{"id":19555,"date":"2020-10-16T14:23:53","date_gmt":"2020-10-16T14:23:53","guid":{"rendered":"https:\/\/avoloi.eu\/?p=19555"},"modified":"2020-10-16T14:23:53","modified_gmt":"2020-10-16T14:23:53","slug":"licenciement-economique","status":"publish","type":"post","link":"https:\/\/avoloi.fr\/blog\/licenciement-economique\/","title":{"rendered":"Le licenciement \u00e9conomique : proc\u00e9dure et contestation"},"content":{"rendered":"<p style=\"text-align: justify\">Le confinement et la crise sanitaire li\u00e9s \u00e0 l\u2019\u00e9pid\u00e9mie de Coronavirus ont impact\u00e9 l\u2019activit\u00e9 de nombreuses entreprises. Si certaines recourent \u00e0 l\u2019activit\u00e9 partielle de longue dur\u00e9e, d\u2019autres n\u2019ont pas d\u2019autre choix que de licencier certains membres de leur personnel pour raisons \u00e9conomiques. D\u00e9couvrons le licenciement \u00e9conomique. \u00a0<\/p>\n<h2 style=\"text-align: justify\">Qu\u2019est-ce qu\u2019un licenciement \u00e9conomique ?<\/h2>\n<p style=\"text-align: justify\">Le <a href=\"https:\/\/avoloi.eu\/tag\/licenciement\/\">licenciement<\/a> \u00e9conomique est la fin du contrat de travail d\u2019un salari\u00e9 apr\u00e8s la p\u00e9riode d\u2019essai pour un motif qui n\u2019est pas li\u00e9 \u00e0 l\u2019employ\u00e9.<\/p>\n<p style=\"text-align: justify\">Le licenciement est motiv\u00e9 par :<\/p>\n<ul style=\"text-align: justify\">\n<li>la suppression de l\u2019emploi du salari\u00e9 ;<\/li>\n<li>la modification de l\u2019emploi du salari\u00e9 ;<\/li>\n<li>le refus du salari\u00e9 de voir un \u00e9l\u00e9ment essentiel de son contrat de travail modifi\u00e9.<\/li>\n<\/ul>\n<p style=\"text-align: justify\">Les raisons du licenciement doivent \u00eatre \u00e9conomiques. Il peut s\u2019agir :<\/p>\n<ul style=\"text-align: justify\">\n<li>d\u2019une baisse de commandes ou du chiffre d\u2019affaires pendant une p\u00e9riode significative ;<\/li>\n<li>d\u2019une perte d\u2019exploitation ;<\/li>\n<li>de la d\u00e9gradation de la tr\u00e9sorerie ou de l\u2019exc\u00e9dent brut d\u2019exploitation.<\/li>\n<li>de la cessation d\u2019activit\u00e9 de l\u2019entreprise ;<\/li>\n<li>des \u00e9volutions technologiques ;<\/li>\n<li>de la sauvegarde de la comp\u00e9titivit\u00e9 de l\u2019entreprise.<\/li>\n<\/ul>\n<h2 style=\"text-align: justify\">Comment se d\u00e9roule un licenciement \u00e9conomique ?<\/h2>\n<p style=\"text-align: justify\">Si les difficult\u00e9s \u00e9conomiques sont av\u00e9r\u00e9es, le licenciement se d\u00e9roule selon une proc\u00e9dure qui d\u00e9pend des effectifs concern\u00e9s.<\/p>\n<h3 style=\"text-align: justify\">Licenciement d\u2019un seul salari\u00e9<\/h3>\n<p style=\"text-align: justify\">L\u2019employ\u00e9 re\u00e7oit par lettre recommand\u00e9e ou en main propre contre d\u00e9charge <strong>une convocation<\/strong> \u00e0 un entretien.<\/p>\n<p style=\"text-align: justify\">Au cours de <strong>l\u2019entretien pr\u00e9alable<\/strong>, l\u2019employeur informe son collaborateur des motifs \u00e9conomiques et de la possibilit\u00e9 de signer un <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F13819\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">contrat de s\u00e9curisation professionnelle<\/a> (CSP).