{"id":2224,"date":"2021-01-10T21:22:00","date_gmt":"2021-01-10T20:22:00","guid":{"rendered":"http:\/\/cfdt-spie.com\/?p=2224"},"modified":"2021-04-10T21:27:41","modified_gmt":"2021-04-10T19:27:41","slug":"licenciement-nul-quelle-indemnite-en-cas-de-demande-de-reintegration-abusivement-tardive","status":"publish","type":"post","link":"https:\/\/cfdt-spie.com\/?p=2224","title":{"rendered":"Licenciement nul : quelle indemnit\u00e9 en cas de demande de r\u00e9int\u00e9gration abusivement tardive ?"},"content":{"rendered":"\n

En cas de licenciement nul, le salari\u00e9 r\u00e9int\u00e9gr\u00e9 a droit \u00e0 une indemnit\u00e9 \u00e9quivalant \u00e0 la r\u00e9mun\u00e9ration due entre son licenciement et sa r\u00e9int\u00e9gration, sauf demande abusivement tardive de celle-ci : la p\u00e9riode d’indemnisation part alors du jour de cette demande.<\/strong><\/p>\n\n\n\n

<\/p>\n\n\n\n

Le salari\u00e9 r\u00e9int\u00e9gr\u00e9 a droit \u00e0 une indemnit\u00e9 d\u2019\u00e9viction\u2026<\/h2>\n\n\n\n

Selon une jurisprudence aujourd\u2019hui bien \u00e9tablie, le salari\u00e9 r\u00e9int\u00e9gr\u00e9 \u00e0 la suite de l\u2019annulation de son licenciement a droit au versement d’une indemnit\u00e9 d’\u00e9viction dont le montant<\/strong> correspond \u00e0 la r\u00e9paration de la totalit\u00e9 du pr\u00e9judice subi<\/strong> entre son licenciement et son retour dans l\u2019entreprise, dans la limite du montant des salaires dont il a \u00e9t\u00e9 priv\u00e9 (Cass. soc. 25-1-2006 n\u00b0 03-47.517 F-P : RJS 4\/06 n\u00b0 417 ; Cass. soc. 16-10-2019 n\u00b0 17-31.624 FS-PB : RJS 1\/20 n\u00b0 15). En sont ainsi d\u00e9duits<\/strong> les revenus d\u2019activit\u00e9 ou de remplacement per\u00e7us le cas \u00e9ch\u00e9ant pendant cette p\u00e9riode (Cass. soc. 26-4-2006 n\u00b0 04-42.681 F-D : RJS 7\/06 n\u00b0 828 ; Cass. soc. 14-2-2018 n\u00b0 16-22.360 F-D : RJS 5\/18 n\u00b0 325), sauf, toutefois, en cas de violation d’une libert\u00e9 fondamentale constitutionnellement garantie (par exemple, Cass. soc. 2-2-2006 n\u00b0 03-47.481 FS-PBRI : RJS 4\/06 n\u00b0 488 pour un licenciement prononc\u00e9 en raison de l\u2019exercice du droit de gr\u00e8ve ; Cass. soc. 21-11-2018 n\u00b0 17-11.122 FS-PB : RJS 2\/19 n\u00b0 90 pour un licenciement prononc\u00e9 en r\u00e9action \u00e0 l\u2019action en justice du salari\u00e9 ; Cass. soc. 11-7-2012 n\u00b0 10-15.905 FS-PB : RJS 10\/12 n\u00b0 785 pour un licenciement discriminatoire fond\u00e9 sur l\u2019\u00e9tat de sant\u00e9).<\/p>\n\n\n\n

\u2026 r\u00e9duite en cas de demande de r\u00e9int\u00e9gration tardive<\/h2>\n\n\n\n

