{"id":13731,"date":"2025-09-27T15:08:03","date_gmt":"2025-09-27T15:08:03","guid":{"rendered":"https:\/\/www.e-works.fr\/blog\/?p=13731"},"modified":"2025-09-27T15:08:05","modified_gmt":"2025-09-27T15:08:05","slug":"quand-lemployeur-doit-il-verser-lindemnite-de-preavis","status":"publish","type":"post","link":"https:\/\/www.e-works.fr\/blog\/quand-lemployeur-doit-il-verser-lindemnite-de-preavis\/","title":{"rendered":"Quand l\u2019employeur doit-il verser l\u2019indemnit\u00e9 de pr\u00e9avis ?"},"content":{"rendered":"\n<p>Le d\u00e9part d\u2019un salari\u00e9, qu\u2019il s\u2019agisse d\u2019une d\u00e9mission ou d\u2019un licenciement, s\u2019accompagne souvent d\u2019un <strong>pr\u00e9avis<\/strong>, p\u00e9riode pendant laquelle le salari\u00e9 continue de travailler ou est dispens\u00e9 de l\u2019ex\u00e9cuter. Dans certaines situations, l\u2019employeur doit verser une <strong>indemnit\u00e9 compensatrice de pr\u00e9avis<\/strong>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Indemnit\u00e9 de pr\u00e9avis : d\u00e9finition et r\u00f4le<\/strong><\/h2>\n\n\n\n<p>L\u2019<strong>indemnit\u00e9 de pr\u00e9avis<\/strong> est une compensation financi\u00e8re vers\u00e9e au salari\u00e9 lorsqu\u2019il n\u2019ex\u00e9cute pas la p\u00e9riode de pr\u00e9avis pr\u00e9vue par son contrat de travail ou lorsqu\u2019il est licenci\u00e9 sans que la p\u00e9riode ne soit effectu\u00e9e. Cette indemnit\u00e9 a pour objectif de reproduire la situation qu\u2019aurait connue le salari\u00e9 s\u2019il avait travaill\u00e9 normalement pendant cette p\u00e9riode, en lui garantissant une continuit\u00e9 de revenus.<\/p>\n\n\n\n<p>Elle prend en compte <strong>tous les \u00e9l\u00e9ments de la r\u00e9mun\u00e9ration habituelle<\/strong>, y compris le salaire de base, les primes r\u00e9guli\u00e8res, et parfois m\u00eame certains avantages en nature comme un v\u00e9hicule de fonction ou un logement fourni par l\u2019entreprise.<\/p>\n\n\n\n<p>\ud83d\udc49 Exemple : un salari\u00e9 dont le pr\u00e9avis est de <strong>2 mois<\/strong> et qui est dispens\u00e9 de l\u2019ex\u00e9cuter doit recevoir l\u2019\u00e9quivalent de deux mois de salaire brut, primes incluses. Ainsi, un salari\u00e9 touchant <strong>3 000 \u20ac brut mensuels<\/strong> percevra <strong>6 000 \u20ac<\/strong> au titre de l\u2019indemnit\u00e9 compensatrice.<\/p>\n\n\n\n<p>Cette mesure prot\u00e8ge le salari\u00e9 contre une perte de revenu soudaine, notamment lorsque l\u2019employeur souhaite que le d\u00e9part soit imm\u00e9diat, tout en clarifiant les obligations financi\u00e8res de l\u2019entreprise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Quand le salari\u00e9 per\u00e7oit-il l\u2019indemnit\u00e9 de pr\u00e9avis ?<\/strong><\/h2>\n\n\n\n<p>Le versement de l\u2019indemnit\u00e9 d\u00e9pend de la situation de rupture du contrat :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Licenciement avec dispense de pr\u00e9avis<\/strong> : l\u2019employeur peut choisir de ne pas faire travailler le salari\u00e9 pendant le pr\u00e9avis. Dans ce cas, il doit verser l\u2019int\u00e9gralit\u00e9 de l\u2019indemnit\u00e9 correspondant \u00e0 la p\u00e9riode non effectu\u00e9e.<\/li>\n\n\n\n<li><strong>Licenciement imm\u00e9diat pour faute grave<\/strong> : le salari\u00e9 ne per\u00e7oit pas d\u2019indemnit\u00e9, car la faute grave entra\u00eene une rupture imm\u00e9diate du contrat sans pr\u00e9avis, sauf si la convention collective pr\u00e9voit des conditions plus favorables.<\/li>\n\n\n\n<li><strong>D\u00e9mission avec dispense de pr\u00e9avis<\/strong> : si le salari\u00e9 d\u00e9missionne mais que l\u2019employeur l\u2019exon\u00e8re de travailler, ce dernier peut percevoir l\u2019indemnit\u00e9 pour la p\u00e9riode non effectu\u00e9e.