{"id":24190,"date":"2024-03-04T10:26:32","date_gmt":"2024-03-04T09:26:32","guid":{"rendered":"https:\/\/www.fbt-avocats.ch\/la-remuneration-des-heures-supplementaires-apercu-general-et-conseils\/"},"modified":"2025-10-20T11:11:20","modified_gmt":"2025-10-20T10:11:20","slug":"la-remuneration-des-heures-supplementaires-apercu-general-et-conseils","status":"publish","type":"post","link":"https:\/\/staging.fbt-avocats.ch\/en\/la-remuneration-des-heures-supplementaires-apercu-general-et-conseils\/","title":{"rendered":"Payment for overtime: general overview and tips"},"content":{"rendered":"<div  class='avia-slideshow av-lpqtcuam-76906b30aa535219bbd7e5abbadb45f0 avia-slideshow-featured_large av_slideshow avia-slide-slider  avia-builder-el-0  el_before_av_heading  avia-builder-el-first  av-slideshow-ui av-control-default av-slideshow-manual av-loop-once av-loop-manual-endless av-default-height-applied avia-slideshow-1' data-slideshow-options=\"{&quot;animation&quot;:&quot;slide&quot;,&quot;autoplay&quot;:false,&quot;loop_autoplay&quot;:&quot;once&quot;,&quot;interval&quot;:5,&quot;loop_manual&quot;:&quot;manual-endless&quot;,&quot;autoplay_stopper&quot;:false,&quot;noNavigation&quot;:false,&quot;bg_slider&quot;:false,&quot;keep_padding&quot;:false,&quot;hoverpause&quot;:false,&quot;show_slide_delay&quot;:0}\"  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" ><ul class='avia-slideshow-inner ' style='padding-bottom: 42%;'><li  class='avia-slideshow-slide av-lpqtcuam-76906b30aa535219bbd7e5abbadb45f0__0  av-single-slide slide-1 slide-odd'><div data-rel='slideshow-1' class='avia-slide-wrap '   ><img fetchpriority=\"high\" class=\"wp-image-24371 avia-img-lazy-loading-not-24371\"  src='https:\/\/staging.fbt-avocats.ch\/wp-content\/uploads\/2024\/03\/21-1500x630.png' width='1500' height='630' title='21' alt=''  itemprop=\"thumbnailUrl\"   \/><\/div><\/li><\/ul><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-deedc01f30d3c6c3e901a60bcecf530d\">\n#top .av-special-heading.av-av_heading-deedc01f30d3c6c3e901a60bcecf530d{\npadding-bottom:10px;\nfont-size:26px;\n}\nbody .av-special-heading.av-av_heading-deedc01f30d3c6c3e901a60bcecf530d .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-av_heading-deedc01f30d3c6c3e901a60bcecf530d .av-special-heading-tag{\nfont-size:26px;\n}\n.av-special-heading.av-av_heading-deedc01f30d3c6c3e901a60bcecf530d .av-subheading{\nfont-size:15px;\n}\n\n@media only screen and (min-width: 480px) and (max-width: 767px){ \n#top #wrap_all .av-special-heading.av-av_heading-deedc01f30d3c6c3e901a60bcecf530d .av-special-heading-tag{\nfont-size:0.8em;\n}\n}\n\n@media only screen and (max-width: 479px){ \n#top #wrap_all .av-special-heading.av-av_heading-deedc01f30d3c6c3e901a60bcecf530d .av-special-heading-tag{\nfont-size:0.8em;\n}\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-deedc01f30d3c6c3e901a60bcecf530d av-special-heading-h1 blockquote modern-quote  avia-builder-el-1  el_after_av_slideshow  el_before_av_hr  av-inherit-size'><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >Payment for overtime: general overview and tips<\/h1><div class='av-subheading av-subheading_below'><p>Allnews \u2013 March 2024<br \/>\nOlivia de Weck<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-lpqthvln-edf60761fad835755560d987abf79923\">\n#top .hr.hr-invisible.av-lpqthvln-edf60761fad835755560d987abf79923{\nheight:30px;\n}\n<\/style>\n<div  class='hr av-lpqthvln-edf60761fad835755560d987abf79923 hr-invisible  avia-builder-el-2  el_after_av_heading  el_before_av_button '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n<div  class='avia-button-wrap av-lpqtm003-5a5003997385f538c54c39e2b7919089-wrap avia-button-left  avia-builder-el-3  el_after_av_hr  el_before_av_hr '><a href='https:\/\/staging.fbt-avocats.ch\/wp-content\/uploads\/2024\/03\/FBT-Article-Allnews-heures-supplementaires_DeWeck.pdf'  class='avia-button