{"id":5100,"date":"2024-10-11T11:30:14","date_gmt":"2024-10-11T09:30:14","guid":{"rendered":"https:\/\/www.alaris-law.com\/?p=5100"},"modified":"2024-10-11T11:30:16","modified_gmt":"2024-10-11T09:30:16","slug":"lintention-nuire-debauchage-salaries-faute","status":"publish","type":"post","link":"https:\/\/www.alaris-law.com\/fr\/lintention-nuire-debauchage-salaries-faute\/","title":{"rendered":"L’intention de nuire dans le d\u00e9bauchage de salari\u00e9s : une faute lourde av\u00e9r\u00e9e"},"content":{"rendered":"\n

Droit du travail France<\/strong> – Cass. soc. 26-6-2024 n\u00b0 22-10.709 F-D, St\u00e9 Wavestone c\/ W.<\/em><\/p>\n\n\n\n

Le d\u00e9bauchage de salari\u00e9s par un recruteur au profit d’une soci\u00e9t\u00e9 tierce constitue une faute lourde lorsqu’une intention de nuire est caract\u00e9ris\u00e9e. C’est ce que rappelle la Cour de cassation dans son arr\u00eat du 26 juin 2024 (n\u00b0 22-10.709), rendu entre la soci\u00e9t\u00e9 Wavestone et l’un de ses anciens charg\u00e9s de recrutement.<\/p>\n\n\n\n

La faute lourde est caract\u00e9ris\u00e9e lorsque le salari\u00e9 commet des actes fautifs dans le seul but de pr\u00e9judicier \u00e0 son employeur ou, comme en l’esp\u00e8ce, lorsqu’il agit dans son int\u00e9r\u00eat personnel tout en ayant conscience du pr\u00e9judice caus\u00e9 \u00e0 l’entreprise. Dans cette affaire, un salari\u00e9 charg\u00e9 de recrutement senior s’\u00e9tait livr\u00e9 \u00e0 plusieurs actes pendant l’ex\u00e9cution de son contrat de travail<\/strong>, bien qu’il soit li\u00e9 \u00e0 une clause d’exclusivit\u00e9 avec son employeur.<\/p>\n\n\n\n

Parmi ces actes, le salari\u00e9 a recrut\u00e9 des salari\u00e9s pour une soci\u00e9t\u00e9 tierce, dont les profils \u00e9taient proches de ceux recherch\u00e9s par son employeur, pr\u00e9sent dans le conseil en management et en syst\u00e8mes d’information. Il a \u00e9galement particip\u00e9 au d\u00e9bauchage de plusieurs salari\u00e9s de son employeur, en utilisant les informations et le syst\u00e8me d’information mis \u00e0 sa disposition, et a pr\u00e9sent\u00e9 \u00e0 la soci\u00e9t\u00e9 tierce des candidatures initialement destin\u00e9es \u00e0 son employeur.<\/p>\n\n\n\n

Licenci\u00e9 pour faute lourde, le salari\u00e9 a contest\u00e9 la d\u00e9cision. La cour d’appel avait estim\u00e9 que ce licenciement reposait sur une faute grave, arguant que l’int\u00e9r\u00eat personnel poursuivi par le salari\u00e9 ne permettait pas d’\u00e9tablir une intention de nuire. Cependant, la Cour de cassation a cass\u00e9 cet arr\u00eat, estimant que le fait de travailler pour une soci\u00e9t\u00e9 tierce, en utilisant les moyens de l’employeur pour d\u00e9baucher des salari\u00e9s et d\u00e9tourner des candidatures, \u00e9tait suffisant pour caract\u00e9riser l’intention de nuire.<\/p>\n\n\n\n

Droit du travail france<\/h2>\n\n\n\n

La jurisprudence rappelle par ailleurs qu’\u00e0 l’instar de la faute grave, la faute lourde prive le salari\u00e9 des indemnit\u00e9s de licenciement et de pr\u00e9avis, mais lui laisse droit \u00e0 l’indemnit\u00e9 compensatrice de cong\u00e9s pay\u00e9s. Toutefois, seule la faute lourde peut engager la responsabilit\u00e9 civile du salari\u00e9 \u00e0 l’\u00e9gard de son employeur et peut lui faire perdre le b\u00e9n\u00e9fice de la portabilit\u00e9 des couvertures sant\u00e9 et pr\u00e9voyance en cas de ch\u00f4mage.<\/p>\n\n\n\n

Cet arr\u00eat illustre la n\u00e9cessit\u00e9 pour les employeurs de pouvoir identifier et sanctionner les comportements portant atteinte \u00e0 leur int\u00e9r\u00eat, en particulier lorsque le salari\u00e9 d\u00e9tourne les moyens de l’entreprise \u00e0 des fins concurrentielles. L’obligation de fid\u00e9lit\u00e9 et de loyaut\u00e9 envers l’employeur reste un fondement essentiel du lien contractuel et ne saurait \u00eatre ignor\u00e9e par les salari\u00e9s, m\u00eame en l’absence de clause d’exclusivit\u00e9.<\/p>\n","protected":false},"excerpt":{"rendered":"

Droit du travail France – Cass. soc. 26-6-2024 n\u00b0 22-10.709 F-D, St\u00e9 Wavestone c\/ W. Le d\u00e9bauchage de salari\u00e9s par un recruteur au profit d’une soci\u00e9t\u00e9 tierce constitue une faute lourde lorsqu’une intention de nuire est caract\u00e9ris\u00e9e. C’est ce que rappelle la Cour de cassation dans son arr\u00eat du 26 juin 2024 (n\u00b0 22-10.709), rendu … Plus about L’intention de nuire dans le d\u00e9bauchage de salari\u00e9s : une faute lourde av\u00e9r\u00e9e<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":5101,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[47],"tags":[1729,126,1139,1829],"class_list":["post-5100","post","type-post","status-publish","format-standard","has-post-thumbnail","category-alaris-info","tag-contrat","tag-droit-du-travail","tag-droit-francais","tag-employer","entry"],"yoast_head":"\nL'intention de nuire dans le d\u00e9bauchage de salari\u00e9s : une faute lourde av\u00e9r\u00e9e | 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