{"id":43814,"date":"2025-03-27T10:53:21","date_gmt":"2025-03-27T08:53:21","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/?p=43814"},"modified":"2025-03-27T10:53:23","modified_gmt":"2025-03-27T08:53:23","slug":"effectivite-prise-conges-payes-option-obligation","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2025\/03\/27\/effectivite-prise-conges-payes-option-obligation\/","title":{"rendered":"L\u2019effectivit\u00e9 de la prise de cong\u00e9s pay\u00e9s\u00a0: ce n\u2019est pas une option, c\u2019est une obligation"},"content":{"rendered":"\n<h2 style=\"color:#D10016\"><strong>L\u2019obligation pour l\u2019employeur de permettre la prise des cong\u00e9s<\/strong><\/h2>\n\n\n\n<p>L\u2019employeur a plusieurs obliga\u00adtions en mati\u00e8re de gestion des cong\u00e9s&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Informer le salari\u00e9 <\/strong>de son droit \u00e0 cong\u00e9 et du nombre de jours acquis. Cette informa\u00adtion peut \u00eatre fournie par le bulletin de paie ou via un affi\u00adchage collectif.<\/li>\n\n\n\n<li><strong>Organiser les d\u00e9parts en cong\u00e9 <\/strong>en tenant compte des souhaits du salari\u00e9 et des n\u00e9\u00adcessit\u00e9s de service. Un refus ne peut \u00eatre motiv\u00e9 que par des raisons objectives (<a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000035652687#:~:text=%2Dla%20dur%C3%A9e%20de%20leurs%20services,la%20date%20de%20d%C3%A9part%20pr%C3%A9vue.\" target=\"_blank\" rel=\"noreferrer noopener\">article L. 3141-16 du Code du travail<\/a>).<\/li>\n\n\n\n<li><strong>Fixer les dates de cong\u00e9s <\/strong>en concertation avec le salari\u00e9 et en respectant un d\u00e9lai de pr\u00e9\u00advenance (<a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000033515945#:~:text=Article%20D3141%2D5-,Version%20en%20vigueur%20depuis%20le%2001%20janvier%202017,l'ouverture%20de%20cette%20p%C3%A9riode.\" target=\"_blank\" rel=\"noreferrer noopener\">article D. 3141-5 du Code du travail<\/a>).<\/li>\n\n\n\n<li><strong>S\u2019assurer que les cong\u00e9s sont pris<\/strong>. Le simple fait de per\u00admettre la prise des cong\u00e9s ne suffit pas : <strong>l\u2019employeur doit s\u2019assurer que le salari\u00e9 prend bien ses cong\u00e9s<\/strong>.<\/li>\n<\/ul>\n\n\n\n<h2 style=\"color:#D10016\"><strong>Sanctions en cas de non-respect de cette obligation<\/strong><\/h2>\n\n\n\n<p>Lorsqu\u2019un employeur ne per\u00admet pas au salari\u00e9 de prendre ses cong\u00e9s pay\u00e9s&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le salari\u00e9 peut exiger une <strong>in\u00addemnisation compensa\u00adtrice <\/strong>pour cong\u00e9s non pris (<a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000033020681#:~:text=Version%20en%20vigueur%20depuis%20le%2010%20ao%C3%BBt%202016,-Modifi%C3%A9%20par%20LOI&amp;text=L'indemnit%C3%A9%20est%20due%20que,pris%20son%20cong%C3%A9%20annuel%20pay%C3%A9.\" target=\"_blank\" rel=\"noreferrer noopener\">article L. 3141-28 du Code du travail<\/a>).<\/li>\n\n\n\n<li>Un salari\u00e9 priv\u00e9 de ses cong\u00e9s peut aussi obtenir une <strong>r\u00e9\u00adparation du pr\u00e9judice subi<\/strong>, notamment en cas d\u2019\u00e9puise\u00adment professionnel.<\/li>\n\n\n\n<li>En cas de contentieux, l\u2019em\u00adployeur peut \u00eatre condamn\u00e9 \u00e0 des <strong>dommages et int\u00e9r\u00eats<\/strong>, comme illustr\u00e9 dans un ar\u00adr\u00eat du 22 janvier 2025. Dans cet arr\u00eat, la <strong>Cour de cassa\u00adtion <\/strong>censure la d\u00e9cision de la Cour d\u2019appel de Versailles qui avait valid\u00e9 le licenciement pour faute grave d\u2019une sala\u00adri\u00e9e pour <strong>absence injustifi\u00e9e<\/strong>. En effet, la salari\u00e9e contestait son licenciement en invo\u00adquant des <strong>manquements de l\u2019employeur \u00e0 son droit au re\u00adpos<\/strong>, notamment le fait qu\u2019elle n\u2019avait jamais pu prendre ses cong\u00e9s pay\u00e9s depuis son em\u00adbauche. La cour d\u2019appel avait rejet\u00e9 cet argument, consi\u00add\u00e9rant que l\u2019absence de jus\u00adtification d\u2019un cong\u00e9 sans solde non autoris\u00e9 suffisait \u00e0 caract\u00e9riser la faute grave. Or, la <strong>Cour de cassation <\/strong>rappelle que <strong>tout