In 3 rulings dated January 14th, 2026 (23-19.947, 24-19.583 and 24-13.778) published in the official bulletin, the Court of Cassation adopted a new method of analysis applicable when an employee claims to have been dismissed or disciplined for the non-abusive exercise of their freedom of expression.

Judges must now weigh the employee's right to freedom of expression against the employer's right to protect its legitimate interests.

The judge must now consider:

- The content of the disputed remarks;

- The context in which they were spoken or written;

- Their scope and impact within the company;

- The negative consequences for the employer

The judge's review no longer focuses on the existence of a potential abuse in the exercise of the employee's freedom of expression, but solely on the necessity and proportionality of the measure taken by the employer.

1) The 3 rulings of January 14, 2026: a new framework for interpreting dismissals for violations of an employee's freedom of expression

1.1) Previous case law: abuse, the only limit to freedom of expression

According to established case law, employees enjoy freedom of expression both within and outside the company.

The employer may only impose restrictions justified by the nature of the task to be performed and proportionate to the objective pursued (Cass. soc., March 27, 2022, No. 11-19.734).

The only limit to the exercise of freedom of expression is abuse, which is characterized by the use of insulting, defamatory, or excessive language (French Supreme Court, Social Chamber, September 23, 2015, No. 14-14.021).

Consequently, any dismissal of an employee based on the non-abusive exercise of their freedom of expression is null and void (French Supreme Court, Social Chamber, February 16, 2022, No. 19-17.871).

1.2)  The French Supreme Court's New Approach Since the Three Rulings of January 14, 2026

Since these rulings of January 14, 2026, by the French Supreme Court, when an employee believes they have been dismissed for exercising their freedom of expression in a non-abusive manner, it is the judge's responsibility to determine whether the employer's decision is justified and proportionate to the objective pursued.

The judge must weigh the employee's right to freedom of expression against the employer's right to protect their legitimate interests.

The Court of Cassation affirms that: “The judge must consider the content of the disputed remarks, the context in which they were spoken or written, their scope and impact within the company, as well as the negative consequences for the employer, and then assess, based on these various criteria, whether the sanction imposed was necessary and proportionate to the objective pursued” (Cass. soc., January 14, 2026, No. 23-19.947).

Thus, the judge must now consider:

- The content of the disputed remarks;

- The context in which they were spoken or written;

- Their scope and impact within the company;

- The negative consequences for the employer.

In conclusion, the judge's review no longer focuses on the existence of a potential abuse in the exercise of the employee's freedom of expression, but solely on the necessity and proportionateness of the measure taken by the employer.

To read all the article, please click on the link below

https://consultation.avocat.fr/blog/frederic-chhum/article-2981819-french-labour-law-dismissal-in-violation-of-an-employee-s-freedom-of-expression-new-interpretation-by-the-court-of-cassation-january-14-2026-23-19.947-24-19.583-and-24-13.778.html

Source  :

Cour de Cassation, Chambre sociale, 27 mars 2022, n° 11-19.734 : Cour de cassation, civile, Chambre sociale, 27 mars 2013, 11-19.734, Publié au bulletin - Légifrance

Cour de Cassation, Chambre sociale, 23 septembre 2015, n° 14-14.021 : Cour de cassation, civile, Chambre sociale, 23 septembre 2015, 14-14.021, Publié au bulletin - Légifrance

Cour de Cassation, Chambre sociale, 16 février 2022, n° 19-17.871 : Cour de cassation, civile, Chambre sociale, 16 février 2022, 19-17.871, Publié au bulletin - Légifrance

Cour de Cassation, Chambre sociale, 14 janvier 2026, n°23-19.947 : Pourvoi n°23-19.947 | Cour de cassation

Cour de Cassation, Chambre sociale, 14 janvier 2026, n° 24-19.583 : Pourvoi n°24-19.583 | Cour de cassation

Cour de Cassation, Chambre sociale, 14 janvier 2026, n°24-13.778 : Pourvoi n°24-13.778 | Cour de cassation

. Licenciement pour violation de la liberté d’expression du salarié = pas de déduction des revenus de remplacement https://www.village-justice.com/articles/licenciement-pour-violation-liberte-expression-salarie-pas-deduction-des,51424.html

. Violation de la liberté d’expression : la Cour d’appel confirme la nullité du licenciement d’un Directeur du CRE RATP https://www.village-justice.com/articles/violation-liberte-expression-cour-appel-confirme-nullite-licenciement-directeur,30085.html

. Lanceurs d’alerte : Nullité du licenciement d’un salarié ayant dénoncé de bonne foi des faits susceptibles de recevoir une qualification pénale (Cass. Soc. 30 juin 2016, n°15-10.557) https://www.chhum-avocats.fr/publications/lanceurs-dalerte-nullite-du-licenciement-dun-salarie-ayant-denonce-de-bonne-foi-des-faits-susceptibles-de-recevoir-une-qualification-penale-cass-soc-30-juin-2016-n015-10557

. Licenciement et liberté d’expression - licenciement d’un salarié en partie fondé sur une violation de la liberté d’expression = nullité du licenciement (c. cass. 29 juin 2022, n° 20-16.060) https://consultation.avocat.fr/blog/frederic-chhum/article-44609-licenciement-et-liberte-d-expression-licenciement-d-un-salarie-en-partie-fonde-sur-une-violation-de-la-liberte-d-expression--nullite-du-licenciement-c.-cass.-29-juin-2022-n-20-16.060.html

. Licenciement d'un cadre dirigeant pour fautes graves pour l’envoi de messages privés à caractères sexuels = licenciement nul pour violation de la vie privée (cass. soc. 25 sept. 2024, 23-11.860) https://www.chhum-avocats.fr/publications/span-stylefont-familyquotcalibriquotsans-serifstronglicenciement-d39un-cadre-dirigeant-pour-fautes-graves-pour-lrsquoenvoi-de-messages-priveacutes-agrave-caractegraveres-sexuels-licenciement-nul-pour-violation-de-la-vie-priveacutee-cass-soc-25-sept-2024-2

Frédéric CHHUM avocat et ancien membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

Léonie Bergeran juriste

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

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