{"id":9761,"date":"2026-06-05T12:03:37","date_gmt":"2026-06-05T12:03:37","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9761"},"modified":"2026-06-05T12:03:39","modified_gmt":"2026-06-05T12:03:39","slug":"licenciements-mesures-disciplinaires-et-mise-a-lepreuve-guide-pratique-a-lintention-des-employeurs","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/fr\/perspectives\/licenciements-mesures-disciplinaires-et-mise-a-lepreuve-guide-pratique-a-lintention-des-employeurs\/","title":{"rendered":"Licenciements, mesures disciplinaires et p\u00e9riode d'essai : guide pratique \u00e0 l'intention des employeurs\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Les licenciements et les questions disciplinaires comptent parmi les probl\u00e8mes les plus courants et les plus d\u00e9licats auxquels sont confront\u00e9s les employeurs. Qu'il s'agisse d'une faute professionnelle, d'un manque de performance, d'absences, d'un probl\u00e8me d'attitude, d'un \u00e9chec \u00e0 la p\u00e9riode d'essai ou d'une rupture de confiance, la d\u00e9cision de licencier ne doit pas \u00eatre prise \u00e0 la h\u00e2te.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les employeurs, il ne s'agit pas simplement d'une question de ressources humaines. Cela implique des risques juridiques, des choix de gestion, des relations avec les salari\u00e9s et des d\u00e9cisions commerciales. Si elles ne sont pas g\u00e9r\u00e9es correctement, les licenciements peuvent donner lieu \u00e0 des r\u00e9clamations, \u00e0 une proc\u00e9dure de conciliation pr\u00e9coce aupr\u00e8s de l'Acas, \u00e0 des recours devant les tribunaux du travail, \u00e0 une perte de temps pour la direction, \u00e0 des frais juridiques et \u00e0 une atteinte \u00e0 la r\u00e9putation.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">C'est \u00e9galement un moment particuli\u00e8rement important pour les employeurs de revoir leur approche. Les donn\u00e9es de la ligne d'assistance t\u00e9l\u00e9phonique de l'Acas pour la p\u00e9riode d'octobre \u00e0 d\u00e9cembre 2025 montrent que les mesures disciplinaires, les licenciements et les litiges constituaient le sujet le plus fr\u00e9quemment abord\u00e9 lors des appels, repr\u00e9sentant environ 411 % des appels re\u00e7us.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/about-us\/service-statistics\/helpline\/2025-to-2026\/october-to-december-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Statistiques de la ligne d'assistance Acas)<\/a>&nbsp;Par ailleurs, \u00e0 compter du 1er janvier 2027, la protection contre le licenciement abusif s'appliquera apr\u00e8s six mois d'anciennet\u00e9, au lieu de deux ans, et le plafond des indemnit\u00e9s de licenciement sera supprim\u00e9.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/employment-rights-act-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Loi Acas de 2025 sur les droits en mati\u00e8re d'emploi)<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cet article aborde les principaux aspects dont les employeurs doivent tenir compte lorsqu'ils g\u00e8rent les licenciements, les proc\u00e9dures disciplinaires et les p\u00e9riodes d'essai.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi les employeurs devraient-ils prendre au s\u00e9rieux les proc\u00e9dures de licenciement ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Il existe plusieurs raisons pour lesquelles les employeurs devraient prendre au s\u00e9rieux les proc\u00e9dures de licenciement.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tout d'abord, il y a le risque juridique. M\u00eame lorsqu'un employeur a des raisons l\u00e9gitimes de s'inqui\u00e9ter du comportement ou des performances d'un salari\u00e9, un licenciement peut tout de m\u00eame \u00eatre abusif si l'employeur ne respecte pas une proc\u00e9dure \u00e9quitable.\u00a0Les directives de l'Acas stipulent que, pour qu'un licenciement soit justifi\u00e9, l'employeur doit avoir un motif valable, prendre une d\u00e9cision \u00e9quilibr\u00e9e et coh\u00e9rente, et g\u00e9n\u00e9ralement suivre une proc\u00e9dure compl\u00e8te et \u00e9quitable.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deuxi\u00e8mement, il y a le risque financier. Si le Code de bonnes pratiques de l'Acas relatif aux proc\u00e9dures disciplinaires et de r\u00e8glement des griefs s'applique, un tribunal du travail peut majorer l'indemnisation jusqu'\u00e0 251 % lorsque l'employeur a, sans raison valable, manqu\u00e9 \u00e0 ses obligations au titre dudit code.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Troisi\u00e8mement, il y a le risque li\u00e9 \u00e0 la gestion. Les licenciements mal g\u00e9r\u00e9s d\u00e9g\u00e9n\u00e8rent souvent. Un salari\u00e9 qui aurait pu accepter une proc\u00e9dure \u00e9quitable et bien men\u00e9e peut, au contraire, d\u00e9poser une r\u00e9clamation, pr\u00e9senter une demande d'acc\u00e8s \u00e0 ses donn\u00e9es personnelles, contacter l'Acas ou saisir le tribunal s'il estime avoir \u00e9t\u00e9 trait\u00e9 de mani\u00e8re injuste.