Quebec Labour Laws (2026 Guide)

What’s New in 2026

• Minimum wage increase (1 May 2026).

Overview of Employment Law in Quebec

Federal vs. provincial jurisdiction

In Canada, employment law is split between federal and provincial governments. Québec governs most workplaces in its province through its own labour standards and occupational health and safety laws. However, certain industries fall under federal regulation.

The Canada Labour Code governs employees in federally regulated sectors. These include:

• Banking.
• Interprovincial and international transportation (rail, air, shipping, and trucking that crosses provincial or national borders).
• Telecommunications and broadcasting (radio, television, internet providers, and phone companies).
• Postal and courier services.
• Federal Crown corporations and the federal public service.
• Certain First Nations–related enterprises, depending on constitutional arrangements.

About 94% of Canada’s workforce isn’t federally regulated. Thus, for most Canadians, provincial labour codes apply. 

Unless otherwise stated, the information provided below applies to employees working in provincially regulated industries in Québec. 

Key employment legislation

The primary provincial law that governs employment standards in Québec is the Act respecting labour standards (ALS), administered by the Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST). The law covers various employees, whether they’re full-time, part-time, temporary, or seasonal. However, certain groups are excluded, such as senior managers, independent contractors, and those employed in federally regulated industries.

The Charter of the French Language also imposes obligations on employers to ensure French is the normal and everyday language of work.

Moreover, protections against discrimination and harassment in employment come from the Charter of Human Rights and Freedoms, which applies to all workplaces in the province. 

Wages and Pay Rules

Minimum wage

The general minimum wage in Québec increased from $16.10/hour to $16.60/hour effective 1 May 2026. It applies equally to full‑time, part‑time, commission‑based, or piece‑work employees.

A special minimum rate exists for workers who customarily receive tips, such as workers in tourist accommodations or servers in restaurants or establishments serving meals or alcoholic beverages. For these tipped employees, the minimum is $13.30/hour as of 1 May 2026. Berry pickers also have special minimum wages, at $1.32/kilogram of strawberries and $4.93/kilogram of raspberries (increased as of 1 May 2026). 

Québec’s minimum wage is adjusted annually, with increases scheduled on 1 May of each year. 

Overtime pay

Overtime pay is triggered when an employee works more than 40 hours in a single week. Every additional hour must be compensated at a premium rate of 1.5 times the employee’s regular hourly wage. 

Certain categories of employees are excluded from these provisions, including farm workers, senior managers, and employees whose work schedules already provide equivalent or greater benefits through averaging agreements. These agreements allow working hours to be spread unevenly over a period of up to 4 weeks, and as long as the average doesn’t exceed 40 hours, employers don’t have to pay overtime. There are also exceptions for some industries where work hours fluctuate seasonally, or operational needs require flexibility.

Employers and employees can agree in writing to replace overtime pay with paid time off at the same 1.5-hour rate if the employee requests this arrangement and the employer approves it. For each overtime hour worked, the employee is entitled to 1.5 hours of leave to be taken within 12 months from when the overtime was worked.

Statutory holiday pay

Québec’s ALS sets out rules for statutory holidays. These apply to most provincially regulated employees. Recognized holidays include:

• 1 January (New Year’s Day).
• Good Friday or Easter Monday (employer’s choice).
• The Monday before 25 May (National Patriots’ Day).
• 24 June (National Holiday / St-Jean-Baptiste Day).
• 1 July (Canada Day; 2 July if 1 July falls on a Sunday).
• First Monday of September (Labour Day).
• Second Monday of October (Thanksgiving).
• 25 December (Christmas Day).

In Québec, employees qualify for statutory holiday pay if they aren’t absent without their employer’s consent or a valid reason on the working day immediately before or after the holiday. There’s no requirement for a minimum length of service, and full-time and part-time employees are entitled to this benefit.

Holiday pay is generally calculated based on recent earnings. For most employees, this equals one-twentieth of the wages earned in the 4 full weeks preceding the holiday, excluding any overtime. Employees paid by commission receive pay equal to one-sixtieth of the wages earned in the 12 full weeks before the holiday.

