La jurisprudence refuse de tenir compte de preuves qui ont été obtenues en violation du droit à l’image ou du droit à la vie privée des salariés. De telles preuves ne peuvent notamment fonder un licenciement pour faute. Le salarié ne saurait toutefois abuser des moyens qui sont mis à disposition par l’employeur. La protection de la vie privée du salarié sur le lieu de travail n’est donc pas sans limites.
I. La protection de la vie privée du salarié
A. La preuve par des techniques modernes
Sans remonter trop loin dans le temps, le principe de la protection de la vie privée du salarié sur le lieu de travail a été affirmé nettement par la Cour de cassation dans un dans un arrêt du 20 novembre 1991 (Bulletin 1991 V N° 519 p. 323) à propos de l’enregistrement par caméra dissimulée dans une caisse pour surveiller le comportement de salariés sans qu’ils s’en doutent. Selon la Cour : “si l’employeur a le droit de contrôler et de surveiller l’activité de ses salariés pendant le temps du travail, tout enregistrement, quels qu’en soient les motifs, d’images ou de paroles à leur insu, constitue un mode de preuve illicite” .
De même, il a été jugé que le licenciement d’un salarié fondé à son insu au moyen de caméras ou d’écoutes doit être considéré sans cause réelle et sérieuse ( soc. 22 mai 1995; v. ég. Soc. 4 fév. 1998, Bull. Civ. V, n̊ 64).
Le salarié a droit, même au temps et au lieu de travail, au respect de l’intimité de sa vie privée, ce qui implique en particulier le secret des correspondances. L’employeur ne peut dès lors sans violation de cette liberté fondamentale prendre connaissance des messages personnels émis par le salarié et reçus par lui grâce à un outil informatique mis à sa disposition pour son travail et ceci même au cas où l’employeur aurait interdit une utilisation non professionnelle de l’ordinateur. Une cour d’appel qui a notamment retenu que le salarié avait entretenu pendant ses heures de travail une activité parallèle et s’est fondée pour établir ce comportement sur le contenu de messages émis et reçus par le salarié, que l’employeur avait découverts en consultant l’ordinateur mis à la disposition du salarié par la société et comportant un fichier intitulé » personnel » contrevient à ces principes et liberté (2 octobre 2001, Bulletin 2001 V N° 291 p. 233).
Ces principes ont été rappelés dans un arrêt du 12 oct. 2004 (ibull. civ. V, n° 245). Une salariée avait entretenu une correspondance avec une ex-salariée de l’entreprise, au moyen de la messagerie électronique, pendant son temps de travail avec le matériel de l’entreprise. Le contenu de messages émis par la salariée avait été découvert par l’employeur en consultant l’ordinateur mis à la disposition de celle-ci par la société.
La Cour de cassation a confirmé sa jurisprudence précédente en rappelant que : “le salarié a droit, même au temps et au lieu de travail, au respect de l’intimité de sa vie privée; que celle-ci implique en particulier le secret des correspondances ; que l’employeur ne peut dès lors sans violation de cette liberté fondamentale prendre connaissance des messages personnels émis par le salarié et reçus par lui grâce à un outil informatique mis à sa disposition pour son travail et ceci même au cas où l’employeur aurait interdit une utilisation non professionnelle de l’ordinateur. En conséquence, la mise à pied disciplinaire d’une salariée n’est pas justifiée contrairement à ce que la Cour d’appel avait décidé.
B. La preuve par des techniques traditionnelles
Dans un arrêt du 22 mai 1995 (Bull. civ. V, n̊ 164), la Cour de cassation a considéré que dès lors que l’employeur fait suivre le salarié (par hypothèse non informé) par un détective privé, les comptes rendus de filature constituent un moyen de preuve illicite. Il a encore été jugé que « si l’employeur a le droit de contrôler et de surveiller l’activité de son personnel durant le temps de travail, il ne peut, ainsi qu’il résulte de l’article L. 432-2-1 du Code du travail, mettre en oeuvre un dispositif de contrôle qui n’a pas été porté préalablement à la connaissance des salariés. Une société qui fait appel, à l’insu du personnel, à une société de surveillance extérieure à l’entreprise pour procéder au contrôle de l’utilisation par ses salariés des distributeurs de boissons et sandwichs ne peut fonder un licenciement pour faute grave sur le rapport de cette société de surveillance qui constitue un moyen de preuve illicite » (soc. 15 mai 2001, Bulletin 2001 V N° 167 p. 131). Plus récemment, la Cour de cassation a décidé qu’il « résulte des articles 8 de la Convention européenne de sauvegarde des droits de l’homme et des libertés fondamentales, 9 du Code civil, 9 du nouveau Code de procédure civile et L.120-2 du Code du travail qu’une filature organisée par l’employeur pour contrôler et surveiller l’activité d’un salarié constitue un moyen de preuve illicite dès lors qu’elle implique nécessairement une atteinte à la vie privée de ce dernier, insusceptible d’être justifiée, eu égard à son caractère disproportionné, par les intérêts légitimes de l’employeur » (26 novembre 2002; Bulletin 2002 V N° 352 p. 345).