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu'est-ce qu'une proc\u00e9dure de licenciement \u00e9quitable ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La mise en place d'une proc\u00e9dure de licenciement \u00e9quitable d\u00e9pendra des circonstances, mais la plupart des licenciements pour motif disciplinaire ou li\u00e9s aux performances devraient comporter plusieurs \u00e9tapes cl\u00e9s.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En r\u00e8gle g\u00e9n\u00e9rale, les employeurs devraient :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00e9finir clairement le probl\u00e8me ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>enqu\u00eater sur les faits ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>informer l'employ\u00e9 par \u00e9crit des all\u00e9gations ou des pr\u00e9occupations ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>fournir des preuves pertinentes ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>convoquer le salari\u00e9 \u00e0 un entretien disciplinaire ou d'\u00e9valuation des comp\u00e9tences ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>permettre \u00e0 l'employ\u00e9 d'\u00eatre accompagn\u00e9 si n\u00e9cessaire ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>donner \u00e0 l'employ\u00e9 la possibilit\u00e9 de s'exprimer sur le motif du licenciement ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>prendre en compte les explications de l'employ\u00e9 avant de prendre une d\u00e9cision ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00e9cider d'une issue qui soit raisonnable et proportionn\u00e9e ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>confirmer cette d\u00e9cision par \u00e9crit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pr\u00e9voir un droit de recours.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Le point essentiel pour les employeurs est que le processus ne doit pas \u00eatre pr\u00e9d\u00e9termin\u00e9. Les responsables doivent aborder la question avec un esprit ouvert et ne pas se prononcer sur l'issue avant d'avoir entendu l'employ\u00e9.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Faute professionnelle et faute grave&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les cas de manquement peuvent inclure un comportement inappropri\u00e9, le non-respect des consignes, la violation des r\u00e8gles, des communications inappropri\u00e9es, des probl\u00e8mes de ponctualit\u00e9, des absences non autoris\u00e9es ou le non-respect des normes en vigueur sur le lieu de travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Une faute grave est plus grave. Elle peut inclure le vol, la violence, une insubordination grave, la fraude, une violation grave du secret professionnel, un harc\u00e8lement grave, des manquements graves aux r\u00e8gles de sant\u00e9 et de s\u00e9curit\u00e9 ou tout autre comportement qui porte gravement atteinte \u00e0 la relation de travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Toutefois, les employeurs doivent faire preuve de prudence avant de qualifier un comportement de faute grave. Tous les probl\u00e8mes graves ne justifient pas un licenciement sans pr\u00e9avis. Les employeurs doivent examiner les faits, les explications fournies par le salari\u00e9, son anciennet\u00e9, ses ant\u00e9c\u00e9dents professionnels, la coh\u00e9rence avec des cas ant\u00e9rieurs, les \u00e9ventuelles circonstances att\u00e9nuantes et d\u00e9terminer si le licenciement s'inscrit dans le cadre des mesures raisonnables.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Avant de licencier un salari\u00e9 pour faute grave, les employeurs devraient g\u00e9n\u00e9ralement se poser les questions suivantes :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quelles sont exactement les all\u00e9gations ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quels sont les \u00e9l\u00e9ments qui \u00e9tayent cette all\u00e9gation ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une enqu\u00eate en bonne et due forme a-t-elle \u00e9t\u00e9 men\u00e9e ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>L'employ\u00e9 a-t-il eu la possibilit\u00e9 de s'exprimer ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Y a-t-il des circonstances att\u00e9nuantes ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le licenciement sans pr\u00e9avis est-il vraiment justifi\u00e9 ?\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs qui licencient trop h\u00e2tivement s'exposent \u00e0 des risques inutiles, m\u00eame lorsqu'il existe un r\u00e9el probl\u00e8me de comportement pendant la p\u00e9riode d'essai.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Faibles performances et capacit\u00e9s&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les performances insuffisantes doivent g\u00e9n\u00e9ralement \u00eatre trait\u00e9es diff\u00e9remment des fautes professionnelles, en particulier pendant la p\u00e9riode d'essai.