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What modification can the employer make to his employee\u2019s contract? Does the employee have a say?<\/p>\n
What he can\u2019t do<\/h2>\n
In principle, according to constant case law of the Court of Cassation, when the employer considers a measure which affects one of the essential elements of an employee\u2019s employment contract, such as his classification, his remuneration, or his function, it is considered to be a modification of the employment contract. This modification cannot be imposed on the employee.
This is the case for all changes in the activity of the employee, having an impact on his qualification or on his missions or on his responsibilities, which cannot therefore be decided unilaterally by the employer. This prohibition also applies when this modification is made downwards, such is the case of demotion, but also in the event of professional promotion.<\/p>\n
what he can do<\/h2>\n
L\u2019employeur dispose toujours de la facult\u00e9 de proposer une telle modification du contrat de travail, \u00e0 condition d\u2019obtenir l\u2019accord pr\u00e9alable du salari\u00e9. En pratique, il est n\u00e9cessaire de formaliser cet accord par la signature d\u2019un avenant au contrat de travail ent\u00e9rinant son acceptation, pour limiter une \u00e9ventuelle remise en cause de la dite modification. Cette formalisation est particuli\u00e8rement importante, car la seule poursuite du travail aux nouvelles conditions ne peut suffire \u00e0 \u00e9tablir l\u2019acceptation de la modification en cause, et ce m\u00eame si le contrat s\u2019est poursuivi aux nouvelles conditions sur une longue p\u00e9riode.
A l\u2019inverse, il existe des hypoth\u00e8ses o\u00f9 l\u2019accord du salari\u00e9 n\u2019est pas n\u00e9cessaire. En effet, l\u2019employeur peut d\u00e9cider d\u2019affecter le salari\u00e9 \u00e0 une t\u00e2che diff\u00e9rente de celle qu\u2019il exer\u00e7ait ant\u00e9rieurement \u00e0 condition que cette nouvelle affectation corresponde \u00e0 sa qualification et ne s\u2019accompagne pas de la perte d\u2019avantages salariaux. On consid\u00e8re alors que cette situation, se traduisant par un changement des attributions et non de la fonction, correspond \u00e0 un simple changement des conditions de travail, que l\u2019employeur peut imposer dans le cadre de l\u2019exercice de son pouvoir de direction.<\/p>\n
Et lorsque le salari\u00e9 refuse ?<\/h2>\n
Les cons\u00e9quences du refus du salari\u00e9 sont diff\u00e9rentes selon que la mesure envisag\u00e9e entra\u00eene une modification du contrat de travail ou un simple changement des conditions de travail.
En cas de refus d\u2019une modification du contrat de travail, l\u2019employeur a la possibilit\u00e9 de poursuivre le contrat de travail aux conditions initiales ; en d\u2019autres termes, il renonce \u00e0 son projet de modification. S\u2019il d\u00e9cide de maintenir son projet, il sera conduit \u00e0 envisager le licenciement du salari\u00e9. Le motif du licenciement sera alors fond\u00e9 sur le motif de cette modification, qui peut \u00eatre \u00e0 caract\u00e8re personnel ou \u00e9conomique, mais non pas sur le refus du salari\u00e9, qui ne constitue pas en lui-m\u00eame un motif de licenciement.
A l\u2019inverse, le changement des conditions de travail du salari\u00e9, d\u00e9cid\u00e9 par l\u2019employeur en vertu de son pouvoir de direction, s\u2019impose au salari\u00e9. Le refus du salari\u00e9 s\u2019apparente alors \u00e0 un acte d\u2019insubordination. Si le salari\u00e9 refuse malgr\u00e9 tout de se soumettre aux nouvelles conditions de travail, il appartiendra \u00e0 l\u2019employeur de le sanctionner, en engageant, si besoin, \u00e0 la suite de plusieurs rappels \u00e0 l\u2019ordre, la proc\u00e9dure de licenciement pour motif personnel.<\/p>\n
Soci\u00e9t\u00e9 d\u2019Avocats DAMY, Nice, Droit du travail, modification du contrat de travail, Mise \u00e0 jour 2022<\/p>\n<\/div>\n
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What modification can the employer make to his employee\u2019s contract? Does the employee have a say? What he can\u2019t do In principle, according to constant case law of the Court of Cassation, when the employer considers a measure which affects one of the essential elements of an employee\u2019s employment contract, such as his classification, his […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[308],"tags":[],"class_list":["post-6659","post","type-post","status-publish","format-standard","hentry","category-labour-law"],"yoast_head":"\n
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