{"id":1733,"date":"2020-07-22T11:16:00","date_gmt":"2020-07-22T09:16:00","guid":{"rendered":"http:\/\/cfdt-spie.com\/?p=1733"},"modified":"2020-10-12T11:23:54","modified_gmt":"2020-10-12T09:23:54","slug":"burn-out-etat-de-sante-et-licenciement-discriminatoire","status":"publish","type":"post","link":"https:\/\/cfdt-spie.com\/?p=1733","title":{"rendered":"Burn out, \u00e9tat de sant\u00e9 et licenciement discriminatoire"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><em>Publi\u00e9 le <time datetime=\"2020-07-22T08:01:00+02:00\">22\/07\/2020 \u00e0 08:01<\/time> par la r\u00e9daction des \u00c9ditions Tissot dans <a href=\"https:\/\/www.editions-tissot.fr\/actualite\/sante-securite\/thematique\/risques-psychosociaux\">Risques psychosociaux<\/a>.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Un salari\u00e9, qui d\u00e9clare \u00eatre victime d\u2019un burn out peut-il \u00eatre licenci\u00e9 pour insuffisance professionnelle huit jours plus tard ? La question peut para\u00eetre provocante. Pourtant, une affaire nous conduit \u00e0 explorer \u00e0 nouveau le th\u00e8me de l\u2019\u00e9tat de sant\u00e9 du salari\u00e9 et de la possible discrimination qui en d\u00e9coule. Gare aux mesures prises par l\u2019employeur dans ce contexte, qui pourraient \u00eatre frapp\u00e9es de nullit\u00e9.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Burn out : licenciement pour insuffisance professionnelle<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Un salari\u00e9, directeur business dans une entreprise fran\u00e7aise et comptant 25 ans d\u2019anciennet\u00e9, est licenci\u00e9 pour insuffisance professionnelle le 10 octobre 2014.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le 17 septembre pr\u00e9c\u00e9dent, il avait inform\u00e9 par mail ses responsables qu&rsquo;il avait \u00e9t\u00e9 arr\u00eat\u00e9 pour burn out avant ses cong\u00e9s. Ce salari\u00e9 avait d\u00e9cid\u00e9, malgr\u00e9 les conseils de prolongation de son arr\u00eat, de reprendre le travail, souhaitant continuer \u00e0 assumer ses fonctions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le 18 septembre, le Directeur G\u00e9n\u00e9ral, soucieux de son probl\u00e8me de sant\u00e9, d\u00e9sirait s&rsquo;en entretenir avec lui sans plus attendre.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le 25 septembre, il \u00e9tait annonc\u00e9 au salari\u00e9 l\u2019engagement d\u2019une proc\u00e9dure de licenciement \u00e0 son encontre, pour insuffisance professionnelle.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quelques temps plus tard, le salari\u00e9 saisira la juridiction prud&rsquo;homale en invoquant notamment une discrimination en raison de son \u00e9tat de sant\u00e9.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Burn out : licenciement discriminatoire en raison de l\u2019\u00e9tat de sant\u00e9<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le licenciement pour insuffisance professionnelle engag\u00e9 huit jours apr\u00e8s la d\u00e9claration, par le salari\u00e9, de son burn out peut-il \u00eatre valable ?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La cour d\u2019appel rejette la demande en annulation du licenciement formul\u00e9e par le salari\u00e9. Elle retient que :<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>lors de la visite p\u00e9riodique du 23 juillet 2014, le salari\u00e9 avait \u00e9t\u00e9 d\u00e9clar\u00e9 apte par le m\u00e9decin du travail ;<\/li><li>la preuve d&rsquo;une alerte pour burn out par ce dernier n&rsquo;\u00e9tait pas rapport\u00e9e ;<\/li><li>que l&rsquo;auto-\u00e9valuation remplie en juillet 2014 dans laquelle le salari\u00e9 avait sollicit\u00e9 un meilleur \u00e9quilibre entre sa vie priv\u00e9e et sa vie professionnelle n&rsquo;avait pas \u00e9t\u00e9 port\u00e9e \u00e0 la connaissance de l&#8217;employeur ;<\/li><li>il ne d\u00e9montrait pas avoir rencontr\u00e9 le psychologue du travail \u00e0 son retour de cong\u00e9s ;<\/li><li>le 25 septembre 2014, le fait que l&#8217;employeur ait mentionn\u00e9 ses probl\u00e8mes de sant\u00e9, en annon\u00e7ant au salari\u00e9 qu&rsquo;une proc\u00e9dure de licenciement allait \u00eatre engag\u00e9e \u00e0 son encontre, ne reposait que sur les dires de ce dernier.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Rappel Avant de reprendre l\u2019histoire de ce salari\u00e9, rappelons qu\u2019en mati\u00e8re de discrimination, les r\u00e8gles relatives \u00e0 la charge de la preuve sont am\u00e9nag\u00e9es devant le conseil de prud\u2019hommes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsque le salari\u00e9 pr\u00e9sente plusieurs \u00e9l\u00e9ments de fait constituant selon lui une discrimination directe ou indirecte, il appartient au juge d&rsquo;appr\u00e9cier si ces \u00e9l\u00e9ments &#8211; pris dans leur ensemble &#8211; laissent supposer l&rsquo;existence d&rsquo;une telle discrimination. Dans l&rsquo;affirmative, il revient \u00e0 l&#8217;employeur de prouver que ses d\u00e9cisions sont justifi\u00e9es par des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 toute discrimination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L\u2019enjeu est de taille puisque toute mesure discriminatoire peut \u00eatre annul\u00e9e.