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Souvent, le probl\u00e8me ne r\u00e9side pas dans le fait que l'employ\u00e9 ait d\u00e9lib\u00e9r\u00e9ment commis une faute, mais plut\u00f4t dans le fait qu'il ne r\u00e9pond pas aux exigences requises. Cela peut n\u00e9cessiter de clarifier les attentes, de mettre en place des formations, d'assurer un encadrement, de fixer des objectifs de performance, d'organiser des entretiens d'\u00e9valuation et de donner des avertissements avant d'envisager un licenciement.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent \u00eatre clairs sur les points suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quelle est la norme attendue ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en quoi l'employ\u00e9 n'est pas \u00e0 la hauteur ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quelles am\u00e9liorations sont n\u00e9cessaires ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quel type d'aide sera apport\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>comment les progr\u00e8s seront mesur\u00e9s ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le calendrier pr\u00e9vu pour la mise en \u0153uvre des am\u00e9liorations ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ce qui pourrait arriver si aucune am\u00e9lioration n'est constat\u00e9e.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Une erreur courante consiste \u00e0 proc\u00e9der directement au licenciement sans donner \u00e0 l'employ\u00e9 une chance \u00e9quitable de s'am\u00e9liorer. Cela est particuli\u00e8rement risqu\u00e9 lorsque l'employ\u00e9 n'a pas \u00e9t\u00e9 pr\u00e9alablement inform\u00e9 que ses performances pouvaient mettre son emploi en danger. Lorsque les probl\u00e8mes de performance peuvent \u00eatre li\u00e9s \u00e0 la sant\u00e9, \u00e0 un handicap, \u00e0 la neurodiversit\u00e9, \u00e0 une grossesse, \u00e0 des responsabilit\u00e9s familiales ou au stress au travail, les employeurs doivent faire preuve d'une prudence particuli\u00e8re.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">P\u00e9riodes d'essai&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les p\u00e9riodes d'essai sont souvent mal comprises.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Une p\u00e9riode d'essai peut s'av\u00e9rer utile, car elle permet \u00e0 l'employeur comme \u00e0 l'employ\u00e9 d'\u00e9valuer rapidement si le poste convient. Cela ne signifie toutefois pas que l'employeur peut licencier sans suivre aucune proc\u00e9dure.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le risque juridique pendant la p\u00e9riode d'essai peut actuellement \u00eatre moindre dans de nombreux cas courants de licenciement abusif o\u00f9 le salari\u00e9 a moins de deux ans d'anciennet\u00e9. Cela n'\u00e9limine toutefois pas tout risque. Les salari\u00e9s peuvent toujours intenter des actions en justice pour discrimination, d\u00e9nonciation, licenciement abusif de plein droit, retenue ill\u00e9gale sur salaire, indemnit\u00e9 de pr\u00e9avis, indemnit\u00e9 de cong\u00e9s pay\u00e9s ou rupture de contrat.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le risque augmentera \u00e9galement \u00e0 compter du 1er janvier 2027, date \u00e0 laquelle la protection contre le licenciement abusif s'appliquera apr\u00e8s six mois d'anciennet\u00e9. Cela signifie que les employeurs devraient d\u00e8s \u00e0 pr\u00e9sent accorder davantage d'importance \u00e0 la gestion de la p\u00e9riode d'essai en tant que question de conformit\u00e9 contractuelle.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient tenir compte des \u00e9l\u00e9ments suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si le contrat de travail comporte une clause claire relative \u00e0 la p\u00e9riode d'essai ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employeur a le droit de prolonger la p\u00e9riode d'essai ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si un d\u00e9lai de pr\u00e9avis plus court s'applique pendant la p\u00e9riode d'essai ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si des r\u00e9unions d'\u00e9valuation de la probation ont lieu ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si ces pr\u00e9occupations sont consign\u00e9es par \u00e9crit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employ\u00e9 a \u00e9t\u00e9 inform\u00e9 des points \u00e0 am\u00e9liorer ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si le licenciement, qu'il intervienne pendant ou \u00e0 l'issue de la p\u00e9riode d'essai, est trait\u00e9 de mani\u00e8re \u00e9quitable.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Une p\u00e9riode d'essai bien g\u00e9r\u00e9e peut r\u00e9duire le risque de litiges et faciliter la justification d'un \u00e9ventuel licenciement.