Transfert du contrat de travail et consentement

FlickR - Les angelots de la Cour de Cassation - Valentin BAUDOUINQuittons un instant les sentiers du droit de la fonction publique hospitalière pour emprunter les chemins boisés du droit du travail hospitalier. Un salarié est engagé en qualité de commis de cuisine par une société C. avec application de la Convention collective nationale de l’hospitalisation privée.

En 1995, l’employeur ayant décidé de confier la gestion de son service hôtellerie à une entreprise E., le contrat de travail de l’intéressé est transféré.

Puis en 1996, par application de l’avenant n°3 relatif au changement de prestataires de services de la Convention collective nationale du personnel des entreprises de restauration de collectivités, le salarié passe au service d’une société S. qui le licencie en 1999 pour inaptitude médicale définitive à son poste de travail.

Le salarié saisit la juridiction prud’homale qui le déboute de sa demande de condamnation in solidum de l’ensemble des sociétés à lui payer une indemnité réparant la perte d’une chance de percevoir, au titre du régime conventionnel de prévoyance de l’hospitalisation privée, une rente en complément de sa pension d’invalidité.

Dans son pourvoi, l’intéressé fait valoir principalement que lorsque les conditions de l’article L.122-12, alinéa 2 du code du travail, recodifié L.1224-1, ne sont pas réunies, le transfert du contrat de travail d’un salarié d’une entreprise à une autre constitue une modification de ce contrat qui ne peut intervenir sans son accord exprès, lequel ne peut résulter de la seule poursuite du travail.

Il soutient en outre que la proposition au salarié doit être soumise au délai de l’article L.321-1-2 du code du travail, recodifié L.1222-6.

Mais, par arrêt du 8 avril 2009, la Cour de cassation confirme la décision des juges du fond en considérant que « le changement d’employeur qui constitue une novation du contrat de travail ne peut, sauf dispositions législatives contraires, résulter que d’une acceptation expresse du salarié ; qu’il en résulte que la procédure prévue par l’article L.321-1-2 devenu l’article L.1222-6 du Code du travail ne s’applique pas au cas de changement d’employeur résultant du transfert d’un service ou de sa gestion à un tiers », et de constater qu’en l’espèce, le salarié avait expressément accepté que son contrat de travail soit repris par la société E. après avoir été informé des modalités de l’opération qui relevait d’une application volontaire de l’article L.122-12, alinéa 2, devenu l’article L.1224-1 du Code du travail et après avoir bénéficié d’un délai de réflexion suffisant pour faire son choix.

Il convient de rappeler, en effet, qu’il résulte des dispositions de l’article L.1222-6 du Code du travail que lorsque l’employeur envisage la modification d’un élément essentiel du contrat du travail pour l’un des motifs économiques énoncés à l’article L.1233-3 du Code du travail (modification consécutive, notamment, à des difficultés économiques ou des mutations technologiques), il en fait la proposition au salarié qui dispose d’un mois pour faire connaître son refus.

Cette procédure ne s’applique donc pas en cas d’application volontaire de l’article L.1224-1 du Code du travail.

Omar YAHIA

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