{"id":2736,"date":"2016-07-05T18:13:29","date_gmt":"2016-07-05T16:13:29","guid":{"rendered":"http:\/\/www.agilit.law\/?p=2736"},"modified":"2018-08-13T12:58:41","modified_gmt":"2018-08-13T10:58:41","slug":"responsabilite-de-lemployeur-matiere-de-harcelement-moral","status":"publish","type":"post","link":"https:\/\/www.agilit.law\/en\/droit-social-travail-securite-sociale\/responsabilite-de-lemployeur-matiere-de-harcelement-moral\/","title":{"rendered":"La responsabilit\u00e9 de l\u2019employeur en mati\u00e8re de harc\u00e8lement moral"},"content":{"rendered":"<p><em>La jurisprudence de la Cour de cassation concernant l\u2019obligation de s\u00e9curit\u00e9 de r\u00e9sultat s\u2019\u00e9tend d\u00e9sormais au harc\u00e8lement moral.<\/em><!--more--><\/p>\n<p>Les arr\u00eats Areva <em>(Cass. soc., 22 octobre 2015, n\u00b0 14-20.173)<\/em> et Air France <em>(Cass. soc., 25 novembre 2015, n\u00b014-24.444) <\/em>ont marqu\u00e9 l\u2019important tournant pris par la jurisprudence de la chambre sociale de la Cour de cassation en mati\u00e8re d\u2019obligation de s\u00e9curit\u00e9 de r\u00e9sultat en permettant \u00e0 l\u2019employeur, en cas d\u2019atteinte \u00e0 la sant\u00e9 d\u2019un salari\u00e9, de s\u2019exon\u00e9rer de sa responsabilit\u00e9 d\u00e8s lors qu\u2019il justifie avoir pris toutes les <strong>mesures de pr\u00e9vention n\u00e9cessaires et adapt\u00e9es<\/strong> afin d\u2019\u00e9viter que le dommage ne se r\u00e9alise.<\/p>\n<p>Le 1<sup>er<\/sup> juin dernier la Cour de cassation a \u00e9tendu cette jurisprudence aux cas de <strong>harc\u00e8lement moral<\/strong>. Cet arr\u00eat est un arr\u00eat de principe, qui s\u2019inscrit dans l\u2019\u00e9volution jurisprudentielle d\u00e9but\u00e9e par la Haute juridiction.<\/p>\n<p>Elle \u00e9nonce ainsi \u00ab\u00a0<em>que ne m\u00e9connait pas l\u2019obligation l\u00e9gale lui imposant de prendre les mesures n\u00e9cessaires pour assurer la s\u00e9curit\u00e9 et prot\u00e9ger la sant\u00e9 physique et mentale des travailleurs, notamment en mati\u00e8re de harc\u00e8lement moral, l\u2019employeur qui justifie avoir pris toutes les mesures de pr\u00e9vention pr\u00e9vues par les articles L.4121-1 et L.4121-2 du Code du travail et qui, inform\u00e9 de l\u2019existence de faits susceptibles de constituer une mesure de harc\u00e8lement moral, a pris les mesures imm\u00e9diates propres \u00e0 le faire cesser<\/em>\u00a0\u00bb (Cass. soc. 1<sup>er<\/sup> juin 2016, n\u00b014-19.702).<\/p>\n<p>Jusqu\u2019alors la jurisprudence consid\u00e9rait que l\u2019employeur ne pouvait s\u2019exon\u00e9rer de sa responsabilit\u00e9 en invoquant l\u2019absence de faute de sa part (Cass. soc., 29 juin 2006, n\u00b0 05-43.914) ou en \u00e9tablissant qu\u2019il avait pris des mesures en vue de faire cesser ces agissements\u00a0constitutifs de harc\u00e8lement moral (Cass. soc., 3 f\u00e9vrier 2010, n\u00b0 08-44.019).<\/p>\n<p>Sa responsabilit\u00e9 \u00e9tait ainsi automatiquement engag\u00e9e qu\u2019il ait ou non pris des dispositions pour pr\u00e9venir le harc\u00e8lement. Il n\u2019\u00e9tait fait, par cons\u00e9quent, aucune diff\u00e9rence entre les employeurs qui, soucieux de la sant\u00e9 et la s\u00e9curit\u00e9 de leurs salari\u00e9s, menaient une action de pr\u00e9vention en amont afin de pr\u00e9venir les situations de harc\u00e8lement moral et les autres.