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gestion de la proc\u00e9dure disciplinaire&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Une proc\u00e9dure disciplinaire \u00e9quitable commence g\u00e9n\u00e9ralement par une enqu\u00eate \u00e9quitable. L'enqu\u00eate a pour but d'\u00e9tablir les faits, et non de prouver la culpabilit\u00e9 de l'employ\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Selon les circonstances, une enqu\u00eate peut n\u00e9cessiter l'examen de documents, d'e-mails, de messages, de journaux syst\u00e8me, de t\u00e9moignages, d'enregistrements de vid\u00e9osurveillance, de politiques ou d'avertissements ant\u00e9rieurs. Les employeurs doivent prendre en consid\u00e9ration les \u00e9l\u00e9ments de preuve qui corroborent l'all\u00e9gation ainsi que ceux qui pourraient \u00e9tayer la position de l'employ\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Si l'affaire donne lieu \u00e0 une proc\u00e9dure disciplinaire, l'employ\u00e9 doit g\u00e9n\u00e9ralement recevoir par \u00e9crit le d\u00e9tail des faits qui lui sont reproch\u00e9s, des copies des pi\u00e8ces justificatives pertinentes, un d\u00e9lai raisonnable pour se pr\u00e9parer, des informations sur les issues possibles et la confirmation de son droit \u00e0 se faire accompagner.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lors de l'audience, l'employeur doit exposer les faits reproch\u00e9s, passer en revue les \u00e9l\u00e9ments de preuve et donner \u00e0 l'employ\u00e9 la possibilit\u00e9 de s'exprimer. L'employeur doit ensuite ajourner la s\u00e9ance avant de prendre une d\u00e9cision. Cela permet de d\u00e9montrer que la d\u00e9cision n'\u00e9tait pas prise d'avance.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En r\u00e8gle g\u00e9n\u00e9rale, les employeurs devraient offrir un droit de recours. Un recours permet \u00e0 l'employeur de corriger ses erreurs avant que la situation ne s'aggrave. Dans la mesure du possible, le recours devrait \u00eatre examin\u00e9 par une personne qui n'a pas particip\u00e9 \u00e0 la d\u00e9cision initiale et qui est habilit\u00e9e \u00e0 modifier la d\u00e9cision.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Griefs soulev\u00e9s au cours d'une proc\u00e9dure disciplinaire&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs ont souvent du mal \u00e0 g\u00e9rer la situation lorsqu'un salari\u00e9 d\u00e9pose une plainte au cours d'une proc\u00e9dure disciplinaire ou de licenciement.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La d\u00e9marche \u00e0 adopter d\u00e9pendra des circonstances. Parfois, le grief peut \u00eatre trait\u00e9 parall\u00e8lement \u00e0 la proc\u00e9dure disciplinaire. Dans d'autres cas, il peut \u00eatre n\u00e9cessaire de suspendre la proc\u00e9dure disciplinaire le temps que le grief fasse l'objet d'une enqu\u00eate. Dans d'autres cas encore, le grief peut \u00eatre \u00e9troitement li\u00e9 aux questions disciplinaires et \u00eatre pris en compte dans le cadre du processus d\u00e9cisionnel global.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient tenir compte des \u00e9l\u00e9ments suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>l'objet de la r\u00e9clamation ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qu'il s'agisse d'\u00e9l\u00e9ments directement li\u00e9s aux faits reproch\u00e9s ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qu'il s'agisse de questions li\u00e9es \u00e0 la discrimination, \u00e0 la d\u00e9nonciation ou \u00e0 la victimisation ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il y a lieu de mener une enqu\u00eate plus approfondie ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il convient de modifier le calendrier.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Une r\u00e9clamation ne doit pas automatiquement faire \u00e9chouer une proc\u00e9dure disciplinaire, mais elle ne doit pas non plus \u00eatre ignor\u00e9e.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les erreurs courantes des employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent \u00eatre particuli\u00e8rement attentifs \u00e0 \u00e9viter les erreurs suivantes :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00e9cider de classer l'affaire sans suite avant m\u00eame que la proc\u00e9dure n'ait commenc\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas mener d'enqu\u00eate en bonne et due forme ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas consigner les all\u00e9gations par \u00e9crit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas avoir produit de preuves lors de l'audience disciplinaire ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne laissant pas suffisamment de temps \u00e0 l'employ\u00e9 pour se pr\u00e9parer ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consid\u00e9rer les employ\u00e9s en p\u00e9riode d'essai comme n'ayant aucun droit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas consigner les pr\u00e9occupations relatives \u00e0 la p\u00e9riode de probation ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>licencier pour cause de mauvaises performances sans avertissement ni accompagnement ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qualifier trop h\u00e2tivement un comportement de faute grave ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en faisant abstraction des \u00e9ventuels cas de discrimination, de d\u00e9nonciation ou de probl\u00e8mes de sant\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas avoir donn\u00e9 la possibilit\u00e9 de faire appel ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en recourant \u00e0 des proc\u00e9dures disciplinaires ou d'\u00e9valuation des comp\u00e9tences obsol\u00e8tes ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas former les cadres.