{"id":8304,"date":"2025-04-19T08:00:40","date_gmt":"2025-04-19T06:00:40","guid":{"rendered":"https:\/\/www.avocat-desrumaux.fr\/do-i-have-to-pay-compensation-if-an-employee-regularly-works-from-home-without-a-formal-telecommuting-agreement\/"},"modified":"2025-04-19T08:10:19","modified_gmt":"2025-04-19T06:10:19","slug":"do-i-have-to-pay-compensation-if-an-employee-regularly-works-from-home-without-a-formal-telecommuting-agreement","status":"publish","type":"post","link":"https:\/\/www.avocat-desrumaux.fr\/en\/do-i-have-to-pay-compensation-if-an-employee-regularly-works-from-home-without-a-formal-telecommuting-agreement\/","title":{"rendered":"Do I have to pay compensation if an employee regularly works from home without a formal telecommuting agreement?"},"content":{"rendered":"\t\t
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De nombreux employeurs se posent la question : lorsqu\u2019un salari\u00e9 utilise r\u00e9guli\u00e8rement son domicile pour accomplir des t\u00e2ches professionnelles, sans qu\u2019un accord de t\u00e9l\u00e9travail formel ait \u00e9t\u00e9 sign\u00e9, faut-il lui verser une indemnit\u00e9 ? Un r\u00e9cent arr\u00eat de la Cour de cassation vient de rappeler les obligations de l\u2019employeur en la mati\u00e8re. Pour les PME, il est essentiel de comprendre les contours juridiques de cette situation, au risque d\u2019exposer l\u2019entreprise \u00e0 des rappels d\u2019indemnit\u00e9 ou \u00e0 des litiges prud\u2019homaux.<\/p>\n

Utilisation du domicile \u00e0 des fins professionnelles : un droit \u00e0 indemnisation reconnu<\/strong><\/p>\n

Dans un arr\u00eat du 19 mars 2025 (Cass. soc., 19 mars 2025, n\u00b0 22-17.315), la Cour de cassation confirme qu\u2019un salari\u00e9 qui utilise son domicile \u00e0 des fins professionnelles, faute d\u2019un local mis \u00e0 sa disposition, peut exiger une indemnit\u00e9 sp\u00e9cifique. Cette indemnit\u00e9 est due m\u00eame si le salari\u00e9 ne b\u00e9n\u00e9ficie pas d\u2019un statut officiel de t\u00e9l\u00e9travailleur.<\/p>\n

L\u2019affaire concernait un salari\u00e9 itin\u00e9rant, charg\u00e9 d\u2019une activit\u00e9 de terrain, mais qui effectuait des t\u00e2ches administratives depuis son domicile. Aucun bureau n\u2019avait \u00e9t\u00e9 propos\u00e9 par l\u2019entreprise. La Cour a consid\u00e9r\u00e9 qu\u2019il y avait bien immixtion dans la vie priv\u00e9e du salari\u00e9, justifiant une compensation financi\u00e8re.<\/p>\n

Cette indemnit\u00e9 est-elle automatique ? \u00c0 quelles conditions ?<\/strong><\/p>\n

L\u2019indemnit\u00e9 est fond\u00e9e sur le principe que l\u2019usage du domicile \u00e0 des fins professionnelles constitue une contrainte impos\u00e9e par l\u2019employeur, d\u00e8s lors qu\u2019aucune solution alternative n\u2019est propos\u00e9e. Il ne s\u2019agit pas ici du simple remboursement de frais (connexion, mobilier, \u00e9lectricit\u00e9\u2026), mais bien d\u2019une indemnisation pour l\u2019occupation de la sph\u00e8re priv\u00e9e du salari\u00e9.<\/p>\n

Elle est due : \u2013 m\u00eame en l\u2019absence d\u2019accord formalis\u00e9 de t\u00e9l\u00e9travail \u2013 m\u00eame si le salari\u00e9 n\u2019en a pas fait la demande expresse \u2013 m\u00eame si l\u2019employeur rembourse par ailleurs certains frais mat\u00e9riels<\/p>\n

Ce droit \u00e0 indemnisation suppose que le salari\u00e9 puisse prouver qu\u2019il travaille effectivement depuis son domicile de mani\u00e8re r\u00e9guli\u00e8re pour accomplir des t\u00e2ches relevant de ses fonctions. L\u2019indemnit\u00e9 peut alors \u00eatre fix\u00e9e forfaitairement ou sur justificatifs, selon les usages ou les d\u00e9cisions de justice.<\/p>\n

