{"id":30321,"date":"2026-01-30T10:35:21","date_gmt":"2026-01-30T09:35:21","guid":{"rendered":"https:\/\/www.delucapartners.it\/news-fr\/la-condanna-per-stalking-puo-giustificare-il-licenziamento\/"},"modified":"2026-04-07T17:09:31","modified_gmt":"2026-04-07T15:09:31","slug":"une-condamnation-pour-stalking-peut-justifier-un-licenciement","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/la-condanna-per-stalking-puo-giustificare-il-licenziamento\/","title":{"rendered":"Une condamnation pour faits de harc\u00e8lement obsessionnel (stalking) peut justifier un licenciement pour faute grave\u00a0(Camera di Commercio Italo-Francese \u2013 Vittorio De Luca, Silvia Zulato)"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Par l\u2019ordonnance n\u00b0 32952 du 17 d\u00e9cembre 2025, la <strong>Cour de cassation, chambre sociale<\/strong>, a affirm\u00e9 qu\u2019une condamnation d\u00e9finitive pour des faits de <strong>stalking<\/strong> et de maltraitance peut l\u00e9gitimer un licenciement pour faute grave, m\u00eame lorsque les faits ont \u00e9t\u00e9 commis en dehors du cadre professionnel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dans l\u2019affaire en question, un agent de propret\u00e9 urbaine avait \u00e9t\u00e9 licenci\u00e9 par son employeur \u00e0 la suite d\u2019une condamnation p\u00e9nale devenue d\u00e9finitive pour <strong>stalking<\/strong>, violences volontaires aggrav\u00e9es et d\u00e9gradation de biens commis \u00e0 l\u2019encontre de son ex-conjointe. La Cour d\u2019appel de Naples, r\u00e9formant le jugement de premi\u00e8re instance, avait d\u00e9clar\u00e9 le licenciement ill\u00e9gitime, estimant que les faits reproch\u00e9s relevaient exclusivement de la sph\u00e8re priv\u00e9e du salari\u00e9 et n\u2019avaient eu d\u2019incidence ni sur l\u2019image de l\u2019entreprise ni sur l\u2019ex\u00e9cution de la prestation de travail.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"552\" src=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2019\/12\/Compliance-Privacy-GDPR-1024x552.jpg\" alt=\"\" class=\"wp-image-29554\" srcset=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2019\/12\/Compliance-Privacy-GDPR-1024x552.jpg 1024w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2019\/12\/Compliance-Privacy-GDPR-300x162.jpg 300w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2019\/12\/Compliance-Privacy-GDPR-768x414.jpg 768w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2019\/12\/Compliance-Privacy-GDPR-1536x828.jpg 1536w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2019\/12\/Compliance-Privacy-GDPR.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Selon les juges de la Cour d\u2019appel, de plus, les clauses de la convention collective applicable n\u2019auraient permis le licenciement qu\u2019en pr\u00e9sence de d\u00e9lits punis de peines sup\u00e9rieures \u00e0 un certain seuil ou de comportements commis sur le lieu de travail, conditions qui, dans le cas d\u2019esp\u00e8ce, n\u2019\u00e9taient pas remplies.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La Cour supr\u00eame a accueilli le pourvoi de la soci\u00e9t\u00e9, censurant l\u2019approche adopt\u00e9e par la juridiction territoriale. En particulier, les juges de l\u00e9gitimit\u00e9 ont r\u00e9affirm\u00e9, en rappelant une orientation d\u00e9sormais consolid\u00e9e, qu\u2019un comportement illicite <strong>extra-professionnel<\/strong> peut rev\u00eatir une importance disciplinaire, dans la mesure o\u00f9 le salari\u00e9 est tenu non seulement d\u2019ex\u00e9cuter la prestation de travail, mais \u00e9galement de respecter des obligations accessoires, parmi lesquelles celle de s\u2019abstenir de comportements extralaboraux susceptibles de nuire aux int\u00e9r\u00eats moraux ou mat\u00e9riels de l\u2019employeur ou de compromettre la relation de confiance avec celui-ci.