jugement doit \u00eatre motiv\u00e9 <\/strong>(<a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000006410706\" target=\"_blank\" rel=\"noreferrer noopener\">article 455 du Code de proc\u00e9dure civile<\/a>). En ne r\u00e9pondant pas \u00e0 l\u2019argument essentiel de la salari\u00e9e sur l\u2019impossibilit\u00e9 de prendre ses cong\u00e9s pay\u00e9s, la cour d\u2019ap\u00adpel a viol\u00e9 ce principe. Pour la Cour de cassation, s\u2019il est exact que l\u2019absence injustifi\u00e9e rend le salari\u00e9 passible d\u2019un licen\u00adciement pour faute grave, ce n\u2019est qu\u2019\u00e0 la stricte condition que cette absence ne soit pas li\u00e9e aux manquements de l\u2019employeur quant \u00e0 l\u2019effectivi\u00adt\u00e9 de la prise des cong\u00e9s pay\u00e9s qui semblait faire d\u00e9faut dans l\u2019arr\u00eat d\u2019esp\u00e8ce.<\/li>\n<\/ul>\n\n\n\n<h2 style=\"color:#D10016\"><strong>L\u2019impact sur le licenciement pour faute grave<\/strong><\/h2>\n\n\n\n<p>Si un salari\u00e9 s\u2019absente en rai\u00adson d\u2019un refus injustifi\u00e9 de cong\u00e9s, <strong>l\u2019employeur ne peut pas lui reprocher une absence injustifi\u00e9e <\/strong>sans avoir d\u2019abord respect\u00e9 ses propres obliga\u00adtions. La Cour de cassation a d\u00e9j\u00e0 jug\u00e9 que le non-respect du droit aux cong\u00e9s pay\u00e9s pouvait invalider un licenciement pour faute grave, comme dans l\u2019arr\u00eat pr\u00e9cit\u00e9.<\/p>\n\n\n\n<article class=\"obj_encart-formation\">\n<div class=\"ctn_encart\">\n<h3>Votre formation sur ce th\u00e8me<\/h3>\n<h2>&nbsp;GESTION DES CONG\u00c9S PAY\u00c9S&nbsp;<\/h2>\n<h4>1 jour &#8211; En pr\u00e9sentiel ou \u00e0 distance<\/h4>\n<ul>\n<li><strong>Calculer les droits<\/strong> des salari\u00e9s en mati\u00e8re de cong\u00e9s pay\u00e9s.<\/li>\n<li><strong>Appliquer les r\u00e8gles<\/strong> en mati\u00e8re de prise des cong\u00e9s pay\u00e9s.<\/li>\n<li><strong>Mettre en oeuvre les nouveaut\u00e9s<\/strong> concernant les cong\u00e9s pay\u00e9s et la maladie.<\/li>\n<li><strong>G\u00e9rer les cas particuliers&nbsp;:<\/strong> salari\u00e9s \u00e0 temps partiels, salari\u00e9 malade&#8230;<\/li>\n<li><strong>Calculer<\/strong> les indemnit\u00e9s de cong\u00e9s pay\u00e9s.<\/li>\n<\/ul>\n<div class=\"ctn_btn\">\n<a class=\"obj_btn\" target=\"_blank\" href=\"https:\/\/www.gereso.com\/ACCP\" rel=\"noopener\"><span>En savoir plus<\/span><\/a>\n<a class=\"obj_btn\" target=\"_blank\" href=\"https:\/\/www.gereso.com\/client\/programme-pdf\/ACCP.pdf\" rel=\"noopener\"><span>T\u00e9l\u00e9charger le programme PDF<\/span><\/a>\n<\/div>\n<\/article>\n\n\n\n<h2 style=\"color:#D10016\"><strong>Conclusion<\/strong><\/h2>\n\n\n\n<p>L\u2019employeur ne peut pas se contenter d\u2019accorder un droit th\u00e9orique aux cong\u00e9s pay\u00e9s. Il doit garantir <strong>l\u2019effectivi\u00adt\u00e9 <\/strong>de leur prise, faute de quoi il s\u2019expose \u00e0 des contentieux lourds de cons\u00e9quences. L\u2019ar\u00adr\u00eat du 22 janvier 2025 rappelle que <strong>le non-respect du droit aux cong\u00e9s peut remettre en cause la validit\u00e9 d\u2019un licencie\u00adment pour absence injustifi\u00e9e. <\/strong>Une bonne gestion des cong\u00e9s est donc essentielle pour \u00e9viter tout litige.<\/p>\n\n\n\n<p><em>Cour de cassation, chambre sociale, 22 janvier 2025, n\u00b0 23-16.282<\/em><\/p>\n\n\n\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019obligation pour l\u2019employeur de permettre la prise des cong\u00e9s L\u2019employeur a plusieurs obliga\u00adtions en mati\u00e8re de gestion des cong\u00e9s&nbsp;: Sanctions en cas de non-respect de cette obligation Lorsqu\u2019un employeur ne per\u00admet pas au salari\u00e9 de prendre ses cong\u00e9s pay\u00e9s&nbsp;: L\u2019impact sur le licenciement pour faute grave Si un salari\u00e9 s\u2019absente en rai\u00adson d\u2019un refus injustifi\u00e9 [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":43832,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[12,2],"tags":[],"class_list":["post-43814","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites","category-ressources-humaines"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - 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