August
2009
LABOUR STANDARDS IN
QUÉBEC
For a better understanding
Summary
The Act respecting labour standards
Minimum conditions of employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Who is entitled to the labour standards? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Work done by children . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Labour standards
Wages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Tips . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Duration of work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Annual leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Paid statutory holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
National Holiday . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Absences owing to sickness, accident or a criminal offence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Absences and leaves for family or parental matters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Notice of termination of employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Notice of collective dismissal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Retention of the status of employee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Recourses
Pecuniary complaints . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Prohibited practices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Dismissal not made for good and sufficient cause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Psychological harassment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Mediation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
And if the employer declares bankruptcy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Definitions
A few definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
2
THE ACT
RESPECTING
LABOUR
STANDARDS
Minimum conditions of employment
The Act respecting labour standards sets the minimum conditions of
employment for all Québec employees, thereby establishing the foundations
of a universal system of labour standards.
The Act deals with such topics as:
wages;
hours of work;
annual leave;
paid statutory holidays;
absences owing to sickness or accident;
absences and leaves for family or parental matters;
notice of termination of employment;
notice of collective dismissal;
recourses against pecuniary complaints;
recourses against prohibited practices;
recourse against a dismissal not made for good and sufficient cause.
The conditions of employment agreed upon by the employer and the
employee must not be less than those stipulated in the labour standards,
even if there is a collective agreement or a decree, subject to a dispensation
permitted by the Act.
Who is entitled to the
labour standards?
All employees of Québec are subject to the Act respecting labour standards.
However, some employees are totally or partially excluded from the application
of the Act.This is true, in particular, for:
employees whose exclusive duty is to take care of or provide care to a
child or to a sick, handicapped or aged person, in that person’s dwelling,
including, where so required, the performance of domestic duties that
are directly related to the immediate needs of that person, if the
employee’s duty is performed on an occasional basis, unless the work
serves to procure profit to the employer, or if the employee’s duty is
performed solely within the context of assistance to family or
community help;
the employees governed by the Act respecting labour relations,
vocational training and manpower training in the construction industry
(however, these employees benefit from the right to absences owing to
a criminal offence, to the leaves following a criminal offence or a
suicide, as well as the right to certain absences and certain leaves for
family or parental matters and the right to remain at work beyond the
normal retirement age);
students who work during the school year in an establishment selected
by an educational establishment pursuant to a job induction program
approved by the ministère de l’Éducation;
health service and social service beneficiaries working, as part of their
physical, mental or social rehabilitation, in a CLSC, a social service
centre, a hospital centre or a reception centre;
senior managerial personnel,who nevertheless benefit from the right to
absences owing to a criminal offence, to the leaves following a criminal
offence or a suicide, as well as the right to certain absences and certain
leaves for family or parental matters and the right to remain at work
beyond the normal retirement age.
Finally, those persons working in enterprises under federal jurisdiction are
governed by the Canada Labour Code and, as a result, cannot avail
themselves of any provision of the Act respecting labour standards. These
undertakings include chartered banks, interprovincial and international
transport businesses, radio stations, etc.
Work done by children
The Act respecting labour standards prohibits an employer:
from having a child do work that is disproportionate to his abilities or
that is likely to adversely affect his education, health or development;
from having a child under 14 work without the written consent of
his parent;
from having a child who is required to attend school work during class
hours;
from having work done, between 11 p.m. and 6 a.m. on the following
day, by a child who is required to attend school, except if the child
delivers newspapers or if he works as a creator or a performer in certain
artistic production fields.
Moreover, an employer who has work done by a child who is required to
attend school must ensure that this child can be at the family residence
between 11 p.m. and 6 a.m. on the following day. However, this obligation
does not apply to a child who works as a creator or a performer in certain
artistic production fields or if he works for a social or community
organization, such as a vacation camp or a recreational organization if the
conditions of employment are such that he lodges at the employer’s
establishment and if he is not required to attend school the next day.
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Wages
The minimum wage is set by the Government of Québec. However, it is the
Commission des normes du travail which supervises the application thereof
and which receives complaints concerning the minimum wage.
No benefit having pecuniary value (automobile, accommodations, etc.
supplied by the employer) may result in the employee receiving less than the
minimum wage.
Minimum wage rates
Who is entitled to the minimum wage?
Employees who are subject to the Act respecting labour standards are
entitled to the minimum wage set by the Québec government.
Some employees subject to the Act respecting labour standards are
nonetheless excluded from the application of the minimum wage. They are:
a student employed in a social or community non-profit organization
such as a vacation camp or a recreational organization;
a trainee under a program of vocational training recognized by law;
an employee entirely on commission who works in a commercial
undertaking outside the establishment and whose working hours
cannot be controlled;
an employee assigned mainly to non-mechanized operations relating to
the picking of processing vegetables.
Part-time workers and wages
No employer may remunerate an employee at a lower rate of wage than that
granted to other employees performing the same tasks in the same
establishment for the sole reason that the employee usually works less hours
each week.
Employees earning twice the minimum wage are however excluded from this
provision.
Differences in treatment
No employer may grant an employee subject to the Act respecting labour
standards conditions of employment that are less advantageous than those
granted to other employees who perform the same tasks in the same
establishment for the sole reason of his date of hiring.
These conditions of employment concern in particular:
wages;
the duration of work;
paid statutory holidays;
annual leaves;
rest periods;
absences and leaves for family or parental matters;
notice of termination of employment.
Deductions
An employer may make deductions from wages when he is required to do so
pursuant to an act, a regulation, a court order, a collective agreement, a
decree, or an obligatory supplemental pension plan. Every other deduction
from wages must be accepted in writing by the employee. The specific
purpose for which the deduction is made must be mentioned in this writing.
The employee can cancel this authorization at any time.
Room and board
When working conditions oblige the employee to reside or to take his meals
at the employer’s establishment or residence, the maximum amount* that he
can charge an employee is:
• $1.50 per meal up to a maximum of $20.00 per week;
• $20.00 per week for the room;
• $40.00 per week for room and board.
However, an employer may not require an amount for room and board from
a domestic who is housed or takes meals in the employer’s residence.
*These rates are effective since November 1, 1996 and are subject to change. You can check their
validity by calling the Commission des normes du travail.
Special clothing
In the case where an amount of money may be required from the employee
for the purchase, use or upkeep of special clothing, it must not cause the
employee to receive less than the minimum wage. In all cases, when an
employer requires that special clothing be worn, he must provide it free of
charge to the employee paid at the minimum wage. If this special clothing
identifies the employee as being an employee of the establishment
(e.g.: clothing with logo), the employer must then provide this clothing free
of charge to the employee. Moreover, the employer cannot require that an
employee purchase clothing or accessories that are items in the employer's
trade.
General rate
Employees
receiving
tips rate
Employees in
the clothing
industry rate
* The minimum wage rates are subject to change. Find out more from the Service
des renseignements at the Commission des normes du travail.
May 1, 2009* $9.00 per hour $8.00 per hour $9.00 per hour
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LABOUR
STANDARDS
In the case of an employee receiving tips, his wages must be increased by the
reported or attributed tips for the calculation of the minimum wage for the
application of this standard.
Use of material, equipment or merchandise
When the employer requires that the employee use material, equipment, raw
materials or merchandise in the performance of a contract, he must supply
them free of charge to an employee paid at the minimum wage. Moreover,
he cannot require from an employee an amount of money for the purchase,
use or upkeep of these articles that would cause the employee to receive less
than the minimum wage.
Payment
When must the wages be paid?
The employer has one month to remit the first payment.Thereafter, the wages
must be paid at regular intervals of not over 16 days, or one month in the case
of managerial personnel. If the day of payment falls on a general statutory
holiday, the wages must be paid on the working day preceding that day.
Any amount in excess of the regular wages, such as a bonus or overtime,
earned during the week preceding payment of the wages may be paid with
the subsequent regular payment.
