L\u2019ordonnance n\u00b0 2017-1387 du 22 septembre 2017 relative \u00e0 la pr\u00e9visibilit\u00e9 et \u00e0 la s\u00e9curisation des relations de travail, a modifi\u00e9 l\u2019article L. 1235-2 du code du travail<\/p>\n
Le d\u00e9cret n\u00b02017-1702 du 15 d\u00e9cembre 2017 pr\u00e9cise la proc\u00e9dure applicable aux licenciements prononc\u00e9s apr\u00e8s le 17 d\u00e9cembre 2017<\/p>\n
D\u00e9sormais, l\u2019employeur peut pr\u00e9ciser les motifs de licenciement ult\u00e9rieurement \u00e0 sa notification soit \u00e0 son initiative, soit \u00e0 la demande du salari\u00e9<\/p>\n
En effet, le salari\u00e9 dispose de quinze jours suivant la notification de son licenciement pour demander \u00e0 l\u2019employeur des pr\u00e9cisions sur les motifs \u00e9nonc\u00e9s dans la lettre. Cette demande devra \u00eatre effectu\u00e9e par lettre recommand\u00e9e avec avis de r\u00e9ception<\/p>\n
L\u2019employeur dispose \u00e9galement d\u2019un d\u00e9lai de quinze jours pour apporter des pr\u00e9cisions s\u2019il le souhaite. Il les communique au salari\u00e9 par lettre recommand\u00e9e avec avis de r\u00e9ception ou par remise en main propre contre r\u00e9c\u00e9piss\u00e9<\/p>\n
Ainsi, tout salari\u00e9 qui estime que la motivation de sa rupture de contrat n\u2019est pas suffisamment pr\u00e9cise, pourra demander \u00e0 son employeur de plus amples pr\u00e9cisions. De m\u00eame, l\u2019employeur, qui n\u2019aura pas suffisamment d\u00e9taill\u00e9 les motifs de la rupture du contrat, pourra d\u00e9sormais le faire dans les quinze jours suivant la notification<\/p>","protected":false},"excerpt":{"rendered":"
L\u2019ordonnance n\u00b0 2017-1387 du 22 septembre 2017 relative \u00e0 la pr\u00e9visibilit\u00e9 et \u00e0 la s\u00e9curisation des relations de travail, a modifi\u00e9 l\u2019article L. 1235-2 du code du travail Le d\u00e9cret n\u00b02017-1702 du 15 d\u00e9cembre 2017 pr\u00e9cise la proc\u00e9dure applicable aux licenciements prononc\u00e9s apr\u00e8s le 17 d\u00e9cembre 2017 D\u00e9sormais, l\u2019employeur peut pr\u00e9ciser les motifs de licenciement […]<\/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":[17],"expertise":[30],"class_list":["post-1395","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-le-cabinet","annee-17","expertise-social"],"acf":[],"_links":{"self":[{"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1395","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=1395"}],"version-history":[{"count":1,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1395\/revisions"}],"predecessor-version":[{"id":1887,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/posts\/1395\/revisions\/1887"}],"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=1395"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/categories?post=1395"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/tags?post=1395"},{"taxonomy":"annee","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/annee?post=1395"},{"taxonomy":"expertise","embeddable":true,"href":"https:\/\/wan-avocats.com\/en\/wp-json\/wp\/v2\/expertise?post=1395"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}