French Employment law - in case of a defect of consent, the existence of acts of moral harassment does not in itself affect the validity of the mutual agreed termination (rupture conventionnelle)
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Ms. Z ... was hired by Cordirom as an administrative and commercial agent on June 10, 2011.
The parties signed an mutual agreed termination (rupture conventionnelle) of the employment contract on April 28, 2014.
The employee file a complaint before the “conseil de prud’hommes”.
The Court of Appeal of Bastia declared null and void the mutual agreed termination, retaining that an employee can obtain the cancellation of the termination of its employment contract since it establishes that it intervened in a context of moral harassment, without having to prove a vice of consent.
The employee does not invoke in this case any vice of the consent but that, the moral harassment being constituted, it is necessary to note the fact that the mutual agreed termination is null and void.
The Bastia Court of Appeal is censored by the Court of Cassation.
For the approval of Articles L. 1237-11, L. 1152-1 and L. 1152-3 of the French Labour Code, the Court of Cassation states that, in the absence of a defect of consent, the existence of acts of moral harassment does not in itself affect the validity of the Mutual agreed termination (Rupture conventionnelle) entered into pursuant to Article L. 1237-11 of French Labour Code.
Source: Court of Cassation website
C. cass. January 23rd, 2019, No. 17-21.550
Frédéric CHHUM, Avocats à la Cour (Paris, Nantes, Lille)
Membre du Conseil de l’ordre des avocats de Paris
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