Les propositions du rapport Combrexelle constituent une véritable bombe à fragmentation pour le droit du travail, une menace pour notre modèle social et nos principes républicains que le gouvernement se doit d’écarter.

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Pourquoi organiser un tel bouleversement de notre droit du travail ?

La logique du rapport est simple : substituer à un droit du travail d’origine essentiellement législative et jurisprudentielle, qui s’est enrichit au fil des décennies et souvent le fruit d’un rapport de force social dans le pays, un droit contractuel qui privilégie la négociation sur l’intérêt général.

Alors qu’aujourd’hui la loi s’impose aux accords de branche qui eux même font autorité sur les accords d’entreprises, avec pour principe que le salarié bénéficie de la règle qui lui est la plus favorable, le rapport Combrexelle dynamite cette hiérarchie des normes pourtant constitutive de notre modèle social.

Hormis quelques grands principes législatifs, le droit du travail serait désormais défini par un accord majoritaire au niveau de chaque entreprise et de chaque branche. Bien loin de simplifier un droit du travail qui n’est en réalité pas plus complexe que d’autres domaines du droit (pénal, construction…) ces propositions vont le complexifier en développant un droit hétérogène à souhait selon les entreprises.

Pourquoi troquer ainsi le droit du travail pour un maquis de conventions de branches et d’entreprises ?

Pour instituer un dumping social à l’intérieur de notre pays

Ce que nous subissons en Europe avec l’absence de règles communes et de critères de convergences qui permet une concurrence déflagratrice pour les droits des salariés entre les Etats membres, le rapport permet de l’importer dans notre pays.

En s’attaquant au cadre social commun qu’est le droit du travail applicable à tous (bien sûr avec des adaptations aux branches et aux entreprises) et procédant de la volonté du parlement pour le substituer à un droit applicable qui par nature diffère selon les entreprises et les branches, c’est le dumping social qui est ainsi propagé.

Une entreprise pourra encore plus faire pression sur les salariés au motif de la menace pour l’emploi pour remettre en cause toute une série de protections (ex. renouvellement de CDD, horaires conditions de licenciements etc.) avec – on le sait – une finalité, celle de « baisser le coût du travail », donc la rémunération des salariés. Une fois qu’une entreprise l’aura validé, les autres expliqueront qu’elles doivent s’aligner pour ne pas être pénalisées dans la concurrence… la boucle sera vite bouclée et les droits et les protections des salariés affaiblis.

Si les choix proposés étaient validés, les salariés seraient non seulement moins bien protégés, mais ils seraient aussi moins informés de leurs droits puisque ceux-ci pourraient changer d’une entreprise à l’autre, cela d’autant plus que les CDD et autres modes de travail atypiques se développent et que les salariés changent donc fréquemment d’employeurs.

Sans compter que ceux qui travaillent dans les TPE et PME ne pourraient pas être sous l’influence d’une convention d’entreprise et verraient leurs droits réduits au socle minimal. Car le principe de base est bien de réduire le droit fixé par la loi, donc applicable à tous au minimum.

La réalité est que la loi en fixant des règles communes garantit l’égalité des acteurs, des entreprises dans la concurrence et est la seule véritable protection collective, elle garantit l’égalité de traitement des salariés mais aussi beaucoup celle entre grandes et petites entreprises.

Pour instaurer un chantage à l’emploi sous couvert de renforcer la négociation

Le rapport prévoit en effet qu’un salarié qui s’oppose à l’application d’un accord collectif verra ses indemnités de licenciement réduites. Le contrat de travail, outil de protection du salarié en raison de sa situation de subordonné vis-à-vis de l’employeur, n’aura donc plus de valeur opposable à un accord d’entreprise qui modifiera les droits du salarié dans un sens plus défavorable que son contrat.

Enfin, ce même salarié qui refuserait par exemple l’application d’un accord de maintien dans l’emploi ne pourrait contester son licenciement en justice exception faite de l’atteinte aux règles touchant à l’ordre public social.

Une insécurité juridique déstabilisatrice pour les entreprises

Après la loi transposant l’accord national interprofessionnel (ANI) de 2013 et celle relative au dialogue social et à l’emploi (dite Rebsamen) promulguée il y a moins d’un mois, le gouvernement a donc commandé un rapport à Monsieur Combrexelle censé inspirer de lourdes modifications de notre droit du travail.

Or n’est pas en créant l’incertitude sur le cadre juridique dans lequel les entreprises évoluent que nous les aiderons à retrouver la stabilité dont elles ont besoin pour remplir leurs carnets de commande et embaucher. De la même manière que ce n’est pas en organisant l’inégalité de leurs conditions de travail en fonction de leur branche ou de leur entreprise que nous favoriserons le bien-être et donc la productivité des salariés.

Une offensive libérale d’inspiration anglo-saxonne contre le modèle républicain

C’est notre constitution qui confie au Parlement le soin de définir le droit du travail : en son article 34 « la loi détermine les principes fondamentaux du droit du travail, du droit syndical et de la sécurité social ».

Les conclusions du rapport vont donc à l’exact inverse de ce principe fort en proposant l’inversion des normes. Pire, il préconise une « limitation du nombre de réformes législatives du droit du travail » (un comble quand on en propose une énième) et la mise en œuvre d’un principe selon lequel « toute disposition nouvelle du code du travail doit être gagée par l’abrogation d’une disposition ». En clair : une limitation de la souveraineté parlementaire pour un domaine réservé.

C’est une vieille bataille des réactionnaires, repeinte en pseudo-adaptation à la modernité : faire basculer notre modèle juridique républicain vers celui du droit anglo-saxon, le contrat entre les parties prenant le pas sur la loi. Il s’agit d’une remise en cause du concept d’intérêt général : « l’intérêt commun » des parties (de certaines parties, qui ne sont pas en position d’égalité) primerait sur l’intérêt général.

Au moment où tant de responsables politiques font de grandes déclarations sur la défense des valeurs républicaines, il ne faut pas dans les faits les combattre insidieusement.

Non le droit du travail n’est pas un obstacle à la négociation dans l’entreprise et les branches

Le droit du travail est un obstacle à la réduction des droits puisqu’en effet la hiérarchie des normes prévoit le principe de la clause la plus favorable, c’est-à-dire qu’on ne peut pas négocier de reculs – et encore les accords de compétitivité, promus par Nicolas Sarkozy, puis introduit par l’ANI, permettent d’ores-et-déjà plusieurs « souplesses » en cas de menaces sur l’emploi dans l’entreprise.

S’il y a crise du dialogue social en France, ce n’est pas à cause du droit du travail, mais du faible pouvoir des salariés dans leurs entreprises, d’un management souvent trop hiérarchisé et concentré, d’un rôle de plus en plus important de la finance et de l’actionnariat par rapport à ceux qui défendent la pérennité et le développement de l’emploi et des entreprises.

Surtout, aucune des nouvelles propositions du rapport Combrexelle ne suggère de renforcer le nombre de salariés dans les conseils d’administration ou les pouvoirs des comités d’entreprise.

Rien ne prouve que ce démantèlement du droit du travail permette de renforcer l’emploi. Au lieu de donner encore plus de gages au MEDEF, mieux vaudrait lui demander de tenir ses engagements : où est le million d’emplois pour lequel Pierre Gattaz devait mobiliser le patronat ?

La France n’a pas besoin d’une nouvelle loi qui fragiliserait davantage les salariés et s’attaqueraient aux principes – y compris constitutionnels – de notre République.

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