<\/li>\n\n\n\n<li><strong>Rupture conventionnelle<\/strong> : les modalit\u00e9s du pr\u00e9avis sont souvent n\u00e9goci\u00e9es, mais si le salari\u00e9 n\u2019ex\u00e9cute pas son pr\u00e9avis, l\u2019indemnit\u00e9 doit \u00eatre vers\u00e9e conform\u00e9ment aux termes de l\u2019accord.<\/li>\n<\/ul>\n\n\n\n<p>\ud83d\udc49 Exemple concret : un salari\u00e9 qui d\u00e9missionne mais est dispens\u00e9 de travailler pendant <strong>1 mois<\/strong> de pr\u00e9avis percevra le salaire correspondant \u00e0 cette p\u00e9riode, m\u00eame s\u2019il n\u2019est plus pr\u00e9sent dans l\u2019entreprise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Montant de l\u2019indemnit\u00e9 de pr\u00e9avis<\/strong><\/h2>\n\n\n\n<p>Le calcul de l\u2019indemnit\u00e9 se base sur la <strong>r\u00e9mun\u00e9ration brute habituelle<\/strong>, et inclut :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le <strong>salaire de base<\/strong><\/li>\n\n\n\n<li>Les <strong>primes fixes ou r\u00e9guli\u00e8res<\/strong> (prime d\u2019anciennet\u00e9, prime de performance r\u00e9currente)<\/li>\n\n\n\n<li>Les <strong>avantages en nature<\/strong> (logement, v\u00e9hicule, t\u00e9l\u00e9phone de fonction, etc.)<\/li>\n<\/ul>\n\n\n\n<p>\ud83d\udc49 Exemple : un salari\u00e9 avec un salaire mensuel brut de <strong>3 000 \u20ac<\/strong> et un pr\u00e9avis de <strong>2 mois<\/strong> dispens\u00e9 int\u00e9gralement percevra <strong>6 000 \u20ac<\/strong>, incluant ses primes r\u00e9guli\u00e8res.<\/p>\n\n\n\n<p>Certaines conventions collectives peuvent pr\u00e9voir des <strong>modalit\u00e9s plus favorables<\/strong>, comme une majoration selon l\u2019anciennet\u00e9 ou des primes suppl\u00e9mentaires pour certaines cat\u00e9gories de personnel.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>D\u00e9lai et versement de l\u2019indemnit\u00e9<\/strong><\/h2>\n\n\n\n<p>L\u2019indemnit\u00e9 de pr\u00e9avis doit \u00eatre vers\u00e9e au moment de la <strong>rupture effective du contrat<\/strong>, g\u00e9n\u00e9ralement avec le <strong>solde de tout compte<\/strong>.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Si le salari\u00e9 ex\u00e9cute son pr\u00e9avis normalement, il continue de percevoir son salaire au fil du temps.<\/li>\n\n\n\n<li>Si l\u2019employeur le dispense de travailler, le versement de l\u2019indemnit\u00e9 doit intervenir <strong>au plus tard \u00e0 la date de fin de contrat<\/strong>, accompagn\u00e9 du paiement des autres indemnit\u00e9s : cong\u00e9s pay\u00e9s non pris, primes \u00e9ventuelles, et avantages accessoires.<\/li>\n<\/ul>\n\n\n\n<p>\ud83d\udc49 Astuce : conserver une <strong>preuve \u00e9crite de la dispense de pr\u00e9avis<\/strong> (mail ou accord sign\u00e9) permet d\u2019\u00e9viter tout litige ult\u00e9rieur.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Cas particuliers : dispense partielle ou cong\u00e9s pendant le pr\u00e9avis<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Pr\u00e9avis partiel<\/strong> : si le salari\u00e9 ne travaille qu\u2019une partie de son pr\u00e9avis, l\u2019indemnit\u00e9 correspond \u00e0 la p\u00e9riode non effectu\u00e9e.<\/li>\n\n\n\n<li><strong>Cong\u00e9s pay\u00e9s<\/strong> : les jours de cong\u00e9s pris pendant le pr\u00e9avis sont r\u00e9mun\u00e9r\u00e9s normalement. Si l\u2019employeur dispense le salari\u00e9 du reste du pr\u00e9avis, le montant de l\u2019indemnit\u00e9 est r\u00e9duit en fonction des jours d\u00e9j\u00e0 travaill\u00e9s ou pris en cong\u00e9.