{"id":13510,"date":"2016-04-12T00:30:18","date_gmt":"2016-04-11T22:30:18","guid":{"rendered":"https:\/\/valoxy.org\/blog\/?p=13510"},"modified":"2024-07-16T13:12:43","modified_gmt":"2024-07-16T11:12:43","slug":"cdi-differentes-manieres-rompre","status":"publish","type":"post","link":"https:\/\/valoxy.org\/blog\/cdi-differentes-manieres-rompre\/","title":{"rendered":"La rupture du CDI"},"content":{"rendered":"<p class=\"p1\"><span class=\"s1\">Le <a href=\"https:\/\/valoxy.org\/blog\/cdi\/\">CDI <\/a><\/span>\u00a0est le contrat de travail habituel entre un employeur et un salari\u00e9. C&rsquo;est la forme normale et g\u00e9n\u00e9rale de la relation de travail. La rupture du CDI peut \u00eatre faite<strong>\u00a0\u00e0 l\u2019initiative du salari\u00e9, de l\u2019employeur ou bien des deux parties<\/strong>. Ainsi, il existe plusieurs mani\u00e8res de mettre fin \u00e0 un CDI.<\/p>\n<p class=\"p1\"><span class=\"s1\">Valoxy, cabinet d\u2019expertise comptable dans les Hauts-de-France fait le tour de la question.<\/span><\/p>\n<h2 style=\"text-align: justify;\">Rupture du CDI \u00e0 l\u2019initiative de l\u2019employeur<\/h2>\n<p style=\"text-align: justify;\">L\u2019employeur poss\u00e8de deux moyens pour rompre un contrat de travail.<\/p>\n<h3 style=\"text-align: justify;\">Le licenciement<\/h3>\n<p style=\"text-align: justify;\">C\u2019est le moyen le plus connu pour un employeur de mettre un terme \u00e0 un CDI. Un licenciement peut \u00eatre prononc\u00e9 soit pour motif personnel, soit pour motif \u00e9conomique :<\/p>\n<ul>\n<li style=\"text-align: justify;\">Le <strong>licenciement pour motif personnel<\/strong> est possible pour des raisons disciplinaires (faute du salari\u00e9) ou non disciplinaires (refus d\u2019une modification du contrat de travail, insuffisance professionnelle, inaptitude, etc.).<\/li>\n<li style=\"text-align: justify;\">Le <strong>licenciement pour motif \u00e9conomique<\/strong> ne d\u00e9pend pas de la personne du salari\u00e9 mais de difficult\u00e9s \u00e9conomiques ou de mutations technologiques de l\u2019entreprise. Il peut \u00eatre individuel (moins de 10 salari\u00e9s) ou collectif (plus de 10 salari\u00e9s).\u00a0<span class=\"s2\">Voir notre article <a href=\"https:\/\/valoxy.org\/blog\/plan-sauvegarde-emploi-plan-securisation-professionnelle\/\"><span class=\"s3\">Les dispositifs obligatoires lors d\u2019un licenciement \u00e9conomique : le PSE et le CSP<\/span><\/a><\/span><\/li>\n<\/ul>\n<p><strong>L\u2019employeur doit verser une indemnit\u00e9 de licenciement au salari\u00e9, <\/strong>\u00e0 condition qu\u2019il ait travaill\u00e9 au moins un an dans l\u2019entreprise, sauf en cas de licenciement pour faute grave ou lourde.<\/p>\n<p style=\"text-align: justify;\"><div class=\"encadre-style\">Cette indemnit\u00e9 est calcul\u00e9e de la mani\u00e8re suivante\u00a0:<\/p>\n<p style=\"text-align: center;\"><strong>Salaire mensuel \/ 5 x (nombre d&rsquo;ann\u00e9es d&rsquo;anciennet\u00e9)\u00a0<\/strong><\/p>\n<p style=\"text-align: justify;\">Au-del\u00e0 de 10 ans d\u2019anciennet\u00e9\u00a0:<\/p>\n<p style=\"text-align: center;\"><strong>Salaire mensuel \/ 5 x (nombre d&rsquo;ann\u00e9es d&rsquo;anciennet\u00e9) + 2\/15 x (salaire mensuel) x (nombre d&rsquo;ann\u00e9es d&rsquo;anciennet\u00e9 &#8211; 10)<\/strong><\/div><\/p>\n<h3 style=\"text-align: justify;\">La mise \u00e0 la retraite<\/h3>\n<p style=\"text-align: justify;\"><strong>La mise \u00e0 la retraite permet \u00e0 l\u2019employeur de rompre le contrat de travail d\u2019un salari\u00e9 qui a atteint l\u2019\u00e2ge l\u00e9gal de la retraite et qui peut b\u00e9n\u00e9ficier d\u2019une pension de retraite \u00e0 taux plein.