How to Hire Workers in Quebec | Employer of Record (EOR) in Quebec

A Worker may be a on a fixed-term contract for a maximum of three years before they are automatically transitioned to an indefinite contract.

Workers are not entitled to notice or pay in lieu of notice if they have been employed for less than three months.

Immediately upon their start date, Workers are entitled to 10 public holidays. Public holiday pay is 5% of wages earned in the 4 weeks before a public holiday. The calculation includes all wages, excluding overtime, but including vacation pay and holiday pay. When the public holiday falls on a Worker's day off, businesses can give the Worker the option of receiving holiday pay or taking a different day off in lieu. Workers who have been on engagement for less than 4 weeks are paid 5% of wages earned from the start date. Workers are paid holiday pay AND time and a half for hours worked on a public holiday.

Workers receive three weeks of annual vacation time after each year of service, and accrue 5.77% vacation pay on all wages earned per year of service to be paid while the Worker is on vacation. After 10 years of service, this increases to 4 weeks of annual vacation time per year of service and 7.69% vacation pay on all wages earned. If Workers do not take vacation, it must be paid within 11 months after they become entitled to their annual vacation time. If there is a public holiday during a Worker's annual vacation, the vacation is extended by one day, even if the holiday falls on the Worker's day off.

Workers in Ontario receive 3 days of unpaid job-protected leave each calendar year after working for 2 consecutive weeks. Businesses can ask for a note with the expected duration of absence, the date the worker was seen by a health professional, and whether the worker was examined in person, but they cannot ask for a diagnosis.

A regular work week is eight (8) hours per day and forty (40) hours per week. A Worker can refuse to work more than 44 hours in a week. Saskatchewan requires businesses to give Workers at least eight (8) consecutive hours of rest in any period of twenty-four (24) hours. Workers who usually work twenty (20) or more hours in a week must receive at least twenty-four (24) consecutive hours away from work every seven (7) days.

Hourly, salary, and commission Workers are paid at 1.5 times their daily base wage for each hour worked beyond eight (8) hours a day. Workers who are scheduled to work for ten (10) hours per day for four (4) days in a week earn overtime after working ten (10) or more hours. Even if the Worker is paid overtime, they cannot be scheduled to work more than sixteen (16) hours in any twenty-four(24) hour period unless there is an emergency. Workers can make a written request to bank their overtime hours instead of being paid for them during the pay period in which the hours are earned. Later, they can the wages earned paid out, or use the time as time off with pay. Unused, banked overtime must be paid to the Worker upon termination. All banked time must be used or paid out at the Worker's current rate within twelve (12) months of the time it was banked. Any remaining, banked overtime pay must be paid out within fourteen (14) days of the Worker's last day of work. A business cannot substitute banked time for a working notice period or pay in lieu of notice required under the Act.

There are no mandatory bonuses in Ontario.

Companies are required to provide written notice for termination or pay in lieu of notice. The following minimum statutory notice periods are mandated in Saskatchewan: less than three (3) months - no notice; more than three (3) months, but less than one (1) year - one (1) week; more than one (1) year, but less than three (3) years - 2 weeks; more than three (3) years, but less than five (5) - four (4) weeks; more than five (5) years, but less than ten (10) years - six (6) weeks; more than ten (10) years - eight (8) weeks. Workers must be paid out in full within fourteen (14) days of their last day of work. If a payday falls within those fourteen (14) days, the Worker must be paid for the pay period on their regular pay day.

There is no mandatory severance pay in Saskatchewan. If a business terminates a Worker without notice, they must pay the statutory termination pay in lieu of notice as outlined above.

After 3 months, Workers must give written notice at least two weeks before leaving their position. The notice must state the date of the Worker's last day.

Group layoff or termination requires businesses to provide written notice to the Minister of Labour Relations and Workplace Safety, each working being terminated and any trade union representing the affected Workers. Individual notice of termination is still required when the termination is part of a group termination. Workers affected by a group termination must receive both group and individual notice of termination, this can be done with the same document at the same time. The amount of noticed is based on the numbers of Workers being terminated (10-100+) and ranges between 4 and 12 weeks.

Ontario has mandatory severance pay for Workers who have worked for the same business for 5+ years whether the work has been continuous or not. The business must have a global payroll of at least $2.5 million or terminated 50 or more Workers in a 6-month period.

The general minimum wage in Saskatchewan is currently $14.00 CAD per hour and is set to increase to $15.00 CAD per hour effective October 1, 2024. Workers who report to work must receive at least 3 hours of pay at the Worker's hourly wage, even if they work less than 3 hours.

Businesses can provide greater benefits such as paid sick leave or Retirement savings, but are not required to do so. Businesses in Saskatchewan with 10 or more full-time Workers who are provided supplemental benefits must also provide benefits to part-time Workers. In accordance with the Canada Health Act, Saskatchewan offers medical services free for all residents holding Saskatchewan health coverage. For more information, please visit: https://www.saskatchewan.ca/residents/health/prescription-drug-plans-and-health-coverage/health-benefits-coverage/fully-covered-services.

Pregnant Workers can receive up to 19 weeks of maternity leave. Workers must give four weeks' written notice before starting leave, the 19 week maternity leave is reduced to 15 weeks. If the actual date of birth is later than the estimated date of birth, the Worker is entitled to no less than six weeks of leave after the actual date of birth. Maternity leave can be extended for six weeks (for a total of 25 weeks) if there is a medical reason for not returning to Work. Businesses and Workers can mutually agree to a longer leave. In addition to maternity leave, parental leave can be taken following maternity leave, or separately. The parent who took maternity leave is eligible for up to 59 weeks of parental leave and parents who did not take maternity leave is eligible for up to 71 weeks. If the Worker is on maternity leave and is requesting parental leave, written notice must be submitted at least four weeks before the Worker was to return to work. When a parent taking maternity leave also takes parental leave, the parental leave must be taken consecutively with the maternity leave.