av-lpqtm003-5a5003997385f538c54c39e2b7919089 av-link-btn avia-icon_select-no avia-size-large avia-position-left avia-color-theme-color'  target=\"_blank\"  rel=\"noopener noreferrer\"  aria-label=\"Download pdf\"><span class='avia_iconbox_title' >Download pdf<\/span><\/a><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-lpqthvln-edf60761fad835755560d987abf79923\">\n#top .hr.hr-invisible.av-lpqthvln-edf60761fad835755560d987abf79923{\nheight:30px;\n}\n<\/style>\n<div  class='hr av-lpqthvln-edf60761fad835755560d987abf79923 hr-invisible  avia-builder-el-4  el_after_av_button  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n<section  class='av_textblock_section av-lpqt34bs-e4937d6ee6fb8bf73eb238b3b32b6052 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p>Il n&#8217;est pas rare que la charge de travail oblige, ponctuellement du moins, des employ\u00e9s \u00e0 effectuer des heures suppl\u00e9mentaires. Mais que dit la loi ?<\/p>\n<p>L&#8217;article 321c du Code des obligations (CO) traite des conditions auxquelles un travailleur peut \u00eatre tenu d&#8217;effectuer des heures de travail suppl\u00e9mentaires (al.1) ainsi que des modalit\u00e9s d&#8217;une compensation due par l&#8217;employeur, en nature (al.2) ou en esp\u00e8ces (al.3).<br \/>\nEn vertu de l&#8217;article 321c al. 1 CO, si les circonstances exigent des heures de travail plus nombreuses que ne le pr\u00e9voit le contrat ou l&#8217;usage, un contrat-type de travail ou une convention collective, le travailleur est tenu d&#8217;ex\u00e9cuter ce travail suppl\u00e9mentaire dans la mesure o\u00f9 il peut s&#8217;en charger et o\u00f9 les r\u00e8gles de la bonne foi permettent de le lui demander.<\/p>\n<p>Lorsqu&#8217;elles d\u00e9passent le maximum l\u00e9gal de la dur\u00e9e hebdomadaire du travail, soit 45 heures pour les travailleurs occup\u00e9s dans les entreprises industrielles ainsi que pour le personnel de bureau, le personnel technique et les autres employ\u00e9s, y compris le personnel de vente des grandes entreprises de commerce de d\u00e9tail, et 50 heures pour les autres travailleurs (art. 9 LTr), il s&#8217;agit de travail suppl\u00e9mentaire qui n&#8217;est autoris\u00e9 qu&#8217;\u00e0 des conditions restrictives et selon les compensations d\u00e9finies par la loi f\u00e9d\u00e9rale sur le travail (art. 12 et 13 LTr). Bien \u00e9videmment, la distinction entre les heures suppl\u00e9mentaires et le travail suppl\u00e9mentaire est essentielle pour les employ\u00e9s soumis \u00e0 la LTr.<\/p>\n<p>Selon l&#8217;article 321c al. 2 CO, ces heures suppl\u00e9mentaires peuvent \u00eatre compens\u00e9es, dans un d\u00e9lai appropri\u00e9, avec l&#8217;accord m\u00eame tacite du travailleur, par un cong\u00e9 de dur\u00e9e au moins \u00e9gale.<\/p>\n<\/div><\/section>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-d2032a535e38de85471fc5db97265ab9\">\n#top .av-special-heading.av-av_heading-d2032a535e38de85471fc5db97265ab9{\npadding-bottom:10px;\nfont-size:20px;\n}\nbody .av-special-heading.av-av_heading-d2032a535e38de85471fc5db97265ab9 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-av_heading-d2032a535e38de85471fc5db97265ab9 .av-special-heading-tag{\nfont-size:20px;\n}\n.av-special-heading.av-av_heading-d2032a535e38de85471fc5db97265ab9 .av-subheading{\nfont-size:15px;\n}\n\n@media only screen and (min-width: 480px) and (max-width: 767px){ \n#top #wrap_all .av-special-heading.av-av_heading-d2032a535e38de85471fc5db97265ab9 .av-special-heading-tag{\nfont-size:0.8em;\n}\n}\n\n@media only screen and (max-width: 479px){ \n#top #wrap_all .av-special-heading.av-av_heading-d2032a535e38de85471fc5db97265ab9 .av-special-heading-tag{\nfont-size:0.8em;\n}\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-d2032a535e38de85471fc5db97265ab9 av-special-heading-h2 blockquote modern-quote  avia-builder-el-6  el_after_av_textblock  el_before_av_textblock  av-inherit-size'><h2 class='av-special-heading-tag '  itemprop=\"headline\"  ><span class='special_amp'>&#8220;<\/span>Les heures suppl\u00e9mentaires doivent \u00eatre effectu\u00e9es dans l\u2018int\u00e9r\u00eat de l\u2019employeur.