Pay sheet
At the time of each payment, the employer must remit to the employee a pay
sheet enabling him to verify the computation of his wages. That pay sheet
must include the following information, where applicable:
the name of the employer;
the name of the employee;
the identification of the employee’s occupation;
the date of the payment and the work period corresponding to the
payment;
the number of hours paid at the prevailing rate;
the number of hours of overtime paid or replaced by a leave with the
applicable premium;
the nature and amount of the bonuses, indemnities, allowances or
commissions that are being paid;
the wage rate;
the amount of wages before deductions;
the nature and amount of the deductions effected;
the amount of the net wages paid to the employee;
the amount of the gratuities declared by the employee or that the
employer has attributed to the employee (hotel and restaurant field).
Tips
Tips are made up of the sums voluntarily paid by patrons or service charges
added to the patron’s bill, but do not include administration fees added to
this bill.An employer cannot require that an employee pay credit card costs.
Whatever form tips take, they cannot become part of the wages.
Consequently, the employer must pay the employee at least the minimum
wage prescribed without taking into account the tips that he receives.
Employee receiving tips
An employee receiving tips is an employee who usually receives tips and who
works:
in an establishment that offers lodging to tourists in return for payment,
including a campground;
in a place where alcoholic beverages are sold for consumption on the
premises;
for an enterprise that sells, delivers or serves meals to be eaten off the
premises; or
in a restaurant, except if it is a place where the main activity consists in
the providing of food services to customers who order or choose the
items at a service counter and who pay before eating.
Payment of the tip
The tip may be paid directly or indirectly to employees. It is paid directly by
the patron to the employee, when it is given from hand to hand.
Tips are paid indirectly when the employer collects tips on behalf of the
employee under either of the following circumstances:
the patron uses his credit card or debit card;
the patron pays the employer service charges added to the bill.
Whether tips are paid directly or indirectly, they belong to the employee who
rendered the service. If the employer collects the tips, he must give them in
their entirety to the employee who rendered the service.
Distribution of tips
The employer cannot impose the sharing of tips among employees. Nor can
he intervene in any way whatsoever in the establishment of a tip-sharing
arrangement.
Only those employees entitled to tips may agree to distribute among
themselves the tips that belong to them or to distribute a portion thereof to
other employees in the establishment. However, an employee who benefits
from a redistribution of tips does not become, by reason of this fact, an
employee having to be paid at the minimum wage rate applicable to
employees receiving tips.
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Reporting of tips
When calculating indemnities related to reporting for work, statutory
holidays, the National Holiday, annual leaves, bereavement, marriage and
notice of termination of employment, the employer must take into account
the wages increased by tips which the employee reported or which the
employer attributed to him.
The Act respecting labour standards requires that the employer accept the
statement of tips made by the employee and protects the employee against
any reprisals that an employer may take against him by reason of the
exercise of his rights.
Duration of work
The regular workweek, as fixed by the Act, makes it possible to determine the
time from which an employee is working overtime and must be paid
accordingly. A regular workweek is by no means a time limit beyond which
the employee may refuse to work.
Duration of the regular workweek
For the purposes of computing overtime, the regular workweek is 40 hours.
However, for some employees the regular workweek is as follows:
employee in the clothing industry
. . . . . . . . . . . . . . . . . . . 39 hours
watchman who guards a property for an enterprise
supplying a surveillance service
. . . . . . . . . . . . . . . . . . . . . 44 hours
employee working in a forestry operation
or a sawmill
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47 hours
employee who works in an isolated area
or in the James Bay territory
. . . . . . . . . . . . . . . . . . . . . . . . 55 hours
watchman who does not work for an enterprise
supplying a surveillance service
. . . . . . . . . . . . . . . . . . . . . 60 hours
To whom does this standard apply?
To all Québec workers subject to the Act respecting labour standards except
for the following workers:
a student employed in a vacation camp or community or social non-
profit organization such as a recreational organization;
a manager of an enterprise;
an employee who works outside an establishment and whose working
hours cannot be controlled;
an employee assigned to canning, packaging and freezing fruit and
vegetables during the harvesting period;
an employee of a fishing, fish processing or fish canning industry;
a farm worker;
an employee whose exclusive duty is to take care of or provide care to
a child or to a sick, handicapped or aged person, in that person’s
dwelling, including, where so required, the performance of domestic
duties that are directly related to the immediate needs of that person,
unless the work serves to procure profit to the employer.
Staggering of working hours
When the Commission des normes du travail gives its authorization, the
employer can stagger the working hours over several weeks. The
authorization of the Commission is not necessary when the staggering of
hours is provided for under a collective agreement or decree.
How to compute overtime
Hours worked in addition to the regular workweek must be paid with a
premium of 50% (time and a half) computed on the basis of the employee’s
prevailing hourly wage.
For the purposes of computing overtime, annual leave and paid statutory
holidays are considered days worked.
The employer may, at the request of the employee, replace the payment of
overtime by a leave of a duration equal to the overtime worked, increased by
50% (7 hours = 10 hours and 30 minutes).
Working hours
Presence at work
An employee is deemed to be at work and must be paid:
when he is at the disposal of his employer on the work premises and is
required to wait for work to be assigned to him;
during the time devoted to breaks granted by the employer;
during the time of a trip required by the employer;
during any trial or training period required by the employer.
The employer is required to reimburse the employee for the reasonable
expenses incurred when, at the employer’s request, the employee is required
to travel or take part in training.
Coffee break
A coffee break is not mandatory, but when it is granted by the employer, it
must be paid and included in the computation of the hours worked.
Meals
After a period of work of five consecutive hours, the employee is entitled to
a 30-minute rest period (without pay) for meals. If he is not authorized to
leave his work station, this period shall be remunerated.
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LABOUR
STANDARDS
For the employee in the clothing industry, the length of the
annual leave and the amount of the indemnity vary as follows:
An employee who already benefits from an annual leave of two
consecutive weeks is entitled, if he makes application therefor,
to an additional annual leave without pay to bring his annual
leave to three weeks.
It is possible that this additional leave will not be a
continuation of the annual leave to which the employee is
already entitled. However, this additional leave without pay
may not be divided or replaced by a compensatory indemnity.
Weekly rest period
Each week, the employee is entitled to a rest period of not less than 32 consecutive hours.
In the case of a farm worker, the day of rest can be postponed to the following week, if
the employee consents thereto.
Indemnity for reporting for work (minimum of three hours)
An employee who reports for work at his place of employment at the express demand of
his employer or in the regular course of his employment, and who works fewer than three
consecutive hours, is entitled to an indemnity equal to three hours’ wages at the
prevailing hourly rate, increased by gratuities, except where the provisions concerning
overtime ensure him a greater amount.
However, this provision does not apply in the case of superior force (e.g.: fire) or when the
employee is hired for periods of fewer than three hours (e.g.: some ushers, school bus
drivers, school crossing guards, etc.).
The right to refuse to work
An employee may exercise his right to refuse to work
daily
after:
• more than 4 hours after regular daily working hours or more than 14 working
hours per 24-hour period, whichever period is the shortest
• more than 12 hours per 24-hour period for an employee whose daily hours are
flexible or non-continuous.
weekly
after:
• more than 50 hours, unless there is an authorization to stagger working hours or
• more than 60 hours for an employee working in an isolated area or in the James
Bay territory.
However, the right to refuse work cannot be exercised:
if the exercise of this right jeopardizes the life, health or safety of workers or the
population;
when there is a risk of destruction or serious deterioration of movable or immovable
property or in any other case of superior force;
if this refusal is inconsistent with the employee’s professional code of ethics.
Annual leave
Entitlement to an annual leave with pay is acquired during a period of 12 consecutive
months.This period, known as the reference year, is determined by the employer or, failing
that, by the Act respecting labour standards. In this latter case, it extends from May 1
st
to
April 30th, unless a decree or an agreement fixes a different starting date for that period.
The length of the annual leave and the amount of the indemnity vary according to the
uninterrupted service of the employee (taking into account the reference year in effect in
the enterprise). Prior to the start of his leave, the employee must receive in a lump sum
his annual leave indemnity, equal to 4% or 6% (according to his uninterrupted service) of
the annual gross wages earned during the reference year.