When an employee works on a statutory holiday, they’re entitled to both their holiday pay and their usual wages for the hours worked. As an alternative, the employer may grant a compensatory day off of equal length, to be taken within 3 weeks before or after the holiday.

Pay frequency and deductions

Wages must be paid on a regular schedule, and that schedule can’t exceed 16 days between payments. However, managers and contract workers may be paid monthly. 

Deductions from wages are strictly limited. Employers may withhold only those amounts required by law or regulation, for instance, income tax, employment insurance, pension plan contributions, or a court order (e.g., for child support payments). 

Other deductions, such as for group insurance premiums or union dues, are permitted if they’re authorized by statute or through a collective agreement. Any other deductions—for example, for uniforms, equipment, or advances—require the employee’s written consent and must clearly state the specific reason, duration, amount or method of calculation, and frequency of deduction. 

Working Hours and Rest Breaks

Standard work hours

In Québec, the standard workweek is 40 hours, with some exceptions. This threshold is what’s used to determine when overtime pay kicks in and isn’t grounds for employees to refuse work. 

Employers and employees can enter into averaging agreements where hours are spread unevenly over a period of up to 4 weeks (again, these agreements are used to determine when overtime becomes payable). 

That said, employees have the right to refuse work if they’re asked to work more than 2 hours beyond their regular day or asked to work more than 14 hours in a 24-hour period, except in cases of “force majeure” where urgent, unforeseeable circumstances make it unavoidable. If asked to work more than 50 hours in a week, most employees also have the right to refuse. Those with averaging agreements may not be able to refuse only on the basis of exceeding 50 hours in a given week. 

Meal and rest breaks

Québec employees who work more than 5 consecutive hours must receive a 30-minute meal break. This period is generally unpaid, unless the worker is required to remain at their workstation during the break. 

There’s no legal requirement for shorter rest breaks like coffee or smoke breaks, though if any employer chooses to provide them, they must be counted as paid hours.

Rest days

Every week must include at least 32 consecutive hours of rest. Some exceptions apply for farmworkers.

Split shifts, reporting pay, and on-call time

Québec law doesn’t prohibit split shifts. 

If a worker is required to report for duty, even for a short period, they must receive at least 3 hours’ pay at their regular rate. This rule applies even when the employee’s shift is unexpectedly cut short. It helps guarantee a minimum income for each shift worked.

On-call or standby time is treated differently depending on the level of restriction placed on the employee. If the employee must remain at the workplace or be available in such a way that their time isn’t truly their own, this period counts as work and must be fully compensated. 

However, if the employee must simply be reachable by phone or pager but is free to go about personal activities, that time generally isn’t considered paid work, unless the employee is actually called in. 

Once an employee is called in, the same 3-hour minimum pay rule applies, even if the assignment is shorter.

Leave Entitlements

Vacation leave

In Québec, vacation entitlements are based on an employee’s length of uninterrupted (continuous) service with the same employer:

• Up to 1 year: 1 day per month, up to 2 weeks.
• Between 1 and 3 years: 2 consecutive weeks.
• 3+ years: 3 weeks.

Vacation must be taken in the 12 months following the reference year in which it was earned. Employers have the right to choose the vacation period, but they must consult employees and provide at least 4 weeks’ notice. If an employee is entitled to more than 1 week, the employer can’t impose division of the vacation period, unless the employee chooses to do so. 

Employees entitled to 2 consecutive weeks can demand a 3rd week of unpaid leave (but can’t demand that these be taken immediately after the 2 weeks). 

Vacation pay

An employee’s vacation pay (which they receive in addition to vacation leave) is calculated as a percentage of their gross wages from the reference year: 4% for employees entitled to 2 weeks, and 6% for those entitled to 3 weeks. The gross wages calculation includes salary, overtime, statutory holiday pay, and most bonuses, but excludes expenses and allowances. 

