{"id":8961,"date":"2026-03-23T11:41:27","date_gmt":"2026-03-23T11:41:27","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=8961"},"modified":"2026-04-07T11:01:45","modified_gmt":"2026-04-07T11:01:45","slug":"qa-le-droit-du-travail-dans-le-contexte-de-lentreprise","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/fr\/perspectives\/qa-le-droit-du-travail-dans-le-contexte-de-lentreprise\/","title":{"rendered":"Q&amp;R : Le droit du travail dans un contexte d'entreprise\u00a0"},"content":{"rendered":"<h2 class=\"wp-block-heading\"><strong>Q. Que doit comporter un contrat de travail en vertu du droit anglais ?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">En vertu de la loi de 1996 sur les droits du travail (telle que modifi\u00e9e par la loi de 2002 sur l'emploi et les r\u00e9formes du \u00ab Good Work Plan \u00bb de 2020), un employeur est tenu de remettre \u00e0 tous ses salari\u00e9s et travailleurs une fiche \u00e9crite r\u00e9capitulant les conditions d'emploi d\u00e8s le premier jour de travail. Auparavant, ce document pouvait \u00eatre remis dans un d\u00e9lai de deux mois \u00e0 compter de la prise de fonction ; depuis avril 2020, il doit \u00eatre remis d\u00e8s le premier jour.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La d\u00e9claration \u00e9crite doit comporter au minimum :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Les noms de l'employeur et du salari\u00e9.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La date de d\u00e9but d'emploi et (si elle est diff\u00e9rente) la date de d\u00e9but d'emploi continu.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le montant de la r\u00e9mun\u00e9ration et la fr\u00e9quence de paiement.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Horaires de travail, y compris les jours de la semaine et si les horaires peuvent varier.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Droit aux cong\u00e9s (y compris les jours f\u00e9ri\u00e9s) et indemnit\u00e9 de cong\u00e9.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le ou les lieux de travail.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>L'intitul\u00e9 du poste ou une br\u00e8ve description des fonctions.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>D\u00e9lais de pr\u00e9avis.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Conditions relatives \u00e0 la p\u00e9riode d'essai (le cas \u00e9ch\u00e9ant).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cong\u00e9s maladie et droit \u00e0 r\u00e9mun\u00e9ration.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Tout autre avantage (y compris les avantages non contractuels).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Si le salari\u00e9 va travailler hors du Royaume-Uni pendant plus d'un mois et, le cas \u00e9ch\u00e9ant, \u00e0 quelles conditions.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Informations d\u00e9taill\u00e9es concernant toute formation que l'employeur exige que le salari\u00e9 suive.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les cadres sup\u00e9rieurs, le contrat de travail va g\u00e9n\u00e9ralement bien au-del\u00e0 : il couvre notamment les droits \u00e0 des primes, les droits li\u00e9s aux options sur actions, les dispositions relatives au cong\u00e9 de garde, les restrictions post\u00e9rieures \u00e0 la cessation d'emploi, la cession des droits de propri\u00e9t\u00e9 intellectuelle, ainsi que les proc\u00e9dures disciplinaires et de r\u00e8glement des litiges.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Qu'est-ce que le \u00ab garden leave \u00bb et comment cela fonctionne-t-il ?