{"id":31769,"date":"2026-06-08T17:20:09","date_gmt":"2026-06-08T15:20:09","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/il-sistematico-ritardo-del-dipendente-puogiustificare-il-licenziamento-per-giusta-causa\/"},"modified":"2026-06-08T17:29:48","modified_gmt":"2026-06-08T15:29:48","slug":"le-retard-systematique-du-salarie-peut-justifier-un-licenciement-pour-faute-grave","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/publications\/le-retard-systematique-du-salarie-peut-justifier-un-licenciement-pour-faute-grave\/","title":{"rendered":"Le retard syst\u00e9matique du salari\u00e9 peut justifier un licenciement pour faute grave (Camera di Commercio Francese in Italia \u2013 Vittorio De Luca, Silvia Zulato)"},"content":{"rendered":"\n

Par l\u2019ordonnance n\u00b0 13722 du 11 mai 2026, la Cour de cassation, Chambre sociale, a \u00e9tabli que les retards r\u00e9p\u00e9t\u00e9s du salari\u00e9, entra\u00eenant le non-respect des \u00e9ch\u00e9ances ainsi que la violation des directives techniques de l\u2019entreprise, peuvent justifier un licenciement pour faute grave. <\/p>\n\n\n\n

Dans l\u2019affaire en\u00a0question, un\u00a0salari\u00e9\u00a0exer\u00e7ant\u00a0les\u00a0fonctions\u00a0d\u2019analyste\u00a0technique\u00a0avait\u00a0\u00e9t\u00e9\u00a0licenci\u00e9\u00a0pour\u00a0faute\u00a0grave par la\u00a0soci\u00e9t\u00e9\u00a0employeus<\/a>e\u00a0\u00e0 la suite d\u2019une\u00a0s\u00e9rie\u00a0de\u00a0comportements\u00a0consid\u00e9r\u00e9s\u00a0comme\u00a0constituant\u00a0des\u00a0manquements\u00a0particuli\u00e8rement\u00a0graves\u00a0\u00e0\u00a0ses\u00a0obligations\u00a0contractuelles. Plus\u00a0pr\u00e9cis\u00e9ment, il\u00a0avait\u00a0\u00e9t\u00e9\u00a0reproch\u00e9\u00a0au\u00a0salari\u00e9\u00a0des\u00a0retards\u00a0r\u00e9p\u00e9t\u00e9s\u00a0et\u00a0significatifs\u00a0dans\u00a0le\u00a0commencement\u00a0de son\u00a0activit\u00e9\u00a0professionnelle\u00a0\u2014\u00a0parfois\u00a0m\u00eame\u00a0de\u00a0plusieurs\u00a0heures\u00a0\u2014\u00a0ainsi\u00a0que\u00a0des\u00a0insuffisances\u00a0dans\u00a0l\u2019ex\u00e9cution\u00a0de\u00a0ses\u00a0prestations,\u00a0avec\u00a0des\u00a0effets\u00a0n\u00e9gatifs\u00a0sur l\u2019organisation\u00a0de l\u2019entreprise et sur la relation\u00a0avec\u00a0le client\u00a0aupr\u00e8s\u00a0duquel\u00a0il\u00a0intervenait.\u00a0<\/p>\n\n\n\n

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

LaCour\u00a0d\u2019appel\u00a0avait\u00a0confirm\u00e9\u00a0la\u00a0l\u00e9gitimit\u00e9\u00a0du\u00a0licenciement,\u00a0estimant\u00a0\u00e9tabli\u00a0un\u00a0comportement\u00a0globalement\u00a0inad\u00e9quat\u00a0du\u00a0salari\u00e9,\u00a0caract\u00e9ris\u00e9\u00a0par un manque d\u2019efficacit\u00e9, le non-respect\u00a0des\u00a0directives\u00a0techniques et une\u00a0qualit\u00e9\u00a0insuffisante\u00a0des\u00a0prestations\u00a0fournies, de nature \u00e0 porter\u00a0atteinte\u00a0\u00e0 l\u2019image\u00a0ainsi\u00a0qu\u2019aux\u00a0int\u00e9r\u00eats\u00a0\u00e9conomiques\u00a0de la\u00a0soci\u00e9t\u00e9. Il\u00a0\u00e9tait\u00a0notamment\u00a0ressorti\u00a0de l\u2019instruction\u00a0que\u00a0le\u00a0salari\u00e9\u00a0ne\u00a0respectait\u00a0pas\u00a0les\u00a0\u00e9ch\u00e9ances,\u00a0travaillait\u00a0de\u00a0mani\u00e8re\u00a0non conforme\u00a0aux\u00a0instructions\u00a0re\u00e7ues\u00a0et\u00a0avait\u00a0contribu\u00e9\u00a0\u00e0 la\u00a0perte\u00a0de\u00a0confiance\u00a0du\u00a0client,\u00a0jusqu\u2019\u00e0\u00a0compromettre\u00a0la relation commerciale.\u00a0<\/p>\n\n\n\n