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Uninterrupted
service
Less than 1 year
1 year to less
than 5 years
5 years or more
Length
of leave
1 day per month of
uninterrupted service,
without exceeding
2 weeks
2 consecutive weeks
3 consecutive weeks
Indemnity
4%
4%
6%
Uninterrupted
service
Less than 1 year
1 year to less
than 3 years
3 years or more
Length
of leave
1 day per month
of service, without
exceeding 2 weeks
3 weeks, including 2
uninterrupted weeks
4 weeks, including 3
uninterrupted weeks
Indemnity
4%
6%
8%
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The annual leave of Peter, who is credited with less than one
year of uninterrupted service*
We are in May 2009 and Renee must prepare the schedule of the 2009-
2010 annual leaves of her employees. She wonders how to calculate
Peter’s indemnity and how many days he will be entitled to,given the fact
that he has only been working since August 17, 2008.
1) First, take into account the undertaking’s reference year.
It extends from May 1st to April 30th.
2) Calculate the indemnity.
Peter earned $11,000 during the reference year, namely
from August 17, 2008 to April 30, 2009.
Wages received during this period $11,000
X 4% based on his uninterrupted service X 4%
==
Annual leave indemnity $440
3) Next, determine the number of days of annual leave to which Peter is
entitled.
When the employee is credited with less than one year of uninterrupted
service with the employer, the length of his annual leave is determined
at the rate of one working day per month of uninterrupted service.
It is necessary to count Peter’s number of complete months of
uninterrupted service, namely from September 2008 to April 2009.
Thus, Peter worked eight complete months during the reference year.
The month of August cannot be considered given that Peter has only
been working since August 17, 2008. Consequently, August is not a
complete month. As a result, Peter is entitled to eight days of leave.
Renee will have to pay Peter an annual leave indemnity of $440 and grant
him eight days of annual leave.
Examples of how to calculate the annual leave indemnity*
Mary has three years of uninterrupted service and earned $25,600 at the
end of the reference year. Paul is credited with eight years of uninterrupted
service and earned $30,000 in gross wages. What annual leave indemnity
are they entitled to?
When the employee was not absent during the reference year by reason
of sickness, maternity leave or accident, he is entitled to an indemnity of
4% or 6% depending on the uninterrupted service that the person has
accumulated.
Calculation method
FORMULA
Gross annual wages
X 4% or 6%
depending on the
uninterrupted service
=
Annual leave
indemnity
Mary will receive $1,024 as an indemnity for her two weeks of annual leave,
and Paul will receive $1,800 for his three weeks of annual leave.
* The calculation formulas are given for information purposes.For more details, please refer to the Act
respecting labour standards and its regulations or get in touch with the Service des renseignements.
Who is entitled to an annual leave with pay?
Employees subject to the Act respecting labour standards are entitled to
the annual leave provided for under the Act.
Some employees subject to the Act respecting labour standards are
nonetheless excluded from the provisions related to the annual leave.
They are:
a student employed in a vacation camp or in a social or community
non-profit organization such as a recreational organization;
a real estate agent within the meaning of the Real Estate Brokerage
Act (chapter C-73.1), entirely remunerated on commission;
a representative of a securities dealer or adviser within the meaning
of section 149 of the Securities Act (chapter V-I.1), entirely
remunerated on commission;
a representative within the meaning of the Act respecting the
distribution of financial products and services (1998, chapter 37)
entirely remunerated on commission;
a trainee within the framework of a vocational training program
recognized by law.
Mary’s indemnity
$25,600
X 4%
=
$1,024
Paul’s indemnity
$30,000
X 6%
=
$1,800
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LABOUR
STANDARDS
Part-time workers and their annual leave
No employer may reduce the annual leave of a part-time
employee or change the way in which the indemnity pertaining
to it is computed, in comparison with what is granted to
other employees performing the same tasks in the same
establishment for the sole reason that the employee usually
works fewer hours each week.
Employees earning more than twice the minimum wage are
excluded from this provision.
Going on leave
• The annual leave must be taken in the 12 months following
the reference year. However, an employee may ask his
employer to allow him to take his annual leave, in whole or
in part, during the reference year.
If, at the end of the 12 months that follow the end of a
reference year, the employee is absent owing to sickness,
accident or a criminal offence, or is absent or on leave for
maternity or parental matters, the employer may, at the
employee’s request, defer the annual leave to the following
year. If the annual leave is not deferred, the employer must
pay the annual leave indemnity to the employee who is
entitled thereto.
• The employer has the privilege of setting the date of the leave.
• The employee must be informed of the date of his leave at
least four weeks beforehand.
• The annual leave may not be replaced by a compensatory
leave, except in the following cases:
when a collective agreement or a decree provides for
a specific provision to that effect;
when the establishment closes down for two weeks at
the time of the annual leave and an employee asks
that his third week of leave be replaced by such an
indemnity.
Division of the annual leave
The annual leave may be divided into two periods if the
employee so requests. However, the employer may deny this
request if he closes his undertaking for a period equal to or
greater than that of the employee’s annual leave.
An employer who, prior to March 29, 1995, closed his
undertaking during the annual leave, may divide the annual
leave of an employee who is entitled to three weeks of leave
into two periods, one of which corresponds to this closure
period. However, one of these two periods must be of a
minimum duration of two uninterrupted weeks.
1
2
The annual leave may also be divided into more than two periods at the employee’s
request if the employer consents thereto.An annual leave that lasts one week or less may
not be divided. A special provision of a collective agreement or a decree may provide for
the division of the annual leave into two periods or more, or prohibit such division.
Absence by the employee
Should an employee be absent owing to sickness,accident or on maternity or paternity leave
during the reference year and should that absence result in the reduction of that employee’s
annual leave indemnity, the employee is then entitled to an indemnity equal to twice or
three times the weekly average of the wage earned during the period of work, according to
the length of uninterrupted service. If the annual leave is less than two weeks,the employee
is entitled to that amount in proportion to the days of leave that he has accumulated.
Example of how to calculate the annual leave indemnity in the event of
absence for maternity leave or parental leave*
Ann worked 20 weeks during the reference year and took 18 weeks of maternity leave and
14 weeks of parental leave. She earned an average of $340 per week and was entitled to
two weeks of annual leave. How is her indemnity calculated?
Calculation method
FORMULA Ann’s indemnity
Average weekly wage $340
X 2 or 3 times the average weekly X 2
wage earned (depending on the
uninterrupted service)
==
$680
X total (weeks worked (20 weeks worked +18 weeks of
+ maternity leave) maternity leave) X 38
==
$25,840
÷ number of weeks in the year ÷ 52
==
Annual leave indemnity $496.92
In this case, to calculate the indemnity, it is necessary to take into account the number of
weeks worked and the number of weeks of maternity leave; without taking into account
the weeks of absence for parental leave as the Act does not provide for this.
* The calculation formulas are given for information purposes. For more details, please refer to the Act respecting
labour standards and its regulations or get in touch with the Service des renseignements.
Contract of employment cancelled
When a contract of employment is cancelled, the employer must pay the employee the
indemnity for the annual leave that he did not take, as well as an indemnity equal to 4%
or 6% of the gross wages of the current reference year, according to the length of
uninterrupted service.
9
Example 1: employee paid by the week*
Calculation of the Christmas and New Year’s Day indemnity
Paul works 8 hours a day, from Monday to Friday, and he earns $10 per
hour. He did not work on Christmas Day or New Year’s Day. His employer’s
pay period is established from Saturday to Friday. How is the indemnity
determined?
1) Determine the Christmas indemnity. It is calculated on the basis
of the four complete weeks of pay preceding the holiday,
namely from November 22nd to December 19th.
5 days worked per week X 8 hours per day = 40 hours
40 hours X $10 = $400
$400 X 4 complete weeks of pay = $1,600
$1,600 (wages earned) X 1/20 = $80
2) Calculate the wages for the week of the Christmas holiday,
namely from December 20th to 26th.
