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Home > Congé Annuel

Congé Annuel

- Principe du congé annuel

Le droit au congé fait partie du contrat de travail. Chaque travailleurs doit en bénéficier et, sauf en cas de rupture ou d’expiration du contrat de travail est nulle et de nul effet toute convention prévoyant l’octroi d’une indemnité compensatrice
en lieu et place du congé.

La durée du congé payé à la charge de l’employeur est déterminée, à raison de 2,2 joursouvrables par mois de service effectif pour l’ensemble des travailleurs. Selon l’article 68 de la CCI, le droit au congé est acquis après une durée de service égale à 1 an. Pour apprécier le droit au congé, il faut partir d’une période de référence. Cette période de référence s’étend :

– De la date de l’embauchage ou du retour du dernier congé;

– Au dernier jour qui précède celui du départ pour le nouveau congé. Pendant cette période dite de “Service effectif”, des périodes d’absences du travail peuvent intervenir avec l’autorisation de l’employeur. Le code du travail et l’article 68 de la CCI énumèrent les cas d’absences autorisée qui sont pourtant considérées comme périodes de services effectif tant pour acquérir le droit de jouissance du congé que pour déterminer la durée du congé.

Le droit de jouissance du congé une fois acquis, donc en règle générale au bout d’un an de service effectif, la date de départ en congé doit absolument être déterminé par l’employeur. Un travailleur est tout a fait fondé à réclamer l’exercice de son droit au congé.

- Organisation du congé

L’employeur doit organiser les départs en congé en fonction du droit acquis et des préférences éventuellement exprimées par chaque travailleur mais aussi, compte tenu des nécessités du service. La date de départ en congé doit être communiquée à chaque ayant droit au moins 15 jours à l’avance et le calendrier des départs en congé sera apposé au tableau d’affichage de l’entreprise.

Une fois cette date fixée, elle ne peut être ni anticipée, ni retardée d’une période supérieure à trois mois, sauf autorisation exceptionnelle et individuelle de l’inspecteur du travail.

- Allocation congé

Le calcul de l’allocation de congé suppose la détermination préalable de la date de départ en congé et de la durée de ce congé. La méthode de calcul de la Convention Collective Interprofessionnelle fait en sorte que le travailleur reçoive, pendant toute la durée de son congé une allocation égale à son salaire pendant la période de travail précédente.

Cette méthode de calcul impose en effet les calculs suivants :

– Salaire mensuel moyen des 12 derniers mois de “service effectif” ou des mois postérieurs à l’embauche ou au dernier congé, s’ils sont inférieurs à 12.

– Salaire moyen journalier, en divisant par 30 le résultat précédent

– Le montant de l’allocation de congé est obtenu en multipliant le salaire journalier moyen par le nombre de jours calendaires de congé.

Pour approfondir vos connaissances sur le congé, veuillez consulter les articles du Chapitre 5 du Code du travail et les articles 68 à 72 de la Convention Collective Interprofessionnelle.

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