{"id":8136,"date":"2025-04-15T09:13:40","date_gmt":"2025-04-15T07:13:40","guid":{"rendered":"https:\/\/www.avocat-desrumaux.fr\/non-rejection-clauses-in-employment-contracts-a-legal-trap-for-employers-to-avoid\/"},"modified":"2025-04-17T15:52:28","modified_gmt":"2025-04-17T13:52:28","slug":"non-rejection-clauses-in-employment-contracts-a-legal-trap-for-employers-to-avoid","status":"publish","type":"post","link":"https:\/\/www.avocat-desrumaux.fr\/en\/non-rejection-clauses-in-employment-contracts-a-legal-trap-for-employers-to-avoid\/","title":{"rendered":"Non-rejection clauses in employment contracts: a legal trap for employers to avoid"},"content":{"rendered":"\t\t
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Introduction :<\/strong>
Certaines entreprises, soucieuses de prot\u00e9ger leur effectif et leur savoir-faire, ins\u00e8rent dans les contrats de travail des clauses interdisant aux salari\u00e9s de recruter leurs anciens coll\u00e8gues apr\u00e8s leur d\u00e9part. En apparence anodines, ces clauses de non-d\u00e9bauchage sont en r\u00e9alit\u00e9 illicites lorsqu\u2019elles figurent dans un contrat de travail. Employeurs, attention : une telle clause peut \u00eatre requalifi\u00e9e en clause de non-concurrence d\u00e9guis\u00e9e, avec des cons\u00e9quences juridiques s\u00e9rieuses.<\/p>\n

Le cadre juridique applicable :<\/strong>
La clause de non-d\u00e9bauchage est classiquement utilis\u00e9e entre deux entreprises, dans le cadre de contrats commerciaux ou de partenariats, pour \u00e9viter une captation de main-d\u2019\u0153uvre. En revanche, lorsqu\u2019elle est impos\u00e9e \u00e0 un salari\u00e9 dans son contrat de travail, elle est consid\u00e9r\u00e9e comme limitant sa libert\u00e9 d\u2019emploi et de travail. Dans ce cas, elle s\u2019apparente \u00e0 une clause de non-concurrence et doit donc r\u00e9pondre aux crit\u00e8res fix\u00e9s par la jurisprudence :
\u2022 Temporalit\u00e9 et territorialit\u00e9 d\u00e9finies<\/strong>
\u2022 Proportionnalit\u00e9 aux int\u00e9r\u00eats l\u00e9gitimes de l\u2019entreprise<\/strong>
\u2022 Contrepartie financi\u00e8re vers\u00e9e au salari\u00e9<\/strong><\/p>\n

\u00c0 d\u00e9faut, la clause est r\u00e9put\u00e9e non \u00e9crite.<\/p>\n

Analyse de jurisprudence :<\/strong>
La Cour de cassation, dans plusieurs d\u00e9cisions constantes, a rappel\u00e9 qu\u2019une clause interdisant \u00e0 un salari\u00e9 de “d\u00e9marcher ou recruter des anciens coll\u00e8gues” apr\u00e8s la rupture du contrat de travail devait \u00eatre analys\u00e9e comme une clause de non-concurrence. \u00c0 ce titre, l\u2019absence de contrepartie financi\u00e8re ou de limitation pr\u00e9cise dans le temps ou l\u2019espace entra\u00eene son invalidit\u00e9. Par exemple, dans un arr\u00eat du 15 mars 2023 (n\u00b021-19.122), la Cour a annul\u00e9 une telle clause pour non-respect des crit\u00e8res pr\u00e9cit\u00e9s.<\/p>\n

Cons\u00e9quences pratiques pour les employeurs :<\/strong>
Ins\u00e9rer une clause de non-d\u00e9bauchage dans un contrat de travail, sans respecter les conditions d\u2019une clause de non-concurrence, peut non seulement la rendre inop\u00e9rante, mais aussi fragiliser l\u2019ensemble du contrat. Le salari\u00e9 pourrait contester la clause, r\u00e9clamer une indemnit\u00e9 ou m\u00eame faire reconna\u00eetre une entrave \u00e0 sa libert\u00e9 professionnelle. De plus, une clause jug\u00e9e abusive peut nuire \u00e0 l\u2019image de l\u2019entreprise en cas de contentieux.<\/p>\n

Conseil de l\u2019avocat :<\/strong>
Avant de chercher \u00e0 verrouiller les pratiques de recrutement post-rupture, il est essentiel d\u2019\u00e9valuer les risques juridiques. Pr\u00e9f\u00e9rez une clause de non-concurrence licite<\/strong>, d\u00fbment encadr\u00e9e, ou s\u00e9curisez la question du d\u00e9bauchage via des accords inter-entreprises<\/strong>. Et surtout, \u00e9vitez de r\u00e9diger des clauses hybrides qui m\u00ealent des interdictions sans cadre pr\u00e9cis : elles seront presque toujours sanctionn\u00e9es. Faites-vous accompagner par un avocat en droit du travail pour auditer vos mod\u00e8les contractuels.<\/p>\n

R\u00e9f\u00e9rences juridiques :<\/strong>
\u2022 Article L1121-1 du Code du travail (libert\u00e9 du travail)
\u2022 Cass. soc., 15 mars 2023, n\u00b021-19.122
\u2022 Cass. soc., 2 juin 2010, n\u00b008-44.977<\/p>\n

Besoin de s\u00e9curiser vos pratiques RH ? Le cabinet vous accompagne.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Introduction :Certaines entreprises, soucieuses de prot\u00e9ger leur effectif et leur savoir-faire, ins\u00e8rent dans les contrats de travail des clauses interdisant aux salari\u00e9s de recruter leurs anciens coll\u00e8gues apr\u00e8s leur d\u00e9part. En apparence anodines, ces clauses de non-d\u00e9bauchage sont en r\u00e9alit\u00e9 illicites lorsqu\u2019elles figurent dans un contrat de travail. Employeurs, attention : une telle clause peut … <\/p>\n

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