4 days worked in the week X 8 hours = 32 hours
32 hours X $10 = $320
$320 + $80 (Christmas Day indemnity) = $400
3) Determine the New Year’s Day indemnity. It is calculated
on the basis of the four complete weeks of pay preceding
the holiday, namely from November 29th to December 26th,
including the December 25th indemnity.
5 days worked in the week X 8 hours per day = 40 hours
40 hours X $10 = $400
$400 X 3 complete weeks of pay = $1,200
$1,200 + $400 (wages of December 20th to 26th
including the indemnity of December 25th) = $1,600
$1,600 (wages earned) X 1/20 = $80
4) Calculate the wages for the week of December 27th to January 2nd.
4 days worked in the week X 8 hours = 32 hours
32 hours X $10 = $320
$320 + $80 (New Year’s Day indemnity) = $400
*The calculation formulas are given for information purposes. For more details,please refer to the Act
respecting labour standards and its regulations or get in touch with the Service des renseignements.
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JANUARY
Paid statutory holidays
The following days are statutory general holidays:
• January 1st;
• Good Friday or Easter Monday, at the option of the employer;
• the Monday preceding May 25th;
• July 1st or, if this date falls on a Sunday, July 2nd;
• the first Monday in September;
• the second Monday in October;
• December 25th.
An employee in the clothing industry is also entitled to the following paid
statutory holidays: January 2nd, Good Friday and Easter Monday.
Who is entitled to these statutory holidays?
Employees subject to the Act respecting labour standards are entitled to an
indemnity for each statutory holiday stipulated in the Act, provided that they
were not absent from work, without their employer’s authorization or
without valid reason, on the working day preceding or the working day
following this holiday.The working day preceding or following the statutory
holiday is the working day for the employee.
The provisions respecting statutory holidays do not apply to an employee
who benefits, under a collective agreement or a decree, from at least seven
paid statutory holidays in addition to the National Holiday. Nor do these
provisions apply to an employee of the same undertaking who benefits from
a number of days of leave at least equal to that stipulated in this agreement
or decree (without necessarily being subject thereto).
Indemnity and compensatory holiday
The indemnity that an employer must pay an employee for a paid statutory
holiday is equal to 1/20 of the wages earned during the four complete weeks
of pay preceding the week of the holiday, excluding overtime. In the case of
an employee receiving tips, the amount of the reported or attributed tips
must be taken into account in the calculation of the indemnity.
The indemnity of an employee remunerated in whole or in part on
commission is equal to 1/60 of the wages earned during the twelve complete
weeks of pay preceding the week of the holiday.
An employee who works on a statutory holiday must receive, in addition to
his usual wages, a compensatory indemnity or a paid compensatory holiday
of one day. This compensatory holiday must be taken in the three weeks
preceding or following the statutory holiday.
If the employee is on annual leave, the employer must pay him the
compensatory indemnity or grant him a paid compensatory holiday of one
day on a date agreed upon between them.
= Holiday
10
LABOUR
STANDARDS
Example 2: employee paid every two weeks*
Calculation of the indemnity for the statutory holiday of the
Monday preceding May 25th, National Patriots’ Day
Nathalie earns $9.00 per hour. She always works 20 hours per week by
reason of 5 hours per day, from Tuesday to Friday. The employer’s pay
period runs from Saturday to Friday. Pays are issued on Friday, every two
weeks. Nathalie received her pay on April 25th and May 9th. What will
be the amount of her pay of May 23rd, which must include the statutory
holiday indemnity?
When the employee is remunerated every two weeks and the pay period
overlaps the week of the statutory holiday, the pay periods must be
divided by week for the calculation of the indemnity.
1) Determine the four complete weeks of pay preceding the week
of the holiday
The period to be considered for the calculation of the indemnity
is from Saturday, April 19th, to Friday, May 16th.
Pay periods:
April 12 to 25 Week 1: 20 hr X $9 = $180
*Week 2: 20 hr X $9 = $180
April 26 to May 9 *Week 1: 20 hr X $9 = $180
*Week 2: 20 hr X $9 = $180
May 10 to 23 *Week 1: 20 hr X $9 = $180
Week 2: 20 hr X $9 = $180
* The weeks to be considered for the calculation of the indemnity are preceded by an asterisk.
2) Calculate the number of hours worked during these four weeks
20 hr X 4 weeks = 80 hr
3) Calculate the wages earned during this period
Number of hours worked during this period 80 hr
X hourly wage X $9
= = $720
x 1/20 of the wages earned during this period x 1/20
= Statutory holiday indemnity = $36
For her May 23rd pay, Nathalie will have to receive $396 which represents
her regular wages for the two weeks worked ($180 X 2 = $360) to which
the $36 statutory holiday indemnity has been added.
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APRIL
MAY
National Holiday
June 24th, the National Holiday, is a paid statutory holiday.When June 24th
falls on a Sunday, the leave is postponed to June 25th only for those
employees who do not ordinarily work on Sunday.
Indemnity and compensatory holiday
The National Holiday indemnity is calculated in the same way as that of the
other statutory holidays.
Employee who works
June 24th is a statutory holiday. However, if due to the nature of the
activities of the enterprise work cannot be interrupted on that day
(e.g. hotel, restaurant, etc.), the employee is entitled to his regular wages
and to the indemnity or compensatory holiday on the working day
preceding or following June 24th.
Employee on a day off (non-working day)
When June 24th falls on a day when an employee does not normally work,
the employer shall grant him a compensatory holiday on the working day
preceding or following June 24th or pay him the compensatory indemnity.
Employee on annual leave
When an employee is on annual leave at the time of the National Holiday,
the employer shall grant him a compensatory holiday at a date agreed
upon by them or pay him the compensatory indemnity.
= Pay day = Holiday
11
Absences owing to sickness,
accident or a criminal offence
An employee credited with three months of uninterrupted service may be
absent from work:
• owing to sickness
or accident
• if he suffered serious injury
during or from a criminal offence
rendering him unable to hold
his regular position
• if he suffered injury while
lawfully attempting to arrest
an offender or while assisting
a peace officer making an arrest
• if he suffered injury while
lawfully preventing or attempting
to prevent the commission of
an offence or while assisting
a peace officer
The employee must advise his employer as soon as possible of his absence,
giving the reasons for it.The employer may request that the employee furnish
a document attesting to those reasons, if it is warranted by the duration of
the absence or its repetitive nature.
The employee’s participation in the group insurance and pension plans
recognized in his place of employment shall not be affected, subject to
regular payment of the contributions payable under these plans and for
which the employer assumes his usual part.
Return to work
If the employer consents thereto, the employee may return to work on a part-
time basis or intermittently during the period of absence that he has been
granted because he suffered a serious injury following a criminal offence.
At the end of the period of absence, the employee must be reinstated in his
former position, with the same benefits, including the wages to which the
employee would have been entitled had he remained at work. If the position
held by the employee no longer exists when he returns to work, the employer
shall recognize all the rights and privileges to which the employee would
have been entitled at the time the position ceased to exist.
This right does not affect the possibility for the employer to dismiss, suspend
or transfer an employee if, in the circumstances, the consequences of the
sickness, the accident or the criminal offence or the repetitive nature of the
absences constitute good and sufficient cause.
Finally, at the time of a dismissal or layoff that would have included the
employee had he remained at work, the employee retains the same rights as
the other employees actually dismissed or laid off with respect notably to
return to work.
For not more than 26 weeks over a
12-month period, without pay
For not more than 104 weeks*,
without pay
(The period of absence begins not
earlier than the day on which the
criminal offence was committed or
at the end of the 26-week period if
the employee was absent owing to
sickness or accident. It shall end not
later than 104 weeks after the
criminal offence was committed.)
* The employee is not entitled to
these absences if the circumstances
show that he took part in the
criminal offence and in those cases
where the employee suffered an
employment injury within the
meaning of the Act respecting
industrial accidents and
occupational diseases.
