{"id":23886,"date":"2025-11-17T23:29:16","date_gmt":"2025-11-17T23:29:16","guid":{"rendered":"https:\/\/martinezcaballeroabogados.com\/audition-preliminaire-du-salarie-en-cas-de-licenciement\/"},"modified":"2025-11-28T03:23:40","modified_gmt":"2025-11-28T03:23:40","slug":"audition-preliminaire-du-salarie-en-cas-de-licenciement","status":"publish","type":"post","link":"https:\/\/martinezcaballeroabogados.com\/fr\/audition-preliminaire-du-salarie-en-cas-de-licenciement\/","title":{"rendered":"Audition pr\u00e9liminaire du salari\u00e9 en cas de licenciement"},"content":{"rendered":"\n

Suite au STS du 18 novembre 2024, les entreprises sont oblig\u00e9es de proposer une audition avant le licenciement. En ce sens, cette formalit\u00e9 pr\u00e9alable est impos\u00e9e aux entreprises. <\/p>\n\n

La premi\u00e8re formalit\u00e9 consiste \u00e0 notifier le travailleur par \u00e9crit. En ce qui concerne les d\u00e9lais, rien n’est dit dans la jurisprudence, mais un d\u00e9lai raisonnable de 24 \u00e0 48 heures peut \u00eatre appliqu\u00e9 pour que le travailleur puisse r\u00e9pondre \u00e0 cette notification et pr\u00e9senter les all\u00e9gations appropri\u00e9es sur les faits d\u00e9crits dans la m\u00eame lettre. <\/p>\n\n

Les entreprises peuvent-elles omettre cette proc\u00e9dure formelle avant le licenciement ? <\/strong><\/p>\n\n

En r\u00e8gle g\u00e9n\u00e9rale, cette formalit\u00e9 doit \u00eatre respect\u00e9e afin d’\u00e9viter que le licenciement ne soit qualifi\u00e9 d’abusif. Il existe des exceptions limit\u00e9es et des situations exceptionnelles qui pourraient permettre d’omettre cette formalit\u00e9, mais l’exception ne s’applique pas automatiquement. <\/p>\n\n

L’entreprise doit justifier express\u00e9ment et en d\u00e9tail, dans la lettre de licenciement et dans la documentation interne, l’existence de la situation exceptionnelle qui emp\u00eache l’audition pr\u00e9alable. Telle que, par exemple : <\/p>\n\n

– Impossibilit\u00e9 mat\u00e9rielle de contacter le travailleur. <\/p>\n\n

– Prescription imminente. <\/p>\n\n

– Un comportement manifestement reconnu et prouv\u00e9. <\/p>\n\n

– Incidents graves mettant en p\u00e9ril la continuit\u00e9 de l’entreprise ou la s\u00e9curit\u00e9 des personnes et des biens, o\u00f9 le retard d\u00fb \u00e0 la proc\u00e9dure d’audition pourrait causer des dommages irr\u00e9parables (harc\u00e8lement, agression physique, menaces graves, etc.) <\/p>\n\n

Toutefois, cette circonstance doit \u00eatre indiqu\u00e9e dans la lettre de licenciement et le motif de l’omission de cette formalit\u00e9 doit \u00eatre pr\u00e9cis\u00e9. <\/p>\n\n

Pendant le temps accord\u00e9 au travailleur pour r\u00e9pondre \u00e0 l’audition, l’entreprise peut accorder un cong\u00e9 pay\u00e9, en maintenant le salaire et la contribution, c’est-\u00e0-dire une suspension de l’emploi, mais pas du salaire. <\/p>\n\n

Cong\u00e9 m\u00e9dical des employ\u00e9s apr\u00e8s notification -><\/strong> Il n’y aurait pas de lien direct entre la maladie et le licenciement et il n’y aurait pas de preuves suffisantes de discrimination fond\u00e9e sur la maladie pour rendre le licenciement nul et non avenu. <\/p>\n\n

Toutefois, afin d’\u00e9viter les litiges juridiques concernant l’heure de chaque \u00e9v\u00e9nement, il est recommand\u00e9 que la date et l’heure de la notification soient clairement indiqu\u00e9es dans l’avis d’ouverture de l’audition. <\/p>\n\n

Martinez & Caballero Abogados se fera un plaisir de vous conseiller ! Sheila Quiroz Sifuentes Avocate experte en droit du travail<\/em> M&CAbogados<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

Suite au STS du 18 novembre 2024, les entreprises sont oblig\u00e9es de proposer une audition avant le licenciement. En ce sens, cette formalit\u00e9 pr\u00e9alable est impos\u00e9e aux entreprises. La premi\u00e8re formalit\u00e9 consiste \u00e0 notifier le travailleur par \u00e9crit. En ce qui concerne les d\u00e9lais, rien n’est dit dans la jurisprudence, mais un d\u00e9lai raisonnable de 24 \u00e0 48 heures peut \u00eatre appliqu\u00e9 pour que le travailleur puisse r\u00e9pondre \u00e0 cette notification et pr\u00e9senter les all\u00e9gations appropri\u00e9es sur les faits d\u00e9crits…<\/p>\n","protected":false},"author":1,"featured_media":23818,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_joinchat":[],"footnotes":""},"categories":[723,236,397,1045,640],"tags":[],"class_list":["post-23886","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-licenciement","category-non-classifiee","category-societes-et-independants","category-travail","category-travailleurs"],"yoast_head":"\nAudition pr\u00e9alable du 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content=\"D\u00e9couvrez quand et comment le travailleur doit \u00eatre entendu avant un licenciement disciplinaire en Espagne, conform\u00e9ment \u00e0 la nouvelle doctrine de la Cour supr\u00eame.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/martinezcaballeroabogados.com\/fr\/audition-preliminaire-du-salarie-en-cas-de-licenciement\/\" \/>\n<meta property=\"og:site_name\" content=\"Martinez Caballero Abogados\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/martinezcaballeroabogados\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-11-17T23:29:16+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-11-28T03:23:40+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/martinezcaballeroabogados.com\/wp-content\/uploads\/2025\/11\/Audiencia-previa-trabajador-despido-espana.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1740\" \/>\n\t<meta property=\"og:image:height\" content=\"979\" \/>\n\t<meta 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