<\/strong> Si ces deux conditions sont respect\u00e9es, l\u2019employeur peut mettre \u00e0 la retraite le salari\u00e9 sans lui laisser le choix.<\/p>\n<p class=\"p1\"><span class=\"s1\">Mais le salari\u00e9, s\u2019il le souhaite, peut d\u00e9cider<\/span> de travailler pour un autre employeur. L\u2019indemnit\u00e9 vers\u00e9e au salari\u00e9 se calcule de la m\u00eame mani\u00e8re que l\u2019\u2019indemnit\u00e9 de licenciement.<\/p>\n<h2 style=\"text-align: justify;\">Rupture du CDI \u00e0 l\u2019initiative du salari\u00e9 :<\/h2>\n<p style=\"text-align: justify;\">Le salari\u00e9 dispose de quatre moyens pour mettre fin \u00e0 son contrat de travail.<\/p>\n<h3 style=\"text-align: justify;\">La d\u00e9mission<\/h3>\n<p style=\"text-align: justify;\">La d\u00e9mission permet au salari\u00e9 de mettre fin \u00e0 son CDI sans devoir justifier sa d\u00e9cision. Mais la d\u00e9mission ne doit pas \u00eatre abusive, elle ne doit pas \u00eatre prise avec l\u2019intention de nuire \u00e0 l\u2019employeur.<br \/>\n<strong>Le salari\u00e9 doit respecter deux conditions\u00a0: manifester clairement sa volont\u00e9 de d\u00e9missionner et respecter le d\u00e9lai de pr\u00e9avis.<\/strong><\/p>\n<h3 style=\"text-align: justify;\">Le d\u00e9part volontaire \u00e0 la retraite<\/h3>\n<p style=\"text-align: justify;\">Le d\u00e9part volontaire \u00e0 la retraite permet \u00e0 un salari\u00e9 qui a atteint l\u2019\u00e2ge lui permettant de faire liquider sa pension de vieillesse de quitter son entreprise. <strong>Ce n\u2019est pas une obligation et le choix doit venir du salari\u00e9 et non de l\u2019employeur.<\/strong><\/p>\n<h3 style=\"text-align: justify;\">La prise d\u2019acte de la rupture du contrat de travail<\/h3>\n<p style=\"text-align: justify;\">La rupture du contrat de travail par le salari\u00e9 en raison de faits qu&rsquo;il reproche \u00e0 son employeur constitue une prise d&rsquo;acte de la rupture du contrat. Ce n\u2019est pas une d\u00e9mission.<strong> Cela permet justement \u00e0 un salari\u00e9 qui ne souhaite pas d\u00e9missionner mais qui reproche un fait \u00e0 son employeur de mettre un terme \u00e0 son contrat.<\/strong> Les faits reproch\u00e9s peuvent \u00eatre, par exemple, non-paiement du salaire, discrimination ou harc\u00e8lement commis par l\u2019employeur.<br \/>\n<strong>Le salari\u00e9 peut saisir le juge afin qu&rsquo;il statue sur les cons\u00e9quences de cette rupture.<\/strong> Ainsi, la prise d&rsquo;acte produit les effets d&rsquo;un licenciement sans cause r\u00e9elle et s\u00e9rieuse si les faits invoqu\u00e9s par le salari\u00e9 la justifient. Dans le cas contraire, elle produit les effets d&rsquo;une d\u00e9mission.<\/p>\n<h3 style=\"text-align: justify;\">La r\u00e9siliation judiciaire du contrat de travail<\/h3>\n<p style=\"text-align: justify;\">La r\u00e9siliation judiciaire du contrat de travail fait intervenir le conseil des prud\u2019hommes. <strong>Le salari\u00e9 peut demander au conseil de r\u00e9silier son contrat de travail lorsqu\u2019il reproche \u00e0 son employeur des manquements graves \u00e0 ses obligations contractuelles.<\/strong> Si le juge accorde la r\u00e9siliation, la rupture est prise en compte comme un licenciement sans cause r\u00e9elle et s\u00e9rieuse. Sinon le contrat de travail continue de s\u2019ex\u00e9cuter.