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un int\u00e9r\u00eat particulier a \u00e9t\u00e9 accord\u00e9 \u00e0 l\u2019interpr\u00e9tation des clauses de la convention collective. La Cour a pr\u00e9cis\u00e9 que l\u2019\u00e9num\u00e9ration des hypoth\u00e8ses de licenciement pour cause r\u00e9elle et s\u00e9rieuse contenue dans les CCNL a un <strong>caract\u00e8re purement exemplatif<\/strong> et ne limite pas l\u2019application de la notion l\u00e9gale pr\u00e9vue \u00e0 l\u2019article 2119 du Code civil italien. En effet, les dispositions collectives constituent un des param\u00e8tres d\u2019\u00e9valuation, mais n\u2019excluent pas que d\u2019autres comportements, d\u00e8s lors qu\u2019ils sont graves, puissent justifier le licenciement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dans le cas concret, la Cour de cassation a jug\u00e9 erron\u00e9e l\u2019interpr\u00e9tation qui confinait la protection de la dignit\u00e9 de la personne aux seuls faits commis sur le lieu de travail. Selon les juges de l\u00e9gitimit\u00e9, un comportement caract\u00e9ris\u00e9 par des violences habituelles, une domination physique et psychologique et le non-respect de la dignit\u00e9 d\u2019autrui peut se r\u00e9percuter sur la fiabilit\u00e9 professionnelle du salari\u00e9, notamment lorsque les fonctions impliquent un contact avec le public et requi\u00e8rent ma\u00eetrise de soi et correctitude dans les relations interpersonnelles.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dans cette perspective, la condamnation p\u00e9nale d\u00e9finitive pour des faits de <strong>stalking<\/strong> et de maltraitance a \u00e9t\u00e9 consid\u00e9r\u00e9e comme constitutive d\u2019une grave violation des obligations contractuelles, justifiant ainsi le licenciement pour faute grave, ind\u00e9pendamment du fait que les actes aient \u00e9t\u00e9 commis en dehors du contexte professionnel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En conclusion, la d\u00e9cision r\u00e9affirme que le salari\u00e9 n\u2019est pas seulement tenu de fournir la prestation de travail, mais \u00e9galement d\u2019adopter, \u00e0 l\u2019int\u00e9rieur comme \u00e0 l\u2019ext\u00e9rieur de l\u2019entreprise, des comportements coh\u00e9rents avec les devoirs de loyaut\u00e9, de bonne foi et de respect de la dignit\u00e9 d\u2019autrui. Les comportements extralaboraux particuli\u00e8rement graves, ayant entra\u00een\u00e9 une condamnation p\u00e9nale d\u00e9finitive, peuvent compromettre de mani\u00e8re irr\u00e9versible la relation de confiance et l\u00e9gitimer le licenciement par l\u2019employeur.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Par l\u2019ordonnance n\u00b0 32952 du 17 d\u00e9cembre 2025, la Cour de cassation, chambre sociale, a affirm\u00e9 qu\u2019une condamnation d\u00e9finitive pour des faits de stalking et de maltraitance peut l\u00e9gitimer un licenciement pour faute grave, m\u00eame lorsque les faits ont \u00e9t\u00e9 commis en dehors du cadre professionnel. Dans l\u2019affaire en question, un agent de propret\u00e9 urbaine [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":30319,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[175,198,159,209],"tags":[1006,2541],"class_list":["post-30321","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-news","category-publications-2","category-publications","tag-licenziamento-fr","tag-stalking"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Une condamnation pour stalking peut justifier un licenciement- De Luca &amp; Partners<\/title>\n<meta name=\"description\" content=\"Une condamnation pour faits de harc\u00e8lement obsessionnel (stalking) peut justifier un licenciement pour faute grave\" \/>\n<meta name=\"robots\" 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