Employees must receive vacation pay as a lump sum before their vacation or as part of the current pay cycle that covers that vacation period. 

Sick leave and personal emergency leave

After 3 months’ continuous service, employees may take up to 2 days’ paid leave per year for illness, accident, organ or tissue donation, or domestic violence, or to fulfill family obligations. These 2 days are part of a broader category of personal leave. Beyond that, employees can take additional unpaid time off for the same reasons.

For longer illnesses or serious family obligations, the law provides up to 26 weeks’ unpaid leave within a 12-month period, which is available to employees with at least 3 months’ service. Special extensions apply in cases of work injuries, critical illness of a child, or disappearance or death of a child due to a crime.

Employers may require a medical note or official document from employees for absences of a certain duration or frequency. 

In addition to personal emergencies, employers must also provide unpaid leave to employees in the event of a public health decision or disaster. 

Parental and maternity leave

Pregnant employees are entitled to up to 18 weeks’ maternity leave. This leave may begin as early as the 16th week before the expected due date and must end no later than 20 weeks after the birth. Québec also mandates paternity leave of 5 weeks, which may not be transferred to or shared with the mother or the birthing parent. 

Parental leave is separate from both maternity and paternity leave. Parental leave lasts up to 65 weeks and can be used by either parent, or shared between them, within 85 weeks following the child’s birth. For adoptive parents, the same parental leave rules apply, beginning at the time the child is placed with the family.

These leaves are job-protected, meaning the employer must reinstate the employee to their position, or to an equivalent role with the same wages and benefits, at the end of the leave. Seniority and vacation entitlements also continue to accumulate during the absence. Employers can’t terminate, suspend, or demote an employee because they’re pregnant, on this leave, or planning to take this leave.

Income replacement is provided through Québec’s own program, the Québec Parental Insurance Plan (QPIP), which covers most workers, including self-employed individuals who pay into the plan. Federally regulated employees in Québec can access federal Employment Insurance (EI) maternity and parental benefits. 

Both programs are funded through mandatory contributions levied on both employees and employers. 

Bereavement leave

In Québec, employees are entitled to bereavement leave when a close family member passes away. An immediate family member includes a spouse, child, child of a spouse, parent, or sibling. The entitlement also applies when an employee loses a parent, sibling, or child of their spouse, as well as in-laws in certain circumstances.

The length of the leave depends on the relationship. When a spouse, child, sibling, or parent dies, the employee may take up to 5 consecutive days of leave, including 2 paid days for all workers, regardless of the length of service. Following the deaths of other close relatives, such as sons or daughters- in law or grandparents, the entitlement is 1 day of unpaid leave.

The leave doesn’t always need to be taken immediately or on consecutive days, provided the leave is connected to the event and taken within a reasonable timeframe. This flexibility allows employees to attend funeral services, memorials, or related obligations that don’t fall immediately after the death.

Domestic violence leave

Employees who have at least 3 months of continuous service may take up to 26 weeks’ unpaid leave within a 12-month period if they must be absent due to domestic violence, sexual violence, or a criminal offence committed against them or their minor child. During this period, the employee’s job is protected, and they must be reinstated to their role or a comparable one when they return.

Caregiver leave

Employees who must care for a close family member who’s seriously ill or injured may take up to 16 weeks of unpaid leave within a 12-month period, regardless of their length of service. This extends up to 27 weeks if the illness or injury is life-threatening and up to 36 weeks if the seriously ill or injured person is a minor. 

During this period, the employee’s job is protected, and they must be reinstated to their role or a comparable one when they return.

Jury duty and civic leave

In Québec, employees who are called for jury duty or required to testify as a witness in court are entitled to be absent from work for the necessary time. Employers can’t dismiss, discipline, or otherwise penalize employees for fulfilling these obligations.

This leave is generally unpaid. Once the employee’s service is complete, they must be reinstated in their position or in an equivalent role with the same wages and benefits. 