Dans un autre arrêt du 15 décembre 2009, la Cour de cassation a jugé que “ les fichiers créés par le salarié à l’aide de l’outil informatique mis à sa disposition par l’employeur pour les besoins de son travail étant présumés avoir un caractère professionnel, sauf si le salarié les identifie comme étant personnels, la Cour d’appel qui a constaté que les fichiers ouverts par l’employeur étaient intitulés “ essais divers, essais divers B, essais divers restaurés”, en a justement déduit que ceux-ci n’ayant pas un caractère personnel, l’employeur était en droit de les ouvrir hors de la présence de l’intéressé”.
II. Les limites de la protection de la vie privée du salarié
La vie privée ne saurait servir de paravent à toute activité personnelle du salarié sur le lieu de travail. La chambre criminelle de la Cour de cassation a décidé que le détournement d’un ordinateur et d’une connexion internet par un salarié constitue un abus de confiance (Crim. 19 mai 2004, Bull. crim. N̊ 126).
Un salarié avait utilisé, pendant ses heures de travail, son ordinateur pour des connexions sans rapport avec son activité salariée ou celles de l’entreprise. Plus précisément, il visitait des sites à caractère érotique ou pornographique et avait stocké sur son disque dur de très nombreuses photos et messages de même nature. Il utilisait aussi la messagerie ouverte à son nom au sein de la société pour des envois ou des réceptions de courriers se rapportant à des thèmes sexuels, notamment des offres ou propositions échangistes. La Cour de cassation a rejeté son pourvoi contre l’arrêt de la Cour d’appel qui avait admis l’infraction d’abus de confiance dans la mesure où le salarié avait détourné son ordinateur et la connexion internet de l’usage pour lequel ils avaient été mis à sa disposition. La Cour d’appel avait également considéré que l’usage par le salarié de son ordinateur professionnel pour consulter ou animer certains sites pornographiques, ne rentrait pas dans le cadre de l’intimité de sa vie privée. La Cour de cassation ne remet pas la décision de la Cour d’appel sur ce point.
En conséquence, le salarié est condamné à payer 20000 € en réparation du préjudice subi par l’employeur. Ce préjudice consistait notamment en une atteinte à l’image de marque et à la réputation de l’entreprise résultant de l’utilisation d’une adresse électronique au nom de la société et de l’association du nom de cette société renommée dans le monde de l’informatique à des activités à caractère pornographique ou échangiste.
Par ailleurs, dans un arrêt du 9 juillet 2008 (N° de pourvoi: 06-45800), la chambre sociale de la Cour de cassation a considéré que « les connexions établies par un salarié sur des sites Internet pendant son temps de travail grâce à l’outil informatique mis à sa disposition par son employeur pour l’exécution de son travail sont présumées avoir un caractère professionnel de sorte que l’employeur peut les rechercher aux fins de les identifier, hors de sa présence ; que le moyen n’est pas fondé ».
Enfin, dans un arrêt du 17 juin 2009 (Bull. civ. IV n° 153), la Chambre sociale de la Cour de cassation a décidé que » sauf risque ou événement particulier, l’employeur ne peut ouvrir les messages identifiés par le salarié comme personnels contenus sur le disque dur de l’ordinateur mis à sa disposition qu’en présence de ce dernier ou celui-ci dûment appelé ». Cela signifie donc a contrario que ces messages peuvent être ouverts en cas de risque ou événement particuliers, notions dont les contours restent à définir.
Plus récemment, dans un arrêt du 12 février 2013 (Soc. 12 fév. 2013, Bull. Civ. IV, n° 34), elle a décidé que « Une clé USB, dès lors qu’elle est connectée à un outil informatique mis à la disposition du salarié par l’employeur pour l’exécution du contrat de travail, est présumée utilisée à des fins professionnelles. En conséquence, les dossiers et fichiers non identifiés comme personnels qu’elle contient, sont présumés avoir un caractère professionnel de sorte que l’employeur peut y avoir accès hors la présence du salarié ».
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