{"id":20882,"date":"2017-08-10T00:30:43","date_gmt":"2017-08-09T22:30:43","guid":{"rendered":"https:\/\/valoxy.org\/blog\/?p=20882"},"modified":"2025-01-30T10:21:31","modified_gmt":"2025-01-30T09:21:31","slug":"choix-salarie","status":"publish","type":"post","link":"https:\/\/valoxy.org\/blog\/choix-salarie\/","title":{"rendered":"Les limites de la libert\u00e9 d&#8217;embauche"},"content":{"rendered":"<p>La priorit\u00e9 d&#8217;emploi peut parfois entraver la libert\u00e9 d&#8217;embauche de l&rsquo;entreprise. Lors d&rsquo;un recrutement, l&#8217;employeur est normalement libre de choisir le candidat qu&rsquo;il souhaite embaucher. Cette libert\u00e9 renvoie \u00e0 la <strong>libert\u00e9 contractuelle<\/strong>.<\/p>\n<p>Cependant, le Code du travail a \u00e9tabli le principe de non discrimination \u00e0 l&#8217;embauche. Il impose dans certains cas particuliers des priorit\u00e9s d&#8217;emploi ou de r\u00e9embauchage (<strong>r\u00e9gime imp\u00e9ratif de l&#8217;embauche<\/strong>), ainsi que certaines interdictions.<\/p>\n<p><strong>Valoxy, cabinet d&rsquo;expertise comptable dans les Hauts de France,<\/strong> fait le point.<\/p>\n<h2>Le principe de non-discrimination \u00e0 l&#8217;embauche<\/h2>\n<p>Le principe de non-discrimination \u00e0 l&#8217;embauche impose qu&rsquo;on ne peut \u00e9carter une personne d&rsquo;une proc\u00e9dure de recrutement en raison d&rsquo;un motif discriminatoire. La loi pr\u00e9voit la liste de ces motifs.<\/p>\n<ul>\n<li style=\"list-style-type: none;\"><\/li>\n<\/ul>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\" wp-image-19813 alignright\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2017\/03\/business-plan-1.jpg\" alt=\"priorit\u00e9s embauche\" width=\"294\" height=\"278\" \/>Toute entreprise occupant au moins<strong> 20 salari\u00e9s<\/strong>\u00a0doit employer \u00e0 temps plein ou \u00e0 temps partiel des <strong>handicap\u00e9s.<\/strong> Et ce, dans la proportion de <strong>6%<\/strong> de son effectif total. L&#8217;employeur qui ne respecte pas cette obligation devra verser une contribution financi\u00e8re au<strong> fond de d\u00e9veloppement pour l&rsquo;insertion professionnelle des handicap\u00e9s (FDIPH). <\/strong>Voir \u00e0 ce sujet notre article :\u00a0<span class=\"s1\"><a href=\"https:\/\/valoxy.org\/blog\/reforme-de-loeth\/\"><span class=\"s2\">La r\u00e9forme de l&rsquo;OETH<\/span><\/a>.<\/span><\/p>\n<p>La loi peut \u00e9galement donner priorit\u00e9 \u00e0 un salari\u00e9 travaillant dans l&rsquo;entreprise pour occuper un autre poste de travail. C&rsquo;est le cas pour\u00a0:<\/p>\n<ul>\n<li>un salari\u00e9 en t\u00e9l\u00e9travail, \u00e0 qui la loi donne priorit\u00e9 pour occuper ou reprendre un poste dans l&rsquo;entreprise. (correspondant \u00e0 sa qualification et \u00e0 ses comp\u00e9tences, <span class=\"s2\">Cf art.L1222-10 3\u00e8 du Code du travail). A la diff\u00e9rence de la priorit\u00e9 d&#8217;embauche, on a bien ici quelqu&rsquo;un qui travaille d\u00e9j\u00e0 dans l&rsquo;entreprise.<\/span><\/li>\n<li>un salari\u00e9 qui travaille \u00e0 temps partiel et qui voudrait travailler \u00e0 plein temps, de m\u00eame qu&rsquo;un salari\u00e9 \u00e0 temps complet qui voudrait passer \u00e0 un temps partiel.<\/li>\n<li>un salari\u00e9 qui travaille de nuit et qui voudrait travailler de jour et inversement.<\/li>\n<\/ul>\n<h2>La priorit\u00e9 d&#8217;emploi et de r\u00e9embauchage<\/h2>\n<p>Dans certains cas, la loi reconna\u00eet \u00e0 un salari\u00e9 d\u00e9termin\u00e9 une priorit\u00e9 d&#8217;emploi. C&rsquo;est le droit d&rsquo;\u00eatre r\u00e9embauch\u00e9 en priorit\u00e9 si, dans l&rsquo;entreprise, un poste correspondant \u00e0 sa qualification se lib\u00e8re.