<\/p>\n<p>Par cet arr\u00eat, la Haute juridiction a souhait\u00e9 donner son plein effet \u00e0 l\u2019exigence l\u00e9gale de pr\u00e9vention et offre \u00e0 l\u2019employeur la possibilit\u00e9 de d\u00e9gager sa responsabilit\u00e9 \u00e0 la<strong> double condition<\/strong> qu\u2019il ait mis en place toutes les <strong>mesures de pr\u00e9vention<\/strong> n\u00e9cessaires (information des salari\u00e9s, mise en place de formations, organisation d\u2019une proc\u00e9dure adapt\u00e9e\u2026) et de<strong> mesures propres \u00e0 faire cesser le dommage<\/strong> d\u00e8s l\u2019instant o\u00f9 il est inform\u00e9 de l\u2019existence de faits susceptibles de constituer un harc\u00e8lement moral.<\/p>\n<p>Dans cette affaire, un salari\u00e9 avait introduit une action en vue d\u2019obtenir la r\u00e9siliation judiciaire de son contrat de travail aux torts de l\u2019employeur, ainsi que des dommages et int\u00e9r\u00eats pour un harc\u00e8lement qu\u2019il estimait subir du fait de son sup\u00e9rieur hi\u00e9rarchique. L\u2019employeur a r\u00e9agi d\u00e8s le signalement des agissements en ordonnant une enqu\u00eate interne <em>(telle que pr\u00e9vue par le r\u00e8glement int\u00e9rieur)<\/em> et en tentant une m\u00e9diation entre les salari\u00e9s en cause. Toutefois, aucune action d\u2019information et de pr\u00e9vention des salari\u00e9s r\u00e9sultant de la combinaison des articles L.4121-1 et L.4121-2 du Code du travail n\u2019avait \u00e9t\u00e9 mise en \u0153uvre.<\/p>\n<p>En l\u2019esp\u00e8ce, la Cour de cassation censure l\u2019employeur au motif que la cessation effective de la situation de harc\u00e8lement moral ne suffit pas \u00e0 compenser l\u2019absence de pr\u00e9vention et ce n\u2019est que le cumul de ces deux conditions qui permettra \u00e0 l\u2019employeur de s\u2019exon\u00e9rer de sa responsabilit\u00e9.<\/p>\n<p>Dor\u00e9navant, le juge devra donc s\u2019attacher aux <strong>mesures prises par l\u2019employeur, avant et apr\u00e8s, qu\u2019il ait eu connaissance des faits de harc\u00e8lement moral pour d\u00e9terminer si sa responsabilit\u00e9 est ou non engag\u00e9e<\/strong>.<\/p>\n<p>L\u2019appr\u00e9ciation des actions d\u2019information et de pr\u00e9vention sera ainsi au c\u0153ur de ce contentieux\u00a0!<\/p>\n<p>Article paru dans Entreprise et Carri\u00e8re n\u00b0 1296 du 5 au 11 juillet 2016.<br \/>\n(cliquez sur l\u2019image ci dessous pour t\u00e9l\u00e9charger l\u2019article en pdf).<\/p>\n<p><a href=\"https:\/\/www.agilit.law\/wp-content\/uploads\/2017\/09\/Harcelement-Moral-Entreprises-et-carrieres-5-11-juillet-2016-.pdf\"><img decoding=\"async\" loading=\"lazy\" class=\"alignnone wp-image-2754 size-full\" title=\"La responsabilit\u00e9 de l\u2019employeur en mati\u00e8re de harc\u00e8lement moral - Entreprise et Carriere mai 2016\" src=\"https:\/\/www.agilit.law\/wp-content\/uploads\/2018\/08\/responsabilite-employeur-harcelement-moral-Sandrine-Henrion.jpg\" alt=\"La responsabilit\u00e9 de l\u2019employeur en mati\u00e8re de harc\u00e8lement moral - Entreprise et Carrieres mai 2016\" width=\"644\" height=\"881\" \/><\/a><\/p>\n<p>\u2014<\/p>\n<p>Par AGIL&#8217;IT \u2013 <a class=\"mailto-link\" href=\"https:\/\/www.agilit.law\/expertises\/droit-du-travail-securite-sociale\/\">Droit du Travail et de la S\u00e9curit\u00e9 Sociale<\/a><br \/>\n<a class=\"mailto-link\" href=\"https:\/\/www.agilit.law\/cabinet\/equipe\/sandrine-henrion\/\">Sandrine Henrion<\/a>, Avocate Associ\u00e9e<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La jurisprudence de la Cour de cassation concernant l\u2019obligation de s\u00e9curit\u00e9 de r\u00e9sultat s\u2019\u00e9tend d\u00e9sormais au harc\u00e8lement moral.<\/p>\n","protected":false},"author":11,"featured_media":4336,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[72],"tags":[],"coauthors":[103],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.3 - 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