{"id":2456,"date":"2015-03-17T12:43:29","date_gmt":"2015-03-17T11:43:29","guid":{"rendered":"https:\/\/www.legalife.fr\/blog\/?p=2456"},"modified":"2016-04-19T09:39:52","modified_gmt":"2016-04-19T08:39:52","slug":"legere-simple-grave-lourde-comment-definir-la-faute-du-salarie","status":"publish","type":"post","link":"https:\/\/www.legalife.fr\/guides-juridiques\/legere-simple-grave-lourde-comment-definir-la-faute-du-salarie\/","title":{"rendered":"L\u00e9g\u00e8re, simple, grave, lourde : comment d\u00e9finir la faute du salari\u00e9 ?"},"content":{"rendered":"<p>L\u2019article L.1232-1 du Code du travail pr\u00e9voit qu\u2019un salari\u00e9 peut \u00eatre licenci\u00e9 pour \u00ab <em>cause r\u00e9elle et s\u00e9rieuse<\/em> \u00bb.\u00a0La pratique a ainsi vu na\u00eetre la faute comme motif de licenciement, dans la mesure o\u00f9 la faute n\u2019est pas d\u00e9finie par la loi. En effet, on peut d\u00e9finir la faute comme tout agissement volontaire du salari\u00e9 que l\u2019employeur consid\u00e8re comme fautif.<\/p>\n<p>Traditionnellement, on parle de 4 types de fautes, et LegaLife va vous aider \u00e0 voir les choses plus clairement.<\/p>\n<div id=\"toc_container\" class=\"no_bullets\"><p class=\"toc_title\">Table des mati&egrave;res<\/p><ul class=\"toc_list\"><li><a href=\"#La_faute_legere_cause_de_sanction\"><span class=\"toc_number toc_depth_1\">1<\/span> La faute l\u00e9g\u00e8re, cause de sanction<\/a><\/li><li><a href=\"#La_faute_serieuse_ou_simple\"><span class=\"toc_number toc_depth_1\">2<\/span> La faute s\u00e9rieuse ou simple<\/a><\/li><li><a href=\"#La_faute_grave_cause_de_licenciement\"><span class=\"toc_number toc_depth_1\">3<\/span> La faute grave, cause de licenciement<\/a><\/li><li><a href=\"#La_faute_lourde_l8217intention_de_nuire\"><span class=\"toc_number toc_depth_1\">4<\/span> La faute lourde, l&#8217;intention de nuire<\/a><\/li><\/ul><\/div>\n<h2 style=\"text-align: justify;\"><span id=\"La_faute_legere_cause_de_sanction\">La faute l\u00e9g\u00e8re, cause de sanction<\/span><\/h2>\n<p>Le premier degr\u00e9 dans la faute est appel\u00e9 \u00ab faute l\u00e9g\u00e8re \u00bb.<\/p>\n<p>Il s\u2019agit de la plus petite des fautes, dans la mesure o\u00f9 elle ne peut pas justifier un licenciement.<\/p>\n<p>En revanche, elle peut <a title=\"Comment sanctionner un salari\u00e9 ?\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/comment-sanctionner-un-salarie-\">entrainer une sanction disciplinaire<\/a>, comme un avertissement ou un bl\u00e2me.<\/p>\n<h2 style=\"text-align: justify;\"><span id=\"La_faute_serieuse_ou_simple\">La faute s\u00e9rieuse ou simple<\/span><\/h2>\n<p>La faute simple ou s\u00e9rieuse est un manquement plus ou moins d\u00e9lib\u00e9r\u00e9 des obligations d\u00e9coulant du contrat de travail, qui pourrait justifier un licenciement.<\/p>\n<p>Elle est assez peu fr\u00e9quente en tant que cause de licenciement, les employeurs pr\u00e9f\u00e9rant la faire suivre d\u2019une sanction disciplinaire plus lourde qu\u2019un bl\u00e2me, en raison de la lourdeur de <a title=\"Guide de la proc\u00e9dure de licenciement\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/la-procedure-de-licenciement\">la proc\u00e9dure de licenciement<\/a>.<\/p>\n<p>C\u2019est plut\u00f4t l\u2019accumulation de quelques fautes s\u00e9rieuses qui engendreront le licenciement pour faute. C\u2019est l\u2019exemple de retards permanents, d\u2019une altercation exceptionnelle avec un autre salari\u00e9, d\u2019un manquement involontaire aux mesures de s\u00e9curit\u00e9 ou d\u2019absences injustifi\u00e9es.<\/p>\n<p>Le <a title=\"Guide du licenciement pour faute\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/le-licenciement-pour-faute\">licenciement pour faute<\/a> s\u00e9rieuse permettra au salari\u00e9 de percevoir les indemnit\u00e9s de licenciement, les indemnit\u00e9s de pr\u00e9avis, et les indemnit\u00e9s de cong\u00e9s pay\u00e9s.<\/p>\n<h2 style=\"text-align: justify;\"><span id=\"La_faute_grave_cause_de_licenciement\">La faute grave, cause de licenciement<\/span><\/h2>\n<p>La jurisprudence la d\u00e9finit comme \u00ab <i>la faute qui r\u00e9sulte d\u2019un fait ou d\u2019un ensemble de faits personnellement imputables au salari\u00e9 constituant une violation des obligations de travail d\u2019une importance telle qu\u2019elle rend impossible le maintien du salari\u00e9 dans l\u2019entreprise<\/i> \u00bb.<\/p>\n<p>Dans les faits, constituent une faute grave : des manquements r\u00e9p\u00e9t\u00e9s \u00e0 la discipline, des comportements injurieux ou violents, des vols, ou encore d\u2019importantes n\u00e9gligences professionnelles, notamment en infraction aux mesures de s\u00e9curit\u00e9.