{"id":4809,"date":"2016-01-28T09:09:49","date_gmt":"2016-01-28T08:09:49","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/?p=4809"},"modified":"2016-01-28T17:35:32","modified_gmt":"2016-01-28T16:35:32","slug":"obligation-securite-employeur","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2016\/01\/28\/obligation-securite-employeur\/","title":{"rendered":"L&#8217;employeur est-il toujours tenu d&rsquo;assurer la sant\u00e9 des salari\u00e9s ?"},"content":{"rendered":"<p>L\u2019employeur se doit d\u2019<strong>assurer la s\u00e9curit\u00e9 des salari\u00e9s et la protection de leur sant\u00e9<\/strong> en mettant en place l\u2019organisation et les moyens adapt\u00e9s. La Cour de cassation estime que de ces principes d\u00e9coule une obligation de s\u00e9curit\u00e9 de r\u00e9sultat, engageant donc la responsabilit\u00e9 de l\u2019employeur d\u00e8s lors que la sant\u00e9 des salari\u00e9s est atteinte.<\/p>\n<p>C\u2019est ainsi qu\u2019ont donn\u00e9 lieu \u00e0 la reconnaissance d\u2019une <strong>faute inexcusable<\/strong>, certaines violences entre salari\u00e9s, des situations de harc\u00e8lement ou de tabagisme passif, nonobstant les mesures prises par l\u2019employeur pour les \u00e9viter ou les faire cesser. Dans une telle situation, seule, en effet, une cause ext\u00e9rieure, s\u2019apparentant \u00e0 une force majeure, est jug\u00e9e en mesure d\u2019exon\u00e9rer l\u2019employeur de sa responsabilit\u00e9.<\/p>\n<p>N\u00e9anmoins, dans un nouvel arr\u00eat, la Cour supr\u00eame nuance cette position en consid\u00e9rant qu\u2019<strong>il convient d\u2019appr\u00e9cier si l\u2019employeur d\u00e9montre avoir \u00e9t\u00e9 conscient du danger<\/strong> en ayant accompli les diligences n\u00e9cessaires.<\/p>\n<h2>Deux affaires, deux r\u00f4les diff\u00e9rents jou\u00e9s par l&#8217;employeur<\/h2>\n<p>Dans l\u2019arr\u00eat du 25 novembre, l\u2019affaire concernait un chef de cabine d\u2019une compagnie a\u00e9rienne, en escale \u00e0 New York, au moment des attentats de 2001, qui a d\u00e9velopp\u00e9 un syndrome anxio-d\u00e9pressif \u00e0 partir de 2006, s\u2019accompagnant d\u2019arr\u00eats de travail continus jusqu\u2019en 2011, date de son licenciement. Or, le salari\u00e9 a alors mis en cause la responsabilit\u00e9 de son employeur, estimant ne pas avoir pu b\u00e9n\u00e9ficier d\u2019un suivi psychologique suffisant.<\/p>\n<p>L\u2019employeur a alors \u00e9tabli avoir mis \u00e0 disposition des salari\u00e9s, \u00e0 leur retour de New York, du personnel m\u00e9dical qui \u00e9tait pr\u00e9sent jour et nuit sur une certaine p\u00e9riode. Dans ces conditions, la Cour de cassation a estim\u00e9 que <strong>l\u2019employeur n\u2019avait pas m\u00e9connu son obligation de s\u00e9curit\u00e9<\/strong> puisqu\u2019il avait adopt\u00e9 sans d\u00e9lai des mesures de pr\u00e9vention, estim\u00e9es adapt\u00e9es.<\/p>\n<p>Il semble donc que l\u2019employeur puisse s\u2019exon\u00e9rer de sa responsabilit\u00e9 soit en invoquant une force majeure, soit en d\u00e9montrant avoir mis en place une politique de pr\u00e9vention effective et adapt\u00e9e \u00e0 la situation v\u00e9cue ou susceptible de l\u2019\u00eatre par les salari\u00e9s.<\/p>\n<p>On peut donc se demander si cette obligation de s\u00e9curit\u00e9 ne devient pas progressivement une obligation de moyen.<\/p>\n<p>Dans l\u2019arr\u00eat du 19 novembre, la Cour de cassation va reconna\u00eetre, \u00e0 l\u2019inverse, la responsabilit\u00e9 de l\u2019employeur dans un conflit entre plusieurs salari\u00e9s, en raison de <strong>l\u2019absence de mesures prises pour tenter d\u2019apaiser la situation<\/strong>. En effet, suite \u00e0 l\u2019annonce d\u2019un plan de licenciement, certains salari\u00e9s \u00e9tant concern\u00e9s et un autre pas, ce dernier a fini par se sentir tr\u00e8s oppress\u00e9 et a \u00e9t\u00e9 hospitalis\u00e9 d\u2019urgence. Or, l\u2019inspecteur du travail a mis en \u00e9vidence un grave conflit entre salari\u00e9s.<\/p>\n<p><em>Sources : Cass. soc. , 19 nov. 2015, no 13-26199 et Cass. soc., 25 nov. 2015, no 14-24444.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019employeur se doit d\u2019assurer la s\u00e9curit\u00e9 des salari\u00e9s et la protection de leur sant\u00e9 en mettant en place l\u2019organisation et les moyens adapt\u00e9s. La Cour de cassation estime que de ces principes d\u00e9coule une obligation de s\u00e9curit\u00e9 de r\u00e9sultat, engageant donc la responsabilit\u00e9 de l\u2019employeur d\u00e8s lors que la sant\u00e9 des salari\u00e9s est atteinte. C\u2019est [&hellip;]<\/p>\n","protected":false},"author":12,"featured_media":4867,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[5],"tags":[751,439,440],"class_list":["post-4809","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","tag-obligation-de-securite","tag-sante-au-travail","tag-securite-au-travail"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>L&#039;employeur est-il toujours tenu d&#039;assurer la sant\u00e9 des salari\u00e9s ? - Le Blog GERESO<\/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:\/\/www.gereso.com\/actualites\/2016\/01\/28\/obligation-securite-employeur\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"L&#039;employeur est-il toujours tenu d&#039;assurer la sant\u00e9 des salari\u00e9s ? - Le Blog GERESO\" \/>\n<meta property=\"og:description\" content=\"L\u2019employeur se doit d\u2019assurer la s\u00e9curit\u00e9 des salari\u00e9s et la protection de leur sant\u00e9 en mettant en place l\u2019organisation et les moyens adapt\u00e9s. La Cour de cassation estime que de ces principes d\u00e9coule une obligation de s\u00e9curit\u00e9 de r\u00e9sultat, engageant donc la responsabilit\u00e9 de l\u2019employeur d\u00e8s lors que la sant\u00e9 des salari\u00e9s est atteinte. 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