{"id":8165,"date":"2025-04-16T09:00:25","date_gmt":"2025-04-16T07:00:25","guid":{"rendered":"https:\/\/www.avocat-desrumaux.fr\/redundancy-when-the-managers-mismanagement-renders-the-procedure-illegal\/"},"modified":"2025-04-17T15:52:29","modified_gmt":"2025-04-17T13:52:29","slug":"redundancy-when-the-managers-mismanagement-renders-the-procedure-illegal","status":"publish","type":"post","link":"https:\/\/www.avocat-desrumaux.fr\/en\/redundancy-when-the-managers-mismanagement-renders-the-procedure-illegal\/","title":{"rendered":"Redundancy: when the manager’s mismanagement renders the procedure illegal"},"content":{"rendered":"\t\t
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Une vigilance accrue sur la responsabilit\u00e9 du dirigeant en mati\u00e8re de licenciement \u00e9conomique<\/strong><\/p>\n

La Cour de cassation vient de rappeler une r\u00e8gle essentielle : un licenciement \u00e9conomique ne peut reposer sur des difficult\u00e9s cr\u00e9\u00e9es par les fautes de gestion du dirigeant lui-m\u00eame. Cette d\u00e9cision du 12 f\u00e9vrier 2025 (Cass. soc., 12 f\u00e9vr. 2025, n\u00b0 23-22.033) souligne \u00e0 nouveau combien les choix de gestion ont un impact juridique direct sur la validit\u00e9 des licenciements \u00e9conomiques.<\/p>\n

Dans un contexte o\u00f9 de nombreuses entreprises font face \u00e0 des tensions \u00e9conomiques, cette jurisprudence invite les employeurs \u00e0 documenter avec rigueur l\u2019origine r\u00e9elle des difficult\u00e9s invoqu\u00e9es pour s\u00e9curiser leurs proc\u00e9dures.<\/p>\n

Les fondements juridiques du licenciement \u00e9conomique<\/strong><\/p>\n

Le licenciement pour motif \u00e9conomique repose sur des crit\u00e8res strictement encadr\u00e9s par le Code du travail. Conform\u00e9ment \u00e0 l\u2019article L1233-3 du Code du travail, il doit \u00eatre justifi\u00e9 par l\u2019une des causes suivantes :
\u2013 des difficult\u00e9s \u00e9conomiques
\u2013 des mutations technologiques
\u2013 une r\u00e9organisation de l’entreprise n\u00e9cessaire \u00e0 la sauvegarde de sa comp\u00e9titivit\u00e9
\u2013 ou la cessation d’activit\u00e9 de l’entreprise<\/p>\n

Les difficult\u00e9s \u00e9conomiques doivent notamment se traduire par des indicateurs objectifs (baisse de chiffre d\u2019affaires, pertes d\u2019exploitation, d\u00e9gradation de la tr\u00e9sorerie, etc.).<\/p>\n

Cependant, la jurisprudence constante pr\u00e9cise que ces difficult\u00e9s ne peuvent pas r\u00e9sulter de fautes de gestion imputables \u00e0 l\u2019employeur.<\/p>\n

Un rappel de la Cour de cassation : faute de gestion = licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/strong><\/p>\n

Dans l\u2019affaire jug\u00e9e le 12 f\u00e9vrier 2025, une salari\u00e9e conteste son licenciement \u00e9conomique. Elle fait valoir que les difficult\u00e9s financi\u00e8res avanc\u00e9es par l\u2019employeur trouvent leur origine dans des fautes graves de gestion commises par le g\u00e9rant \u2013 fautes qui ont conduit \u00e0 une interdiction de g\u00e9rer.<\/p>\n

La Cour de cassation lui donne raison : si les difficult\u00e9s \u00e9conomiques sont directement caus\u00e9es par une mauvaise gestion, le licenciement est automatiquement priv\u00e9 de cause r\u00e9elle et s\u00e9rieuse.<\/p>\n

Ce faisant, la Cour r\u00e9affirme que le motif \u00e9conomique ne saurait masquer des erreurs manag\u00e9riales ni servir de \u00ab paravent \u00bb pour dissimuler une responsabilit\u00e9 personnelle du dirigeant.<\/p>\n

Cons\u00e9quences pratiques pour les employeurs et dirigeants de PME<\/strong><\/p>\n

Cette d\u00e9cision a plusieurs implications concr\u00e8tes :<\/p>\n

\u2013 Le dirigeant engage potentiellement la responsabilit\u00e9 de l\u2019entreprise par ses choix strat\u00e9giques ou financiers
\u2013 Toute proc\u00e9dure de licenciement \u00e9conomique doit s\u2019accompagner d\u2019une analyse objective et document\u00e9e des causes des difficult\u00e9s
\u2013 Une gestion risqu\u00e9e ou d\u00e9faillante ne pourra justifier un plan de licenciement, m\u00eame en cas de situation financi\u00e8re d\u00e9grad\u00e9e<\/p>\n

Les TPE et PME sont particuli\u00e8rement concern\u00e9es, car la fronti\u00e8re entre les d\u00e9cisions personnelles du dirigeant et la trajectoire \u00e9conomique de l\u2019entreprise y est souvent t\u00e9nue.<\/p>\n

Conseil de l\u2019avocat : anticipez, tracez, s\u00e9curisez<\/strong><\/p>\n

Pour \u00e9viter qu\u2019un licenciement \u00e9conomique ne soit annul\u00e9, nous conseillons aux employeurs de :<\/p>\n

\u2013 Justifier par des \u00e9l\u00e9ments chiffr\u00e9s<\/strong> l\u2019origine externe des difficult\u00e9s : perte de clients, hausse des co\u00fbts, contexte sectoriel d\u00e9favorable, etc.
\u2013 \u00c9viter toute confusion entre fautes de gestion et conjoncture \u00e9conomique<\/strong>
\u2013 R\u00e9aliser un audit pr\u00e9alable de la situation \u00e9conomique<\/strong> avant tout licenciement collectif ou individuel pour motif \u00e9conomique
\u2013 Documenter les d\u00e9cisions de gestion<\/strong> (investissements, restructurations, strat\u00e9gies) afin de d\u00e9montrer leur coh\u00e9rence au regard des enjeux de l\u2019entreprise<\/p>\n

En cas de contentieux, ces \u00e9l\u00e9ments permettront de d\u00e9montrer la l\u00e9gitimit\u00e9 du licenciement et de prot\u00e9ger l\u2019entreprise contre un risque prud\u2019homal accru.<\/p>\n

R\u00e9f\u00e9rence juridique<\/strong>
Cass. soc., 12 f\u00e9vrier 2025, n\u00b0 23-22.033
Article L1233-3 du Code du travail<\/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":"

Une vigilance accrue sur la responsabilit\u00e9 du dirigeant en mati\u00e8re de licenciement \u00e9conomique La Cour de cassation vient de rappeler une r\u00e8gle essentielle : un licenciement \u00e9conomique ne peut reposer sur des difficult\u00e9s cr\u00e9\u00e9es par les fautes de gestion du dirigeant lui-m\u00eame. Cette d\u00e9cision du 12 f\u00e9vrier 2025 (Cass. soc., 12 f\u00e9vr. 2025, n\u00b0 23-22.033) … <\/p>\n

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