Publié le par NaG@8133

Les règles de licenciement au Japon

Les règles de licenciement au Japon

Les salariés étrangers, novices ou pas, auront sans doute le plus grand mal à trouver les textes de références sur les règles de licenciement au Japon.

Le marasme économique et le manque de main d’œuvre aidant, les entreprises « voyous »   ( ブラック企業 burakkukigyo) sont encore nombreuses à avoir recours au management discutable faisant fi des lois qui protègent les salariés. Toutefois, chose méconnue, au Japon le licenciement est aussi strictement encadré qu’en France.

Voici donc les règles de base du licenciement selon les lois japonaises.

A qui s’appliquent les règles de licenciement ?

Le licenciement est défini à l’article 16 des lois sur les contrats de travail (労働契約法16条 rodo keiyakuho) qui est le texte de référence dans le droit du travail nippon. (voir plus bas).

Ces règles de base de licenciement s’appliquent en principe à tous les employés (従業員jugyoin) quel que soit le  type de contrat de travail :

-Contrat d’emploi régulier  (正社員 seishain, l’équivalent du CDI)  

-Contrat  temporaire ou irrégulier (非正規社員 hiseikishain, similaire au CDD ou intérimaire)  

En revanche, les dirigeants (代表取締役 daihyo torishimariyaku) , les directeurs (取締役toshimariyaku) , membres de conseil d’administration (役員 yakuin) , ne sont pas concernés par le droit du travail. Leur statut est défini par le code civil japonais  (民法 minpo)  et le droit des sociétés (会社法 kaishaho).

L’article 16 des lois sur les contrats de travail 労働契約法16条

Il s’agit d’un article de référence sur lequel les autorités, les spécialistes et les avocats vont s’appuyer pour juger la validité d’un licenciement en cas de conflit:

Article 16 des lois sur les contrats de travail (労働契約法16条 rodo keiyakuho ）: le licenciement （解雇 kaiko）

解雇は客観的な理由を欠き、社会通念上相当であると認められない場合は、その権利を濫用したものとして、無効とする

article 16 lois sur les contrats de travail (労働契約法16条 rodo keiyakuho)

(Un licenciement est considéré nul s’il ne présente pas objectivement de raisons valables ou s’il n’est pas jugé socialement acceptable.  Tout licenciement sans raisons objectives sera considéré comme abusif.)

En clair, pour la justice japonaise un licenciement est fondé s’il répond à l’un des critères suivants.

Les raisons qui incombent au comportement de l’employé

Le non-respect du règlement intérieur （就労規則 shuro kisoku ）ou autres règles de l’entreprise (社内規則 shanai kisoku）que l’employé a eu connaissance au moment de l’embauche. Les fautes et les sanctions sont définies par le règlement intérieur. En d’autres termes, l’employeur devra prouver que le salarié est fautifs au regard du règlement intérieur.

La performance insuffisante du salarié. Par exemple, un commercial qui n’atteindrait pas ses objectifs de ventes (成績不良  seisekifuryo). Dans ce cas-ci il faudrait réunir les preuves chiffrées.

Les difficultés de l’entreprise

Un ralentissement sérieux de l’activité de l’entreprise ou une accumulation de mauvais résultats sur plusieurs périodes consécutives qui justifient un « licenciement pour ajustement d’effectifs » (整理解雇 seirikaiko).

Toutefois, la loi encadre strictement le recours à cette forme de licenciement pour éviter tout abus comme le licenciement préventif.

En effet il faut que l’employeur puisse prouver , la nécessité économique d’un tel choix, qu’il a tout fait qui était en son pouvoir pour éviter ce choix, qu’il a disposé d’un délai raisonnable pour informer les salariés concernés, puis de justifier des critères retenus pour l’ensemble du personnel concerné(âge, ancienneté, performances, les absences etc.).

Contrairement en France, l’employeur n’est pas tenu de faire l’effort de reclasser les salariés licenciés ni de leur proposer des formations professionnelles avec l’aide des organismes spécifiques.

Licenciement durant l’arrêt de travail (maladie , congé maternité, accident de travail)

L’article 19-1 du code de travail japonais （労働基準法19-1条 rodokijun ho）  interdit le licenciement d’un employé ou d’une employée en arrêt maladie ou en congé maternité. Cette interdiction s’étend jusqu’à trente jours suivant la reprise du poste, sauf si l’employeur concède au paiement des indemnités d’accident de travail ou en cas d’arrêt d’activité de l’entreprise en raison de catastrophes naturelles.

Par ailleurs, l’employeur contrevenant à l’article 19-1  risque jusqu’ à 6 mois de condamnation et une amende d’un montant maximum de 300 000 JPY (article 119 労働基準法119条　rodokijun ho) .

Délai de préavis  en cas de licenciement

L’article 20 de code du travail（労働基準法20条 rodokijun ho） définit que le salarié licencié  doit être prévenu au minimum 30 jours avant la rupture de contrat. L’employeur peut  raccourcir ce délai en payant  une indemnité de préavis (予告手当 yokoku teaté) au prorata des jours imposés par le préavis ne dépassant pas 30 jours.

En clair, un employeur pressé de se séparer d’un employé peut payer une indemnité de préavis selon les calculs suivants :  

*Respect de 30 jours de préavis : le salarié est licencié à la fin des 30 jours

*Paiement d’une somme supérieure à 30 jours de salaire : le salarié est  licencié le lendemain.

*Paiement d’une somme supérieure à 15 jours de salaire : le salarié est  licencié au 16e jours.

Le délai de préavis peut donc être raccourci autant de jours que le l’employeur décide de payer sous forme d’ indemnité de préavis.

Attention : l’employeur n’est pas tenu de respecter le délai de préavis pour les catégories de salariés suivants :  les salariés en période d’essai (試用期間 shiyo kikan) ayant travaillé moins de 14 jours , les salariés en contrat saisonnier  ne dépassant pas 4 mois de travail, les salariés en contrats courts dit  d’« extra »de moins de 2 mois travaillant en qualité de renfort  (臨時社員 rinjishain ).  (article 21 du code de travail japonais 労働基準法21条 rodokijunho）

Enfin, l’employeur n’est pas non plus tenu de respecter le délai de préavis de licenciement si le salarié a commis des fautes, ou si l’entreprise est contrainte d’arrêter ses activités suite à des catastrophes naturelles.

Par ailleurs, l’employeur contrevenant à l’article 20  risque jusqu’ à 6 mois de condamnation et une amende d’un montant maximum de 300 000 JPY (article 119 du code de travail japonais 労働基準法 119条) .

En cas de doute sur les agissements des employeurs sur ce sujet , il ne faut surtout pas hésiter de leur rappeler ces articles.

Avez-vous des problèmes ou des litiges avec votre employeur au Japon ? Voulez-vous un conseil ou une expertise sur votre cas ?  N’hésitez pas à me contacter (devis gratuit) .

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