Contrepartie au temps passé par un salarié pour revêtir une tenue de travail

Le port d’une tenue de travail peut en effet ouvrir droit à une contrepartie financière ou sous forme de repos. Toutefois, cette contrepartie n’est due aux salariés concernés que si les deux conditions suivantes sont remplies :

– le port de la tenue de travail est obligatoire ;

– l’habillage et le déshabillage doivent impérativement être réalisés dans l’entreprise ou sur le lieu de travail.

Ces deux conditions étant, selon les tribunaux, cumulatives. Par conséquent, vous n’avez pas à allouer de contrepartie financière ou de repos compensateur à ce salarié s’il a la possibilité de revêtir ou d’enlever sa tenue ailleurs qu’au travail (par exemple à son domicile). Dans le cas contraire, il vous faudra prévoir une compensation pour tous les salariés concernés.

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