Types of Employment

Full-time, part-time, and casual

Generally, full-time employees are those who work the standard workweek of around 40 hours. These workers are entitled to the full range of benefits under provincial law, including vacation accrual at the statutory rate, eligibility for paid statutory holidays, and access to leaves of absence. 

Part-time employees work fewer than the standard weekly hours, often on a regular but reduced schedule. They’re entitled to the same rights as full-time employees, with some entitlements, such as vacation or statutory holiday pay on a prorated basis. 

Casual employees are engaged on an irregular or occasional basis, often to cover peak demand or short-term absences. Despite their intermittent schedules, they’re entitled to minimum standards such as vacation and holiday pay and protections against harassment or unsafe working conditions. 

Temporary and seasonal work

In Québec, temporary and seasonal workers are generally entitled to the same protections as permanent employees when it comes to minimum wage, overtime pay, statutory holidays, and leaves of absence.

However, vacation pay works differently: In seasonal or intermittent industries, employers may add the vacation indemnity to each pay instead of granting time off. The rate is 4% of gross wages for under 3 years of service, or 6% for 3+ years.

Seasonal industries such as agriculture, tourism, or construction often rely on temporary labour, and while the core standards apply, collective agreements or special sectoral rules can sometimes alter scheduling and overtime arrangements. For instance, averaging agreements may be used in sectors where work hours peak during a short season.

Independent contractors and misclassification

In Québec, the distinction between an employee and an independent contractor is critical, since employment standards protect only employees. 

Courts and the CNESST apply several tests to determine whether a worker is truly self-employed. The most important factor is subordination: whether the worker is under the authority and control of the employer regarding how, when, and where work is performed. A worker who’s integrated into the employer’s business, performs tasks essential to its operations, and depends on the employer for income is likely to be considered an employee.

If the CNESST or a court determines that an employer has misclassified an employee as a contractor, the employer may be held liable for several years’ backpay for unpaid wages, overtime, vacation pay, and statutory holiday pay. 

Termination and Final Pay

Notice requirements

When an employer ends a contract without cause, they must provide written notice of termination. The notice period depends on the employee’s length of uninterrupted service:

• Less than 3 months: No notice required.
• 3 months to less than 1 year: 1 week’s notice.
• 1 year to less than 5 years: 2 weeks’ notice.
• 5 years to less than 10 years: 4 weeks’ notice.
• 10+ years: 8 weeks’ notice.

Instead of requiring the employee to work through the notice period, the employer may provide pay in lieu of notice. This amount must be paid in a lump sum and includes the regular wages the employee would have earned during the notice period, excluding overtime.

The rules are different when an employee is terminated for cause. In cases of serious misconduct, such as gross negligence or insubordination, the employer may end the employment immediately without providing notice or pay in lieu. The threshold for just cause is high and must be supported by clear evidence, as dismissals can be challenged.

Rules are also different in cases of collective dismissal. If an employer intends to terminate the employment of 10+ employees in the same establishment within a 2-month period, they must give advance notice to the affected employees and the Québec Ministry of Labour. The notice period is longer than for individual dismissals, ranging from 8 to 16 weeks depending on the number of employees impacted. 

Severance pay

In Québec, there’s no general requirement for severance pay beyond the notice of termination or pay in lieu that an employer must provide when ending employment without cause.

Final pay deadlines

Employers must provide all outstanding wages no later than the next regular payday following a termination. Any remaining amounts owed, including vacation pay, have to be settled within a maximum of 2 weeks after the end of the pay period. Employees must also receive a written statement outlining the amounts paid and deductions made.

Workplace Health and Safety

Employer duties

In Québec, workplace health and safety is governed by several key laws.

Employer duties under the Act respecting occupational health and safety include:

• Providing training and supervision so that employees understand how to perform their work safely and respond in case of emergencies.
• Identifying, correcting, and preventing hazards in the workplace, whether physical, chemical, biological, or ergonomic. 
• Supplying and maintaining protective equipment at no cost to employees, and ensuring its proper use.
• Investigating and reporting workplace accidents and incidents to the CNESST, as well as keeping required registers of injuries and exposures.
• Accommodating pregnant or nursing employees by modifying duties or reassigning work when needed to protect their health.
• Promoting psychological well-being, which includes addressing risks of harassment, violence, and psychosocial hazards at work.
• Consulting and cooperating with worker representatives and health and safety committees, where required, to continually improve prevention measures.

