Quebec
Navigating Quebec's labor laws and regulations is simplified with TCWGlobal's Employer of Record (EOR) services. We take care of all local employment aspects, ensuring compliance and smooth business operations. Our team offers tailored support, from payroll to benefits, to meet the unique requirements of your business in Quebec. Expand confidently into the Quebec market with TCWGlobal handling your employment needs.
Quebec, renowned for its unique culture, economic strength, and picturesque landscapes, offers excellent opportunities for businesses looking to expand internationally. TCWGlobal facilitates the hiring process in Quebec with comprehensive Employer of Record (EOR) services to build and manage your contingent workforce effectively.
With a population of over 8 million, Quebec boasts a highly educated and bilingual workforce. From the historic charm of Quebec City to the bustling metropolis of Montreal, Quebec provides a rich blend of cultural heritage and economic opportunity.
Compliance with local labor laws is crucial when expanding your business into Quebec. TCWGlobal, as your reliable EOR partner, ensures full compliance for your contingent workforce, minimizing risks and ensuring smooth operations.
Our EOR services in Quebec encompass payroll management, benefits administration, and detailed HR support. We offer personalized solutions tailored to your business requirements, ensuring efficient and effective workforce management.
By partnering with TCWGlobal, you can confidently establish and grow your business in Quebec. Our deep understanding of local employment laws and comprehensive EOR services make us the ideal partner for businesses aiming to succeed in this vibrant and culturally rich market.
Workers in Quebec are either Independent Contractors or employees.
In Quebec, the Employment Standards do not specify fixed term contracts and renewals, they are at the company’s discretion. Generally, termination notice is not required from the company when a worker is engaged for a definite term or task for a period of 12 months or less. This is when both the company and the worker are aware that the employment contract will be for a specific period. However, if engagement were to end earlier or beyond the fixed term date, termination pay may be required.
Standard probation period is 3 months. After the probation period, if a worker is let go they are owed severance.
Workers are entitled to 8 public holidays. Workers who are required to work on a statutory holiday are entitled to their wages for the day and statutory holiday pay, or a paid day off that must be taking within 3 weeks of the statutory holiday. Holiday pay is equal to 1/20th of the wages earned (excluding OT) during the 4 weeks before the holiday. Holiday pay for Workers who are paid by commission is equal to 1/60th of the wages earned during the 12 complete weeks of pay preceding the week of the holiday.
Workers accrue 2 weeks of annual (unpaid) vacation time per year of service, and 4% vacation pay, on all wages earned per year of service. After 3 years of service, they are entitled to 3 weeks of annual (unpaid) vacation time per year of service and 6% vacation pay on all wages earned.
Workers must work for 1 year before they're entitled to vacation time, unless otherwise authorized in advance by the company. If agreed in writing, companies can pay vacation in each cheque, but since it has already been paid, workers do not receive additional vacation pay while they are off work. If a worker accrues vacation pay, the worker must receive vacation pay in a lump sum before they start their vacation or at the time of the current pay period of their vacation.
After 90 days of service, workers are entitled to 2 days of paid sick leave each calendar year. Sick days do not carry over to the new year. After paid leave expires, Workers are entitled to an additional 26 weeks of unpaid, job-protected leave. Whether the worker is full time, part time or paid by commission, days of absence with pay are calculated the same way as statutory holiday pay.
The standard work week is 40 hours for most workers.
Workers are paid 1.5 times the regular rate of pay for each hour worked beyond 40 hours per week. Certain categories of workers do not qualify for overtime, including managers. Workers can ask for time off instead of overtime pay. To calculate the total number of hours of leave, each hour of overtime so converted is multiplied by one and one half.
There are no mandatory bonuses in Quebec.
Companies are required to provide written notice for termination or pay in lieu of notice (termination pay) when a worker is dismissed for more than 6 months. Company may choose to give a worker a combination of a working notice and termination pay. In Québec, the following minimum statutory notice periods are required: 3 months to 1 year - 1 week; 1 to 5 years - 2 weeks; 5 to 10 years - 4 weeks; 10 years or more - 8 weeks. The annual vacation period may not be included in the notice period. The worker's benefits must be maintained during the notice period. Pay in lieu of notice must be paid at the time engagement is terminated or at the worker's next scheduled pay day. A worker who resigns before the date of termination of engagement is not entitled to pay in lieu of notice for the remaining weeks of the notice period following their resignation.
The Act respecting labor standards does not establish any obligations to notice of resignation or notice of departure. Under the Code civil du Québec, a worker must give the company reasonable notice. Following a resignation, the company must give the worker all the sums they are due, such as wages, overtime pay, and vacation pay (4% or 6%).
Group termination rules apply when terminating groups of 10 or more workers. The amount of notice required is based on the number of workers who are being terminated and range between 8 to 16 weeks of notice or pay in lieu of notice. A notice of collective dismissal must be sent, where applicable, to the certified association, such as a union, that represents the workers affected by the termination. Post the notice of collective dismissal in a visible and easily accessible place in the establishment concerned. If the notice of collective dismissal is not sent in accordance with the prescribed notice period, the company may be liable for a fine of $1,500 CAD per week that will be credited to the Fonds de développement du marché du travail.
The official and common language of Québec is French. All employment documents and policies must be translated to French Canadian before being sent to a Québec Worker. Companies in Québec cannot force workers to use biometrics and if the worker doesn’t consent, alternative solutions must be made.
Companies are required to pay a contribution corresponding to the total remuneration subject to the contribution that they pay their workers in the year multiplied by the applicable contribution rate. The rate for the contribution related to labor standards is 0.06%.
Pregnant workers are entitled to 18 consecutive weeks of maternity leave without pay. The leave may begin as of the 16th week before the expected date of delivery and end no later than 20 weeks after the week of delivery. If the leave begins at the time of delivery, the week of delivery is not included in the calculation. If the delivery occurs after the expected date, the worker is entitled to at least 2 additional weeks of leave after the delivery, even if they have already used up their 18 weeks. The employee must give their employer written notice stating the date the leave will begin and the date they expect to return to work. It must be given to their employer 3 weeks before they go on leave unless the person's health requires them to leave early. Fathers and mothers of a newborn, and parents who adopt a child are entitled to parental leave without pay of up to 65 weeks. Parental leave ends no later than 85 weeks after the birth or adoption.
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