{"id":32107,"date":"2025-03-07T08:30:00","date_gmt":"2025-03-07T07:30:00","guid":{"rendered":"https:\/\/groupe-canopee.fr\/?p=32107"},"modified":"2025-03-07T16:41:42","modified_gmt":"2025-03-07T15:41:42","slug":"rappel-sur-les-regles-applicables-aux-conges-payes","status":"publish","type":"post","link":"https:\/\/groupe-canopee.fr\/en\/rappel-sur-les-regles-applicables-aux-conges-payes\/","title":{"rendered":"Rappel sur les r\u00e8gles applicables aux cong\u00e9s pay\u00e9s"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"32107\" class=\"elementor elementor-32107\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-23008d4 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"23008d4\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-wider\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e2a3fb1\" data-id=\"e2a3fb1\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-9e6afc3 elementor-widget elementor-widget-text-editor\" data-id=\"9e6afc3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><strong>Rappel des r\u00e8gles g\u00e9n\u00e9rales\u00a0<\/strong><\/h3><p>Des cong\u00e9s pay\u00e9s annuels sont accord\u00e9s aux salari\u00e9s dans les conditions fix\u00e9es par la l\u00e9gislation en vigueur \u00e0 raison de 5 semaines de cong\u00e9s pay\u00e9s par an pour une acquisition compl\u00e8te au cours de la p\u00e9riode de r\u00e9f\u00e9rence. Cela correspond \u00e0 30 jours ouvrables ou 25 jours ouvr\u00e9s par ann\u00e9e.<\/p><p>A d\u00e9faut de dispositions conventionnelles, la p\u00e9riode de r\u00e9f\u00e9rence fix\u00e9e par le Code du travail s\u2019\u00e9tend du 1<sup>er<\/sup> juin au 31 mai de l\u2019ann\u00e9e suivante.<\/p><p>Parmi les 5 semaines de cong\u00e9s pay\u00e9s, il convient de distinguer le cong\u00e9 pay\u00e9 dit principal de 4 semaines et la 5<sup>e<\/sup> semaine de cong\u00e9 pay\u00e9.<\/p><ul><li>Il est important de veiller \u00e0 ce que les salari\u00e9s prennent leur cong\u00e9 principal (4 semaines) en une ou plusieurs prises pendant la p\u00e9riode l\u00e9gale de prise des cong\u00e9s pay\u00e9s \u2013 <strong>du 1<sup>er<\/sup> mai au 31 octobre<\/strong>.<\/li><\/ul><p><strong>A minima, une des fractions du cong\u00e9 principal doit \u00eatre de 12 jours ouvrables<\/strong>.<\/p><p>Pour rappel, si le cong\u00e9 principal n\u2019est pas pris en totalit\u00e9 pendant la p\u00e9riode l\u00e9gale de prise des cong\u00e9s pay\u00e9s, des jours suppl\u00e9mentaires de cong\u00e9s pay\u00e9s pour fractionnement devront \u00eatre attribu\u00e9s au salari\u00e9.<\/p><ul><li>En cas d\u2019entr\u00e9e dans les effectifs au cours de la p\u00e9riode de r\u00e9f\u00e9rence ou d\u2019absence non consid\u00e9r\u00e9e comme du temps de travail effectif pour le calcul de la dur\u00e9e des cong\u00e9s, l\u2019acquisition est calcul\u00e9e prorata temporis, en application des dispositions l\u00e9gales et conventionnelles applicables.<\/li><\/ul><p>\u26a0\ufe0f <strong>Le cong\u00e9 est un droit au repos, il rel\u00e8ve de la responsabilit\u00e9 de l\u2019employeur de veiller \u00e0 ce que le salari\u00e9 prenne ses cong\u00e9s pay\u00e9s acquis.<\/strong><\/p><p><strong>La responsabilit\u00e9 de l\u2019employeur ne se limite pas seulement \u00e0 organiser les cong\u00e9s de ses salari\u00e9s, il a aussi l\u2019obligation de les leur faire prendre. Il lui appartient de prendre les mesures propres \u00e0 assurer au salari\u00e9 la possibilit\u00e9 d\u2019exercer effectivement son droit \u00e0 cong\u00e9 l\u00e9gal. En cas de contentieux, il lui appartient de justifier avoir accompli \u00e0 cette fin les diligences lui incombant l\u00e9galement.<\/strong><\/p><h3><strong>Les obligations de l&#8217;employeur<\/strong><\/h3><p><strong>\ud83d\udccc A faire avant le 1er mars :<\/strong><\/p><ul><li>D\u00e9finition de la p\u00e9riode de prise des cong\u00e9s pay\u00e9s\u00a0: <em>si un CSE existe dans l\u2019entreprise, il doit \u00eatre consult\u00e9.\u00a0<\/em><\/li><li>Affichage au plus tard le 1<sup>er<\/sup> mars de la p\u00e9riode de prise des cong\u00e9s pay\u00e9s dans l\u2019entreprise.