Contre cette d\u00e9cision, le salari\u00e9 avait form\u00e9 un pourvoi en cassation, en invoquant notamment la violation de son droit \u00e0 la preuve, l\u2019absence de prise en consid\u00e9ration de certaines circonstances invoqu\u00e9es pour sa d\u00e9fense ainsi que la qualification erron\u00e9e de son comportement comme constituant une faute grave justifiant la rupture du contrat de travail. Plus particuli\u00e8rement, il soutenait que les juges du fond n\u2019avaient pas admis l\u2019ensemble des \u00e9l\u00e9ments de preuve qu\u2019il avait sollicit\u00e9s et que les manquements qui lui \u00e9taient reproch\u00e9s ne pr\u00e9sentaient pas un degr\u00e9 de gravit\u00e9 suffisant pour justifier son licenciement. <\/p>\n\n\n\n

La Cour de cassation a rejet\u00e9 le pourvoi dans son int\u00e9gralit\u00e9, confirmant ainsi l\u2019approche adopt\u00e9e par les juges du fond. <\/p>\n\n\n\n

En premier lieu, elle a pr\u00e9cis\u00e9 que le droit \u00e0 la preuve ne pr\u00e9sente pas un caract\u00e8re absolu, puisqu\u2019il appartient au juge du fond d\u2019appr\u00e9cier la pertinence et la n\u00e9cessit\u00e9 des moyens d\u2019instruction, y compris en proc\u00e9dant \u00e0 la s\u00e9lection des t\u00e9moins qu\u2019il estime les plus aptes \u00e0 contribuer \u00e0 l\u2019\u00e9tablissement des faits. Une telle appr\u00e9ciation, lorsqu\u2019elle est ad\u00e9quatement motiv\u00e9e, ne peut faire l\u2019objet d\u2019un contr\u00f4le dans le cadre du jugement de l\u00e9galit\u00e9 exerc\u00e9 par la Cour de cassation. <\/p>\n\n\n\n

S\u2019agissant de la faute grave justifiant le licenciement, la Cour a r\u00e9affirm\u00e9 les principes jurisprudentiels consolid\u00e9s en mati\u00e8re de clauses g\u00e9n\u00e9rales, en soulignant que l\u2019\u00e9valuation de la gravit\u00e9 du manquement ainsi que de l\u2019atteinte port\u00e9e au lien de confiance rel\u00e8ve de l\u2019appr\u00e9ciation des faits r\u00e9serv\u00e9e aux juges du fond. <\/p>\n\n\n\n

Dans le cas concret, la Cour a estim\u00e9 que les juges du fond avaient correctement pris en consid\u00e9ration un ensemble d\u2019\u00e9l\u00e9ments \u2014 parmi lesquels les retards r\u00e9p\u00e9t\u00e9s, l\u2019insuffisance technique des prestations fournies et la d\u00e9t\u00e9rioration de la relation avec le client \u2014 propres \u00e0 d\u00e9montrer une violation grave des obligations de diligence et de loyaut\u00e9. Ces comportements ont \u00e9t\u00e9 consid\u00e9r\u00e9s comme r\u00e9v\u00e9lateurs d\u2019une incapacit\u00e9 substantielle ou d\u2019une absence de volont\u00e9 du salari\u00e9 de se conformer aux directives de l\u2019entreprise, entra\u00eenant ainsi une atteinte irr\u00e9versible au lien de confiance. <\/p>\n\n\n\n