<\/p>\n<p>On rencontre cela dans deux situations :<\/p>\n<p>Pour \u00e9lever son enfant, un salari\u00e9 d\u00e9cide de rompre son contrat de travail \u00e0 l&rsquo;issue du <strong>cong\u00e9 parentale<\/strong> ou du <strong>cong\u00e9 d&rsquo;adoption<\/strong>. Ce salari\u00e9 peut, dans l&rsquo;ann\u00e9e qui suit cette rupture, solliciter son r\u00e9embauchage. Dans ce cas, l&#8217;employeur a obligation pendant un an de le r\u00e9embaucher en priorit\u00e9 dans les emplois auxquels sa qualification lui permet de pr\u00e9tendre.<\/p>\n<p>Un salari\u00e9 est licenci\u00e9 pour<strong> motif \u00e9conomique<\/strong>. Dans les 4 mois qui suivent son licenciement, il peut solliciter son r\u00e9embauchage. Dans ce cas, il b\u00e9n\u00e9ficie pendant 1 an d&rsquo;une priorit\u00e9 de r\u00e9embauchage d\u00e8s lors qu&rsquo;un poste correspondant \u00e0 sa qualification est \u00e0 pourvoir.<\/p>\n<h2>Les interdictions d&#8217;emploi<\/h2>\n<p>Les enfants ne peuvent pas \u00eatre employ\u00e9s avant d&rsquo;\u00eatre r\u00e9guli\u00e8rement lib\u00e9r\u00e9s de l&rsquo;obligation scolaire qui se prolonge en France jusque l&rsquo;\u00e2ge de <strong>16 ans<\/strong>. Il y a cependant quelques exceptions pour les travaux l\u00e9gers \u00e0 partir de 14 ans.<\/p>\n<p>Par ailleurs, la loi interdit d&#8217;employer un adolescent de 16 \u00e0 18 ans sur des postes particuli\u00e8rement dangereux ainsi que sur les postes contraires aux bonnes m\u0153urs\u00a0<span class=\"s1\">(\u00e9diteur de revues pornographiques, par exemple).<\/span><\/p>\n<p>On ne peut embaucher ou conserver \u00e0 son service un \u00e9tranger <strong>non muni du titre<\/strong> l&rsquo;autorisant \u00e0 exercer une activit\u00e9 salari\u00e9e en France. Ce titre n&rsquo;est pas requis pour les ressortissants de l&rsquo;Union europ\u00e9enne.<\/p>\n<div class=\"encadre-style\"> En effet, en vertu du principe de libre circulation, les travailleurs de l&rsquo;Union europ\u00e9enne peuvent se d\u00e9placer librement sur le territoire de l&rsquo;Union pour r\u00e9pondre \u00e0 tout emploi offert. <\/div>\n<p>L&#8217;employeur est libre de choisir son salari\u00e9. Mais il doit le faire dans un certain cadre et respecter certaines obligations.<\/p>\n<p>En cas de doutes, n&rsquo;h\u00e9sitez pas \u00e0 contacter notre service RH.<\/p>\n<p>Pour plus d&rsquo;informations sur l&#8217;embauche et la priorit\u00e9 d&#8217;emploi, vous pouvez retrouver nos articles sur :<\/p>\n<ul>\n<li><a href=\"https:\/\/valoxy.org\/blog\/embauche-nouveau-salarie-reflexes\/\" target=\"_blank\" rel=\"noopener noreferrer\">Vous embauchez un nouveau salari\u00e9 : les r\u00e9flexes<\/a><\/li>\n<li><a href=\"https:\/\/valoxy.org\/blog\/embauche\/\" target=\"_blank\" rel=\"noopener noreferrer\">L&#8217;embauche<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>La priorit\u00e9 d&#8217;emploi peut parfois entraver la libert\u00e9 d&#8217;embauche de l&rsquo;entreprise. Lors d&rsquo;un recrutement, l&#8217;employeur est normalement libre de choisir le candidat qu&rsquo;il souhaite embaucher. Cette libert\u00e9 renvoie \u00e0 la libert\u00e9 contractuelle. Cependant, le Code du travail a \u00e9tabli le&#8230;<\/p>\n","protected":false},"author":1,"featured_media":16203,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-20882","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 priorit\u00e9 d&#039;emploi et de r\u00e9embauchage | Valoxy<\/title>\n<meta name=\"description\" content=\"La priorit\u00e9 d&#039;emploi peut parfois entraver la libert\u00e9 d&#039;embauche de l&#039;entreprise. 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