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le \u00ab garden leave \u00bb est une disposition contractuelle en vertu de laquelle un employeur, apr\u00e8s avoir notifi\u00e9 son intention de licencier un salari\u00e9 (ou apr\u00e8s avoir re\u00e7u un pr\u00e9avis de ce dernier), exige que ce dernier reste chez lui pendant la dur\u00e9e de son pr\u00e9avis au lieu de se rendre sur son lieu de travail. Le salari\u00e9 reste sous contrat et continue de percevoir l'int\u00e9gralit\u00e9 de son salaire et de ses avantages sociaux pendant la dur\u00e9e du cong\u00e9 de jardin, mais il n'est pas tenu d'exercer ses fonctions et il lui est g\u00e9n\u00e9ralement interdit de travailler pour un concurrent.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le cong\u00e9 de jardin pr\u00e9sente plusieurs avantages commerciaux pour les employeurs :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cette clause emp\u00eache le salari\u00e9 d'acc\u00e9der aux relations clients en cours, aux informations confidentielles et aux donn\u00e9es commerciales pendant la p\u00e9riode de pr\u00e9avis.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cela permet aux relations avec les clients de \u2018 s'essouffler \u2019 naturellement et d'\u00eatre transf\u00e9r\u00e9es \u00e0 d'autres membres de l'\u00e9quipe.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Elle fait office de transition entre la fin de l'emploi et le d\u00e9but de toute restriction post\u00e9rieure \u00e0 la cessation d'emploi \u2014 la p\u00e9riode pass\u00e9e en \u00ab cong\u00e9 de garde \u00bb est g\u00e9n\u00e9ralement prise en compte dans le calcul de la dur\u00e9e des clauses restrictives post\u00e9rieures \u00e0 la cessation d'emploi.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Pour \u00eatre valable, la mise en disponibilit\u00e9 doit \u00eatre express\u00e9ment pr\u00e9vue dans le contrat de travail. Un salari\u00e9 qui ne b\u00e9n\u00e9ficie pas d'un droit contractuel \u00e0 la mise en disponibilit\u00e9 ne peut g\u00e9n\u00e9ralement pas \u00eatre contraint de rester chez lui tout en percevant l'int\u00e9gralit\u00e9 de son salaire sans son consentement \u2014 \u00e0 moins que l'employeur ne soit pr\u00eat \u00e0 assumer le risque d'une action en justice pour licenciement d\u00e9guis\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il est important de noter que les tribunaux tiendront compte de la dur\u00e9e de la p\u00e9riode de mise \u00e0 pied d\u00e9j\u00e0 \u00e9coul\u00e9e lorsqu'ils \u00e9valueront le caract\u00e8re raisonnable des restrictions post\u00e9rieures \u00e0 la cessation d'emploi. Une p\u00e9riode de mise \u00e0 pied de six mois enti\u00e8rement \u00e9coul\u00e9e avant le d\u00e9but d'une clause de non-concurrence de six mois peut conduire \u00e0 ce que cette derni\u00e8re soit jug\u00e9e plus longue que ce qui est raisonnablement n\u00e9cessaire au vu des circonstances.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Qu'est-ce que le TUPE et dans quels cas s'applique-t-il ?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le TUPE \u2014 r\u00e8glement de 2006 relatif au transfert d\u2019entreprises (protection de l\u2019emploi) \u2014 est la l\u00e9gislation qui prot\u00e8ge les droits des salari\u00e9s lorsque l\u2019entreprise ou l\u2019activit\u00e9 dans laquelle ils travaillent est transf\u00e9r\u00e9e \u00e0 un nouvel employeur. Le TUPE s\u2019applique dans deux cas de figure principaux :&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Cessions d'entreprises \u2014&nbsp;<\/strong>lorsqu'une entreprise ou une partie d'une entreprise (une \u2018 entit\u00e9 \u00e9conomique \u2019) est transf\u00e9r\u00e9e d'un employeur \u00e0 un autre en tant qu'entreprise en activit\u00e9. Cela concerne g\u00e9n\u00e9ralement une cession d'actifs dans le cadre de laquelle l'entreprise poursuit ses activit\u00e9s comme auparavant sous une nouvelle direction.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Modifications apport\u00e9es \u00e0 l'offre de services \u2014&nbsp;<\/strong>lorsque des activit\u00e9s auparavant r\u00e9alis\u00e9es en interne sont confi\u00e9es \u00e0 un prestataire externe, lorsqu'un service externalis\u00e9 fait l'objet d'un nouvel appel d'offres et qu'un nouveau prestataire prend le relais, ou lorsqu'un service externalis\u00e9 est r\u00e9int\u00e9gr\u00e9 en interne.