<\/p>\n<p style=\"text-align: justify\">L\u2019entreprise fait parvenir une <strong>lettre de licenciement<\/strong> en recommand\u00e9 avec accus\u00e9 de r\u00e9ception sept jours ouvrables apr\u00e8s la rencontre. Le d\u00e9lai est port\u00e9 \u00e0 quinze jours ouvrables pour un cadre. La lettre mentionne les motifs \u00e9conomiques, les droits du salari\u00e9 (CSP, priorit\u00e9 \u00e0 la r\u00e9embauche, cong\u00e9 de reclassement\u2026) et la date jusqu\u2019\u00e0 laquelle il est possible de contester le licenciement.<\/p>\n<p style=\"text-align: justify\">Le <strong>licenciement est notifi\u00e9<\/strong> \u00e0 la direction r\u00e9gionale des entreprises, de la concurrence, de la consommation, du travail et de l\u2019emploi (Direccte).<\/p>\n<p style=\"text-align: justify\">Le salari\u00e9 <strong>effectue son pr\u00e9avis<\/strong>, sauf s\u2019il en est dispens\u00e9 par l\u2019employeur ou s\u2019il a accept\u00e9 un CSP. \u00c0 la fin du contrat de travail, les documents obligatoires lui sont remis et il per\u00e7oit des indemnit\u00e9s de licenciement, de pr\u00e9avis et de cong\u00e9s pay\u00e9s.<\/p>\n<h3 style=\"text-align: justify\">Licenciement de deux \u00e0 neuf salari\u00e9s sur une p\u00e9riode de trente jours<\/h3>\n<p style=\"text-align: justify\">La soci\u00e9t\u00e9 doit <strong>consulter les repr\u00e9sentants du personnel<\/strong> et le <strong>comit\u00e9 social et \u00e9conomique<\/strong> (CSE).<\/p>\n<p style=\"text-align: justify\">La personne est convoqu\u00e9e \u00e0 un entretien pr\u00e9alable de licenciement auquel elle peut \u00eatre <strong>accompagn\u00e9e par un autre salari\u00e9<\/strong> de l\u2019entreprise ou par un conseiller ext\u00e9rieur choisi sur la liste de la Direccte. Elle re\u00e7oit ensuite sa lettre de licenciement.<\/p>\n<p style=\"text-align: justify\">Le licenciement est <strong>notifi\u00e9 \u00e0 la Direccte<\/strong> sous huit jours. Si l\u2019administration donne son accord, le <a href=\"https:\/\/avoloi.eu\/tag\/salarie\/\">salari\u00e9<\/a> effectue un pr\u00e9avis de deux mois, sauf dispense. Il re\u00e7oit \u00e0 la fin de son contrat de travail les documents officiels et les indemnit\u00e9s l\u00e9gales.<\/p>\n<h3 style=\"text-align: justify\">Licenciement d\u2019au moins dix salari\u00e9s sur une p\u00e9riode de trente jours<\/h3>\n<p style=\"text-align: justify\">Dans les entreprises de <strong>moins de quarante-neuf salari\u00e9s<\/strong>, la proc\u00e9dure est la m\u00eame que pour un licenciement de deux \u00e0 neuf personnes.<\/p>\n<p style=\"text-align: justify\">Lorsque l\u2019entreprise comporte <strong>au moins cinquante salari\u00e9s<\/strong>, elle doit mettre en place un <a href=\"https:\/\/travail-emploi.gouv.fr\/emploi\/accompagnement-des-mutations-economiques\/pse\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">plan de sauvegarde de l\u2019emploi<\/a> (PSE).<\/p>\n<p style=\"text-align: justify\">Elle consulte le CSE qui \u00e9met un avis. Ensemble, ils concluent un <strong>accord collectif majoritaire<\/strong> qui d\u00e9termine les mesures du PSE (plan de reclassement, primes d\u2019incitation au d\u00e9part volontaire, am\u00e9nagement du temps de travail\u2026).<\/p>\n<p style=\"text-align: justify\">En <strong>l\u2019absence d\u2019accord<\/strong>, l\u2019entreprise d\u00e9finit seule les conditions du PSE. Le CSE est seulement consult\u00e9. Le plan doit \u00eatre homologu\u00e9 par la Direccte. Sa d\u00e9cision est port\u00e9e \u00e0 la connaissance des salari\u00e9s.