<\/li>\n<\/ul>\n\n\n\n<p>\ud83d\udc49 Exemple : un salari\u00e9 avec un pr\u00e9avis de <strong>3 mois<\/strong> travaille le premier mois et prend <strong>10 jours de cong\u00e9s<\/strong> pendant le second mois. L\u2019indemnit\u00e9 compensatrice sera calcul\u00e9e sur le mois restant moins les jours de cong\u00e9s d\u00e9j\u00e0 r\u00e9mun\u00e9r\u00e9s.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Indemnit\u00e9 de pr\u00e9avis et rupture pour faute<\/strong><\/h2>\n\n\n\n<p>L\u2019indemnit\u00e9 de pr\u00e9avis n\u2019est <strong>pas due<\/strong> si le salari\u00e9 commet une <strong>faute grave ou lourde<\/strong>, car la loi consid\u00e8re que le salari\u00e9 a rompu la relation de confiance avec l\u2019employeur :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Faute grave<\/strong> : rupture imm\u00e9diate, pas de pr\u00e9avis ni d\u2019indemnit\u00e9.<\/li>\n\n\n\n<li><strong>Faute lourde<\/strong> : m\u00eame cons\u00e9quence, et l\u2019employeur peut r\u00e9clamer des dommages si le salari\u00e9 a caus\u00e9 un pr\u00e9judice.<\/li>\n<\/ul>\n\n\n\n<p>\ud83d\udc49 Exemple : un salari\u00e9 licenci\u00e9 pour vol ou sabotage ne recevra aucune indemnit\u00e9 compensatrice de pr\u00e9avis.<\/p>\n\n\n\n<p>A LIRE AUSSI <a href=\"https:\/\/www.e-works.fr\/blog\/cooptation-combien-pouvez%e2%80%91vous-toucher\/\">Cooptation : combien pouvez\u2011vous toucher ?<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Points \u00e0 surveiller pour l\u2019employeur et le salari\u00e9<\/strong><\/h2>\n\n\n\n<p>Pour \u00e9viter tout conflit :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>V\u00e9rifier <strong>le contrat de travail et la convention collective<\/strong>, certaines pr\u00e9voyant des dur\u00e9es et montants sp\u00e9cifiques pour le pr\u00e9avis.<\/li>\n\n\n\n<li>Calculer l\u2019indemnit\u00e9 sur le <strong>salaire complet<\/strong>, incluant primes et avantages habituels.<\/li>\n\n\n\n<li>Formaliser toute <strong>dispense de pr\u00e9avis par \u00e9crit<\/strong>.<\/li>\n\n\n\n<li>Respecter le <strong>d\u00e9lai de versement<\/strong> au moment de la rupture.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Exemples illustr\u00e9s pour mieux comprendre<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Salari\u00e9 avec <strong>1 mois de pr\u00e9avis<\/strong> et <strong>2 500 \u20ac brut\/mois<\/strong> : indemnit\u00e9 = <strong>2 500 \u20ac<\/strong> si dispens\u00e9.<\/li>\n\n\n\n<li>Salari\u00e9 avec <strong>3 mois de pr\u00e9avis<\/strong> et <strong>4 000 \u20ac brut\/mois<\/strong> : indemnit\u00e9 = <strong>12 000 \u20ac<\/strong> si dispense totale.<\/li>\n\n\n\n<li>Salari\u00e9 licenci\u00e9 pour <strong>faute grave<\/strong> : indemnit\u00e9 = <strong>0 \u20ac<\/strong>, pr\u00e9avis non effectu\u00e9.<\/li>\n<\/ul>\n\n\n\n<p>Ces montants peuvent \u00e9voluer en fonction de l\u2019anciennet\u00e9, de la convention collective et des primes habituelles.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le d\u00e9part d\u2019un salari\u00e9, qu\u2019il s\u2019agisse d\u2019une d\u00e9mission ou d\u2019un licenciement, s\u2019accompagne souvent d\u2019un pr\u00e9avis, p\u00e9riode pendant laquelle le salari\u00e9 continue de travailler ou est<\/p>\n","protected":false},"author":17,"featured_media":13743,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[63],"tags":[],"class_list":["post-13731","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Quand l\u2019employeur doit-il verser l\u2019indemnit\u00e9 de pr\u00e9avis ?<\/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:\/\/www.e-works.fr\/blog\/quand-lemployeur-doit-il-verser-lindemnite-de-preavis\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" 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