{"id":28545,"date":"2024-03-26T09:15:30","date_gmt":"2024-03-26T08:15:30","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/licenziamento-legittimo-anche-se-il-danno-economico-subito-dallazienda-a-causa-del-comportamento-disciplinarmente-rilevante-sia-di-lieve-entita-camera-di-commercio-di-spagna-in-italia-3\/"},"modified":"2026-02-16T16:35:51","modified_gmt":"2026-02-16T15:35:51","slug":"licenziamento-legittimo-anche-se-il-danno-economico-subito-dallazienda-a-causa-del-comportamento-disciplinarmente-rilevante-sia-di-lieve-entita-camera-di-commercio-di-spagna-in-italia","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/licenziamento-legittimo-anche-se-il-danno-economico-subito-dallazienda-a-causa-del-comportamento-disciplinarmente-rilevante-sia-di-lieve-entita-camera-di-commercio-di-spagna-in-italia\/","title":{"rendered":"Licenciement l\u00e9gitime m\u00eame si le pr\u00e9judice \u00e9conomique subi par l’entreprise en raison du comportement disciplinaire est mineur (Camera di Commercio di Spagna in Italia \u2013 Enrico De Luca, Raffaele Di Vuolo)"},"content":{"rendered":"\n

Par le biais de l\u2019ordonnance n\u00b01476 du 15 janvier 2024, la Cour de cassation italienne s’est \u00e0 nouveau prononc\u00e9e sur la gravit\u00e9 du fait reproch\u00e9 \u00e0 un salari\u00e9 comme raison invoqu\u00e9e du licenciement pour juste motif, prononc\u00e9 en application de l’article 2119 du code civil italien.<\/p>\n\n\n\n

\u00c0 l’issue des trois instances de proc\u00e9dure, la Cour de cassation italienne a rejet\u00e9 le pourvoi form\u00e9 par le salari\u00e9 et a confirm\u00e9 les arr\u00eats pr\u00e9c\u00e9dents.<\/p>\n\n\n\n

Le cadre factuel <\/strong><\/strong><\/h2>\n\n\n\n

L’affaire a pour origine un licenciement prononc\u00e9 par une entreprise \u00e0 l’encontre d’un travailleur employ\u00e9 comme cuisinier pour avoir soustrait ill\u00e9galement et \u00e0 plusieurs reprises des denr\u00e9es alimentaires appartenant \u00e0 l’employeur. Dans le cadre de la proc\u00e9dure disciplinaire, le salari\u00e9 avait demand\u00e9 le report de l’audience pr\u00e9vue pour des raisons de sant\u00e9. En particulier, ce dernier avait produit des certificats m\u00e9dicaux attestant d’une situation d’anxi\u00e9t\u00e9 de stress r\u00e9actif.<\/p>\n\n\n\n

Le Tribunal de Santa Maria Capua Vetere – devant lequel le licenciement avait \u00e9t\u00e9 contest\u00e9 – avait rejet\u00e9 l’action intent\u00e9e par l’employ\u00e9 conform\u00e9ment \u00e0 la loi italienne 92\/2012 (d\u00e9nomm\u00e9e \u00ab Loi Fornero \u00bb).<\/p>\n\n\n\n

La Cour d’appel de Naples, en deuxi\u00e8me instance, a estim\u00e9 que (i) la violation des droits de la d\u00e9fense n’existait pas puisque le certificat m\u00e9dical produit n’\u00e9tait pas de nature \u00e0 justifier un emp\u00eachement l\u00e9gitime et que, par cons\u00e9quent, la demande de report de la r\u00e9union n’avait qu’une finalit\u00e9 dilatoire ; (ii) les \u00e9l\u00e9ments d’enqu\u00eate produits au proc\u00e8s avaient confirm\u00e9 les griefs pr\u00e9sent\u00e9s dans le cadre de la proc\u00e9dure disciplinaire, \u00e0 savoir la soustraction r\u00e9p\u00e9t\u00e9e, sans autorisation, d’aliments cuits, ainsi que la violation des obligations de loyaut\u00e9, d’\u00e9quit\u00e9 et de correction (imputables \u00e0 l’employ\u00e9) ; (iii) l’existence d’une proportionnalit\u00e9 de la sanction d’expulsion prononc\u00e9e en raison de l’illic\u00e9it\u00e9 de l’acte et des comportements (p\u00e9nalement pertinents) fondant et justifiant la proportionnalit\u00e9 de la sanction.<\/p>\n\n\n\n