<\/p>\n<h2>Rupture du CDI \u00e0 l\u2019initiative des deux parties :<\/h2>\n<p class=\"p1\"><strong><span class=\"s1\"><a href=\"https:\/\/valoxy.org\/blog\/la-rupture-conventionnelle\/\">La rupture conventionnelle<\/a><\/span>\u00a0d\u2019un CDI permet \u00e0 l\u2019employeur et au salari\u00e9 de mettre un terme au contrat de travail d\u2019un commun<\/strong> <strong>accord<\/strong>, dans les conditions \u00e9tablies ensemble dans une convention homologu\u00e9e. <strong>Au cours de plusieurs entretiens, ils se mettent d\u2019accord sur les conditions de la rupture conventionnelle. Au moins un entretien doit pr\u00e9c\u00e9der la signature de la convention.<\/strong> Cette convention fixe entre autres le montant de l&rsquo;indemnit\u00e9 sp\u00e9cifique pour le salari\u00e9 et la date de rupture du CDI.<br \/>\nLa rupture conventionnelle peut \u00eatre \u00e0 l\u2019initiative soit de l\u2019employeur soit du salari\u00e9 mais les deux parties doivent \u00eatre d\u2019accord. <strong>Le salari\u00e9 ne peut pas l\u2019imposer \u00e0 son employeur et inversement.<\/strong><br \/>\nL\u2019employeur peut signer une rupture conventionnelle avec tout salari\u00e9. S\u2019il s\u2019agit d\u2019un salari\u00e9 prot\u00e9g\u00e9 (d\u00e9l\u00e9gu\u00e9 du personnel, d\u00e9l\u00e9gu\u00e9 syndical, membre \u00e9lu du comit\u00e9 d&rsquo;entreprise, etc.), la rupture peut avoir lieu mais l\u2019inspection du travail doit avoir donn\u00e9 son autorisation.<\/p>\n<p style=\"text-align: justify;\"><div class=\"encadre-style\">Lors d&rsquo;un accord collectif de gestion pr\u00e9visionnelle des emplois et des comp\u00e9tences (GPEC) ou d&rsquo;un plan de sauvegarde de l&#8217;emploi (PSE), aucune rupture conventionnelle ne peut avoir lieu. Elle peut s\u2019appliquer en cas de difficult\u00e9s \u00e9conomiques mais pas \u00e0 un licenciement \u00e9conomique.<\/div><\/p>\n<p class=\"p1\"><span class=\"s1\">Pour en savoir plus sur la rupture du CDI ou du contrat de travail, retrouvez nos articles sur le blog de Valoxy :<\/span><\/p>\n<ul class=\"ul1\">\n<li class=\"li2\"><span class=\"s2\"><a href=\"https:\/\/valoxy.org\/blog\/la-rupture-conventionnelle-collective\/\"><span class=\"s3\">La rupture conventionnelle collective<\/span><\/a><\/span><\/li>\n<li class=\"li2\"><span class=\"s2\"><a href=\"https:\/\/valoxy.org\/blog\/rupture-conventionnelle-transaction-04152014avala1\/\"><span class=\"s3\">Rupture conventionnelle : vers la fin des transactions ?<\/span><\/a><\/span><\/li>\n<li class=\"li2\"><span class=\"s2\"><a href=\"https:\/\/valoxy.org\/blog\/procedure-licenciement-motif-personnel\/\"><span class=\"s3\">La proc\u00e9dure de licenciement pour motif personnel<\/span><\/a><\/span><\/li>\n<li class=\"li2\"><a class=\"mkd-pt-link\" href=\"https:\/\/valoxy.org\/blog\/le-contrat-de-travail-saisonnier\/\" target=\"_self\" rel=\"noopener\">Le contrat de travail saisonnier<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Le CDI \u00a0est le contrat de travail habituel entre un employeur et un salari\u00e9. C&rsquo;est la forme normale et g\u00e9n\u00e9rale de la relation de travail. La rupture du CDI peut \u00eatre faite\u00a0\u00e0 l\u2019initiative du salari\u00e9, de l\u2019employeur ou bien des&#8230;<\/p>\n","protected":false},"author":1,"featured_media":11303,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-13510","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-social-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>La rupture du CDI | Blog Valoxy - Expertise comptable<\/title>\n<meta name=\"description\" content=\"La rupture du CDI peut \u00eatre \u00e0 l\u2019initiative du salari\u00e9, de l\u2019employeur ou des deux parties. 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