En conclusion, cette d\u00e9cision confirme que des comportements caract\u00e9ris\u00e9s par des manquements r\u00e9p\u00e9t\u00e9s aux obligations organisationnelles et professionnelles, lorsqu\u2019ils affectent de mani\u00e8re significative l\u2019activit\u00e9 de l\u2019entreprise ainsi que la relation avec la client\u00e8le, peuvent constituer une faute grave justifiant un licenciement. L\u2019appr\u00e9ciation de leur gravit\u00e9 et de leur aptitude \u00e0 porter atteinte au lien de confiance rel\u00e8ve du pouvoir souverain des juges du fond et, lorsqu\u2019elle est ad\u00e9quatement motiv\u00e9e, n\u2019est pas susceptible d\u2019\u00eatre r\u00e9examin\u00e9e dans le cadre du contr\u00f4le de l\u00e9galit\u00e9 exerc\u00e9 par la Cour de cassation. <\/p>\n","protected":false},"excerpt":{"rendered":"

Par l\u2019ordonnance n\u00b0 13722 du 11 mai 2026, la Cour de cassation, Chambre sociale, a \u00e9tabli que les retards r\u00e9p\u00e9t\u00e9s du salari\u00e9, entra\u00eenant le non-respect des \u00e9ch\u00e9ances ainsi que la violation des directives techniques de l\u2019entreprise, peuvent justifier un licenciement pour faute grave.  Dans l\u2019affaire en\u00a0question, un\u00a0salari\u00e9\u00a0exer\u00e7ant\u00a0les\u00a0fonctions\u00a0d\u2019analyste\u00a0technique\u00a0avait\u00a0\u00e9t\u00e9\u00a0licenci\u00e9\u00a0pour\u00a0faute\u00a0grave par la\u00a0soci\u00e9t\u00e9\u00a0employeuse\u00a0\u00e0 la suite d\u2019une\u00a0s\u00e9rie\u00a0de\u00a0comportements\u00a0consid\u00e9r\u00e9s\u00a0comme\u00a0constituant\u00a0des\u00a0manquements\u00a0particuli\u00e8rement\u00a0graves\u00a0\u00e0\u00a0ses\u00a0obligations\u00a0contractuelles. Plus\u00a0pr\u00e9cis\u00e9ment, il\u00a0avait\u00a0\u00e9t\u00e9\u00a0reproch\u00e9\u00a0au\u00a0salari\u00e9\u00a0des\u00a0retards\u00a0r\u00e9p\u00e9t\u00e9s\u00a0et\u00a0significatifs\u00a0dans\u00a0le\u00a0commencement\u00a0de son\u00a0activit\u00e9\u00a0professionnelle\u00a0\u2014\u00a0parfois\u00a0m\u00eame\u00a0de\u00a0plusieurs\u00a0heures\u00a0\u2014\u00a0ainsi\u00a0que\u00a0des\u00a0insuffisances\u00a0dans\u00a0l\u2019ex\u00e9cution\u00a0de\u00a0ses\u00a0prestations,\u00a0avec\u00a0des\u00a0effets\u00a0n\u00e9gatifs\u00a0sur […]<\/p>\n","protected":false},"author":2,"featured_media":31770,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[175,198,159,209],"tags":[1360,1346],"class_list":["post-31769","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-news","category-publications-2","category-publications","tag-diritto-del-lavoro-fr","tag-licenziamenti-fr"],"acf":[],"yoast_head":"\nLe retard syst\u00e9matique du salari\u00e9 peut justifier un licenciement pour faute grave- De Luca & Partners<\/title>\n<meta name=\"description\" content=\"Par l\u2019ordonnance n\u00b0 13722 du 11 mai 2026, la Cour de cassation, Chambre sociale, a \u00e9tabli que les retards r\u00e9p\u00e9t\u00e9s du salari\u00e9, entra\u00eenant le non-respect des \u00e9ch\u00e9ances ainsi que la violation des directives techniques de l\u2019entreprise, peuvent justifier un 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