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsque la r\u00e9glementation TUPE s'applique, les salari\u00e9s affect\u00e9s \u00e0 l'entreprise ou \u00e0 l'activit\u00e9 transf\u00e9r\u00e9e sont automatiquement transf\u00e9r\u00e9s vers le nouvel employeur selon leurs conditions d'emploi existantes. Le nouvel employeur h\u00e9rite des salari\u00e9s ainsi que de tous les droits et obligations qui y sont associ\u00e9s, y compris les cr\u00e9ances salariales en suspens. Tout licenciement li\u00e9 au transfert au titre du TUPE est automatiquement abusif, sauf s\u2019il est motiv\u00e9 par une raison \u2018 \u00e9conomique, technique ou organisationnelle \u2019 (ETO) entra\u00eenant des changements au sein du personnel.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dans le cadre d'une cession d'actions, la r\u00e9glementation TUPE ne s'applique g\u00e9n\u00e9ralement pas, car la soci\u00e9t\u00e9 (et donc l'employeur) reste la m\u00eame ; seuls les actionnaires changent. Toutefois, dans le cadre d'une cession d'actifs ou d'une restructuration de l'entreprise \u00e0 la suite d'une acquisition, une analyse au regard de la TUPE est indispensable et doit \u00eatre effectu\u00e9e avant toute d\u00e9cision concernant les effectifs apr\u00e8s la transaction.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Qu'est-ce qu'un accord de r\u00e8glement et dans quelles circonstances un salari\u00e9 doit-il en signer un ?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Un accord de r\u00e8glement (anciennement appel\u00e9 \u00ab accord de compromis \u00bb) est un contrat juridiquement contraignant conclu entre un employeur et un salari\u00e9, par lequel ce dernier accepte de renoncer \u00e0 tout ou partie de ses recours juridiques \u00e0 l'encontre de l'employeur en \u00e9change d'une compensation financi\u00e8re et (g\u00e9n\u00e9ralement) d'une lettre de recommandation convenue. Les accords de r\u00e8glement sont le plus souvent utilis\u00e9s pour r\u00e9soudre ou \u00e9viter des litiges li\u00e9s \u00e0 l'emploi \u2014 le plus souvent dans le cadre d'un licenciement \u00e9conomique, d'une proc\u00e9dure de gestion des performances ou d'un d\u00e9part n\u00e9goci\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour qu\u2019un accord de r\u00e8glement soit juridiquement valable et mette effectivement fin aux droits l\u00e9gaux du salari\u00e9, il doit :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cela doit \u00eatre fait par \u00e9crit.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Se rapporter \u00e0 des plaintes ou \u00e0 des proc\u00e9dures sp\u00e9cifiques.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le salari\u00e9 doit avoir b\u00e9n\u00e9fici\u00e9 d'un conseil juridique ind\u00e9pendant de la part d'un conseiller qualifi\u00e9 (g\u00e9n\u00e9ralement un avocat) concernant les termes et les effets de l'accord.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le conseiller doit \u00eatre d\u00e9sign\u00e9 dans le contrat et doit disposer d'une assurance responsabilit\u00e9 civile professionnelle en cours de validit\u00e9.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">L'obligation de recourir \u00e0 un conseil juridique ind\u00e9pendant est importante : un salari\u00e9 doit demander l'avis de son propre avocat (dont les honoraires sont pris en charge par l'employeur sous forme de participation aux frais juridiques) avant de signer. Un accord sign\u00e9 sans avoir b\u00e9n\u00e9fici\u00e9 d'un conseil ind\u00e9pendant n'est pas contraignant.