12
LABOUR
STANDARDS
5 days of absence
(including 2 paid if the employee has been with his
employer for at least 60 days)
This leave may be divided into days at the request
of the employee. It may not be taken once 15 days
have expired since the child’s arrival at the home of
his father or mother or, where applicable, the
termination of pregnancy.
1 day with pay
and 4 days without pay
1 day without pay
1 day with pay
1 day without pay
10 days per year without pay
This leave may be divided into days taken at
various times of the year. A day may also be
divided (into half-days for example) if the employer
consents thereto.
Not more than 12 weeks* during a 12-month period
(the employee must have been with the employer
for at least three months)
* The absence may be extended if a minor child
of the employee has a serious and potentially
mortal illness. It shall end not later than 104
weeks after the start of the absence.
of a child
of his child
of pregnancy beginning from the 20th week of pregnancy
of his spouse, of his child, of the child of his spouse,
of his father, of his mother, of his brother, of his sister
of a son-in-law, of a daughter-in-law, of grandparents, of
grandchildren, as well as of the father, the mother, the
brother or the sister of his spouse
of the employee
of the employee’s child, of his father, of his mother,
of a brother, of a sister, of the child of his spouse
• related to the custody, health or education of a child of
the employee or of a child of his spouse
• related to the state of health of the spouse of the
employee, his father, his mother, a brother, a sister or
one of his grandparents
with the child of the employee, his spouse, the child of his
spouse, his father, his mother, the spouse of his father or
mother, his brother, his sister or one of his grandparents
due to a serious illness or a serious accident
Adoption
Birth
Termination
Death or funeral
Death or funeral
Wedding or civil union
Wedding or civil union
Obligations
Presence required
Absences and leaves for family or parental matters
The Act respecting labour standards grants employees a number of leaves, which may or may not be paid by the employer, as the case may be, for events
related to the employee’s family. The employee must inform his employer of his absence.
13
However, at the time of the death or funeral of a member of the family of an employee in the clothing industry,the employee is entitled to a different number
of days of absence.
The Act also provides for leaves following a criminal offence or a suicide, a maternity leave for a pregnant employee (not more than 18 uninterrupted weeks,
without pay), absences for examinations related to her pregnancy, a paternity leave for the father (5 uninterrupted weeks,without pay),and a parental leave
for the father and mother of a newborn as well as for a person who adopts a child (52 weeks, without pay).
Leaves following a criminal offence or a suicide
The Act respecting labour standards grants the employee absences following tragic events.
For not more than 104 weeks, without pay
For not more than 52 weeks, without pay
• If the child is found before the end of this time
period, the absence shall end on the eleventh day
that follows.
For not more than 52 weeks, without pay
For not more than 104 weeks, without pay
• with his minor child who suffered serious injury following
a criminal offence rendering him unable to carry on
regular activities
• with his minor child if he suffered serious injury while
lawfully attempting to arrest an offender or while
assisting a peace officer making an arrest
• with his minor child if he suffered serious injury while
lawfully preventing or attempting to prevent the
commission of an offence or while he was assisting a
peace officer
of the employee’s minor child
of his child or his spouse
of his child or his spouse
of his child or his spouse while attempting to arrest an
offender or while assisting a peace officer making an arrest
of his child or his spouse while lawfully preventing or
attempting to prevent the commission of an offence or
while assisting a peace officer
Employee’s presence required
Disappearance
Death resulting from the suicide
Death resulting from a criminal
offence
Death
Death
3 days in a row with pay
and 2 days without pay
1 day with pay
1 day without pay
of his spouse, his child, the child of his spouse, his father,
mother, brother, sister
of his grandparents, as well as the father or mother of the
employee’s spouse
of his son-in-law, daughter-in-law, grandchild as well as a
brother or sister of his spouse
Death or funeral
Death or funeral
Death or funeral
14
LABOUR
STANDARDS
To be able to benefit by these leaves, the employee must have worked for the
employer for at least three months and show that the serious bodily injury or
the death resulted from a criminal offence or that the person who has
disappeared is in danger. Moreover, the employee is not entitled to these
leaves if the circumstances show that the employee or the deceased person
(spouse or child of full age) participated in the criminal offence. The
employee must advise his employer as soon as possible of his absence and
the reasons for it.
The period of absence begins not later than the date on which the criminal
offence having caused the serious bodily injury was committed or the date
of the disappearance and shall end not later, as the case may be, than 52 or
104 weeks after that date. If, during this period of absence, a new event
occurs concerning the same child and if it gives entitlement to a new period
of absence, it is the longer period that shall apply, starting from the date of
the first event. The employer may request that the employee furnish a
document attesting to those reasons, if it is warranted by the duration of the
absence or its repetitive nature.
The employee’s participation in the group insurance and pension plans
recognized in his place of employment shall not be affected, subject to
regular payment of the contributions payable under these plans and for
which the employer assumes his usual part.
Return to work
If the employer consents thereto, the employee may resume work on a part-
time or intermittent basis during the period of absence that he has been
granted.
At the end of the period of absence, the employee must be reinstated in his
former position, with the same benefits, including the wages to which the
employee would have been entitled had he remained at work. If the position
held by the employee no longer exists when he returns to work, the employer
shall recognize all the rights and privileges to which the employee would
have been entitled at the time the position ceased to exist.
This right does not affect the possibility for the employer to dismiss, suspend
or transfer an employee if, in the circumstances, the consequences of the
sickness, the accident or the criminal offence or the repetitive nature of the
absences constitute good and sufficient cause.
Finally, at the time of a dismissal or layoff that would have included the
employee had he remained at work, the employee retains the same rights as
the other employees actually dismissed or laid off with respect notably to
return to work.
Maternity leave
Generally, Québec workers are entitled to the maternity leave provided for
under the Act respecting labour standards.
Leave period
A pregnant employee is entitled to a maternity leave without pay of not
more than 18 consecutive weeks. If the employee requests it, the employer
may grant a maternity leave for a longer period.
The maternity leave may be taken as the employee chooses, before or after
the anticipated date of delivery. If the delivery occurs after the anticipated
date, the employee is entitled to at least two weeks of maternity leave after
the delivery.
The maternity leave may not begin before the 16th week preceding the
anticipated date of delivery and shall end not later than 18 weeks after the
week of delivery.
Beginning the 6th week before delivery, the employer may require in writing
a medical certificate attesting that the employee is fit to work. If she does
not provide this certificate within eight days, the employer may, by written
notice, require that she take her maternity leave.
If the employee returns to work in the two weeks following delivery, the
employer may require a medical certificate attesting that she is able to work.
There are also provisions that stipulate that the employee may be absent in
certain cases, in particular:
where there is a danger of termination of pregnancy or a danger for the
health of the mother or the unborn child resulting from the pregnancy;
when a termination of pregnancy occurs before the 20th week preceding
the anticipated date of delivery;
when a termination of pregnancy occurs beginning from the 20th week
of pregnancy;
when the mother’s or the child’s state of health so requires.
Notice
An employee must give her employer a written notice mentioning the date
she will go on maternity leave and the date she will return to work, three
weeks before leaving, or less if her state of health requires that she leave
sooner.
The notice must always be accompanied with a medical certificate attesting
to the pregnancy and the anticipated date of delivery.The medical certificate
may be replaced by a written report signed by a midwife.
1
2
3
4
15
Return to work
At the end of the maternity leave, the employer must reinstate
the employee in her regular position and give her the same
wages and benefits that she would have enjoyed, had she
remained at work.
If her regular position no longer exists when the employee
returns to work, the employer must grant her all of the rights
and privileges that she would have enjoyed had she been at
work when her position disappeared.
These provisions must not however give the employee a benefit
that she would not have enjoyed had she remained at work.
Moreover, the employee’s participation in the group insurance
and pension plans must not be affected by her absence subject
to the regular payment by the employee of the contributions
payable under those plans, and the usual part of which is paid
by the employer.
