{"id":1309,"date":"2015-01-23T00:00:00","date_gmt":"2015-01-23T00:00:00","guid":{"rendered":"https:\/\/wan-avocats.com\/lentretien-prealable-au-licenciement-procedure-detournee\/"},"modified":"2026-06-26T08:56:55","modified_gmt":"2026-06-26T08:56:55","slug":"lentretien-prealable-au-licenciement-procedure-detournee","status":"publish","type":"post","link":"https:\/\/wan-avocats.com\/en\/lentretien-prealable-au-licenciement-procedure-detournee\/","title":{"rendered":"L\u2019entretien pr\u00e9alable au licenciement : proc\u00e9dure d\u00e9tourn\u00e9e"},"content":{"rendered":"<p>Par un arr\u00eat en date du 12 d\u00e9cembre 2013 (Cass.soc.12 d\u00e9c.2013, n\u00b012-21.046), la Cour de cassation r\u00e9affirme que si l\u2019employeur peut se faire assister lors d\u2019un entretien pr\u00e9alable au licenciement, c\u2019est \u00e0 la condition que la proc\u00e9dure ne soit pas d\u00e9tourn\u00e9e de son objet<\/p>\n<p>En l\u2019esp\u00e8ce, une secr\u00e9taire m\u00e9dicale d\u2019un cabinet de radiologie, licenci\u00e9e pour faute grave faisait grief \u00e0 son employeur de ne pas avoir respect\u00e9 la proc\u00e9dure de licenciement en la recevant lors d\u2019un entretien pr\u00e9alable en pr\u00e9sence de trois m\u00e9decins de la soci\u00e9t\u00e9 civile professionnelle<\/p>\n<p>En jugeant une telle proc\u00e9dure de licenciement r\u00e9guli\u00e8re, la Cour d\u2019appel a, selon la juridiction supr\u00eame, viol\u00e9 les dispositions de l\u2019article L1332-3 du Code du travail<\/p>\n<p>Loin d\u2019\u00eatre nouvelle, cette d\u00e9cision vient confirmer un courant de jurisprudence d\u00e9j\u00e0 bien \u00e9tabli. En effet la Cour de cassation avait d\u00e9j\u00e0 jug\u00e9 que le fait pour l\u2019employeur de se faire assister par deux chefs de service, dont la victime des coups reproch\u00e9s au salari\u00e9, et d\u2019avoir requis la pr\u00e9sence de deux autres salari\u00e9s t\u00e9moins de l\u2019incident, transformait en enqu\u00eate l\u2019entretien pr\u00e9alable, le d\u00e9tournant ainsi de son objet (Cass. soc. 10 janvier 1991- n\u00b088-41404)<\/p>\n<p>Ainsi, l\u2019objet de l\u2019entretien pr\u00e9alable au licenciement doit se restreindre aux dispositions de l\u2019article L1232-3 du Code du travail, c&rsquo;est-\u00e0-dire, recueillir les explications du salari\u00e9 concernant la d\u00e9cision de licenciement envisag\u00e9e par l\u2019employeur. Il ne doit, en aucun cas, se transformer en \u00ab enqu\u00eate \u00bb ou en \u00ab tribunal \u00bb ce qui la d\u00e9tournerait de son objet<\/p>","protected":false},"excerpt":{"rendered":"<p>Par un arr\u00eat en date du 12 d\u00e9cembre 2013 (Cass.soc.12 d\u00e9c.2013, n\u00b012-21.046), la Cour de cassation r\u00e9affirme que si l\u2019employeur peut se faire assister lors d\u2019un entretien pr\u00e9alable au licenciement, c\u2019est \u00e0 la condition que la proc\u00e9dure ne soit pas d\u00e9tourn\u00e9e de son objet En l\u2019esp\u00e8ce, une secr\u00e9taire m\u00e9dicale d\u2019un cabinet de radiologie, licenci\u00e9e pour [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":284,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_angie_page":false,"page_builder":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[1],"tags":[],"annee":[65],"expertise":[30],"class_list":["post-1309","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-le-cabinet","annee-65","expertise-social"],"acf":[],"_links":{"self":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1309","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/comments?post=1309"}],"version-history":[{"count":1,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1309\/revisions"}],"predecessor-version":[{"id":1961,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1309\/revisions\/1961"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/media\/284"}],"wp:attachment":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/media?parent=1309"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/categories?post=1309"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/tags?post=1309"},{"taxonomy":"annee","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/annee?post=1309"},{"taxonomy":"expertise","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/expertise?post=1309"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}