Quebec Labour Standards: Act Respecting Labour Standards
How Quebec's labour standards differ from the federal Canada Labour Code
Content last verified against official statutes: August 30, 2026
Am I Provincially Regulated?
Employers outside the federally regulated industries are covered by Quebec's Act respecting labour standards (ARLS), administered by the CNESST. Quebec's private law is civil law rather than common law, which shapes how employment disputes are handled outside the Act.
Overtime
The standard work week is 40 hours (ARLS s.52). Hours beyond that are paid at a 50% premium over the regular wage, or, at the employee's request (or under a collective agreement), compensated with paid time off equal to the overtime plus 50%, taken within 12 months (s.55). An employer and employee may agree in writing to average hours over up to 4 weeks (s.53).
Key difference from federal: The 40-hour weekly threshold matches the Canada Labour Code (s.169), but the CLC also has a daily threshold of 8 hours (s.174); Quebec has no daily overtime threshold.
Sick Leave
After 3 months of uninterrupted service, the first 2 days of absence per year for sickness, organ donation, accident, domestic violence or family reasons are paid (ARLS s.79.7 and s.79.16). Unpaid job-protected absence for sickness or accident can extend to 26 weeks over 12 months (s.79.1). An employer may not require a document justifying the first three absences of not more than 3 consecutive days in a 12-month period (s.79.2).
Key difference from federal: Federally regulated employees earn up to 10 paid medical-leave days per year (3 after 30 days, then 1 per month) and up to 27 weeks of unpaid medical leave (CLC s.239). Quebec has fewer paid days but a comparable unpaid leave.
Termination & Severance
ARLS s.82 sets the minimum written notice of termination (or an indemnity in lieu) for employees with at least 3 months of uninterrupted service:
| Length of service | Minimum notice (or pay in lieu) |
|---|---|
| 3 months to less than 1 year | 1 week |
| 1 year to less than 5 years | 2 weeks |
| 5 years to less than 10 years | 4 weeks |
| 10 years or more | 8 weeks |
Quebec is the only province with a statutory remedy against dismissal without good and sufficient cause: an employee with 2 or more years of uninterrupted service who is not senior managerial personnel may file a complaint with the CNESST within 45 days of dismissal (s.124). If it is not settled, the Tribunal administratif du travail can order reinstatement and compensation (s.128).
Key difference from federal: The federal unjust dismissal remedy (CLC s.240) requires only 12 months of service and a 90-day filing window, but is otherwise the closest counterpart to Quebec's s.124. The CLC also provides graduated notice of 2 to 8 weeks (s.230) and severance pay (s.235).
Reprisal Protection
ARLS s.122 prohibits dismissing, suspending, transferring or otherwise penalizing an employee for exercising a right under the Act, for providing information to the CNESST, or for other listed reasons such as pregnancy or garnishment. A complaint is filed with the CNESST within 45 days (s.123). Where the adverse action follows the exercise of a right, the Labour Code's presumption applies (s.123.4), so the employer must show another good and sufficient cause.
Key difference from federal: The federal reverse onus (CLC s.246.1(4)) works similarly: the complaint is itself evidence of reprisal and the burden shifts to the employer.
Harassment
Every employee has a right to a work environment free from psychological harassment, which includes sexual and discriminatory harassment (ARLS s.81.18–81.20). Employers must adopt a prevention and complaint-handling policy and take reasonable action to stop harassment. A psychological harassment complaint is filed with the CNESST within 2 years of the last incident (s.123.7). Discrimination under the Quebec Charter of Human Rights and Freedoms may also be raised with the Commission des droits de la personne et des droits de la jeunesse (CDPDJ), which may decline complaints filed more than 2 years after the last act (Charter s.77).
Key difference from federal: Federally regulated workplaces follow SOR/2020-130, which combines harassment and violence in one process; discrimination complaints go to the Canadian Human Rights Commission within 12 months.
Filing Complaints
| Issue | Where complaints are filed | Time limit |
|---|---|---|
| Unpaid wages, overtime, vacation, notice indemnity | CNESST (labour standards complaint) | Generally 1 year from when the amount became due (ARLS s.115) |
| Dismissal without good and sufficient cause (2+ years of service) | CNESST, then Tribunal administratif du travail | 45 days (s.124) |
| Prohibited practice / reprisal | CNESST | 45 days (s.123) |
| Psychological or sexual harassment | CNESST | 2 years from the last incident (s.123.7) |
| Discrimination (Quebec Charter) | CDPDJ | Commission may refuse complaints filed more than 2 years after the last act (Charter s.77) |
- CNESST — labour standards (services in French and English): cnesst.gouv.qc.ca/en
- Commission des droits de la personne et des droits de la jeunesse: cdpdj.qc.ca/en
Quebec legislation is enacted in French with official English versions. CNESST services and forms are available in both languages; tribunal proceedings may be conducted mainly in French.
Key Statutes & Sources
Official sources checked on August 30, 2026
- Act respecting labour standards (LegisQuébec, English PDF) (legisquebec.gouv.qc.ca)
- Charter of Human Rights and Freedoms (LegisQuébec) (legisquebec.gouv.qc.ca)
- CNESST — non-work-related accident or illness leave (cnesst.gouv.qc.ca)
- CNESST interpretation guide — s.115 (one-year prescription) (cnesst.gouv.qc.ca)
- Canada Labour Code, Part III (laws-lois.justice.gc.ca)
When Should You Contact a Lawyer?
This platform is designed to help you build your case independently — collecting evidence, documenting incidents, writing complaints in compliance language, and navigating the internal HR process. Many employees can handle these steps without a lawyer.
The most effective time to engage a lawyer is after you have completed the internal process and your employer has failed to resolve your complaint. At that point, a lawyer can review your complete file — your timeline, evidence, complaint, and the employer's response — and provide strategic advice before you file with an external body such as the CIRB, CHRC, or OPC.
By doing the groundwork yourself, your consultation becomes a focused strategic review rather than a costly fact-gathering session. This approach has been validated by employment lawyers who reviewed files prepared using this methodology and found the documentation thorough with nothing to add.
Cite This Page
MyWorkRights.ca, "Quebec Labour Standards: Act Respecting Labour Standards," accessed 2026-10-01, https://myworkrights.ca/provincial/quebec