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En l\u2019occurrence, la cour d\u2019appel d\u00e9duit que l&rsquo;ensemble des \u00e9l\u00e9ments \u00e9voqu\u00e9s ne laisse pas pr\u00e9sumer qu&rsquo;au vu d&rsquo;un seul arr\u00eat de travail limit\u00e9 dans le temps, du 28 juillet au 6 ao\u00fbt 2014, suivi d&rsquo;une reprise du travail, l&#8217;employeur ait d\u00e9cid\u00e9 de licencier le salari\u00e9 en raison de son \u00e9tat de sant\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour autant, sur le licenciement pour insuffisance professionnelle, la cour d\u2019appel consid\u00e8re qu\u2019il est d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse puisqu\u2019aucun des griefs invoqu\u00e9s par l\u2019employeur n\u2019est \u00e9tabli&#8230;<br>Le raisonnement de la cour d\u2019appel peut-il tenir ?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Non, selon la Cour de cassation : \u00ab <em>l&#8217;employeur avait engag\u00e9 la proc\u00e9dure de licenciement huit jours apr\u00e8s avoir re\u00e7u un courriel du salari\u00e9 l&rsquo;informant de ses difficult\u00e9s de sant\u00e9 en relation avec ses <a href=\"https:\/\/www.editions-tissot.fr\/actualite\/sante-securite\/tag\/conditions-de-travail\">conditions de travail<\/a>&nbsp;et (\u2026) le licenciement pour insuffisance professionnelle \u00e9tait sans cause r\u00e9elle et s\u00e9rieuse, aucun des griefs invoqu\u00e9s n&rsquo;\u00e9tant \u00e9tabli, ce dont il r\u00e9sultait que le salari\u00e9 pr\u00e9sentait des \u00e9l\u00e9ments de fait laissant supposer l&rsquo;existence d&rsquo;une discrimination en raison de son \u00e9tat de sant\u00e9<\/em> \u00bb.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Autrement dit, le licenciement devait \u00eatre annul\u00e9 en raison de cette discrimination li\u00e9e \u00e0 l\u2019\u00e9tat de sant\u00e9 du salari\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br><em>Cour de cassation, chambre sociale, 5 f\u00e9vrier 2020, 18-22.399 (Le licenciement pour insuffisance professionnelle est sans cause r\u00e9elle et s\u00e9rieuse d\u00e8s lors qu\u2019aucun des griefs invoqu\u00e9s n\u2019est \u00e9tabli, et que le salari\u00e9 pr\u00e9sente des \u00e9l\u00e9ments de fait laissant supposer l\u2019existence d\u2019une discrimination en raison de son \u00e9tat de sant\u00e9).<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">source:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.editions-tissot.fr\/actualite\/sante-securite\/burn-out-etat-de-sante-et-licenciement-discriminatoire?utm_campaign=Articles-E-News&amp;utm_content=titre-article&amp;utm_medium=e-news-actu&amp;utm_source=rps&amp;utm_term=titre-article&amp;M_BT=1297181272235\">https:\/\/www.editions-tissot.fr\/actualite\/sante-securite\/burn-out-etat-de-sante-et-licenciement-discriminatoire?utm_campaign=Articles-E-News&amp;utm_content=titre-article&amp;utm_medium=e-news-actu&amp;utm_source=rps&amp;utm_term=titre-article&amp;M_BT=1297181272235<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Publi&eacute; le 22\/07\/2020 &agrave; 08:01 par la r&eacute;daction des &Eacute;ditions Tissot dans Risques psychosociaux. Un salari&eacute;, qui d&eacute;clare &ecirc;tre victime d&rsquo;un burn out peut-il &ecirc;tre<a href=\"https:\/\/cfdt-spie.com\/?p=1733\" class=\"more-link\">(plus&#8230;)<\/a><\/p>\n","protected":false},"author":1,"featured_media":971,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[150,24],"tags":[55,27,155,259],"class_list":["post-1733","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudences","category-sante-securite-condition-de-travail-spie-infoservices","tag-burnout","tag-discrimination","tag-licenciement","tag-rps"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Burn out, \u00e9tat de sant\u00e9 et licenciement discriminatoire - CFDT SPIE ICS<\/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:\/\/cfdt-spie.com\/?p=1733\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Burn out, \u00e9tat de sant\u00e9 et licenciement discriminatoire - CFDT SPIE ICS\" \/>\n<meta property=\"og:description\" content=\"Publi&eacute; le 22\/07\/2020 &agrave; 08:01 par la r&eacute;daction des &Eacute;ditions Tissot dans Risques psychosociaux. 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