<\/li><li>Remise d\u2019un formulaire de demande de cong\u00e9s aux salari\u00e9s.<\/li><\/ul><p>\ud83d\udccc <strong>A faire plus d\u2019un mois avant les dates souhait\u00e9es<\/strong>\u00a0:<\/p><ul><li>Collecte des souhaits des salari\u00e9s.<\/li><li>D\u00e9finition de l\u2019ordre des d\u00e9parts : <em>si un CSE existe dans l\u2019entreprise, il doit \u00eatre consult\u00e9.\u00a0<\/em><\/li><\/ul><p>Il convient de veiller \u00e0 prendre en compte certaines circonstances personnelles des salari\u00e9s (situation de famille, salari\u00e9 multi-employeurs, \u2026).\u00a0<\/p><p>\ud83d\udccc <strong>A faire un mois avant les dates souhait\u00e9es\u00a0:<\/strong><\/p><ul><li>Affichage des dates de d\u00e9part en cong\u00e9.<\/li><\/ul><h3>Les droits de l&#8217;employeur<\/h3><ul><li>Imposer les cong\u00e9s pay\u00e9s.<\/li><li>Modifier l\u2019ordre et les dates de d\u00e9part en cong\u00e9s.<\/li><\/ul><p>Dans ces cas, <strong>un d\u00e9lai de pr\u00e9venance d\u2019un mois doit \u00eatre respect\u00e9 <\/strong>sauf autre disposition pr\u00e9vue par accord collectif ou de branche ou circonstance exceptionnelle (difficult\u00e9s \u00e9conomiques, raisons imp\u00e9ratives particuli\u00e8rement contraignantes).<\/p><p>Les modifications de l\u2019ordre et des dates de d\u00e9part en cong\u00e9s doivent intervenir uniquement en cas de n\u00e9cessit\u00e9 de service pour ne pas \u00eatre consid\u00e9r\u00e9es comme un abus de droit. Elles peuvent donner lieu au versement d\u2019une compensation financi\u00e8re au salari\u00e9.\u00a0<\/p><p>\u26a0\ufe0f Attention \u00e0 l\u2019\u00e9galit\u00e9 de traitement et au respect des contraintes du salari\u00e9 (famille, salari\u00e9 multi-employeurs, \u2026).<\/p><ul><li>Fermer l\u2019entreprise pour cong\u00e9s :<\/li><li><strong>Dans ce cas, l\u2019employeur doit\u00a0:<\/strong><ul><li>Veiller \u00e0 ce que les salari\u00e9s prennent bien 12 jours ouvrables cons\u00e9cutifs de cong\u00e9s pay\u00e9s pendant la p\u00e9riode du 1<sup>er<\/sup> mai au 31 octobre.<\/li><li>Consulter le CSE s\u2019il existe.<\/li><li>Informer les salari\u00e9s en respectant un d\u00e9lai de pr\u00e9venance suffisant.<\/li><\/ul><\/li><\/ul><p>Les salari\u00e9s sont oblig\u00e9s de poser des cong\u00e9s pendant la p\u00e9riode de fermeture. Si les droits \u00e0 cong\u00e9 de certains salari\u00e9s sont insuffisants pour couvrir l\u2019int\u00e9gralit\u00e9 de la p\u00e9riode de fermeture, ils seront plac\u00e9s en cong\u00e9s sans solde pour la partie qui exc\u00e8de leur droit \u00e0 cong\u00e9.<\/p><p>Dans un environnement r\u00e8glementaire mouvant, nos experts sont \u00e0 votre disposition pour vous accompagner.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Plusieurs obligations sont \u00e0 la charge des employeurs en mati\u00e8re de cong\u00e9s pay\u00e9s, et certaines actions doivent \u00eatre mises en \u0153uvre avant le 1er mars.<br \/>\nNous vous invitons \u00e0 faire le point sur cette question et vous proposons un rappel des r\u00e8gles applicables en mati\u00e8re de prise des cong\u00e9s pay\u00e9s de vos salari\u00e9s.<\/p>","protected":false},"author":1,"featured_media":32108,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[79],"tags":[],"class_list":["post-32107","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-social"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Rappel sur les r\u00e8gles applicables aux cong\u00e9s pay\u00e9s - Groupe Canop\u00e9e<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/groupe-canopee.fr\/en\/rappel-sur-les-regles-applicables-aux-conges-payes\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Rappel sur les r\u00e8gles applicables aux cong\u00e9s pay\u00e9s - Groupe Canop\u00e9e\" \/>\n<meta property=\"og:description\" content=\"Plusieurs obligations sont \u00e0 la charge des employeurs en mati\u00e8re de cong\u00e9s pay\u00e9s, et certaines actions doivent \u00eatre mises en \u0153uvre avant le 1er mars. 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