{"id":8504,"date":"2025-07-08T08:10:35","date_gmt":"2025-07-08T06:10:35","guid":{"rendered":"https:\/\/www.avocat-desrumaux.fr\/dismissal-for-unfitness-steps-to-take-to-avoid-abusive-requalification\/"},"modified":"2025-07-08T08:12:33","modified_gmt":"2025-07-08T06:12:33","slug":"dismissal-for-unfitness-steps-to-take-to-avoid-abusive-requalification","status":"publish","type":"post","link":"https:\/\/www.avocat-desrumaux.fr\/en\/dismissal-for-unfitness-steps-to-take-to-avoid-abusive-requalification\/","title":{"rendered":"Dismissal for unfitness: steps to take to avoid abusive requalification"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"8504\" class=\"elementor elementor-8504 elementor-8425\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-19503ba8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"19503ba8\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-3c72275e\" data-id=\"3c72275e\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-13a5be3b elementor-widget elementor-widget-text-editor\" data-id=\"13a5be3b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p data-start=\"222\" data-end=\"577\">Le <strong>licenciement pour inaptitude<\/strong> est une proc\u00e9dure encadr\u00e9e, souvent complexe, qui expose l\u2019employeur \u00e0 un risque juridique non n\u00e9gligeable. Un manquement, m\u00eame minime, peut entra\u00eener la requalification du licenciement en licenciement sans cause r\u00e9elle et s\u00e9rieuse, voire en discrimination. Plusieurs \u00e9tapes cl\u00e9s sont \u00e0 pr\u00e9voir :\u00a0<\/p>\n<h2 data-start=\"579\" data-end=\"619\"><strong>1. Le constat m\u00e9dical de l\u2019inaptitude<\/strong><\/h2>\n<p data-start=\"621\" data-end=\"851\">La premi\u00e8re \u00e9tape est imp\u00e9rativement m\u00e9dicale : <strong data-start=\"669\" data-end=\"731\">l\u2019inaptitude doit \u00eatre constat\u00e9e par le m\u00e9decin du travail<\/strong>, \u00e0 l\u2019issue d\u2019un examen m\u00e9dical. Elle peut \u00eatre <strong data-start=\"779\" data-end=\"815\">d\u2019origine professionnelle ou non<\/strong>, mais ne peut jamais \u00eatre pr\u00e9sum\u00e9e.<\/p>\n<p data-start=\"853\" data-end=\"1008\">\ud83d\udd0d \u00c0 noter : depuis les ordonnances Macron de 2017, <strong data-start=\"905\" data-end=\"938\">un seul examen m\u00e9dical suffit<\/strong>, sauf si le m\u00e9decin estime n\u00e9cessaire un second examen sous 15 jours.<\/p>\n<p data-start=\"1010\" data-end=\"1063\">Le m\u00e9decin du travail doit obligatoirement pr\u00e9ciser :<\/p>\n<ul data-start=\"1065\" data-end=\"1227\">\n<li data-start=\"1065\" data-end=\"1112\">\n<p data-start=\"1067\" data-end=\"1112\">Si l\u2019inaptitude est <strong data-start=\"1087\" data-end=\"1110\">totale ou partielle<\/strong> ;<\/p>\n<\/li>\n<li data-start=\"1113\" data-end=\"1157\">\n<p data-start=\"1115\" data-end=\"1157\">Si elle est <strong data-start=\"1127\" data-end=\"1155\">temporaire ou d\u00e9finitive<\/strong> ;<\/p>\n<\/li>\n<li data-start=\"1158\" data-end=\"1227\">\n<p data-start=\"1160\" data-end=\"1227\">Et si le salari\u00e9 est <strong data-start=\"1181\" data-end=\"1226\">apte \u00e0 un reclassement sur un autre poste<\/strong>.<\/p>\n<\/li>\n<\/ul>\n<h2 data-start=\"1229\" data-end=\"1283\"><strong>2. L\u2019obligation de reclassement : un passage oblig\u00e9<\/strong><\/h2>\n<p data-start=\"1285\" data-end=\"1548\">Une fois l\u2019inaptitude constat\u00e9e, <strong data-start=\"1318\" data-end=\"1376\">l\u2019employeur a l\u2019obligation de chercher un reclassement<\/strong>, sauf en cas de dispense explicite du m\u00e9decin. Cette obligation est g\u00e9n\u00e9rale : elle porte sur l\u2019ensemble des postes disponibles, dans l\u2019entreprise et le groupe, en France.