Quebec Act Respecting Labour Standards
How Quebec's provincial employment standards differ from the federal Canada Labour Code
Content last verified against official statutes: March 30, 2026
Am I Provincially Regulated?
Same federal test applies. Most Quebec workers are provincially regulated. Note that Quebec has a distinct civil law system (not common law like other provinces), which affects employment law significantly.
Overtime
Quebec uses a 40 hours per week threshold (same as federal). No daily overtime threshold. Rate is 1.5x. Employers and employees can agree to spread hours over multiple weeks to average, but this requires a written agreement.
Key difference from federal: The 40-hour weekly threshold matches federal. Quebec is more generous than Ontario and Alberta in this respect.
Sick Leave
Quebec provides 2 paid sick days per year (after 3 months of service) plus additional unpaid days for illness, family obligations, or domestic violence (up to 26 weeks for serious illness). Employers cannot require a doctor's note for the first 3 consecutive days of absence.
Key difference from federal: Fewer paid days (2 vs 3) but significantly more unpaid leave available for serious illness (26 weeks).
Termination & Unjust Dismissal
Notice based on length of service, from 1 week (3 months to 1 year) up to 8 weeks (10+ years).
Unjust dismissal (LSA s.124): Quebec is the ONLY province besides federal that has statutory unjust dismissal protection. If you have 2 or more years of continuous service and are not a senior manager, you can file an unjust dismissal complaint with the CNESST. If the complaint is not resolved, it goes to the Tribunal administratif du travail (TAT), which can order reinstatement and compensation.
Key difference from federal: Quebec's unjust dismissal requires 2 years of service (vs federal's 12 months). But having this protection at all makes Quebec unique among provinces.
Reprisal Protection
LSA s.122 prohibits reprisal for exercising rights under the Act. Quebec provides a presumption of reprisal if adverse action occurs within certain timeframes of exercising a right, similar in concept to the federal reverse burden. This is stronger protection than Ontario, BC, or Alberta.
Key difference from federal: Quebec's presumption is similar to but not as strong as CLC s.246.1(4). Still, it is the strongest provincial reprisal protection in Canada.
Harassment
Quebec has some of the strongest harassment protections in Canada. LSA s.81.18 to s.81.20: Every employee has the right to a workplace free from psychological harassment (includes bullying, sexual harassment, and discriminatory harassment). Employers must prevent and stop it. Charter of Human Rights and Freedoms (Quebec): Protects against discrimination on prohibited grounds. File with the Commission des droits de la personne et des droits de la jeunesse (CDPDJ) within 2 years.
Key difference from federal: Quebec's psychological harassment provisions are broader than most jurisdictions and are embedded directly in employment standards. The 2-year human rights deadline is the longest of any province.
Filing Complaints
| Issue | Where to File | Deadline |
|---|---|---|
| Unpaid wages/overtime | CNESST | 1 year (wages) |
| LSA reprisal | CNESST | 45 days |
| Unjust dismissal (2+ years service) | CNESST then TAT | 45 days from termination |
| Psychological harassment | CNESST | 2 years |
| Discrimination (human rights) | CDPDJ | 2 years |
| Workplace safety | CNESST | Immediately |
Important: The 45-day deadline for reprisal and unjust dismissal complaints in Quebec is much shorter than federal. Act immediately.
Key Statutes
Language Note
Quebec's legislation is primarily in French. The CNESST website and filing process are available in both French and English. However, legal proceedings may be conducted primarily in French. If you are filing in Quebec and prefer English, discuss language accommodation with CNESST or consult a bilingual employment lawyer.
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.
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MyWorkRights.ca, "Quebec Act Respecting Labour Standards," accessed 2026-04-01, https://myworkrights.ca/provincial/quebec
Written by the MyWorkRights.ca team, based on direct experience navigating the CIRB, OPC, and CHRC complaint processes and 500+ hours of employment law research.