{"id":924,"date":"2021-10-20T14:58:32","date_gmt":"2021-10-20T13:58:32","guid":{"rendered":"https:\/\/chaixavocat.com\/?p=924"},"modified":"2021-10-20T16:24:47","modified_gmt":"2021-10-20T15:24:47","slug":"linclusion-de-lindemnite-de-conges-payes-au-sein-de-la-remuneration-forfaitaire-du-salarie-la-cour-de-cassation-reitere-ses-conditions-limitatives","status":"publish","type":"post","link":"https:\/\/chaixavocat.com\/index.php\/2021\/10\/20\/linclusion-de-lindemnite-de-conges-payes-au-sein-de-la-remuneration-forfaitaire-du-salarie-la-cour-de-cassation-reitere-ses-conditions-limitatives\/","title":{"rendered":"L\u2019inclusion de l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration forfaitaire du salari\u00e9 : la Cour de cassation r\u00e9it\u00e8re ses conditions limitatives"},"content":{"rendered":"\n<p>Il n\u2019est pas possible d\u2019inclure une indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration forfaitaire du salari\u00e9 sans respecter certaines conditions.<\/p>\n\n\n\n<p>C\u2019est ce que vient de rappeler la Cour de cassation dans un arr\u00eat du 13 octobre 2021, dans le cas d\u2019un salari\u00e9 dont une clause du contrat pr\u00e9voyait une r\u00e9mun\u00e9ration variable incluant l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><strong>1\u00b0\/ Les premi\u00e8res conditions jurisprudentielles<\/strong><\/h6>\n\n\n\n<p>A l\u2019origine, une stipulation contractuelle pouvait valablement pr\u00e9voir l\u2019inclusion de l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration si&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>cette inclusion \u00e9tait justifi\u00e9e par des circonstances particuli\u00e8res (tel que des temps de travail par intermittence)&nbsp;;<\/li><li>si une clause du contrat de travail le sp\u00e9cifiait express\u00e9ment&nbsp;;<\/li><li>et si le r\u00e9sultat obtenu n\u2019\u00e9tait pas moins favorable pour le salari\u00e9 que le respect de la r\u00e8gle l\u00e9gale.<\/li><\/ul>\n\n\n\n<h6 class=\"wp-block-heading\"><strong>2\u00b0\/ De nouvelles conditions pos\u00e9es par la Cour de Justice des Communaut\u00e9s Europ\u00e9ennes<\/strong><\/h6>\n\n\n\n<p>Par une d\u00e9cision du 16 mars 2006, la Cour de Justice des Communaut\u00e9s Europ\u00e9ennes a consid\u00e9r\u00e9 que, par principe, l\u2019inclusion de l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration du salari\u00e9, vers\u00e9e au titre de son travail, \u00e9tait interdite.<\/p>\n\n\n\n<p>Elle admettait n\u00e9anmoins une \u00ab&nbsp;exception&nbsp;\u00bb, \u00e0 deux conditions :<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>si les sommes au titre de l&rsquo;indemnit\u00e9 de cong\u00e9s pay\u00e9s sont<strong> imput\u00e9es au titre du paiement d\u2019un cong\u00e9 d\u00e9termin\u00e9 effectivement pris<\/strong>,<\/li><li>et que la clause le pr\u00e9voyant est <strong>transparente <\/strong>et <strong>compr\u00e9hensible <\/strong>pour le salari\u00e9 (<em><u>CJCE, 16 mars 2006, affaire Robinson Steel c\/ RD Retail Services Limited<\/u><\/em>).<\/li><\/ul>\n\n\n\n<p><strong>En clair, la r\u00e9mun\u00e9ration forfaitaire doit pr\u00e9ciser la partie tenant \u00e0 la r\u00e9mun\u00e9ration du travail, et la partie tenant \u00e0 l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s, cette derni\u00e8re devant \u00eatre imput\u00e9e au titre d\u2019un cong\u00e9 d\u00e9termin\u00e9.<\/strong><\/p>\n\n\n\n<p>La Cour de cassation avait donc pris en compte le raisonnement de la CJCE, et condamn\u00e9 l\u2019Employeur en consid\u00e9rant que ces conditions n\u2019\u00e9taient pas remplies (<em><u>Cass. Soc., 14 novembre 2013, 12-14.070<\/u><\/em>).<\/p>\n\n\n\n<h6 class=\"wp-block-heading\"><strong>3\u00b0\/<\/strong> <strong>Des pr\u00e9cisions apport\u00e9es sur les conditions de transparence et de compr\u00e9hension de la clause<\/strong><\/h6>\n\n\n\n<p>La Haute Juridiction s\u2019est prononc\u00e9e sur les conditions de transparence et de compr\u00e9hension de la clause.