{"id":69055,"date":"2024-08-30T12:03:07","date_gmt":"2024-08-30T10:03:07","guid":{"rendered":"https:\/\/valoxy.org\/blog\/?p=69055"},"modified":"2024-09-02T14:15:23","modified_gmt":"2024-09-02T12:15:23","slug":"la-prise-dacte","status":"publish","type":"post","link":"https:\/\/valoxy.org\/blog\/la-prise-dacte\/","title":{"rendered":"La prise d\u2019acte"},"content":{"rendered":"\n<p>La prise d\u2019acte est une rupture atypique du contrat de travail, par laquelle un salari\u00e9 en CDI, consid\u00e9rant que le comportement de son employeur rend impossible la poursuite de sa relation contractuelle, <strong>prend acte<\/strong> de la rupture de son contrat.<\/p>\n\n\n\n<p>C\u2019est un mode de rupture \u00e0 la seule initiative du salari\u00e9, dont les cons\u00e9quences financi\u00e8res pour l\u2019entreprise peuvent \u00eatre tr\u00e8s graves. Le salari\u00e9 informe l\u2019employeur de sa d\u00e9cision, et saisit le Conseil de prud\u2019hommes (CPH), qui statuera sur la nature des griefs. Il requalifiera ensuite la prise d\u2019acte soit en licenciement, soit en d\u00e9mission.<\/p>\n\n\n\n<p>Pour quels motifs, dans quels d\u00e9lais, sous quelle forme a lieu une prise d\u2019acte ? C\u2019est l\u2019objet de cet article de Valoxy, cabinet d\u2019expertise comptable dans les Hauts de France.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#bfd134\" class=\"has-inline-color\">\u2014<\/mark><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-black-color\"><strong>Quels motifs de plainte contre son employeur ?<\/strong><\/mark><\/h2>\n\n\n\n<p>Lorsqu\u2019un salari\u00e9 en CDI, \u00e0 tout moment de son contrat, sauf durant la <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F1643\">p\u00e9riode d&rsquo;essai<\/a>, consid\u00e8re que le comportement de son employeur rend impossible la poursuite de leur relation contractuelle, il peut <strong>prendre acte<\/strong> de la rupture de son contrat. Les manquements graves de son employeur incluent notamment&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le harc\u00e8lement moral ou sexuel,<\/li>\n\n\n\n<li>le non paiement du salaire,<\/li>\n\n\n\n<li>la modification du contrat de travail sans l\u2019accord du salari\u00e9,<\/li>\n\n\n\n<li>l\u2019absence d\u2019organisation des visites m\u00e9dicales obligatoires (sauf s\u2019il s\u2019agit d\u2019une simple n\u00e9gligence de l\u2019employeur)<\/li>\n<\/ul>\n\n\n\n<p>Les griefs invoqu\u00e9s doivent \u00eatre suffisamment importants (graves) pour qu\u2019ils puissent ensuite \u00eatre reconnus \u00ab&nbsp;fond\u00e9s&nbsp;\u00bb par le Conseil de prud\u2019hommes (CPH).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#bfd134\" class=\"has-inline-color\">\u2014<\/mark><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-black-color\"><strong>Quelle est la proc\u00e9dure d\u2019une prise d\u2019acte ?<\/strong><\/mark><\/h2>\n\n\n\n<p>La prise d\u2019acte est un mode de rupture \u00e0 la seule initiative du salari\u00e9. Celui-ci \u00e9crit \u00e0 son employeur un courrier par lequel il lui signifie la <strong>prise d&rsquo;acte<\/strong> de la rupture de son contrat de travail.<\/p>\n\n\n\n<p>Il rappelle les faits, qu\u2019il consid\u00e8re \u00eatre de la responsabilit\u00e9 de l\u2019employeur, qui le contraignent \u00e0 cette d\u00e9cision. Il expose les raisons pour lesquelles ces faits constituent un grave manquement aux obligations de l\u2019entreprise, notamment au regard de son contrat, et pr\u00e9cise la date de la rupture.<\/p>\n\n\n\n<p>Et il rappelle enfin l\u2019assignation de l&rsquo;entreprise devant le <a href=\"https:\/\/valoxy.org\/blog\/les-prudhommes\/\">Conseil de prud\u2019hommes<\/a> \u00e0 qui il aura concomitamment \u00e9crit. Le contrat est rompu au jour o\u00f9 le salari\u00e9 cesse son travail ; il n&rsquo;est pas oblig\u00e9 d&rsquo;effectuer un <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F2855\">pr\u00e9avis<\/a>.<\/p>\n\n\n\n<p>Aucun formalisme n&rsquo;est impos\u00e9 au salari\u00e9.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#bfd134\" class=\"has-inline-color\">\u2014<\/mark><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-black-color\"><strong>Quelles sont les cons\u00e9quences d\u2019une prise d\u2019acte ?<\/strong><\/mark><\/h2>\n\n\n\n<p>Mode de rupture \u00e0 la seule initiative du salari\u00e9, les cons\u00e9quences financi\u00e8res d\u2019une prise d\u2019acte pour l\u2019entreprise peuvent \u00eatre <strong>tr<\/strong><strong>\u00e8<\/strong><strong>s graves<\/strong>. Le juge du Conseil de prud\u2019hommes (CPH) v\u00e9rifiera d\u2019abord les raisons qui ont conduit le salari\u00e9 \u00e0 prendre acte de la rupture. La prise d\u2019acte sera ensuite requalifi\u00e9e soit en licenciement, soit en d\u00e9mission.