<span class='special_amp'>&#8221;<\/span><\/h2><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<section  class='av_textblock_section av-lpqty15c-98626e6c4ed0ddad3c0d6ce3212fea28 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p>L&#8217;article 321c al. 3 CO pr\u00e9cise que si elles ne sont pas compens\u00e9es par un cong\u00e9 \u00e9quivalent, l&#8217;employeur doit r\u00e9tribuer les heures suppl\u00e9mentaires avec une majoration de salaire de 25%, sauf clause contraire d&#8217;un accord \u00e9crit, d&#8217;un contrat type de travail ou d&#8217;une convention collective de travail.<\/p>\n<p>Les heures suppl\u00e9mentaires doivent \u00eatre effectu\u00e9es dans l&#8217;int\u00e9r\u00eat de l&#8217;employeur. Il en est ainsi des heures suppl\u00e9mentaires accomplies \u00e0 la demande de l&#8217;employeur, m\u00eame si le travailleur les a sollicit\u00e9es ou approuv\u00e9es en raison des revenus suppl\u00e9mentaires qu&#8217;elles lui procurent. Lorsqu&#8217;elles sont effectu\u00e9es \u00e0 l&#8217;initiative du travailleur, elles ne constituent des heures suppl\u00e9mentaires que si elles sont objectivement accomplies dans l&#8217;int\u00e9r\u00eat de l&#8217;employeur, qu&#8217;elles sont justifi\u00e9es et qu&#8217;elles sont port\u00e9es \u00e0 la connaissance de ce dernier ou qu&#8217;il ne peut ignorer leur accomplissement. Ne constituent pas des heures suppl\u00e9mentaires celles qui sont accomplies spontan\u00e9ment par le travailleur, contrairement \u00e0 la volont\u00e9 de l&#8217;employeur ou \u00e0 son insu, sans que des circonstances exceptionnelles ne les justifient dans l&#8217;int\u00e9r\u00eat de l&#8217;employeur.<\/p>\n<p>Outre l&#8217;existence et la quotit\u00e9 d&#8217;heures suppl\u00e9mentaires, l&#8217;employ\u00e9 qui en demande la r\u00e9mun\u00e9ration doit \u00e9galement prouver qu&#8217;elles ont \u00e9t\u00e9 ordonn\u00e9es ou approuv\u00e9es par l&#8217;employeur, ou qu&#8217;elles \u00e9taient n\u00e9cessaires \u00e0 la sauvegarde des int\u00e9r\u00eats l\u00e9gitimes de ce dernier.<\/p>\n<p>En principe, l&#8217;employ\u00e9 doit informer son employeur du nombre d&#8217;heures de travail suppl\u00e9mentaires effectu\u00e9es et lui remettre p\u00e9riodiquement un d\u00e9compte. Cette obligation r\u00e9sulte d&#8217;ailleurs du devoir de diligence et de fid\u00e9lit\u00e9 auquel est soumis le travailleur. L&#8217;employ\u00e9 n&#8217;est cependant pas tenu de communiquer le d\u00e9tail des heures suppl\u00e9mentaires lorsque l&#8217;employeur a pr\u00e9vu un syst\u00e8me de contr\u00f4le automatique des heures de travail (timbrage, agenda \u00e9lectronique, etc.).<\/p>\n<p>Dans un arr\u00eat du Tribunal f\u00e9d\u00e9ral , il avait \u00e9t\u00e9 constat\u00e9 que l&#8217;employeuse connaissait la n\u00e9cessit\u00e9 d&#8217;effectuer un certain nombre d&#8217;heures suppl\u00e9mentaires. Toutefois, quand bien m\u00eame l&#8217;obligation d&#8217;annonce de l&#8217;employ\u00e9e n&#8217;\u00e9tait pas imm\u00e9diate, le Tribunal f\u00e9d\u00e9ral a retenu qu&#8217;elle ne pouvait pas pour autant attendre sept ans pour r\u00e9clamer plus de 7&#8217;000 heures de travail, apr\u00e8s avoir accept\u00e9 chaque mois, durant cette longue p\u00e9riode, le paiement de son salaire sans jamais faire \u00e9tat des heures suppl\u00e9mentaires effectu\u00e9es. Dans cette configuration et tenant compte \u00e9galement de la libert\u00e9 dont l&#8217;employ\u00e9e b\u00e9n\u00e9ficiait dans l&#8217;organisation de son temps de travail, la pr\u00e9tention litigieuse apparaissait abusive.