e9ral de mani\u00e8re coh\u00e9rente avec les int\u00e9r\u00eats du travailleur et ceux de l\u2019entreprise. Il en d\u00e9rive qu\u2019il faut respecter les principes susmentionn\u00e9s de probit\u00e9 et de bonne foi, au cas o\u00f9 il y aurait plusieurs travailleurs disponibles et face \u00e0 la n\u00e9cessit\u00e9, d\u00e9rivant de raisons inh\u00e9rentes \u00e0 l’activit\u00e9 de production, de r\u00e9duire la force de travail d\u2019une ou de plusieurs unit\u00e9s. Concernant enfin le r\u00e9gime de sanctions<\/strong> applicable si l\u2019on s’\u00e9carte de ce principe de droit, la Cour de Cassation rappelle que le r\u00e9gime introduit par la Loi italienne n\u00b0 92\/2012 (la Loi Fornero) pr\u00e9voit normalement<\/strong> le versement d\u2019une indemnisation<\/strong>, allant de 12 \u00e0 24 mois maximum, r\u00e9servant la r\u00e9int\u00e9gration au poste de travail<\/strong>, avec une indemnisation de 12 mois maximum, dans les hypoth\u00e8ses r\u00e9siduelles qui font exception<\/strong>, o\u00f9 l\u2019inexistence de la cause \u00e0 l\u2019origine du licenciement est particuli\u00e8rement \u00e9vidente. Par cons\u00e9quent, la violation des principes de probit\u00e9 et de bonne foi lors du choix de travailleurs affect\u00e9s \u00e0 des t\u00e2ches homog\u00e8nes<\/strong>, selon la Cour de Cassation, donne lieu \u00e0 l\u2019indemnisation pr\u00e9vue au 5e alin\u00e9a de l\u2019article 18, vu que l\u2019hypoth\u00e8se de \u00ab l\u2019inexistence manifeste du motif objectif justifi\u00e9 \u00bb pr\u00e9vue par l\u2019article 18, 7e alin\u00e9a, de la Loi 300\/70 n’est pas applicable comme condition pr\u00e9alable pour le droit de r\u00e9int\u00e9gration.<\/p>\n","protected":false},"excerpt":{"rendered":"

Par son arr\u00eat n\u00b0 19732 du 25 juillet 2018, la Cour de Cassation a rappel\u00e9 que le choix du salari\u00e9 ou des salari\u00e9s \u00e0 licencier n\u2019est pas totalement libre pour l\u2019employeur en cas de licenciement pour motif objectif justifi\u00e9. Il est, en effet, limit\u00e9 non seulement par l\u2019interdiction d\u2019actes discriminatoires mais aussi par les normes […]<\/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-26472","post","type-post","status-publish","format-standard","hentry","category-insights"],"acf":[],"yoast_head":"\nLicenciement pour motif objectif justifi\u00e9 : des indemnit\u00e9s en cas de violation des crit\u00e8res de choix - De Luca & 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\/26472\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Licenciement pour motif objectif justifi\u00e9 : des indemnit\u00e9s en cas de violation des crit\u00e8res de choix - De Luca & Partners\" \/>\n<meta property=\"og:description\" content=\"Par son arr\u00eat n\u00b0 19732 du 25 juillet 2018, la Cour de Cassation a rappel\u00e9 que le choix du salari\u00e9 ou des salari\u00e9s \u00e0 licencier n\u2019est pas totalement libre pour l\u2019employeur en cas de licenciement pour motif objectif justifi\u00e9. 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