<\/p>\n\n\n\n<p>Lorsque la prise d&rsquo;acte est reconnue, elle est requalifi\u00e9e en licenciement. Elle produit les effets d\u2019un licenciement sans cause r\u00e9elle et s\u00e9rieuse, ou d\u2019un licenciement nul. L&#8217;employeur devra alors verser au salari\u00e9 les indemnit\u00e9s suivantes&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F987\">Indemnit\u00e9 de licenciement<\/a> (l\u00e9gale ou conventionnelle),<\/li>\n\n\n\n<li><a href=\"https:\/\/valoxy.org\/blog\/indemnite-conges-payes\/\">Les indemnit\u00e9s compensatrices de cong\u00e9s pay\u00e9s<\/a> et de pr\u00e9avis,<\/li>\n\n\n\n<li>Les indemnit\u00e9s pour <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F1848\">licenciement injustifi\u00e9<\/a> ou <a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F1848\">licenciement nul<\/a>,<\/li>\n\n\n\n<li>Et les divers montants \u00e9ventuellement dus en cas de rupture du contrat (\u00e9pargne salariale, primes\u2026)<\/li>\n<\/ul>\n\n\n\n<p>Lorsque les faits reproch\u00e9s \u00e0 l&#8217;employeur ne sont pas suffisamment graves ou \u00e9tablis, le CPH prononce la d\u00e9mission du salari\u00e9. Celui-ci ne touche alors que&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>l\u2019indemnit\u00e9 compensatrice de cong\u00e9s pay\u00e9s,<\/li>\n\n\n\n<li>les montants \u00e9ventuellement dus au salari\u00e9 lors de la rupture de son contrat (\u00e9pargne salariale, primes&#8230;)<\/li>\n<\/ul>\n\n\n\n<p><strong>Si l&#8217;employeur en r\u00e9clame le paiement au CPH, le salari\u00e9 devra lui verser une <\/strong><a href=\"https:\/\/www.service-public.fr\/particuliers\/vosdroits\/F24660\"><strong>indemnit\u00e9 compensatrice de pr\u00e9<\/strong><strong>avis<\/strong><\/a><strong> pour le pr\u00e9avis non effectu\u00e9.<\/strong><strong><\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#bfd134\" class=\"has-inline-color\">\u2014<\/mark><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-black-color\"><strong>Quels sont les d\u00e9lais ?<\/strong><\/mark><\/h2>\n\n\n\n<p>La loi n\u00b0 2014-743 du 1er juillet 2014 a acc\u00e9l\u00e9r\u00e9 la proc\u00e9dure devant le conseil de prud&rsquo;hommes. Elle supprime la phase de conciliation pr\u00e9alable et impose au bureau de jugement de statuer dans le d\u00e9lai <strong>d&rsquo;un mois<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#bfd134\" class=\"has-inline-color\">\u2014<\/mark><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-black-color\"><strong>L\u2019indemnisation par France Travail<\/strong><\/mark><\/h2>\n\n\n\n<p>La perception des indemnit\u00e9s ch\u00f4mage variera en fonction de la d\u00e9cision du conseil de prud\u2019hommes.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#bfd134\" class=\"has-inline-color\">\u2014<\/mark><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-black-color\"><strong>Quels sont les documents \u00e0 remettre au salari\u00e9 lors d\u2019une prise d&rsquo;acte&nbsp;?<\/strong><\/mark><\/h2>\n\n\n\n<p>Comme lors de toute fin d\u2019un contrat de travail, l\u2019employeur doit remettre au salari\u00e9 les documents suivants&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le certificat de travail,<\/li>\n\n\n\n<li>L\u2019attestation France Travail<\/li>\n\n\n\n<li>Le re\u00e7u pour solde de tout compte<\/li>\n\n\n\n<li>L\u2019information (et le versement, le cas \u00e9ch\u00e9ant) des dispositifs de participation, d&rsquo;int\u00e9ressement, plans d&rsquo;\u00e9pargne salariale au sein de l&rsquo;entreprise, l\u2019\u00e9tat r\u00e9capitulatif de l&rsquo;ensemble des sommes et valeurs mobili\u00e8res \u00e9pargn\u00e9es.<\/li>\n<\/ul>\n\n\n\n<p>Cet article vous a int\u00e9ress\u00e9 ? Dites-le nous dans les commentaires ci-apr\u00e8s ! Retrouvez \u00e9galement nos autres articles sur le blog de Valoxy :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/valoxy.org\/blog\/labandon-de-poste\/\">L\u2019abandon de poste<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/valoxy.org\/blog\/demission-et-allocation-chomage\/\">D\u00e9mission et allocation ch\u00f4mage<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/valoxy.org\/blog\/licenciement-pour-motif-personnel\/\">Le licenciement pour motif personnel<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/valoxy.org\/blog\/absence-injustifiee-salarie-consideree-comme-demission\/\">L\u2019absence injustifi\u00e9e est-elle une d\u00e9mission&nbsp;?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/valoxy.org\/blog\/la-representation-syndicale-en-entreprise\/\">La repr\u00e9sentation syndicale en entreprise<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/valoxy.org\/blog\/le-plafonnement-des-indemnites-aux-prudhommes\/\">Le plafonnement des indemnit\u00e9s aux Prud\u2019hommes<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>La prise d\u2019acte est une rupture atypique du contrat de travail, par laquelle un salari\u00e9 en CDI, consid\u00e9rant que le comportement de son employeur rend impossible la poursuite de sa relation contractuelle, prend acte de la rupture de son contrat&#8230;.<\/p>\n","protected":false},"author":1,"featured_media":69056,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-69055","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 - 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