Nous relayons cet article de Liaisons Sociales :
« Selon une jurisprudence bien établie, si la preuve des heures de travail réalisées n’incombe spécialement à aucune des parties (C. trav., art. L. 3171-4), celle du respect du droit au repos et des limites quotidienne et hebdomadaire de travail pèse exclusivement sur l’employeur. La pratique du télétravail et la liberté d’organisation du temps de travail qui y est associée sont-elles de nature à remettre en cause ce principe ? Interrogée sur ce point, la Cour de cassation a répondu par la négative le 14 décembre. Dans cette hypothèse également, c’est à l’employeur de contrôler et de justifier que le salarié bénéficie du repos quotidien d’au moins 11 heures consécutives ».
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