<\/p>\n\n\n\n<p>Ainsi, dans un arr\u00eat du 22 mai 2019, elle indiquait d\u00e9j\u00e0 que la clause&nbsp;devait :<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>distinguer la part de la r\u00e9mun\u00e9ration correspondant au travail de celle correspondant aux cong\u00e9s&nbsp;;<\/li><li>et pr\u00e9ciser l\u2019imputation de ces sommes sur un cong\u00e9 d\u00e9termin\u00e9 devant effectivement \u00eatre pris (<em><u>Cass. Soc., 22 mai 2019, n\u00b017-31.517<\/u><\/em>).<\/li><\/ul>\n\n\n\n<p>Dans ce nouvel arr\u00eat du 13 octobre 2021, la Cour de cassation vient rappeler ces conditions, et condamner l\u2019employeur \u00e0 un rappel d\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s.<\/p>\n\n\n\n<p>La clause du contrat de travail stipulait en effet&nbsp;: \u00ab&nbsp;<em>le salari\u00e9 per\u00e7oit en outre une r\u00e9mun\u00e9ration variable d&rsquo;un montant de 50 000 euros bruts (\u2026) cette r\u00e9mun\u00e9ration variable s&rsquo;entend <u>cong\u00e9s pay\u00e9s inclus<\/u><\/em>&nbsp;\u00bb.<\/p>\n\n\n\n<p>La Cour de cassation a relev\u00e9 que, d\u2019une part, cette clause ne distinguait pas la part de la r\u00e9mun\u00e9ration variable correspondant au travail, de celle correspondant \u00e0 l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s.<\/p>\n\n\n\n<p>De plus, cette stipulation ne pr\u00e9cisait pas que cette part devait s&rsquo;imputer sur son cong\u00e9.<\/p>\n\n\n\n<p>D\u00e8s lors, cette clause a \u00e9t\u00e9 jug\u00e9e pas assez transparente et compr\u00e9hensible pour le salari\u00e9, et donc inopposable (<em><u>Cass. Soc., 13 octobre 2021, n\u00b019-19.407<\/u><\/em>).<\/p>\n\n\n\n<p><strong>Il convient donc de bien faire attention \u00e0 la r\u00e9daction des clauses relatives \u00e0 la r\u00e9mun\u00e9ration variable ou forfaitaire de vos salari\u00e9s, si vous souhaitez incorporer l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Il n\u2019est pas possible d\u2019inclure une indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration forfaitaire du salari\u00e9 sans respecter certaines conditions. C\u2019est ce que vient de rappeler la Cour de cassation dans un arr\u00eat du 13 octobre 2021, dans le cas d\u2019un salari\u00e9 dont une clause du contrat pr\u00e9voyait une r\u00e9mun\u00e9ration variable incluant l\u2019indemnit\u00e9&#8230;<\/p>\n","protected":false},"author":1,"featured_media":925,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-924","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>L\u2019inclusion de l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration forfaitaire du salari\u00e9 : la Cour de cassation r\u00e9it\u00e8re ses conditions limitatives -<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/chaixavocat.com\/index.php\/2021\/10\/20\/linclusion-de-lindemnite-de-conges-payes-au-sein-de-la-remuneration-forfaitaire-du-salarie-la-cour-de-cassation-reitere-ses-conditions-limitatives\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"L\u2019inclusion de l\u2019indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration forfaitaire du salari\u00e9 : la Cour de cassation r\u00e9it\u00e8re ses conditions limitatives -\" \/>\n<meta property=\"og:description\" content=\"Il n\u2019est pas possible d\u2019inclure une indemnit\u00e9 de cong\u00e9s pay\u00e9s au sein de la r\u00e9mun\u00e9ration forfaitaire du salari\u00e9 sans respecter certaines conditions. C\u2019est ce que vient de rappeler la Cour de cassation dans un arr\u00eat du 13 octobre 2021, dans le cas d\u2019un salari\u00e9 dont une clause du contrat pr\u00e9voyait une r\u00e9mun\u00e9ration variable incluant l\u2019indemnit\u00e9...\" \/>\n<meta property=\"og:url\" content=\"https:\/\/chaixavocat.com\/index.php\/2021\/10\/20\/linclusion-de-lindemnite-de-conges-payes-au-sein-de-la-remuneration-forfaitaire-du-salarie-la-cour-de-cassation-reitere-ses-conditions-limitatives\/\" \/>\n<meta property=\"article:published_time\" content=\"2021-10-20T13:58:32+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-10-20T15:24:47+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/chaixavocat.com\/wp-content\/uploads\/2021\/10\/paie-scaled.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1311\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" 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