<\/p>\n<p>C&#8217;est le lieu de rappeler qu&#8217;aux termes de l&#8217;article 128 ch. 3 CO, les cr\u00e9ances des travailleurs pour leurs services se prescrivent par cinq ans. Sont concern\u00e9es notamment les cr\u00e9ances de salaire, d&#8217;indemnit\u00e9 pour vacances non prises et d&#8217;heures suppl\u00e9mentaires.<\/p>\n<p>En vertu de l&#8217;article 130 al. 1 CO, la prescription court d\u00e8s que la cr\u00e9ance est devenue exigible, soit en principe d\u00e8s la fin des rapports de travail. Selon l&#8217;article 135 al. 2 CO, la prescription est interrompue, notamment lorsque le cr\u00e9ancier fait valoir ses droits par une requ\u00eate de conciliation.<\/p>\n<p>Si ce qui pr\u00e9c\u00e8de n&#8217;est qu&#8217;un aper\u00e7u g\u00e9n\u00e9ral concernant les heures suppl\u00e9mentaires et n&#8217;aborde pas en particulier les r\u00e8gles compl\u00e9mentaires pr\u00e9vues dans la LTr, ces propos ont pour objectif de rendre attentifs tant les employeurs que les employ\u00e9s sur le fonctionnement de la r\u00e9mun\u00e9ration des heures suppl\u00e9mentaires. Ainsi, en r\u00e9sum\u00e9, il convient tout d&#8217;abord de d\u00e9terminer pour chaque employ\u00e9 si les heures suppl\u00e9mentaires doivent \u00eatre, sur le principe (tant selon la loi que selon le contrat de travail), r\u00e9mun\u00e9r\u00e9es.<br \/>\nL&#8217;employeur doit avoir mis en place un processus de prise en compte des heures suppl\u00e9mentaires. Il est souvent utile de pr\u00e9ciser la proc\u00e9dure de r\u00e9mun\u00e9ration dans le r\u00e8glement du personnel par exemple, en sp\u00e9cifiant bien que les heures suppl\u00e9mentaires doivent, en g\u00e9n\u00e9ral, \u00eatre requises par l&#8217;employeur ou, du moins, \u00eatre valid\u00e9es par ce dernier.<br \/>\nEnfin, pour \u00e9viter toute probl\u00e9matique sur le long terme, il pourrait \u00eatre utile d&#8217;\u00e9tablir un d\u00e9compte annuel, que l&#8217;employ\u00e9 signerait (comme un registre), afin de confirmer par exemple que toutes les heures suppl\u00e9mentaires de l&#8217;ann\u00e9e X ont \u00e9t\u00e9 r\u00e9mun\u00e9r\u00e9es et que l&#8217;employ\u00e9 n&#8217;a plus aucune pr\u00e9tention \u00e0 faire valoir \u00e0 cet \u00e9gard. Il suffit simplement de mettre en place un syst\u00e8me clair et organis\u00e9 pour \u00e9viter toute interpr\u00e9tation ou toute r\u00e9clamation future.<\/p>\n<\/div><\/section>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-lpqthvln-27e3d4689132014f1425f973d38a9921\">\n#top .hr.hr-invisible.av-lpqthvln-27e3d4689132014f1425f973d38a9921{\nheight:10px;\n}\n<\/style>\n<div  class='hr av-lpqthvln-27e3d4689132014f1425f973d38a9921 hr-invisible  avia-builder-el-8  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n<section  class='av_textblock_section av-m7kqf98e-d042070cc35dee11d25fc32e3880a7cd '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p style=\"text-align: right;\"><a href=\"https:\/\/staging.fbt-avocats.ch\/en\/portfolio-item\/olivia-de-weck\/\">Olivia de Weck<\/a><br \/>\nPartner, Geneva<\/p>\n<\/div><\/section>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-m7kqef1r-028c66fb6c40bea7ca69cef244e4db05\">\n#top .av-special-heading.av-m7kqef1r-028c66fb6c40bea7ca69cef244e4db05{\npadding-bottom:10px;\nfont-size:20px;\n}\nbody .av-special-heading.av-m7kqef1r-028c66fb6c40bea7ca69cef244e4db05 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-m7kqef1r-028c66fb6c40bea7ca69cef244e4db05 .av-special-heading-tag{\nfont-size:20px;\n}\n.av-special-heading.av-m7kqef1r-028c66fb6c40bea7ca69cef244e4db05 .av-subheading{\nfont-size:15px;\n}\n\n@media only screen and (min-width: 480px) and (max-width: 767px){ \n#top #wrap_all .av-special-heading.av-m7kqef1r-028c66fb6c40bea7ca69cef244e4db05 .av-special-heading-tag{\nfont-size:0.8em;\n}\n}\n\n@media only screen and (max-width: 479px){ \n#top #wrap_all .av-special-heading.av-m7kqef1r-028c66fb6c40bea7ca69cef244e4db05 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