{"id":24720,"date":"2026-03-31T16:21:22","date_gmt":"2026-03-31T14:21:22","guid":{"rendered":"https:\/\/vbo-avocats.com\/en\/?p=24720"},"modified":"2026-04-01T09:45:23","modified_gmt":"2026-04-01T07:45:23","slug":"freedom-of-expression-and-dismissal-a-tricky-balance","status":"publish","type":"post","link":"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/","title":{"rendered":"FREEDOM OF EXPRESSION AND DISMISSAL \u2013 A TRICKY BALANCE"},"content":{"rendered":"

\"\"A dismissal that infringes on freedom of expression would not necessarily be ruled as unfair, because being entitled to express yourself doesn\u2019t mean there aren\u2019t any limits, and the courts acknowledge an employer\u2019s right to set boundaries.<\/p>\n

So what tips the balance?<\/p>\n

What will the courts take into consideration when deciding whether an employee has gone too far?<\/strong><\/span><\/p>\n

Will the courts look at whether the statements made by the employee were offensive or untrue? Yes they will, but that\u2019s only part of the picture, as shown in the most recent decisions handed down by the French Court of Cassation (Cour de cassation<\/em>).<\/p>\n

What they\u2019ll do is go back in time, exploring the whole contractual relationship, looking in particular at:
\n\u2022 the exact nature of the statements concerned; but more than anything:
\n\u2022 the context in which the words were delivered;
\n\u2022 their reach and impact within the company;
\n\u2022 their adverse effects on the employer.<\/p>\n

Examples of where the balance will tip in favour of the employer include if the employee\u2019s behaviour or words are shown to have been aggressive or in bad faith, if they cannot be explained by particular circumstances that would mitigate their impact (such as the employer\u2019s own failings), if the employee widely publicised them, or if they jeopardised the company\u2019s business, the running of a team, or the health and safety of employees or others.<\/p>\n

So, deciding what course to take depends on the context of the events.<\/p>\n

Case studies<\/strong><\/span><\/p>\n

1.<\/strong> Imagine you\u2019re visiting your great aunt who\u2019s in a nursing home because she\u2019s suffering from Alzheimer\u2019s. In the lift you come across a care worker who\u2019s yelling at a colleague that she\u2019s going to knock the living daylights out of them as soon as she gets the chance. You\u2019re horrified to think that your great aunt is in the care of such an aggressive person, so you speak about it to the director of the home.<\/p>\n

The home\u2019s main doctor happens to come out of the director\u2019s office and he also has been appalled by some of the things the same care worker has said. Apparently, she\u2019d been telling everyone that she won\u2019t look after your great aunt because of her type of illness, and that people like her shouldn\u2019t be in the nursing home.<\/p>\n

The director thinks about what she should do. The nursing home is meant for people suffering from Alzheimer\u2019s, whatever the care worker thinks. And what\u2019s more, the care worker has been given special training on looking after residents with Alzheimer\u2019s. In view of the worker\u2019s aggressive behaviour, the director is worried that she could mistreat the home\u2019s residents, who are vulnerable. As this is a risk she cannot take, she sees no other solution than to dismiss the care worker for serious misconduct.<\/p>\n

At the end of the legal proceedings related to the case, the court ruled in favour of the director\u2019s decision, stating that by dismissing the employee for disciplinary reasons, the employer had taken \u201ca measure that was necessary, appropriate and proportionate to the objective of providing a caring and supportive environment for vulnerable elderly people\u201d (Cass. soc., 14 Jan. 2026, n\u00b0 24-13.778, St\u00e9 Les Sinoplies<\/em><\/a>).<\/p>\n

2.<\/strong> Now we\u2019re in a small company that advises clients on tax optimisation schemes in real estate. One morning, the Chair of the company receives a letter from the accounting assistant accusing him of conducting a \u201cfraudulent business\u201d and threatening to report him to the authorities.<\/p>\n

Looking at it like this, you might say that the employee has gone too far and that she should be sacked on the spot before she can do any irreparable damage.<\/p>\n

But if we contextualise and look at the overall contractual relationship, we can see that:<\/p>\n

