Introduction

If you're hiring in Canada, it’s crucial to understand that Quebec plays by different rules. Unlike the rest of the country, which follows common law principles, Quebec operates under a civil law system - rooted in the Civil Code of Quebec. For global companies, this means your standard HR practices or contract templates may not apply.

As businesses expand into French-speaking Canada, especially with the growth of remote and hybrid working models, understanding local employment laws is not just helpful - it's essential. Missteps here can lead to legal claims, penalties, or reputational damage. But with the right support, Quebec can be a valuable part of your North American strategy.

Quick Tips

• Employment relationships in Quebec are governed by the Civil Code, not common law.

• Language laws require employment documents to be provided in French - even for remote or hybrid workers.

• Employees have strong protections around termination - notice or severance is required unless serious fault is proven.

• Psychological harassment (including bullying) is specifically addressed in Quebec legislation.

• Probation periods must be clearly stated, and even during probation, employees have rights.

Civil Law vs Common Law – Why It Matters

In most of Canada, employment is governed by judge-made law and precedent. In Quebec, employment relationships are defined by codified statutes under the Civil Code. This means courts in Quebec will interpret contracts strictly based on what is written, not implied obligations or past rulings.

This can be a major adjustment for HR teams used to flexible contract terms or relying on past experience in other provinces. For example, ‘termination at will’ is not recognised in Quebec. Even in cases of performance issues, the law favours progressive discipline and clear documentation.

The takeaway? When hiring in Quebec, work with someone who knows the Code. Contracts and policies must be bespoke to civil law requirements.

Mind the French Language Requirements

Quebec’s Charter of the French Language (Bill 101) mandates that French be the language of the workplace. This affects everything from job postings to employment contracts and internal policies. Even if your business operates in English, documents provided to Quebec employees must be available in French.

Failure to comply can result in fines from the Office québécois de la langue française (OQLF). For one multinational client, we supported the translation of HR documentation and training material into French, ensuring both compliance and cultural alignment.

If you’re onboarding even a single employee in Quebec, plan ahead for language localisation - it’s a legal and cultural necessity.

Termination and Constructive Dismissal in Quebec

Termination rules in Quebec are particularly strict. Employees are entitled to reasonable notice or severance unless terminated for ‘serious fault’ - a term that has a high bar under the Civil Code. In addition, the Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST) enforces employee rights robustly.

Constructive dismissal - where an employer changes fundamental terms of employment - is also tightly regulated. For instance, cutting hours, changing pay, or transferring an employee without consent can trigger liability, even if the employee stays in post.

In one case, we advised a European firm that planned to reduce hours for Quebec staff as part of a restructuring. We helped them rework the plan to include consent-based changes, supported by clear documentation and advance consultation. This avoided multiple legal claims and maintained employee trust.

A Real Example: Building the Right Foundations in Quebec

A UK-headquartered company expanded into Quebec to tap into its life sciences talent pool. They used standard Canadian contracts and quickly faced two challenges: contracts weren’t compliant with the Civil Code, and documents were only in English. We helped them re-draft contracts with local counsel, translate documents, and implement training to align their global HR team.

Within three months, they were fully compliant and confident to scale, with no disputes and stronger engagement from new hires.

Final Thoughts

Quebec’s civil law system isn’t a barrier - it’s just different. With thoughtful preparation and a partner who understands local nuance, you can avoid costly missteps and build long-term success in the province.

What’s next for your global people strategy?

Book a free compliance check-in or HR audit with ThinkGlobal HR. We’ll help you assess your Quebec employment practices, identify risks, and create a compliant framework tailored to your global goals. Let us become an extension of your team - with local insight and practical support you can trust.