Ce qu\u2019il faut retenir de la jurisprudence du 19 mars 2025<\/strong><\/p>\n

Dans cette affaire, le salari\u00e9 n\u2019\u00e9tait pas en t\u00e9l\u00e9travail au sens strict (article L1222-9 du Code du travail). Il n\u2019y avait pas d\u2019avenant, ni d\u2019accord collectif, ni de clause particuli\u00e8re dans son contrat. Pour autant, la Cour de cassation a estim\u00e9 que l\u2019usage r\u00e9p\u00e9t\u00e9 de son domicile, en l\u2019absence d\u2019espace de travail mis \u00e0 disposition par l\u2019entreprise, justifiait une indemnit\u00e9 sp\u00e9cifique.<\/p>\n

Autre point important : la prescription applicable est de deux ans (article L1471-1 du Code du travail), ce qui signifie qu\u2019un salari\u00e9 peut r\u00e9clamer cette indemnit\u00e9 a posteriori, dans la limite de cette p\u00e9riode.<\/p>\n

Quelles cons\u00e9quences pour une PME ou un DRH ?<\/strong><\/p>\n

De nombreuses entreprises emploient des salari\u00e9s itin\u00e9rants ou hybrides, qui utilisent leur domicile pour certaines t\u00e2ches, souvent sans encadrement juridique formalis\u00e9. Cette pratique expose l\u2019entreprise \u00e0 un risque contentieux r\u00e9el si aucun local n\u2019est propos\u00e9 et qu\u2019aucune indemnit\u00e9 n\u2019est pr\u00e9vue.<\/p>\n

En pratique : \u2013 Un commercial terrain qui fait ses rapports depuis chez lui est potentiellement concern\u00e9 \u2013 Un technicien qui pr\u00e9pare ses tourn\u00e9es depuis son salon peut revendiquer une indemnit\u00e9 \u2013 Un cadre sans poste de travail fixe qui r\u00e9pond \u00e0 ses e-mails ou pr\u00e9pare des dossiers chez lui, m\u00eame occasionnellement, entre dans le champ<\/p>\n

Conseil de l\u2019avocat : formalisez et s\u00e9curisez vos pratiques<\/strong><\/p>\n

Pour limiter les risques et s\u00e9curiser juridiquement les situations d\u2019occupation du domicile par vos salari\u00e9s, le cabinet vous recommande de :<\/p>\n

\u2013 Identifier les salari\u00e9s concern\u00e9s par une utilisation r\u00e9guli\u00e8re de leur domicile (m\u00eame partielle) \u2013 Pr\u00e9voir dans les politiques internes ou les contrats une clause sp\u00e9cifique sur l\u2019occupation du domicile \u2013 Mettre \u00e0 disposition un poste de travail ou justifier de son impossibilit\u00e9 si vous ne souhaitez pas verser d\u2019indemnit\u00e9 \u2013 Distinguer clairement l\u2019indemnit\u00e9 d\u2019occupation de tout remboursement de frais professionnels \u2013 Mettre \u00e0 jour vos accords de t\u00e9l\u00e9travail ou vos avenants pour int\u00e9grer cette dimension<\/p>\n

R\u00e9f\u00e9rences juridiques \u00e0 retenir<\/strong><\/p>\n

Cour de cassation, chambre sociale, 19 mars 2025, n\u00b0 22-17.315
Code du travail, article L1222-9 (t\u00e9l\u00e9travail)
Code du travail, article L1471-1 (prescription biennale)<\/p>\n

Besoin de s\u00e9curiser vos pratiques RH ? Le cabinet vous accompagne.<\/strong><\/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

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De nombreux employeurs se posent la question : lorsqu\u2019un salari\u00e9 utilise r\u00e9guli\u00e8rement son domicile pour accomplir des t\u00e2ches professionnelles, sans qu\u2019un accord de t\u00e9l\u00e9travail formel ait \u00e9t\u00e9 sign\u00e9, faut-il lui verser une indemnit\u00e9 ? Un r\u00e9cent arr\u00eat de la Cour de cassation vient de rappeler les obligations de l\u2019employeur en la mati\u00e8re. Pour les PME, … <\/p>\n

Continue reading “Do I have to pay compensation if an employee regularly works from home without a formal telecommuting agreement?”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":7925,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_mo_disable_npp":"","footnotes":""},"categories":[50],"tags":[],"class_list":["post-8304","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-law"],"yoast_head":"\nDo I have to pay compensation if an employee regularly works from home without a formal telecommuting agreement?<\/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:\/\/www.avocat-desrumaux.fr\/en\/do-i-have-to-pay-compensation-if-an-employee-regularly-works-from-home-without-a-formal-telecommuting-agreement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Do I have to pay compensation if an employee regularly works from home without a formal telecommuting agreement?\" \/>\n<meta property=\"og:description\" content=\"De nombreux employeurs se posent la question : lorsqu\u2019un salari\u00e9 utilise r\u00e9guli\u00e8rement son domicile pour accomplir des t\u00e2ches professionnelles, sans qu\u2019un accord de t\u00e9l\u00e9travail formel ait \u00e9t\u00e9 sign\u00e9, faut-il lui verser une indemnit\u00e9 ? 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