<\/p>\n<p style=\"text-align: justify\">Les salari\u00e9s sont ensuite convoqu\u00e9s \u00e0 un entretien pr\u00e9alable et re\u00e7oivent une lettre de licenciement.<\/p>\n<h2 style=\"text-align: justify\">Comment contester son licenciement \u00e9conomique ?<\/h2>\n<p style=\"text-align: justify\">Le salari\u00e9 saisit le conseil de prud\u2019hommes (CPH) pour contester son licenciement \u00e9conomique. Le litige peut porter sur :<\/p>\n<ul style=\"text-align: justify\">\n<li>la cause \u00e9conomique du licenciement ;<\/li>\n<li>le respect de la proc\u00e9dure ;<\/li>\n<li>le <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F2831\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">choix du salari\u00e9<\/a>.<\/li>\n<\/ul>\n<p style=\"text-align: justify\">L\u2019employ\u00e9 dispose d\u2019<strong>un an \u00e0 compter de la notification<\/strong> du licenciement pour mener son action, m\u00eame s\u2019il a accept\u00e9 un CSP.<\/p>\n<p style=\"text-align: justify\">Si le licenciement est <strong>nul ou injustifi\u00e9<\/strong>, le salari\u00e9 demande \u00e0 r\u00e9int\u00e9grer l\u2019entreprise ou \u00e0 \u00eatre indemnis\u00e9.<\/p>\n<p style=\"text-align: justify\">Si l\u2019employeur n\u2019a pas respect\u00e9 la proc\u00e9dure alors le <strong>licenciement est irr\u00e9gulier<\/strong>. Le salari\u00e9 n\u2019est pas r\u00e9int\u00e9gr\u00e9 mais il peut \u00eatre indemnis\u00e9.<\/p>\n<h3 style=\"text-align: justify\">Si le PSE est invalide<\/h3>\n<p style=\"text-align: justify\">Pour contester la validit\u00e9 d\u2019un PSE, les salari\u00e9s saisissent le<strong> tribunal administratif.<\/strong><\/p>\n<p style=\"text-align: justify\">Sauf en cas de liquidation ou de redressement judiciaire, le juge <strong>annule le licenciement<\/strong> si le CSE n\u2019a pas \u00e9t\u00e9 consult\u00e9 ou si la Direccte :<\/p>\n<ul style=\"text-align: justify\">\n<li>n\u2019a pas valid\u00e9 l\u2019accord collectif majoritaire ou le plan r\u00e9dig\u00e9 par l\u2019entreprise ;<\/li>\n<li>a refus\u00e9 de valider l\u2019accord collectif majoritaire ;<\/li>\n<li>a refus\u00e9 d\u2019homologuer le plan r\u00e9dig\u00e9 par l\u2019employeur ;<\/li>\n<li>a annul\u00e9 son accord ou son homologation pour insuffisance du PSE.<\/li>\n<\/ul>\n<p style=\"text-align: justify\">Le salari\u00e9 peut \u00eatre r\u00e9int\u00e9gr\u00e9 dans l\u2019entreprise ou indemnis\u00e9.<\/p>\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le confinement et la crise sanitaire li\u00e9s \u00e0 l\u2019\u00e9pid\u00e9mie de Coronavirus ont impact\u00e9 l\u2019activit\u00e9 de nombreuses entreprises &#8230; <\/p>\n","protected":false},"author":2,"featured_media":19556,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[46],"tags":[112,526,19,50],"class_list":["post-19555","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","tag-licenciement","tag-licenciement-economique","tag-salarie","tag-travail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Le licenciement \u00e9conomique : proc\u00e9dure et contestation - Le blog Avoloi<\/title>\n<meta name=\"description\" content=\"Qu&#039;est-ce que le licenciement \u00e9conomique ? 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