Bill 59, An Act to modernize the occupational health and safety regime, solidified Québec’s prevention-first approach with mandatory prevention planning programs and representatives. Employers with 20+ workers must create written prevention programs and, depending on their size, appoint a health and safety representative or a joint committee.

All prevention programs must:

• Identify workplace risks, including work-related psychological risk.
• Implement measures to eliminate identified risks, such as training.
• Include descriptions of personal protection equipment (PPE).
• Contain follow-up procedures and timelines for corrective measures.
• Be maintained and updated annually. 
• Include systematic hazard identification, long‑term risk management strategies, and ongoing monitoring and periodic reassessment.

Employers with fewer than 20 employees must still appoint a health and safety liaison officer and maintain an action plan to prevent workplace risks. 

Worker rights

In Québec, nearly all employees are guaranteed strong rights to help maintain safe, healthy workplaces.

One of the most important rights is the right to refuse unsafe work. Employees are also protected from reprisal for exercising their health and safety rights. An employer can’t discipline, suspend, dismiss, or otherwise disadvantage a worker because they reported a hazard, participated in a safety investigation, or refused dangerous work. 

If such reprisals occur, the worker can file a complaint with the CNESST, which has the authority to intervene and, if needed, reinstate the worker or award compensation. Workplaces must also provide mechanisms for worker participation. 

Reporting requirements

When a workplace injury or occupational disease occurs, the employee must notify the employer as soon as possible. The employer is obliged to provide first aid and even cover transportation costs to a clinic, hospital, or home. 

The employer is also required to record the event in the workplace register and provide the worker with the appropriate CNESST form to make a claim. 

Serious accidents, such as those resulting in serious injury or death, must be reported to the CNESST immediately. Employers must preserve the accident site until inspectors arrive, unless doing so would endanger others or prevent essential operations.

Workers’ compensation

The CNESST administers the workers’ compensation system and provides financial and medical support to employees who suffer workplace injuries or develop occupational diseases. 

When an accident occurs, the injured worker must notify their employer promptly and seek medical attention. They also must file a worker’s claim within 6 months to:

• Claim reimbursement of healthcare, travel, and accommodation costs. 
• Access income replacement benefits to cover wages lost during recovery. 

The income replacement indemnities equal 90% of the worker’s net earnings, paid every 2 weeks, ensuring financial security while they’re unable to work. The CNESST also covers medical treatments, rehabilitation costs, and specialized equipment required for recovery. 

Support extends beyond compensation. The CNESST develops return-to-work or rehabilitation plans tailored to the worker’s condition. This may involve modified duties, reduced hours, or workplace adaptations so the employee can safely reintegrate. If a worker suffers a permanent impairment, the system can also provide lump-sum compensation in addition to ongoing support.

From age 65, the income replacement indemnity is gradually reduced until it ends at age 68, at which point the worker is considered retired and may access relevant retirement benefits. 

Employers make annual contributions, similar to an insurance premium. The CNESST also works with employers on accident prevention, inspections, and training programs. 

Recordkeeping Requirements

Required records

Employers must keep detailed employment records so that compliance with labour standards and workplace safety rules can be verified. These records must be accurate, accessible, and retained for a set period of time.

Employers must maintain records of the following:

• Employee identification and job information, including name, address, date of birth, job title, and date of hire.
• Work hours, including daily start and finish times, and overtime.
• Wages and pay statements (provided to workers at each pay period), showing regular pay, tips, overtime, vacation pay, holiday pay, deductions, and net amounts paid.
• Leaves of absence, including sick, parental, bereavement, and any other statutory or employer-granted leave.
• Workplace accidents or incidents, plus health and safety measures taken.

Employment and payroll records must be kept for a period of at least 6 years. 