\u2022 the Chair sent several insulting e-mails to the employee who always remained polite;
\n\u2022 the employee was on sick leave for depression;
\n\u2022 she had not received any income for three months due to her employer not doing what they were supposed to do, even though she had sent several requests to sort the situation out, which had remained unanswered;
\n\u2022 she ended up by suggesting that they sign a severance agreement, which the employer seemed to be interested in but then didn\u2019t respond to the employee;
\n\u2022 she had several discussions with the company\u2019s clients which, in her position as an accounting assistant \u2013 with limited knowledge on tax issues \u2013 led her to believe that the tax optimisation schemes the company was proposing were illegal, thereby making her complicit in fraud.<\/p>\n

So given what we know now, that changes things doesn\u2019t it? In view of this context, the court held that her dismissal for serious misconduct based on the accusations she made against her employer was invalid, because although she may have been outspoken, she only addressed the Chair, she was not insulting (unlike him), and she only wanted to ensure that she was not complicit in tax fraud (Cass. soc., 28 Jan. 2026, n\u00b0 24-21.881, St\u00e9 Industrial Invest<\/em><\/a>).<\/p>\n","protected":false},"excerpt":{"rendered":"

A dismissal that infringes on freedom of expression would not necessarily be ruled as unfair, because being entitled to express yourself doesn\u2019t mean there aren\u2019t any limits, and the courts acknowledge an employer\u2019s right to set boundaries. So what tips the balance? What will the courts take into consideration when deciding whether an employee has gone too far? Will the<\/p>\n

<\/div>\n

Lire la suite<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[28],"tags":[],"class_list":["post-24720","post","type-post","status-publish","format-standard","hentry","category-actualites"],"yoast_head":"\nFREEDOM OF EXPRESSION AND DISMISSAL \u2013 A TRICKY BALANCE - VBO AVOCATS<\/title>\n<meta name=\"description\" content=\"A dismissal that infringes on freedom of expression would not necessarily be ruled as unfair, because being entitled to express yourself doesn\u2019t mean there aren\u2019t any limits, and the courts acknowledge an employer\u2019s right to set boundaries.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"FREEDOM OF EXPRESSION AND DISMISSAL \u2013 A TRICKY BALANCE\" \/>\n<meta property=\"og:description\" content=\"A dismissal that infringes on freedom of expression would not necessarily be ruled as unfair, because being entitled to express yourself doesn\u2019t mean there aren\u2019t any limits, and the courts acknowledge an employer\u2019s right to set boundaries.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/\" \/>\n<meta property=\"og:site_name\" content=\"VBO AVOCATS\" \/>\n<meta property=\"article:published_time\" content=\"2026-03-31T14:21:22+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-01T07:45:23+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/vbo-avocats.com\/en\/wp-content\/uploads\/2026\/03\/Illu-2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1000\" \/>\n\t<meta property=\"og:image:height\" content=\"585\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"ADmiN_GraPmanAG\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"ADmiN_GraPmanAG\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/\"},\"author\":{\"name\":\"ADmiN_GraPmanAG\",\"@id\":\"https:\/\/vbo-avocats.com\/en\/#\/schema\/person\/3220869b554bab6570427daee2b82b19\"},\"headline\":\"FREEDOM OF EXPRESSION AND DISMISSAL \u2013 A TRICKY BALANCE\",\"datePublished\":\"2026-03-31T14:21:22+00:00\",\"dateModified\":\"2026-04-01T07:45:23+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/\"},\"wordCount\":854,\"publisher\":{\"@id\":\"https:\/\/vbo-avocats.com\/en\/#organization\"},\"image\":{\"@id\":\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/vbo-avocats.com\/en\/wp-content\/uploads\/2026\/03\/Illu-2.jpg\",\"articleSection\":[\"Actualit\u00e9s\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/\",\"url\":\"https:\/\/vbo-avocats.com\/en\/2026\/03\/31\/freedom-of-expression-and-dismissal-a-tricky-balance\/\",\"name\":\"FREEDOM OF EXPRESSION AND DISMISSAL \u2013 A TRICKY BALANCE - 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