Annual leave
An absence for maternity leave during the reference year does
not reduce the annual leave of an employee. She is entitled to
an indemnity equal to two or three times the average weekly
wages earned during the period worked, according to the
length of uninterrupted service.
Pregnancy-related examinations
An employee may be absent from work without pay for
pregnancy-related examinations. She must notify her employer
as soon as possible.
Re-assignment
The provisions concerning re-assignment are provided for under
the Act respecting Occupational Health and Safety. To obtain
further information, contact the office of the Commission de la
santé et de la sécurité du travail of your region.
Québec Parental Insurance Plan
There is a plan that grants an allowance to support the income
of a female worker who must be absent from work by reason
of maternity. To find out more, get in touch with an officer of
the Customer Service Centre at the ministère de l’Emploi et de
la Solidarité sociale at 1 888 610-7727. It is also possible to
apply for benefits over the Internet: www.rqap.gouv.qc.ca.
Paternity leave
An employee is entitled to a paternity leave of not more than five uninterrupted weeks,
without pay, at the time of the birth of his child.
The paternity leave can be taken at any time,but it cannot begin before the week in which
the child is born and must end not later than 52 weeks after the child’s birth.
Québec Parental Insurance Plan
There is a plan that grants an allowance to support the income of an employee who is absent
from work by reason of paternity. To find out more, get in touch with an officer of the Cus-
tomer Service Centre at the ministère de l’Emploi et de la Solidarité sociale at 1 888 610-7727.
It is also possible to apply for benefits over the Internet: www.rqap.gouv.qc.ca.
Parental leave
The father and the mother of a newborn and the person who adopts a child are entitled
to a parental leave, without pay, of not more than 52 weeks. The person who adopts the
child of his spouse is also entitled to this leave.
The parental leave is in addition to the maternity leave lasting a maximum of 18 weeks
and the paternity leave lasting five weeks.The parental leave can be paid according to the
terms and conditions of the Québec Parental Insurance Plan and can be shared between
the father and the mother.
The parental leave may not begin before the week of the birth of the newborn or the week
when the child is entrusted to the employee in the case of an adoption. It may also begin
the week when the employee leaves work to travel outside Québec in order for the child
to be entrusted to him.The parental leave shall end not later than 70 weeks after the birth
or, in the case of adoption, 70 weeks after the child has been entrusted to the employee.
The parental leave may be taken after a notice of at least three weeks, indicating the date
the employee will begin his leave and the date he will return to work, has been given to
the employer. This notice may be shorter if the employee’s presence is required with the
newborn or newly adopted child or, where applicable, with the mother, due to their state
of health. Moreover, if the employer consents thereto, the employee may return to work
on a part-time basis or intermittently during his parental leave.
At the end of the parental leave, the employer must reinstate the employee in his regular
position with the same benefits, including the wages to which he would have been
entitled had he remained at work.If the position has been abolished, the employee retains
the same rights and privileges that he would have enjoyed had he remained at work.
These provisions must not give an employee a benefit that he would not have enjoyed had
he remained at work. Moreover, the employee’s participation in the group insurance and
pension plans must not be affected by his absence subject to the regular payment by the
employee of the contributions payable under those plans, and the usual part of which is
paid by the employer.
16
LABOUR
STANDARDS
Notice of termination
of employment
The employer must give written notice to an employee before
terminating his contract of employment or laying him off for
six months or more. In the case of a contract for a fixed term
which expires or for a specific undertaking, the employer is not
required to give this notice.
Who is entitled to this notice?
Québec employees subject to the Act respecting labour
standards are entitled to a written notice of termination of
employment or of layoff for six months or more.
Some employees subject to the Act respecting labour standards
are however excluded from the application of the provisions
related to the notice of termination of employment or the
notice of layoff for six months or more. They are:
• an employee who has less than three months of
uninterrupted service;
• an employee who has committed a serious fault;
• an employee laid off due to a case of superior force
(e.g.: fire);
• an employee whose contract of a set length expires;
• an employee hired to carry out a specific task upon
completion of which his contract is considered terminated.
The length of the notice varies according to the length of
uninterrupted service.
Indemnity
An employer who does not give this notice to an employee must
pay him a compensatory indemnity equal to his regular wage
excluding overtime for a period equal to that of the notice to
which he was entitled.
Uninterrupted service
3 months to 1 year
1 year to 5 years
5 years to 10 years
10 years and over
Length of the notice
1 week
2 weeks
4 weeks
8 weeks
Example of how to calculate the indemnity of an employee whose work
schedule is variable*
Peter is credited with seven years of uninterrupted service. His work schedule varies from
week to week and he receives $9.00 an hour. The employer is closing his enterprise and
wants to pay Peter a compensatory indemnity. How is this indemnity calculated?
Peter is entitled to four weeks’ notice as he is credited with between five and ten years of
uninterrupted service. It is necessary to determine his usual wages and to calculate the
indemnity to which he is entitled. During the four weeks preceding his layoff, Peter worked
48 hours, 39 hours, 41 hours and 40 hours respectively. This number of hours worked
during the last four weeks is representative of the number of hours that Peter usually
works.
Calculation method
FORMULA Peter’s indemnity
1st week $360
48 hours: 40 hours X $9
(without taking into account overtime)
2nd week + $351
39 hours X $9
3rd week + $360
41 hours: 40 hours X $9
4th week + $360
40 hours X $9
==
Wages of the 4 weeks preceding the notice of termination $1,431
of employment without taking into account overtime
÷ number of weeks ÷ 4
==
Average usual wage $357.75
X number of weeks equivalent to the length of the notice X 4
depending on the length of uninterrupted service
==
Compensatory indemnity $1,431
* The calculation formulas are given for information purposes. For more details, please refer to the Act respecting
labour standards and its regulations or get in touch with the Service des renseignements.
Specific provisions
The indemnity of an employee remunerated in whole or in part on commission is determined
on the basis of his average weekly wages during the complete periods of pay in the three
months preceding his termination of employment or his layoff for six months or more.
A notice of termination of employment given to an employee during the period when
he is laid off is null, except in the case of employment that usually lasts for not more than
six months each year due to the influence of the seasons.
17
18
Notice of collective dismissal
A collective dismissal occurs when an employer terminates
the employment of ten employees or more in the same
establishment in the course of two consecutive months. In
addition, the layoff, for a period of six months or more, of not
fewer than ten employees also constitutes a collective dismissal.
Several provisions concern the notice of collective dismissal.To
find out more, get in touch with the Service des renseignements
at the Commission des normes du travail.
Retention of the status
of employee
An employee is entitled to retain the status of employee where
the changes made by his employer to the mode of operation of
his enterprise do not change the employee’s status into that of
contractor without employee status.
If the employee is in disagreement with the employer regarding
the consequences of these changes on his status of employee, he
may file a complaint in writing with the Commission des normes
du travail. To find out more, get in touch with the Service des
renseignements at the Commission des normes du travail.
Pecuniary complaints
If an employee believes that his employer has not respected his
rights regarding the labour standards provided for in the Act
(for example, for the payment of wages, overtime, the annual
leave indemnity, the indemnity for termination of employment
or for an inaccurate calculation of the statutory holiday
indemnity), the employee has one year to file a complaint with
the Commission des normes du travail.
How to file a complaint
An employee can file his complaint by telephone by contacting
the Commission’s Service des renseignements or by Internet by
using the on-line directed path complaint filing service.
After filing the complaint
The Commission does not disclose the identity of the complainant
during the inquiry, unless the latter consents thereto.
The Commission may refuse to proceed with an inquiry if it
finds that the complaint is frivolous, made in bad faith or is
unfounded. It notifies the complainant thereof by registered or
certified mail and gives him the reasons for its decision.However,
the employee may ask for a review of the decision by making a
written application to the Director of the Commission’s Direction
générale des affaires juridiques in the 30 days that follow.
Generally, an employee who is laid off for six months or more and who is entitled to recall
rights for a period of more than six months under a collective agreement may demand
payment of the indemnity if he failed to receive the notice of layoff, under the following
conditions and at the first of the following dates:
when his recall right expires, if he is not recalled to work or
one year after the layoff.
