{"id":27968,"date":"2020-02-03T09:01:00","date_gmt":"2020-02-03T08:01:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\/"},"modified":"2026-02-16T16:31:50","modified_gmt":"2026-02-16T15:31:50","slug":"lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/case-law-fr\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\/","title":{"rendered":"L&rsquo;obligation de rep\u00eachage subiste \u00e9galement en cas de licenciement collectif et d&rsquo;accord syndical"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">La Cour de cassation,\npar l&rsquo;<strong>ordonnance n\u00b0 118 du 7 janvier\n2020<\/strong> en mati\u00e8re de licenciement collectif, a pr\u00e9cis\u00e9, en rappelant sa\npropre orientation consolid\u00e9e, que le choix des travailleurs \u00e0 licencier ne\npeut pas retomber exclusivement sur le personnel affect\u00e9 au d\u00e9partement ou au\nsecteur supprim\u00e9 ou r\u00e9duit. En effet, le choix des b\u00e9n\u00e9ficiaires du projet de\nrestructuration doit \u00eatre fond\u00e9 sur des besoins entrepreneuriaux objectifs. Et\nla charge de la preuve de l&rsquo;existence de ces raisons incombe \u00e0 l&#8217;employeur.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Faits\nen l&rsquo;esp\u00e8ce<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aussi bien le juge des\nr\u00e9f\u00e9r\u00e9s que la Cour d&rsquo;appel avaient d\u00e9clar\u00e9 ill\u00e9gitime le licenciement d&rsquo;un\ntravailleur dans le cadre d&rsquo;une proc\u00e9dure de licenciement collectif d\u00e9clarant\nla rupture de la relation de travail, et condamn\u00e9 son ancien employeur \u00e0 verser\nvingt mois de salaire \u00e0 titre d&rsquo;indemnit\u00e9, en plus du remboursement des frais\nde justice.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sur la base de cette\nd\u00e9cision, la Cour d&rsquo;appel avait estim\u00e9 que l&rsquo;accord syndical sign\u00e9 permettait\nde consid\u00e9rer que les raisons avanc\u00e9es par la soci\u00e9t\u00e9 pour d\u00e9montrer la\nsuppression du service auquel le travailleur \u00e9tait affect\u00e9 de mani\u00e8re exclusive\nexistaient bien. Toutefois, cet accord ne pouvait pas \u00eatre consid\u00e9r\u00e9 comme\nsuffisant pour rem\u00e9dier \u00e0 l&rsquo;obligation de ne pas limiter les possibilit\u00e9s de\nchoix incombant au service supprim\u00e9. Selon la Cour de district, la soci\u00e9t\u00e9\naurait d\u00fb comparer le travailleur avec les travailleurs des autres\nd\u00e9partements. En effet, ledit travailleur avait d\u00e9montr\u00e9 qu&rsquo;il avait un certain\nnombre de comp\u00e9tences similaires \u00e0 celles des travailleurs en question <em>(<\/em>r\u00e8gle\ndu <em>rep\u00eachage<\/em>) et qu&rsquo;il \u00e9tait physiquement apte \u00e0 \u00eatre compar\u00e9 \u00e0 eux.\nEnfin, selon la Cour, l&rsquo;indemnisation pr\u00e9vue \u00e0 l&rsquo;article 18 de la loi 300\/1970,\nordonn\u00e9e \u00e0 la suite de la rupture de la relation, ne n\u00e9cessitait pas la\nd\u00e9duction de l&rsquo;<em>aliunde perceptum<\/em>, ni\nde l&rsquo;<em>aliunde percipiendum<\/em>. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Contre la d\u00e9cision de\nla Cour d&rsquo;appel, la soci\u00e9t\u00e9 d\u00e9bout\u00e9e, avec un unique motif, fait appel \u00e0 la\nCour de cassation. Le plaignant r\u00e9siste et pr\u00e9sente un m\u00e9moire en d\u00e9fense.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>La\nd\u00e9cision de la Cour de cassation<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En raison du motif\nd&rsquo;appel pr\u00e9sent\u00e9, la soci\u00e9t\u00e9 a fait valoir que (i) dans une proc\u00e9dure de\nlicenciement collectif, l&rsquo;obligation de <em>rep\u00eachage<\/em> ne s&rsquo;applique pas et\n(ii) dans le cas d&rsquo;un accord syndical, il n&rsquo;est pas n\u00e9cessaire de proc\u00e9der \u00e0\nune comparaison avec d&rsquo;autres d\u00e9partements que celui \u00e0 supprimer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La Cour de cassation,\nen citant un pr\u00e9c\u00e9dent, a tout d&rsquo;abord pr\u00e9cis\u00e9 que <em>\u00ab&nbsp;en mati\u00e8re de\nlicenciement collectif pour r\u00e9duction du personnel, <strong>lorsque le projet de\nrestructuration de l&rsquo;entreprise concerne exclusivement une unit\u00e9 de production\nou un secteur sp\u00e9cifique de l&rsquo;entreprise, le nombre de travailleurs concern\u00e9s\npeut \u00eatre limit\u00e9 aux employ\u00e9s d&rsquo;un service ou d&rsquo;un secteur donn\u00e9, seulement sur\nla base d&rsquo;exigences entrepreneuriales objectives<\/strong><\/em>, en <em>rapport avec le\nprojet de restructuration de l&rsquo;entreprise, <strong>il incombe \u00e0 l&#8217;employeur de\nprouver le fait qui d\u00e9termine la limite objective de ces exigences et de\njustifier de la mani\u00e8re la plus d\u00e9taill\u00e9e possible le choix qui a \u00e9t\u00e9 fait<\/strong>&nbsp;;\navec pour cons\u00e9quence que <strong>le choix des travailleurs ne peut \u00eatre consid\u00e9r\u00e9\ncomme l\u00e9gitime uniquement au motif qu&rsquo;ils sont employ\u00e9s dans le service\nop\u00e9rationnel supprim\u00e9 ou r\u00e9duit, en n\u00e9gligeant des capacit\u00e9s professionnelles\n\u00e9quivalentes \u00e0 celles des employ\u00e9s d&rsquo;autres organisations<\/strong>&nbsp;\u00bb.