<\/p>\n<p data-start=\"1550\" data-end=\"1579\">Les recherches doivent \u00eatre :<\/p>\n<ul data-start=\"1581\" data-end=\"1723\">\n<li data-start=\"1581\" data-end=\"1609\">\n<p data-start=\"1583\" data-end=\"1609\">S\u00e9rieuses et actives ;<\/p>\n<\/li>\n<li data-start=\"1610\" data-end=\"1659\">\n<p data-start=\"1612\" data-end=\"1659\">Adapt\u00e9es aux capacit\u00e9s r\u00e9siduelles du salari\u00e9 ;<\/p>\n<\/li>\n<li data-start=\"1660\" data-end=\"1723\">\n<p data-start=\"1662\" data-end=\"1723\">Document\u00e9es pour pouvoir \u00eatre prouv\u00e9es en cas de contentieux.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1725\" data-end=\"1849\">\u26a0\ufe0f Une erreur fr\u00e9quente : consid\u00e9rer qu\u2019il n\u2019y a \u00ab aucun poste \u00bb sans justification \u00e9crite ou preuve de d\u00e9marches concr\u00e8tes.<\/p>\n<h2 data-start=\"1851\" data-end=\"1894\"><strong>3. L\u2019entretien pr\u00e9alable au licenciement<\/strong><\/h2>\n<p data-start=\"1896\" data-end=\"2055\">Si aucun reclassement n\u2019est possible (ou si le salari\u00e9 refuse les postes propos\u00e9s), <strong data-start=\"1980\" data-end=\"2054\">l\u2019employeur peut engager une proc\u00e9dure de licenciement pour inaptitude<\/strong>.<\/p>\n<p data-start=\"2057\" data-end=\"2301\">Il devra convoquer le salari\u00e9 \u00e0 un <strong data-start=\"2092\" data-end=\"2115\">entretien pr\u00e9alable<\/strong>, en respectant les formes classiques (lettre recommand\u00e9e ou remise en main propre, d\u00e9lai de 5 jours ouvrables\u2026). Cet entretien reste indispensable, m\u00eame si l\u2019inaptitude semble \u00e9vidente.<\/p>\n<p data-start=\"2303\" data-end=\"2363\">C\u2019est lors de cet entretien que l\u2019employeur doit expliquer :<\/p>\n<ul data-start=\"2365\" data-end=\"2475\">\n<li data-start=\"2365\" data-end=\"2406\">\n<p data-start=\"2367\" data-end=\"2406\">Les recherches de reclassement men\u00e9es ;<\/p>\n<\/li>\n<li data-start=\"2407\" data-end=\"2475\">\n<p data-start=\"2409\" data-end=\"2475\">Les raisons de l\u2019impossibilit\u00e9 de maintenir le contrat de travail.<\/p>\n<\/li>\n<\/ul>\n<h2 data-start=\"2477\" data-end=\"2543\"><strong>4. La notification du licenciement et ses mentions obligatoires<\/strong><\/h2>\n<p data-start=\"2545\" data-end=\"2653\">\u00c0 l\u2019issue de l\u2019entretien, le licenciement est notifi\u00e9 par lettre recommand\u00e9e. Cette lettre doit mentionner :<\/p>\n<ul data-start=\"2655\" data-end=\"2867\">\n<li data-start=\"2655\" data-end=\"2712\">\n<p data-start=\"2657\" data-end=\"2712\"><strong data-start=\"2657\" data-end=\"2684\">Le constat d\u2019inaptitude<\/strong> par le m\u00e9decin du travail ;<\/p>\n<\/li>\n<li data-start=\"2713\" data-end=\"2771\">\n<p data-start=\"2715\" data-end=\"2771\"><strong data-start=\"2715\" data-end=\"2750\">L\u2019impossibilit\u00e9 de reclassement<\/strong>, preuves \u00e0 l\u2019appui ;<\/p>\n<\/li>\n<li data-start=\"2772\" data-end=\"2867\">\n<p data-start=\"2774\" data-end=\"2867\"><strong data-start=\"2774\" data-end=\"2803\">L\u2019origine de l\u2019inaptitude<\/strong> (professionnelle ou non), car elle conditionne l\u2019indemnisation.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2869\" data-end=\"2956\">Une erreur ou une omission dans la lettre peut suffire \u00e0 rendre le licenciement abusif.<\/p>\n<h2 data-start=\"2958\" data-end=\"2990\"><strong>5. L\u2019indemnisation du salari\u00e9<\/strong><\/h2>\n<p data-start=\"2992\" data-end=\"3141\">Selon que l\u2019inaptitude est <strong data-start=\"3019\" data-end=\"3038\">professionnelle<\/strong> (li\u00e9e \u00e0 un accident du travail ou une maladie professionnelle) ou non, les droits du salari\u00e9 varient :<\/p>\n<ul data-start=\"3143\" data-end=\"3366\">\n<li data-start=\"3143\" data-end=\"3247\">\n<p data-start=\"3145\" data-end=\"3247\"><strong data-start=\"3145\" data-end=\"3179\">Inaptitude non professionnelle<\/strong> : indemnit\u00e9 l\u00e9gale de licenciement + pr\u00e9avis non effectu\u00e9 non pay\u00e9.