Example of how to calculate the indemnity of an employee remunerated
in whole or in part on commission*
Frank is credited with 11 years of uninterrupted service. He receives $150 in basic wages
per week plus commissions. He is paid on a weekly basis.The employer decides to lay him
off permanently and wants to pay him a compensatory leave rather than give him a notice
of termination of employment. How is the indemnity calculated?
Frank is entitled to eight weeks’ notice as he is credited with over ten years of
uninterrupted service. It is necessary to take into account his average weekly wage during
the complete periods of pay included in the three months preceding his layoff.
Calculation method
FORMULA Frank’s indemnity
Number of weeks worked during 12 X $150
the three months preceding the layoff X basic wage
==
$1,800
+ commissions received during the three months + $4,000
==
Wages received during the three months $5,800
÷ number of weeks worked during the three months ÷ 12
==
Average usual wage $483.33
X number of weeks equivalent to the length of the notice X 8
according to the length of uninterrupted service
==
Compensatory indemnity $3,866.64
* The calculation formulas are given for information purposes. For more details, please refer to the Act respecting
labour standards and its regulations or get in touch with the Service des renseignements.
Reasonable notice of termination under the Civil Code
The Civil Code stipulates that an employee can claim reasonable notice of termination or,
as the case may be, compensation in lieu thereof, if he believes that he is entitled thereto.
This recourse may be exercised personally by the employee or with the assistance of the
lawyer of his choice. The employee will then have to assume the costs involved.
The employee is also required to give his employer reasonable notice before quitting his job.
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If the Commission is of the opinion that an amount of money is owing to the
employee, it may take the appropriate steps to claim this sum. In this case,
the employee has no fees to pay.
Prohibited practices
Any employee may file a complaint before the Commission des normes du
travail if he believes that he was dismissed, suspended, transferred, the
victim of discriminatory measures, reprisals or any other sanction for one of
the following reasons:
because he exercised a right ensuing from the Act respecting labour
standards and its regulations (for example, following a claim for unpaid
wages);
because an inquiry is being made by the Commission in one of the
establishments of his employer;
because he has given information to the Commission on the application
of the labour standards or he has given evidence in a proceeding
related thereto;
because his wages have been seized (seizure by garnishment) or may
be seized;
because he is a debtor of support subject to the Act to facilitate the
payment of support;
because the employee is pregnant;
because the employer wants to evade the application of the Act
respecting labour standards or its regulations;
because the employee has refused to work beyond his regular hours of
work when he was required to fulfil obligations relating to the care,
health or education of his child or the child of his spouse or due to the
state of health of his spouse, his father, his mother, a brother, a sister or
one of his grandparents, even though he had taken all reasonable steps
within his power to assume those obligations otherwise;
because he has reached or passed the age or the number of years of
service at which he is entitled to retire.
The time period for filing a complaint is 45 days from the date of dismissal
or of the measure taken against the employee. However, in the case of
retirement, the time period is 90 days from the dismissal or the measure
taken against the employee.
How to file a complaint
An employee can file his complaint by telephone by contacting the
Commission’s Service des renseignements or by Internet by using the on-line
directed path complaint filing service.A complaint filed with the Commission
des relations du travail is also admissible.
After filing the complaint
The Commission des normes du travail first makes sure that the complaint is
receivable. If the complaint is considered non-receivable, the Commission
notifies the employee in writing that it is putting an end to the intervention
and gives the reasons for this decision.The employee may however request,
in writing, a review of this decision with the Director of the Direction
générale des affaires juridiques of the Commission in the 30 days that follow.
If the complaint is considered receivable, the Commission shall notify the
employee that it will follow up on the complaint as soon as possible. The
Commission shall also inform the employer that a complaint against a
prohibited practice has been filed and shall designate a person who will offer
both parties the mediation service.
Before the Commission des relations du travail
If no agreement is reached, the Commission des normes du travail sends the
complaint to the Commission des relations du travail and also sends the file
to the Direction générale des affaires juridiques to offer the employee the
possibility of being represented free of charge before the Commission des
relations du travail, where applicable.
Indeed, the Commission des normes du travail offers the employee the
services of one of its lawyers free of charge, except if the employee is a
member of a group of unionized employees certified pursuant to the Labour
Code or if he prefers to use the services of his own lawyer. The lawyer who
is designated to represent the employee will contact him.
A hearing before the Commission des relations du travail resembles a court
hearing. For example, the employee is asked to give his version of the facts.
He may also have witnesses testify. The employer enjoys the same rights.
The employee benefits from a presumption before the Commission des
relations du travail to the effect that he was the victim of a prohibited
practice. It is up to the employer to prove this presumption wrong.
This presumption continues to apply for not less than 20 weeks after the
employee has returned to work at the end of a maternity leave or a parental
leave.
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The Commission des relations du travail makes its decision
The Commission des relations du travail can accept or reject the employee’s
complaint. If the Commission des relations du travail concludes that there
was a prohibited practice, it may:
order the employer to reinstate the employee in the job that he held prior
to the measure that was taken by the employer and to pay the employee,
as an indemnity, the equivalent of the wages and other benefits of which
the employee was deprived by the dismissal, suspension or transfer;
order the employer to cancel a sanction or to cease exercising
discriminatory measures or reprisals and to pay an indemnity to the
employee, where applicable.
However, if the employee works as a domestic, the Commission des relations
du travail may only order the employer to pay the employee an indemnity
corresponding to the wages and other benefits of which he was deprived due
to his dismissal.
The services of the Commission des relations du travail are free of charge.
Dismissal not made for good
and sufficient cause
An employee who believes that he was dismissed without good and
sufficient cause can file a complaint before the Commission des normes du
travail in the 45 days following his dismissal:
if he is credited with at least two years of uninterrupted service in the
same undertaking;
if no other remedial procedure, other than a recourse in damages, is
provided for in the Act respecting labour standards, in another act or in
an agreement.
How to file a complaint
An employee can file his complaint by telephone by contacting the
Commission’s Service des renseignements or by Internet by using the on-line
directed path complaint filing service.A complaint filed with the Commission
des relations du travail is also admissible.
After filing the complaint
The Commission first of all determines if the complaint is receivable. If the
complaint is deemed not receivable, the Commission notifies the employee
in writing that it is ending its intervention and informs the employee of the
reasons for its decision. However, the employee may request a review of this
decision by making a written application to the Director of the Commission’s
Direction générale des affaires juridiques in the 30 days that follow.
If the complaint is deemed receivable, the Commission notifies the employee
that it will follow up on the complaint as soon as possible.The Commission also
informs the employer that a complaint against a dismissal has been filed and
designates a person who will offer both parties its mediation service. It may also
require from the employer a writing containing the reasons for the dismissal.
Before the Commission des relations du travail
If no agreement is reached, the Commission des normes du travail refers the
complaint to the Commission des relations du travail and also sends the file
to the Direction générale des affaires juridiques to offer the employee the
opportunity of being represented before the Commission des relations du
travail, where applicable.
Indeed, the Commission offers the employee the services of one of its
lawyers free of charge, except if the employee is a member of a group of
unionized employees certified pursuant to the Labour Code or if he prefers
to use the services of his own lawyer. The lawyer who is designated to
represent the employee will contact the latter.
A hearing before the Commission des relations du travail resembles a court
hearing. For example, the employee is asked to give his version of the facts.
He may also have witnesses testify. The employer enjoys the same rights.
The Commission des relations du travail makes its decision
The Commission des relations du travail can accept or reject the employee’s
complaint. If the Commission des relations du travail concludes that there
was a dismissal not made for good and sufficient cause, it may:
order the employer to reinstate the employee in the job that he held
prior to his dismissal;
order the employer to pay the employee the sums lost since his
dismissal;
make any other decision that it deems fair and reasonable.
However, if the employee works as a domestic, the Commission des relations
du travail may only order the employer to pay the employee an indemnity
corresponding to the wages and other benefits of which he was deprived due
to his dismissal.
