{"id":31686,"date":"2026-05-12T09:02:09","date_gmt":"2026-05-12T07:02:09","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/licenziamento-legittimo-per-falsa-attestazione-delle-presenze\/"},"modified":"2026-05-12T09:12:52","modified_gmt":"2026-05-12T07:12:52","slug":"licenciement-legitime-pour-fausse-declaration-des-presences","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/publications\/licenciement-legitime-pour-fausse-declaration-des-presences\/","title":{"rendered":"Licenciement l\u00e9gitime pour fausse d\u00e9claration des pr\u00e9sences et utilisation des donn\u00e9es des syst\u00e8mes d\u2019acc\u00e8s\u00a0(Camera di Commercio Francese in Italia \u2013 Vittorio De Luca, Silvia Zulato)"},"content":{"rendered":"\n

Avec l\u2019ordonnance n\u00b0 7985 du 31 mars 2026, la Cour de cassation italienne a confirm\u00e9 la l\u00e9galit\u00e9 du licenciement pour juste cause inflig\u00e9 \u00e0 un salari\u00e9 pour des irr\u00e9gularit\u00e9s dans la d\u00e9claration des pr\u00e9sences, en pr\u00e9cisant les limites d\u2019utilisation, \u00e0 des fins disciplinaires, des donn\u00e9es collect\u00e9es par les syst\u00e8mes d\u2019acc\u00e8s et de pointage de l\u2019entreprise.<\/p>\n\n\n\n

Dans l\u2019affaire examin\u00e9e, le salari\u00e9 avait \u00e9t\u00e9 licenci\u00e9 pour avoir, \u00e0 plusieurs reprises entre janvier et octobre 2019, omis de pointer avec son badge ou saisi manuellement dans l\u2019application de l\u2019entreprise des heures d\u2019entr\u00e9e et de sortie ne correspondant pas aux donn\u00e9es enregistr\u00e9es par les syst\u00e8mes de contr\u00f4le des acc\u00e8s aux locaux de l\u2019entreprise.<\/p>\n\n\n\n

Le salari\u00e9 avait contest\u00e9 le licenciement, en remettant notamment en cause l\u2019utilisation, \u00e0 des fins disciplinaires, des donn\u00e9es obtenues par l\u2019employeur via les syst\u00e8mes de contr\u00f4le des acc\u00e8s, qu\u2019il estimait contraires \u00e0 l\u2019interdiction de surveillance \u00e0 distance des salari\u00e9s. Toutefois, tant le tribunal que la cour d\u2019appel avaient jug\u00e9 le licenciement l\u00e9gitime, en constatant la r\u00e9alit\u00e9 des faits reproch\u00e9s et la proportionnalit\u00e9 de la sanction de licenciement.<\/p>\n\n\n\n

La Cour de cassation italienne a rejet\u00e9 le pourvoi du salari\u00e9, rappelant que les dispositifs<\/a> d\u2019enregistrement des acc\u00e8s et des pr\u00e9sences rel\u00e8vent de l\u2019article 4, alin\u00e9a 2, du Statut des travailleurs et que, par cons\u00e9quent, les donn\u00e9es ainsi collect\u00e9es peuvent \u00eatre utilis\u00e9es \u00e0 toutes les fins li\u00e9es \u00e0 la relation de travail, y compris disciplinaires, \u00e0 condition que le salari\u00e9 ait \u00e9t\u00e9 d\u00fbment inform\u00e9 des modalit\u00e9s d\u2019utilisation des outils et des contr\u00f4les effectu\u00e9s, et que la r\u00e9glementation en mati\u00e8re de protection des donn\u00e9es personnelles soit respect\u00e9e.<\/p>\n\n\n\n

La Haute juridiction a \u00e9galement pr\u00e9cis\u00e9 que ce type de contr\u00f4le ne saurait \u00eatre assimil\u00e9 \u00e0 une surveillance \u00e0 distance interdite, dans la mesure o\u00f9 il concerne la simple d\u00e9tection des acc\u00e8s et des pr\u00e9sences et n\u2019implique pas un suivi direct et continu de l\u2019activit\u00e9 professionnelle. M\u00eame lorsque l\u2019analyse des donn\u00e9es est r\u00e9alis\u00e9e \u00e0 la suite de soup\u00e7ons d\u2019irr\u00e9gularit\u00e9s, celles-ci restent utilisables d\u00e8s lors qu\u2019elles ont \u00e9t\u00e9 collect\u00e9es de mani\u00e8re licite dans le cadre des outils de travail.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

En l\u2019esp\u00e8ce, l\u2019obligation d\u2019information a \u00e9galement \u00e9t\u00e9 consid\u00e9r\u00e9e comme satisfaite, dans la mesure o\u00f9 l\u2019employeur avait adopt\u00e9 une politique interne relative aux contr\u00f4les d\u2019acc\u00e8s, port\u00e9e \u00e0 la connaissance des salari\u00e9s par sa publication sur le r\u00e9seau intranet et par des communications internes d\u00e9di\u00e9es.<\/p>\n\n\n\n

En conclusion, la d\u00e9cision confirme que la fausse d\u00e9claration des pr\u00e9sences, r\u00e9alis\u00e9e par omission des pointages ou par la saisie de donn\u00e9es inexactes, constitue une faute d\u2019une particuli\u00e8re gravit\u00e9 justifiant un licenciement pour juste cause, et que les donn\u00e9es collect\u00e9es au moyen des syst\u00e8mes d\u2019acc\u00e8s et de pointage peuvent \u00eatre l\u00e9galement utilis\u00e9es \u00e0 des fins disciplinaires, dans le respect des conditions pr\u00e9vues par la loi.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Avec l\u2019ordonnance n\u00b0 7985 du 31 mars 2026, la Cour de cassation italienne a confirm\u00e9 la l\u00e9galit\u00e9 du licenciement pour juste cause inflig\u00e9 \u00e0 un salari\u00e9 pour des irr\u00e9gularit\u00e9s dans la d\u00e9claration des pr\u00e9sences, en pr\u00e9cisant les limites d\u2019utilisation, \u00e0 des fins disciplinaires, des donn\u00e9es collect\u00e9es par les syst\u00e8mes d\u2019acc\u00e8s et de pointage de l\u2019entreprise. 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