Sur cette base, les juges de la Cour d’appel ont rejet\u00e9 les demandes du salari\u00e9.<\/p>\n\n\n\n

L’arr\u00eat de la Cour de cassation italienne<\/strong><\/strong><\/h2>\n\n\n\n

Le salari\u00e9 s’est pourvu en cassation en invoquant, d’une part, la violation des r\u00e8gles pr\u00e9vues \u00e0 l’article 7 de la loi italienne 300\/1970 relative aux proc\u00e9dures disciplinaires (le d\u00e9nomm\u00e9 \u00ab Code du travail italien \u00bb) et, d’autre part, des erreurs d’appr\u00e9ciation des preuves concernant l’\u00e9valuation de l’intensit\u00e9 du comportement et le manque de proportionnalit\u00e9 de la sanction.<\/p>\n\n\n\n

La Cour de cassation italienne, au stade du pourvoi, rappelle qu’en cas de licenciement disciplinaire, le salari\u00e9 a le droit, s’il le demande, d’\u00eatre entendu par l’employeur, sans pr\u00e9judice de la possibilit\u00e9 de report, accord\u00e9e au salari\u00e9 en cas d’existence de raisons av\u00e9r\u00e9es et valables pouvant nuire \u00e0 son exercice effectif et ad\u00e9quat.<\/p>\n\n\n\n

En l’esp\u00e8ce, selon la Cour de cassation italienne, le comportement (vol de nourriture), bien qu’il ne soit pas grave au point de causer des dommages importants et des pertes \u00e9conomiques tr\u00e8s significatifs, constitue un juste motif de licenciement car il manifeste une d\u00e9valorisation sociale et est en \u00ab contradiction avec les normes conformes aux valeurs de l’ordre existant dans la r\u00e9alit\u00e9 sociale <\/em>[…] bien qu’il ait pu y avoir une tol\u00e9rance apparente de la part de l’employeur<\/em> \u00bb.<\/p>\n\n\n\n

La Cour de la cassation italienne, \u00e0 la suite des \u00e9valuations effectu\u00e9es sur la gravit\u00e9 du comportement, conclut alors que l’entit\u00e9 modeste du fait \u00ab ne doit pas \u00eatre rapport\u00e9e \u00e0 la t\u00e9nuit\u00e9 du dommage p\u00e9cuniaire subi par l’employeur, car le comportement du salari\u00e9 doit \u00eatre appr\u00e9ci\u00e9 en fonction de la valeur symptomatique qu’il peut rev\u00eatir \u00e0 l’\u00e9gard de sa conduite future, ainsi que de la capacit\u00e9 de jeter un doute sur la loyaut\u00e9 future de la prestation et d’affecter l’\u00e9l\u00e9ment essentiel de la confiance, \u00e0 la base de la relation de travail<\/em> \u00bb (Cass. 11806\/1997 ; Cass. no. 19684\/2014).<\/p>\n","protected":false},"excerpt":{"rendered":"

Par le biais de l\u2019ordonnance n\u00b01476 du 15 janvier 2024, la Cour de cassation italienne s’est \u00e0 nouveau prononc\u00e9e sur la gravit\u00e9 du fait reproch\u00e9 \u00e0 un salari\u00e9 comme raison invoqu\u00e9e du licenciement pour juste motif, prononc\u00e9 en application de l’article 2119 du code civil italien. \u00c0 l’issue des trois instances de proc\u00e9dure, la Cour […]<\/p>\n","protected":false},"author":5,"featured_media":28546,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[190,212],"tags":[1221,1006],"class_list":["post-28545","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-news","tag-contestazione-disciplinare-fr","tag-licenziamento-fr"],"acf":[],"yoast_head":"\nLicenciement l\u00e9gitime m\u00eame si le pr\u00e9judice \u00e9conomique subi par l'entreprise en raison du comportement disciplinaire est mineur (Camera di Commercio di Spagna in Italia \u2013 Enrico De Luca, Raffaele Di Vuolo) - 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\/28545\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Licenciement l\u00e9gitime m\u00eame si le pr\u00e9judice \u00e9conomique subi par l'entreprise en raison du comportement disciplinaire est mineur (Camera di Commercio di Spagna in Italia \u2013 Enrico De Luca, Raffaele Di Vuolo) - De Luca & Partners\" \/>\n<meta property=\"og:description\" content=\"Par le biais de l\u2019ordonnance n\u00b01476 du 15 janvier 2024, la Cour de cassation italienne s’est \u00e0 nouveau prononc\u00e9e sur la gravit\u00e9 du fait reproch\u00e9 \u00e0 un 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