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En l&rsquo;esp\u00e8ce, la Cour a\nestim\u00e9 que la soci\u00e9t\u00e9 avait l&rsquo;obligation &#8211; puisque l&#8217;employ\u00e9 avait d\u00e9montr\u00e9\nqu&rsquo;il poss\u00e9dait de nombreuses comp\u00e9tences professionnelles acquises au cours de\nla relation de travail &#8211; de le comparer aux employ\u00e9s des autres services rest\u00e9s\nen activit\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cela dit, la Cour de\ncassation, rappelant une fois encore un pr\u00e9c\u00e9dent, a observ\u00e9 qu&rsquo;en mati\u00e8re de\nlicenciements collectifs, l&#8217;employeur et les syndicats peuvent signer un accord\npour r\u00e9glementer la mise en disponibilit\u00e9 des travailleurs en sureffectif en\n\u00e9tablissant des conditions diff\u00e9rentes de celles pr\u00e9vues par la loi, \u00e0\ncondition que les exigences d&rsquo;objectivit\u00e9 et de rationalit\u00e9 soient respect\u00e9es.\nCeci, tant que l&rsquo;accord est conforme \u00e0 une fonction r\u00e9guli\u00e8rement d\u00e9l\u00e9gu\u00e9e par\nla loi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Toutefois, en\nl&rsquo;esp\u00e8ce, selon la Cour de cassation, l&rsquo;accord conclu entre les parties ne\nrespectait pas ces exigences car, en pr\u00e9voyant le licenciement du travailleur,\nl&rsquo;accord ne tenait pas compte du professionnalisme av\u00e9r\u00e9 du travailleur, et des\npostes qu&rsquo;il aurait pu occuper. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Compte tenu de tout ce\nqui pr\u00e9c\u00e8de, la Cour de cassation a rejet\u00e9 le pourvoi et a condamn\u00e9 la soci\u00e9t\u00e9\naux d\u00e9pens des frais de proc\u00e9dure.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La Cour de cassation, par l&rsquo;ordonnance n\u00b0 118 du 7 janvier 2020 en mati\u00e8re de licenciement collectif, a pr\u00e9cis\u00e9, en rappelant sa propre orientation consolid\u00e9e, que le choix des travailleurs \u00e0 licencier ne peut pas retomber exclusivement sur le personnel affect\u00e9 au d\u00e9partement ou au secteur supprim\u00e9 ou r\u00e9duit. En effet, le choix des b\u00e9n\u00e9ficiaires [&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":[1053,1054,1055],"class_list":["post-27968","post","type-post","status-publish","format-standard","hentry","category-insights","tag-accordo-sindacale-fr","tag-licenziamento-collettivo-fr","tag-repechage-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>L&#039;obligation de rep\u00eachage subiste \u00e9galement en cas de licenciement collectif et d&#039;accord syndical - 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\/27968\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"L&#039;obligation de rep\u00eachage subiste \u00e9galement en cas de licenciement collectif et d&#039;accord syndical - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"La Cour de cassation, par l&rsquo;ordonnance n\u00b0 118 du 7 janvier 2020 en mati\u00e8re de licenciement collectif, a pr\u00e9cis\u00e9, en rappelant sa propre orientation consolid\u00e9e, que le choix des travailleurs \u00e0 licencier ne peut pas retomber exclusivement sur le personnel affect\u00e9 au d\u00e9partement ou au secteur supprim\u00e9 ou r\u00e9duit. En effet, le choix des b\u00e9n\u00e9ficiaires [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.delucapartners.it\/fr\/insights\/case-law-fr\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\/\" \/>\n<meta property=\"og:site_name\" content=\"De Luca &amp; Partners\" \/>\n<meta property=\"article:published_time\" content=\"2020-02-03T08:01:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-02-16T15:31:50+00:00\" \/>\n<meta name=\"author\" content=\"Melismelis\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Melismelis\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/insights\\\/case-law-fr\\\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/insights\\\/case-law-fr\\\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\\\/\"},\"author\":{\"name\":\"Melismelis\",\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/#\\\/schema\\\/person\\\/00d0832a12e3889dce887a31e29d65f8\"},\"headline\":\"L&rsquo;obligation de rep\u00eachage subiste \u00e9galement en cas de licenciement collectif et d&rsquo;accord syndical\",\"datePublished\":\"2020-02-03T08:01:00+00:00\",\"dateModified\":\"2026-02-16T15:31:50+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/insights\\\/case-law-fr\\\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\\\/\"},\"wordCount\":846,\"publisher\":{\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/#organization\"},\"keywords\":[\"accordo sindacale\",\"Licenziamento collettivo\",\"repechage\"],\"articleSection\":[\"Insights\"],\"inLanguage\":\"fr-FR\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/insights\\\/case-law-fr\\\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\\\/\",\"url\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/insights\\\/case-law-fr\\\/lobligation-de-repechage-subiste-egalement-en-cas-de-licenciement-collectif-et-daccord-syndical\\\/\",\"name\":\"L'obligation de rep\u00eachage subiste \u00e9galement en cas de licenciement collectif et d'accord syndical - De Luca &amp; 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