Workplace Rights and Protections

Human rights and anti-discrimination

The Charter of Human Rights and Freedoms is enforced by the Commission des droits de la personne et des droits de la jeunesse (CDPDJ).

The law prohibits discrimination in hiring, promotion, compensation, training, and termination on the basis of protected characteristics. These include: 

• Race.
• Colour.
• Ethnic or national origin. 
• Sex. 
• Gender identity or expression. 
• Sexual orientation.
• Age. 
• Religion. 
• Civil status. 
• Pregnancy.
• Social condition. 
• Political convictions. 
• Language. 
• Disability. 

Harassment linked to any of these grounds is also considered a form of discrimination.

Employers have a duty to provide equal treatment and accommodate employees who are disadvantaged by workplace rules or practices because of a protected characteristic. 

The duty to accommodate is especially important in cases involving disability, pregnancy, or religious observance. It requires employers to make reasonable adjustments—such as modifying schedules, adapting equipment, or adjusting job duties—unless doing so would cause “undue hardship” based on cost or health and safety risks.

Québec’s Pay Equity Act also requires employers with 10 or more employees to conduct a pay equity check every 5 years to ensure jobs held by women are compensated equally to comparable jobs held by men. 

An employee who believes they’ve been discriminated against or harassed can file a complaint with the CDPDJ. The commission investigates and may try to resolve the issue through mediation. If no settlement is reached, the matter can be referred to the Human Rights Tribunal of Québec, which has the authority to order remedies such as reinstatement, compensation for lost wages, and damages for moral or punitive harm.

Harassment and violence policies

Under Bill 42, employers must take specific measures for the prevention and handling of psychological harassment and sexual violence in the workplace. This includes:

• Maintaining psychological harassment and sexual violence policies that cover everyone in workplaces (including third parties like suppliers and clients).
• Specific training on harassment and complaint procedures. 
• Investigating complaints and taking corrective measures promptly.
• A duty to inform employees of any sexual violence risks.
• Confidentiality measures.

Employees may file complaints directly with the CNESST within 2 years of the last incident if harassment cannot be resolved internally.

French language rights

Under Québec’s francization rules, employers with 25+ employees must register with the Office québécois de la langue française (OQLF) and submit to an analysis of the use of French in their workspace, so they can be granted the francization certificate. 

Under Bill 96, French is the only official language of Québec, and workers have “a right to carry on their activities in French.” Should they assess that this right is not actionable in a given workplace, OQLF agents may mandate a language correction plan. 

Rights of vulnerable workers

Youth workers are subject to restrictions designed to protect their health and education. Québec’s minimum working age is 14. Children under 14 who are employed in a narrow set of permitted occupations must have written parental consent, and certain types of hazardous work are prohibited. 

School attendance is prioritized, and employers must ensure that young workers don’t work more than 17 hours per week and 10 hours between Monday and Friday while school is in session. 

Migrant workers, including temporary foreign workers, enjoy the same labour standards as Québec workers. Employers must also respect the terms of their work permits and provide safe working conditions. Both the CNESST and the Québec Ministry of Immigration have oversight roles to prevent abuse.

Persons with disabilities are protected under the Québec Charter of Human Rights and Freedoms, as discussed above.

Government Resources and Support

Provincial Labour Ministry

In Québec, workplace rights and employment standards are overseen by the Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST).

Workers’ Compensation Board

In Québec, workers’ compensation is also administered by the CNESST. The CNESST acts as both the regulator and the compensation board, handling workplace accident prevention, claim management, and rehabilitation.

Other Resources

• Revenu Québec – Payroll Deductions Calculator (WebRAS)
• Service Canada – EI and Parental Benefits
• Canadian Centre for Occupational Health and Safety
• Canada Labour Code

Disclaimer

The information in this guide is intended for general informational purposes only and does not constitute legal advice. Employment laws change frequently, and outcomes may vary depending on your specific circumstances. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. For guidance, consult the appropriate provincial labour authority or a qualified employment lawyer.