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">De nombreuses plaintes pour licenciement ne sont pas dues au fait que l'employeur n'ait pas pris le probl\u00e8me au s\u00e9rieux, mais au fait que celui-ci a \u00e9t\u00e9 trait\u00e9 trop rapidement, de mani\u00e8re trop informelle ou sans preuves suffisantes.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mesures pratiques pour les employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient envisager de prendre d\u00e8s maintenant les mesures suivantes :&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>R\u00e9viser les politiques disciplinaires et celles relatives aux comp\u00e9tences.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>R\u00e9examiner les clauses relatives \u00e0 la p\u00e9riode d'essai dans les contrats de travail.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Mettre en place des mod\u00e8les clairs pour l'\u00e9valuation de la p\u00e9riode d'essai.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Former les responsables \u00e0 la gestion des cas de mauvaise conduite et des probl\u00e8mes de performance.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Veillez \u00e0 ce que les all\u00e9gations soient consign\u00e9es par \u00e9crit avant les audiences disciplinaires.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Veillez \u00e0 ce que les employ\u00e9s disposent des \u00e9l\u00e9ments n\u00e9cessaires et d'un d\u00e9lai raisonnable pour se pr\u00e9parer.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Conservez des comptes rendus d\u00e9taill\u00e9s des r\u00e9unions d'enqu\u00eate, des audiences disciplinaires et des audiences d'appel.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>V\u00e9rifiez si les d\u00e9cisions de licenciement sont conformes \u00e0 la jurisprudence ant\u00e9rieure.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Demandez conseil avant de licencier des employ\u00e9s dans des cas pouvant relever de la discrimination, de la d\u00e9nonciation ou de probl\u00e8mes de sant\u00e9.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Pr\u00e9parez-vous \u00e0 la r\u00e9duction de la p\u00e9riode d'anciennet\u00e9 requise pour invoquer un licenciement abusif \u00e0 compter de janvier 2027.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">La mise en \u0153uvre de ces mesures peut r\u00e9duire les risques juridiques et aider les employeurs \u00e0 g\u00e9rer les probl\u00e8mes sur le lieu de travail avec plus d'assurance.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les licenciements, les mesures disciplinaires et les p\u00e9riodes d'essai sont des questions que les employeurs ne peuvent se permettre de traiter \u00e0 la l\u00e9g\u00e8re, en particulier lorsqu'il s'agit d'examiner les motifs de licenciement. Mal g\u00e9r\u00e9es, elles peuvent donner lieu \u00e0 des r\u00e9clamations, \u00e0 une conciliation pr\u00e9coce aupr\u00e8s de l'Acas, \u00e0 des plaintes pour licenciement abusif, \u00e0 des plaintes pour discrimination et \u00e0 des perturbations \u00e9vitables au sein de la direction. G\u00e9r\u00e9es correctement, elles permettent aux employeurs de traiter les probl\u00e8mes sur le lieu de travail de mani\u00e8re \u00e9quitable, coh\u00e9rente et rationnelle.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les employeurs, l'essentiel est d'agir rapidement, d'\u00e9viter les suppositions et de suivre une proc\u00e9dure \u00e9quitable. Cela deviendra d'autant plus important que la protection contre le licenciement abusif s'appliquera \u00e0 compter du 1er janvier 2027, apr\u00e8s six mois d'anciennet\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Chez Ronald Fletcher Baker, notre \u00e9quipe sp\u00e9cialis\u00e9e en droit du travail conseille les employeurs sur les licenciements, les proc\u00e9dures disciplinaires, les p\u00e9riodes d'essai, les litiges, la gestion des performances et les recours devant les tribunaux du travail. Si vous avez besoin de conseils pour g\u00e9rer un licenciement ou pour revoir vos proc\u00e9dures disciplinaires et d'essai, nous pouvons vous aider \u00e0 \u00e9valuer les risques et \u00e0 d\u00e9finir une strat\u00e9gie concr\u00e8te.&nbsp;<\/p>","protected":false},"author":12,"featured_media":9763,"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":[67],"tags":[],"class_list":["post-9761","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-employment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.9 - aioseo.com -->\n\t<meta name=\"description\" content=\"Dismissals and disciplinary issues are among the most common and difficult workplace problems employers face. 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