<\/p>\n<\/li>\n<li data-start=\"3248\" data-end=\"3366\">\n<p data-start=\"3250\" data-end=\"3366\"><strong data-start=\"3250\" data-end=\"3290\">Inaptitude d\u2019origine professionnelle<\/strong> : indemnit\u00e9 doubl\u00e9e + indemnit\u00e9 compensatrice de pr\u00e9avis m\u00eame non effectu\u00e9.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"3368\" data-end=\"3497\">Un manquement sur ce point peut exposer l\u2019entreprise \u00e0 un contentieux pour licenciement discriminatoire ou insuffisamment motiv\u00e9.<\/p>\n<h2 data-start=\"3499\" data-end=\"3568\"><strong>S\u00e9curiser chaque \u00e9tape pour \u00e9viter la requalification<\/strong><\/h2>\n<p data-start=\"3570\" data-end=\"3790\">Le licenciement pour inaptitude ne doit jamais \u00eatre une formalit\u00e9. C\u2019est une proc\u00e9dure sensible, o\u00f9 <strong data-start=\"3670\" data-end=\"3789\">chaque \u00e9tape \u2013 de l\u2019avis m\u00e9dical \u00e0 la recherche de reclassement et \u00e0 la lettre de rupture \u2013 doit \u00eatre irr\u00e9prochable<\/strong>.<\/p>\n<p data-start=\"3792\" data-end=\"4000\">\ud83d\udc49 Notre cabinet d&#8217;avocats \u00a0<strong>accompagne<\/strong> <strong>les employeurs<\/strong> \u00e0 chaque \u00e9tape du processus, afin de <strong>pr\u00e9venir les litiges prud\u2019homaux<\/strong> et d\u2019<strong>assurer une gestion rigoureuse et humaine des situations d\u2019inaptitude<\/strong>.<\/p>\n<p data-start=\"4002\" data-end=\"4086\">Besoin d\u2019assistance pour s\u00e9curiser un licenciement pour inaptitude ? <a href=\"https:\/\/www.avocat-desrumaux.fr\/contact\/\"><span style=\"text-decoration: underline;\">Contactez-nous<\/span><\/a>.<\/p>\n<p data-start=\"4093\" data-end=\"4190\" data-is-last-node=\"\" data-is-only-node=\"\">\u00a0<\/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":"<p>Le licenciement pour inaptitude est une proc\u00e9dure encadr\u00e9e, souvent complexe, qui expose l\u2019employeur \u00e0 un risque juridique non n\u00e9gligeable. Un manquement, m\u00eame minime, peut entra\u00eener la requalification du licenciement en licenciement sans cause r\u00e9elle et s\u00e9rieuse, voire en discrimination. Plusieurs \u00e9tapes cl\u00e9s sont \u00e0 pr\u00e9voir :\u00a0 1. Le constat m\u00e9dical de l\u2019inaptitude La premi\u00e8re \u00e9tape &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/www.avocat-desrumaux.fr\/en\/dismissal-for-unfitness-steps-to-take-to-avoid-abusive-requalification\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;Dismissal for unfitness: steps to take to avoid abusive requalification&#8221;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":8447,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_mo_disable_npp":"","footnotes":""},"categories":[50],"tags":[],"class_list":["post-8504","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-law"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.10 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Dismissal for unfitness: steps to take to avoid abusive requalification<\/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\/dismissal-for-unfitness-steps-to-take-to-avoid-abusive-requalification\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Dismissal for unfitness: steps to take to avoid abusive requalification\" \/>\n<meta property=\"og:description\" content=\"Le licenciement pour inaptitude est une proc\u00e9dure encadr\u00e9e, souvent complexe, qui expose l\u2019employeur \u00e0 un risque juridique non n\u00e9gligeable. Un manquement, m\u00eame minime, peut entra\u00eener la requalification du licenciement en licenciement sans cause r\u00e9elle et s\u00e9rieuse, voire en discrimination. Plusieurs \u00e9tapes cl\u00e9s sont \u00e0 pr\u00e9voir :\u00a0 1. 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