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La d\u00e9cision d'un salari\u00e9 de signer ou non un accord de r\u00e8glement d\u00e9pend enti\u00e8rement des circonstances sp\u00e9cifiques. Les conditions financi\u00e8res, les chances de succ\u00e8s du salari\u00e9 devant un tribunal du travail, la valeur des r\u00e9clamations en suspens, la qualit\u00e9 de la lettre de recommandation et le traitement fiscal du versement sont autant de facteurs \u00e0 \u00e9valuer avec soin. Les salari\u00e9s doivent toujours solliciter l\u2019avis d\u2019un sp\u00e9cialiste avant de signer \u2014 la participation aux frais juridiques vers\u00e9e par l\u2019employeur est pr\u00e9cis\u00e9ment destin\u00e9e \u00e0 financer cette consultation.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Q. Quelles sont les cons\u00e9quences du licenciement d'un salari\u00e9 sans respecter une proc\u00e9dure \u00e9quitable ?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le licenciement d'un salari\u00e9 sans proc\u00e9dure \u00e9quitable \u2014 ou sans motif valable \u2014 expose l'employeur \u00e0 des recours devant le tribunal des affaires sociales et, \u00e9ventuellement, devant les tribunaux civils. Les principaux risques sont les suivants :&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Licenciement abusif \u2014&nbsp;<\/strong>Les salari\u00e9s ayant au moins deux ans d\u2019anciennet\u00e9 ininterrompue b\u00e9n\u00e9ficient d\u2019une protection contre le licenciement abusif. Pour qu\u2019un licenciement soit consid\u00e9r\u00e9 comme justifi\u00e9, il doit reposer \u00e0 la fois sur un motif valable (tel qu\u2019un licenciement \u00e9conomique, une faute grave, une insuffisance professionnelle ou un acte ill\u00e9gal) et respecter une proc\u00e9dure r\u00e9guli\u00e8re (conforme au Code de bonnes pratiques de l\u2019ACAS relatif aux proc\u00e9dures disciplinaires et de r\u00e8glement des griefs). Si un tribunal constate un licenciement abusif, cela peut donner lieu \u00e0 une indemnit\u00e9 de base (calcul\u00e9e en fonction de l\u2019\u00e2ge, du salaire et de l\u2019anciennet\u00e9 du salari\u00e9) et \u00e0 une indemnit\u00e9 compensatoire (plafonn\u00e9e au montant le plus bas entre 52 semaines de salaire et 115 115 \u00a3 \u00e0 compter d\u2019avril 2025).&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Licenciement abusif \u2014&nbsp;<\/strong>Si le salari\u00e9 est licenci\u00e9 sans pr\u00e9avis (ou sans indemnit\u00e9 de pr\u00e9avis) dans des circonstances qui ne justifient pas un licenciement pour faute grave, il peut intenter une action pour licenciement abusif \u2014 il s'agit essentiellement d'une action en rupture de contrat visant \u00e0 obtenir le paiement de l'indemnit\u00e9 de pr\u00e9avis qui lui est due. Les actions pour licenciement abusif peuvent \u00eatre intent\u00e9es devant le tribunal du travail (jusqu\u2019\u00e0 25 000 \u00a3) ou devant les tribunaux civils (sans plafond).&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Suppression des clauses restrictives \u2014&nbsp;<\/strong>Comme indiqu\u00e9 dans le chapitre consacr\u00e9 aux clauses restrictives, une violation contractuelle grave (y compris un licenciement abusif) peut rendre inapplicables les restrictions post\u00e9rieures \u00e0 la cessation d'emploi. Cela peut avoir des cons\u00e9quences commerciales tr\u00e8s importantes, en particulier lorsque le salari\u00e9 qui quitte l'entreprise est une personne cl\u00e9 disposant de relations pr\u00e9cieuses avec la client\u00e8le ou ayant acc\u00e8s \u00e0 des informations commerciales sensibles.&nbsp;<\/p>","protected":false},"author":12,"featured_media":8962,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[65],"tags":[87],"class_list":["post-8961","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","tag-richmond-office"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.9 - aioseo.com -->\n\t<meta name=\"description\" content=\"Q. What must an employment contract include under English law? 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