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C’est l’histoire d’un employeur qui devrait préférer le courrier au mail…

c’est-l’histoire-d’un-employeur-qui-devrait-preferer-le-courrier-au-mail…

C’est l’histoire d’un employeur qui devrait préférer le courrier au mail…

C’est l’histoire d’un employeur qui devrait préférer le courrier au mail… 600 400 admin

Un employeur se sépare d’un salarié et, parce que son contrat prévoit une clause de non-concurrence, décide d’y renoncer : il lui envoie donc un mail en ce sens avant le délai de 15 jours après la rupture de la relation de travail, comme prévu dans le contrat…

Une renonciation qui n’est pas faite dans les formes, conteste le salarié, qui réclame donc le versement de la contrepartie financière liée à cette clause : le contrat prévoit que la renonciation doit être faite, certes dans les 15 jours après la notification de la rupture du contrat, mais par lettre recommandée avec AR, rappelle le salarié. Sauf que, pour l’employeur, les modalités contractuelles de renonciation n’en conditionnent la validité qu’au regard du délai de prévenance et non de la forme de cette renonciation. Le salarié peut donc en être informé par tout moyen…

« Non ! », confirme le juge : en envoyant un mail, et non une lettre recommandée avec AR, l’employeur n’a pas valablement renoncé à la clause de non-concurrence !
 

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