En l\u2019esp\u00e8ce<\/strong>, le salari\u00e9 avait \u00e9t\u00e9 licenci\u00e9 le 27 juillet 2011 pour perte de confiance quelques jours apr\u00e8s avoir sollicit\u00e9 la r\u00e9siliation judiciaire de son contrat de travail. Appel\u00e9e \u00e0 se prononcer sur la  l\u00e9gitimit\u00e9 de ce licenciement, la chambre sociale de la Cour de cassation a cass\u00e9 l\u2019arr\u00eat de la cour d\u2019appel ayant retenu l\u2019existence d\u2019une cause r\u00e9elle et s\u00e9rieuse (Cass. soc. 19-11-2014 n\u00b0 13-22.048 F-D). C\u2019est devant la cour d\u2019appel de renvoi que l\u2019int\u00e9ress\u00e9 a, le 14 mars 2016, pr\u00e9sent\u00e9, pour la premi\u00e8re fois, une demande en nullit\u00e9 de son licenciement sur le fondement de la violation de sa libert\u00e9 d\u2019expression, dont il a \u00e9t\u00e9 d\u00e9bout\u00e9. Cette d\u00e9cision a \u00e9galement \u00e9t\u00e9 censur\u00e9e par la chambre sociale qui, estimant que la nullit\u00e9 \u00e9tait encourue, a renvoy\u00e9 \u00e0 la cour d\u2019appel de Paris le soin de d\u00e9terminer notamment l\u2019indemnisation du salari\u00e9 (Cass. soc. 30-11-2017 n\u00b0 16-21.249 F-D). Celle-ci a ainsi condamn\u00e9 l\u2019employeur \u00e0 verser au salari\u00e9 plus d\u2019un million d\u2019euros au titre de l\u2019indemnit\u00e9<\/strong> due pour nullit\u00e9 du licenciement pour la p\u00e9riode du 28 octobre 2011, date de fin du pr\u00e9avis, au 28 novembre 2018, date de la r\u00e9int\u00e9gration. C\u2019est cet arr\u00eat qui est ici cass\u00e9 au motif que les juges du fond n\u2019ont pas examin\u00e9 le moyen de l’employeur qui soutenait que le salari\u00e9 avait pr\u00e9sent\u00e9, de fa\u00e7on abusive, sa demande de r\u00e9int\u00e9gration tardivement. <\/p>\n\n\n\n

En effet, la Haute Cour juge ici que le salari\u00e9 qui pr\u00e9sente de fa\u00e7on abusive sa demande de r\u00e9int\u00e9gration tardivement n\u2019a droit, au titre de la nullit\u00e9 de son licenciement, qu\u2019\u00e0 la r\u00e9mun\u00e9ration qu\u2019il aurait per\u00e7ue du jour de sa demande de r\u00e9int\u00e9gration \u00e0 celui de sa r\u00e9int\u00e9gration effective<\/strong>.<\/p>\n\n\n\n

Ainsi, en cas de demande<\/strong> tardive de la r\u00e9int\u00e9gration, l\u2019indemnisation du salari\u00e9 n\u2019est pas syst\u00e9matiquement r\u00e9duite : elle ne peut l\u2019\u00eatre que si ce retard est abusif. En l\u2019esp\u00e8ce, il reviendra \u00e0 la cour d\u2019appel de renvoi de se prononcer sur le caract\u00e8re abusif ou non de la demande pr\u00e9sent\u00e9e apr\u00e8s plus de 4 ann\u00e9es de proc\u00e9dure<\/strong>.<\/p>\n\n\n\n

A noter<\/strong> : La solution ici retenue pour l\u2019indemnit\u00e9 due pour nullit\u00e9 du licenciement peut \u00eatre rapproch\u00e9e de celle d\u00e9gag\u00e9e \u00e0 propos de l\u2019indemnit\u00e9 accord\u00e9e en cas de violation du statut protecteur des repr\u00e9sentants du personnel<\/strong>, m\u00eame si ces indemnit\u00e9s ne sont pas de m\u00eame nature. Il a en effet \u00e9t\u00e9 jug\u00e9 de m\u00eame que le salari\u00e9 prot\u00e9g\u00e9 licenci\u00e9 sans autorisation administrative ou malgr\u00e9 un refus d\u2019autorisation qui tarde abusivement \u00e0 demander sa r\u00e9int\u00e9gration n\u2019a droit qu\u2019\u00e0 la r\u00e9mun\u00e9ration qu\u2019il aurait per\u00e7ue du jour de sa demande \u00e0 celui de sa r\u00e9int\u00e9gration effective (Cass. soc. 7-11-2018 n\u00b0 17-14.716 FS-PB : RJS 1\/19 n\u00b0 38).<\/p>\n\n\n\n

Cass. soc. 13-1-2021 n\u00b0 19-14.050 FS-PI<\/p>\n\n\n\n

Source : https:\/\/www.efl.fr\/actualites\/social\/cessation-du-contrat-de-travail\/details.html?ref=f26b568e7-0f54-488f-ac0d-f4fb19e8060c<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

En cas de licenciement nul, le salarié réintégré a droit à une indemnité équivalant à la rémunération due entre son licenciement et sa réintégration, sauf(plus…)<\/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],"tags":[323,322],"class_list":["post-2224","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudences","tag-indemnite","tag-licenciement-nul"],"yoast_head":"\nLicenciement nul : quelle indemnit\u00e9 en cas de demande de r\u00e9int\u00e9gration abusivement tardive ? - 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=2224\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Licenciement nul : quelle indemnit\u00e9 en cas de demande de r\u00e9int\u00e9gration abusivement tardive ? 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