{"id":1882,"date":"2018-06-22T15:12:13","date_gmt":"2018-06-22T15:12:13","guid":{"rendered":"https:\/\/www.ascent-avocats.fr\/?p=1882\/"},"modified":"2018-12-21T17:48:27","modified_gmt":"2018-12-21T17:48:27","slug":"focus-modification-dates-de-conges-mode-demploi","status":"publish","type":"post","link":"https:\/\/www.ascent-avocats.fr\/en\/focus-modification-dates-de-conges-mode-demploi\/","title":{"rendered":"Focus sur&#8230; La modification des dates de cong\u00e9s \u2013 Mode d\u2019emploi"},"content":{"rendered":"<p>Depuis la loi Travail du 8 ao\u00fbt 2016 qui donne plus de place \u00e0 la n\u00e9gociation d\u2019entreprise en mati\u00e8re de cong\u00e9s, les modalit\u00e9s de modification des dates de cong\u00e9s sont en principe fix\u00e9es par convention ou accord collectif.<\/p>\n<p>\u00c0 d\u00e9faut, les r\u00e8gles suppl\u00e9tives du code du travail s\u2019appliquent.<\/p>\n<ul>\n<li>Un accord d\u2019entreprise ou une convention de branche peut fixer les d\u00e9lais que l\u2019employeur doit respecter s\u2019il veut modifier l\u2019ordre et les d\u00e9parts en cong\u00e9s. Les r\u00e8gles peuvent \u00eatre diff\u00e9rentes, sans qu\u2019il soit n\u00e9cessaire qu\u2019elles soient plus favorables que les dispositions l\u00e9gales.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>\u00c0 d\u00e9faut d\u2019accord, l\u2019employeur peut modifier l\u2019ordre et les dates de d\u00e9part en cong\u00e9, \u00e0 condition de respecter un d\u00e9lai de pr\u00e9venance d\u2019un mois avant la date de d\u00e9part sauf circonstances exceptionnelles. Le d\u00e9lai de pr\u00e9venance d\u2019un mois s\u2019appr\u00e9cie \u00e0 la date de r\u00e9ception par le salari\u00e9 du courrier d\u2019information.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>En cas de cong\u00e9s sur plusieurs semaines, si le report se fait sur la derni\u00e8re semaine, le juge consid\u00e8re que le cong\u00e9 est modifi\u00e9 uniquement sur la semaine en cause.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Circonstances exceptionnelles : \u00e9v\u00e9nements importants et impr\u00e9vus, commandes importantes et inattendues de nature \u00e0 sauver la situation financi\u00e8re de l\u2019entreprise, des difficult\u00e9s exceptionnelles, une mise en redressement judiciaire\u2026<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Si l\u2019employeur ne justifie pas un motif l\u00e9gitime qui modifie tardivement les dates de cong\u00e9, le d\u00e9part du salari\u00e9 n\u2019est pas fautif.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Aucune disposition l\u00e9gale ou r\u00e9glementaire ne cr\u00e9e d\u2019obligations pour le salari\u00e9 s\u2019agissant des remboursements de frais\u00a0; certaines conventions collectives pr\u00e9voient des d\u00e9dommagements (exemple CCN du b\u00e2timent.<\/li>\n<\/ul>\n<p>Rien n\u2019interdit aux parties de se mettre d\u2019accord sur une modification des dates de cong\u00e9s. Il est recommand\u00e9 d\u2019acter ce changement par \u00e9crit.<\/p>\n<p>Le salari\u00e9 doit respecter les dates de cong\u00e9s, sauf \u00e0 justifier de circonstances ext\u00e9rieures l\u2019ayant emp\u00each\u00e9 de rentrer ou oblig\u00e9 de partir pr\u00e9matur\u00e9ment.<\/p>\n<p>\u00c0 d\u00e9faut il encourt un licenciement, soit pour cause r\u00e9elle et s\u00e9rieuse soit pour faute grave s\u2019il est d\u00e9montr\u00e9 qu\u2019il a d\u00e9cid\u00e9 \u00e0 l\u2019avance de ne pas revenir \u00e0 la date pr\u00e9vue.<\/p>\n<p>La possibilit\u00e9 de rappeler un salari\u00e9 pendant ses cong\u00e9s n\u2019est pas pr\u00e9vue par le code du travail, mais elle est cependant pr\u00e9vue dans des conventions collectives telles que la Syntec, les industries chimiques, le p\u00e9trole.<\/p>\n<p>Les jours de cong\u00e9s non pris doivent \u00eatre report\u00e9s et le salari\u00e9 a souvent droit \u00e0 une compensation.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Depuis la loi Travail du 8 ao\u00fbt 2016 qui donne plus de place \u00e0 la n\u00e9gociation d\u2019entreprise en mati\u00e8re de cong\u00e9s, les modalit\u00e9s de modification des dates de cong\u00e9s sont en principe fix\u00e9es par convention ou accord collectif. \u00c0 d\u00e9faut, les r\u00e8gles suppl\u00e9tives du code du travail s\u2019appliquent. Un accord d\u2019entreprise ou une convention de&#8230; <a href=\"https:\/\/www.ascent-avocats.fr\/en\/focus-modification-dates-de-conges-mode-demploi\/\" class=\"excerpt-read-more\">Read More<\/a><\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[46],"tags":[],"class_list":["post-1882","post","type-post","status-publish","format-standard","hentry","category-legal"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Focus sur... 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