<\/p>\n<p>Le licenciement pour faute grave est imm\u00e9diat. Il permettra au salari\u00e9 de percevoir les indemnit\u00e9s compensatrices de cong\u00e9s pay\u00e9s seulement, et <a title=\"En savoir plus sur le pr\u00e9avis\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/fin-du-contrat-de-travail--tout-sur-le-preavis\">le salari\u00e9 n\u2019effectue pas de pr\u00e9avis<\/a>.<\/p>\n<h2 style=\"text-align: justify;\"><span id=\"La_faute_lourde_l8217intention_de_nuire\">La faute lourde, l&#8217;intention de nuire<\/span><\/h2>\n<p>La jurisprudence la d\u00e9finit comme \u00ab <i>une faute caract\u00e9ris\u00e9e d\u2019une gravit\u00e9 particuli\u00e8re qui r\u00e9v\u00e8le l\u2019intention de nuire du salari\u00e9<\/i> \u00bb.<\/p>\n<p>En pratique, constituent des fautes lourdes la d\u00e9gradation volontaire de mat\u00e9riels, le d\u00e9nigrement de la soci\u00e9t\u00e9, la s\u00e9questration, le d\u00e9marchage d\u2019une soci\u00e9t\u00e9 concurrente pour nuire \u00e0 l\u2019employeur, le d\u00e9tournement de fonds, etc.<\/p>\n<p>Le licenciement pour faute lourde est aussi imm\u00e9diat et emp\u00eache le salari\u00e9 de percevoir des indemnit\u00e9s. Il permettra au contraire \u00e0 l\u2019entreprise d\u2019engager une action en responsabilit\u00e9 civile pour dommages et int\u00e9r\u00eats envers le salari\u00e9.<\/p>\n<p>Deux derni\u00e8res pr\u00e9cisions, qu\u2019elle que soit la faute :<\/p>\n<ul>\n<li>L\u2019article L.1332-4 du Code du travail pr\u00e9voit un d\u00e9lai de prescription des faits fautifs de deux mois. L\u2019employeur ne peut sanctionner des faits fautifs qui remontent \u00e0 plus de deux mois \u00e0 compter de sa connaissance des faits fautifs, sauf si ces faits fautifs ont donn\u00e9 lieu \u00e0 l\u2019exercice de poursuites p\u00e9nales.<\/li>\n<\/ul>\n<ul>\n<li>Le Code du travail impose que <a title=\"Quels documents remettre au salari\u00e9 lors de son d\u00e9part ?\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/les-documents-remis-au-salarie-lors-de-son-depart\">les documents \u00e0 remettre lors du d\u00e9part du salari\u00e9<\/a> lui soient remis, quel qu&#8217;ait \u00e9t\u00e9 le degr\u00e9 de gravit\u00e9 de la faute.<\/li>\n<\/ul>\n\n<div class=\"kk-star-ratings\n     kksr-valign-bottom     kksr-align-left    \"\n    data-payload=\"{&quot;align&quot;:&quot;left&quot;,&quot;id&quot;:&quot;2456&quot;,&quot;slug&quot;:&quot;default&quot;,&quot;valign&quot;:&quot;bottom&quot;,&quot;reference&quot;:&quot;auto&quot;,&quot;count&quot;:&quot;16&quot;,&quot;readonly&quot;:&quot;&quot;,&quot;score&quot;:&quot;4.8&quot;,&quot;best&quot;:&quot;5&quot;,&quot;gap&quot;:&quot;5&quot;,&quot;greet&quot;:&quot;Rate this post&quot;,&quot;legend&quot;:&quot;4.8\\\/5 - (16 votes)&quot;,&quot;size&quot;:&quot;24&quot;,&quot;width&quot;:&quot;136.7&quot;,&quot;_legend&quot;:&quot;{score}\\\/{best} - ({count} {votes})&quot;}\">\n    \n<div class=\"kksr-stars\">\n    \n<div class=\"kksr-stars-inactive\">\n            <div class=\"kksr-star\" data-star=\"1\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"2\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"3\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"4\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"5\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n    \n<div class=\"kksr-stars-active\" style=\"width: 136.7px;\">\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n<\/div>\n    \n<div class=\"kksr-legend\">\n            4.8\/5 - (16 votes)    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019article L.1232-1 du Code du travail pr\u00e9voit qu\u2019un salari\u00e9 peut \u00eatre licenci\u00e9 pour \u00ab cause r\u00e9elle et s\u00e9rieuse \u00bb.\u00a0La pratique a ainsi vu na\u00eetre la faute comme motif de licenciement, dans la mesure o\u00f9 la faute n\u2019est pas d\u00e9finie par la loi. En effet, on peut d\u00e9finir la faute comme tout agissement volontaire du salari\u00e9 [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":2455,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[406],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Comment d\u00e9finir la faute du salari\u00e9 ?<\/title>\n<meta name=\"description\" content=\"La faute du salari\u00e9 peut se d\u00e9finir comme tout agissement volontaire du salari\u00e9 que l\u2019employeur consid\u00e8re comme fautif. 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