{"id":24375,"date":"2025-09-24T13:50:23","date_gmt":"2025-09-24T13:50:23","guid":{"rendered":"https:\/\/divi5.irshare.eu\/cour-de-justice-employes-avec-un-enfant-handicape\/"},"modified":"2026-05-19T11:16:42","modified_gmt":"2026-05-19T11:16:42","slug":"cour-de-justice-employes-avec-un-enfant-handicape","status":"publish","type":"post","link":"https:\/\/irshare.eu\/fr\/cour-de-justice-employes-avec-un-enfant-handicape\/","title":{"rendered":"Cour de justice : employ\u00e9s avec un enfant handicap\u00e9"},"content":{"rendered":"\n<div class=\"et_pb_section_0 et_pb_section et_section_regular et_block_section\"><div class=\"et_pb_row_0 et_pb_row et_block_row\"><div class=\"et_pb_column_0 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><h3>La Cour de justice renforce la protection des salari\u00e9s parents d\u2019un enfant handicap\u00e9<\/h3>\n<\/div><\/div><div class=\"et_pb_text_1 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><p>La Cour de justice de l\u2019UE a consolid\u00e9 sa jurisprudence relative \u00e0 la discrimination li\u00e9e au handicap, lorsque le handicap touche l\u2019enfant du salari\u00e9. Dans un <a href=\"https:\/\/irshare.eu\/cjeu-case-c-303-06-s-coleman-v-attridge-law-17-july-2008\/\">arr\u00eat <\/a>de 2008, la Cour de justice s\u2019\u00e9tait prononc\u00e9e sur une discrimination directe \u00ab par association \u00bb : une salari\u00e9e, Sharon Coleman, embauch\u00e9e comme secr\u00e9taire juridique dans un cabinet d'avocats en 2001, a donn\u00e9 naissance en 2002 \u00e0 un fils, dont le handicap exigeait des soins sp\u00e9cialis\u00e9s, qu\u2019elle prenait en charge. <br \/>Apr\u00e8s trois ans, subissant des actes de harc\u00e8lement et de mesures vexatoires (ex. refus de l\u2019employeur de lui accorder la m\u00eame souplesse horaire et les m\u00eames conditions de travail qu'\u00e0 ses coll\u00e8gues), elle accepte une rupture de son contrat, mais introduit un recours, s\u2019estimant victime d'un \u00ab licenciement implicite \u00bb (constructive unfair dismissal) et d'un traitement moins favorable que celui r\u00e9serv\u00e9 aux autres salari\u00e9s, en raison du fait qu'elle a la charge d'un enfant handicap\u00e9. <br \/>La Cour de justice a alors estim\u00e9 que la directive 2000\/78 ne peut pas \u00eatre interpr\u00e9t\u00e9e \u00ab de mani\u00e8re restrictive, c'est-\u00e0-dire comme interdisant uniquement les discriminations directes fond\u00e9es sur le handicap et visant exclusivement les personnes handicap\u00e9es elles-m\u00eames \u00bb. Pour la Cour, \u00ab la directive [...] s'applique non pas \u00e0 une cat\u00e9gorie de personnes d\u00e9termin\u00e9e \u00bb, mais en fonction des motifs de discrimination qu\u2019elle vise, \u00e9tant donn\u00e9 qu\u2019une interpr\u00e9tation de la directive \u00ab limitant l'application de celle-ci aux seules personnes qui sont elles-m\u00eames handicap\u00e9es serait susceptible \u00bb de la priver \u00ab d'une partie importante de son effet utile et de r\u00e9duire la protection qu'elle est cens\u00e9e garantir \u00bb. La Cour reconna\u00eet ainsi une discrimination directe \u00ab par association \u00bb, ne permettant pas \u00e0 l\u2019employeur de tenter de se justifier ou de proposer un \u00ab am\u00e9nagement raisonnable \u00bb.<br \/>Dans un nouvel <a href=\"https:\/\/irshare.eu\/cjeu-case-c-38-24-bervidi-11-september-2025\/\">arr\u00eat <\/a>rendu le 11 septembre, concernant une salari\u00e9e en charge de la surveillance et du contr\u00f4le d\u2019une station de m\u00e9tro, la Cour admet cette fois une discrimination \u00ab indirecte \u00bb, \u00ab par association \u00bb. L\u2019affaire concerne une salari\u00e9e demandant \u00e0 son employeur de l\u2019affecter, de fa\u00e7on permanente, \u00e0 un poste de travail \u00e0 horaires fixes, m\u00eame moins qualifi\u00e9, lui permettant de s\u2019occuper de son fils mineur, qui est en situation d\u2019invalidit\u00e9 totale et doit suivre un programme de soins, \u00e0 heure fixe, l\u2019apr\u00e8s-midi.<br \/>L\u2019employeur refuse, tout en octroyant provisoirement quelques souplesses par rapport aux autres op\u00e9rateurs de gare, qui sont soumis \u00e0 des horaires altern\u00e9s et par roulement. La salari\u00e9e s\u2019estime victime d\u2019une discrimination qui r\u00e9sulte de l\u2019application d\u2019une r\u00e8gle d\u2019apparence neutre sur les horaires de travail dans l\u2019entreprise, mais ne tenant pas compte de ses besoins particuliers (d\u2019o\u00f9 la qualification de discrimination \u00ab indirecte \u00bb).    <br \/>Contrairement \u00e0 une discrimination directe, en cas de discrimination indirecte, l\u2019employeur peut d\u00e9montrer un motif l\u00e9gitime pour s\u2019exon\u00e9rer, ou adopter \u00ab des am\u00e9nagements raisonnables \u00bb. S\u2019appuyant sur la convention des Nations unies relative aux droits des personnes handicap\u00e9es du 13 d\u00e9cembre 2006, la Cour estime que la salari\u00e9e \u00ab doit \u00eatre en mesure d\u2019apporter \u00e0 son enfant handicap\u00e9 l\u2019assistance dont il a besoin, ce qui implique l\u2019obligation, pour l\u2019employeur, d\u2019adapter les conditions de travail de cet employ\u00e9e \u00bb. <br \/>Un juge national saisi doit n\u00e9anmoins v\u00e9rifier \u00ab que ces am\u00e9nagements n\u2019imposent pas \u00e0 cet employeur une charge disproportionn\u00e9e \u00bb \u2013 ce dont on peut douter au regard de la jurisprudence de la Cour sur les am\u00e9nagements raisonnables.<\/p>\n<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":8,"featured_media":24361,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[620],"tags":[641,923,1505],"post_country":[627],"post_doc_language":[630,910],"post_folder":[],"class_list":["post-24375","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ir-notes-fr","tag-cour-de-justice-de-lunion-europeenne","tag-employee-who-cares-for-his-disabled-child","tag-jugement","post_country-union-europeenne","post_doc_language-anglais","post_doc_language-francais"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - 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