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Psychological harassment
Since June 1, 2004, every employee has been entitled to a workplace
free from psychological harassment.
Psychological harassment means any vexatious behaviour in the form
of repeated and hostile or unwanted conduct,verbal comments, actions
or gestures. This vexatious behaviour affects an employee’s dignity or
psychological or physical integrity. It results in a harmful work
environment for the employee. A single serious incidence of such
behaviour that has a lasting harmful effect on an employee may also
constitute psychological harassment.
Regardless of the employee’s hierarchical level in the undertaking, he
can benefit from a recourse in the event of psychological harassment.
However, the place designated for exercising his recourse varies
according to whether he comes from the public or private sector and
according to whether he is a unionized or non-unionized employee.
A non-unionized employee subject to the Act respecting labour
standards must file his complaint in the 90 days following the last
manifestation of the psychological harassment.
Mediation
Mediation is a service which the Commission des normes du travail offers
free of charge to an employee and an employer involved in a recourse
against a practice prohibited under the Act respecting labour standards,
a dismissal not made for good and sufficient cause or for a psychological
harassment.
As soon as one of these complaints has been filed, the Commission
can, with the agreement of the employee and the employer, begin
mediation and try to help the parties find a satisfactory solution to
their disagreement concerning the application of the Act.
Advantages
Mediation is an opportunity to establish, with the help of a mediator, a
dialogue by which the employee and the employer can exchange their
points of view on the matter opposing them and quickly find an area of
agreement. Such a dialogue offers numerous advantages including:
• to actively look for a satisfactory solution to the conflict;
• to retain control over the decisions to be made;
• to save time and money and spare yourself aggravation;
• to reach an agreement that is freely consented to.
Mediation: it’s confidential
The mediator appointed by the Commission des normes du travail is
chosen from among the qualified staff of the regional office of the
Commission where the complaint was filed. To guarantee the objectivity
of mediation, this person may not act in any other capacity in this matter.
Similarly, all of the verbal and written information that the employee and
employer give the mediator remains strictly confidential, and no person
may compel the mediator to divulge such information. These guarantees
are given to the employee and employer by section 123.3 of the Act
respecting labour standards.
If no agreement is reached, the Commission des normes du travail will
transmit the complaint without delay to the Commission des relations du
travail. The Commission des normes du travail offers the employee the
opportunity to be represented free of charge by one of its lawyers.
And if the employer
declares bankruptcy
The Commission can exercise recourses against the directors to collect the
wages, indemnities for annual leave, statutory holidays, leaves for family
matters as well as other sums that could be due pursuant to the Act
respecting labour standards, but under certain conditions.
Find out more from the Service des renseignements at the Commission
des normes du travail.
Non-unionized employee subject
to the Act respecting labour
standards, including senior
managerial personnel
Unionized employee
Employee of the public service
not governed by a collective
agreement, including the
members and heads of agencies
COMMISSION DES NORMES
DU TRAVAIL
Service des renseignements
Montréal area
514 873-7061
Elsewhere in Québec, toll-free
1 800 265-1414
Internet
On-line services, on-line complaints:
www.cnt.gouv.qc.ca
Union to wich the employee
belongs
COMMISSION DE LA FONCTION
PUBLIQUE
418 643-1425
Elsewhere in Québec, toll-free
1 800 432-0432
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If you are not satisfied with our services
The Commission des normes du travail has made a public commitment regarding the
nature, availability and quality of the services that you are entitled to receive from our
staff.
Whether you are an employee or an employer, we undertake to:
• foster a relationship based on courtesy and attentiveness in all our exchanges;
• process your requests promptly and efficiently, taking into account your respective
rights and obligations;
• provide clear and uniform information.
To find out more about our commitments to our clientele, request our Statement of
services for the public from our Service des renseignements or consult our Web site.
Service des renseignements
514 873-7061 1 800 265-1414 www.cnt.gouv.qc.ca
Montréal area Elsewhere in Québec, toll-free
Moreover, the Commission des normes du travail goes to great lengths to meet your
needs. Certain situations may however give rise to dissatisfaction.
If you wish to express your dissatisfaction or have comments that you wish to make
concerning the quality of our services, we invite you to submit your observations to the
Service de la qualité.
Service de la qualité
Commission des normes du travail
Hall Est, 7
e
étage
400, boulevard Jean-Lesage
Québec (Québec) G1K 8W1
418 525-2161
1 888 708-9188 (toll-free)
The Commission des normes du travail undertakes to contact you in the two working
days following receipt of your letter or telephone call.
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Dismissal
Dismissal consists of definitively interrupting the employment of
an employee whose conduct is called into question by his
employer. In certain cases, the non-renewal of a contract or the
failure to recall the employee to work may constitute a dismissal.
Domestic
An employee in the employ of a natural person and whose main
function is the performance of domestic duties in the dwelling of
that person, including an employee whose main function is to
take care of a child or a sick, handicapped or aged person and to
perform domestic duties in the dwelling that are not directly
related to the immediate needs of the person in question.
Employee
A person who works for an employer and who is entitled to a
wage; this word also includes a worker who is a party to a
contract, under which he:
undertakes to perform specified work for a person within the
scope and in accordance with the methods and means
determined by that person;
undertakes to furnish, for the carrying out of the contract,
the material, equipment, raw materials or merchandise
chosen by that person and to use them in the manner
indicated by him;
keeps, as remuneration, the amount remaining to him from
the sum he has received in conformity with the contract,
after deducting the expenses entailed in the performance of
that contract.
Employee in the clothing industry
An employee in the clothing industry who would be subject to one
of the following decrees, had they not expired:
the Decree respecting the men’s and boys’ shirt industry;
the Decree respecting the women’s clothing industry;
the Decree respecting the men’s clothing industry;
the Decree respecting the leather glove industry.
Permanent layoff
A permanent layoff consists of definitively interrupting the
employment of an employee due to a change of an economic or
technological nature in the enterprise.
Spouses
Persons who:
a) are married or in a civil union and cohabiting;
b) being of opposite sex or the same sex, are living together in a
de facto union and are the father and mother of the same child;
c) are of opposite sex or the same sex and have been living
together in a de facto union for one year or more.
Suspension
A suspension generally consists of temporarily interrupting the
employment of an employee for a definite period of time. It is a
disciplinary measure. A suspension is always temporary and does
not cancel the contract of employment.
Temporary layoff
A temporary layoff consists of temporarily interrupting the
employment of an employee due to a change in the enterprise’s
manpower needs.
Transfer
The transfer of an employee corresponds to a change in his
conditions of employment. For example, this may involve an
assignment to another work station or another place of work, a
reduction of the number of hours of work, etc. An exchange of
posts or a demotion are in fact transfers.
Uninterrupted service
The uninterrupted period during which the employee is bound to
the employer by a contract of employment, even if the
performance of work has been interrupted without cancellation of
the contract, and the period during which fixed term contracts
succeed one another without an interruption that would, under
the circumstances, give cause to conclude that the contract was
not renewed.
Wages
A remuneration in currency and benefits having a pecuniary value
due for the work or services performed by an employee.
A few definitions
In the Act respecting labour standards, the following terms have a precise meaning that is useful to know.
DEFINITIONS
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Montréal area
514 873-7061
Elsewhere in Québec, toll-free
1 800 265-1414
www.cnt.gouv.qc.ca
Sign up on-line to be
on our mailing list.
Service
des renseignements
Internet
Direction des communications
Hall Est, 7
e
étage
400, boulevard Jean-Lesage
Québec (Québec) G1K 8W1
Legal deposit — BAnQ, 2009
ISBN 978-2-550-56327-3 (print)
ISBN 978-2-550-56328-0 (on-line)
© Commission des normes du travail, 2009
C-0149-A (09-08)
The material found in this document is for information purposes only.
For more details, please refer to the Act respecting labour standards and
its regulations, or call the Service des renseignements.
The masculine form is used throughout this text.
No discrimination is intended.
