The consequences of non-compliance go beyond fines: legal sanctions with significant penalties, damaged business reputation, compromised employee relations, and impacted business partnerships. Proactive compliance protects your organization and builds trust.

Yes, all Quebec organizations are affected without exception. Whether you're an SME, NPO, or small business, these laws apply to you. The scope of obligations may vary by size, but compliance is mandatory for everyone.

Key 2025 changes include Law 27 (OHS modernization with psychosocial risks), full enforcement of Law 25, Law 42 harassment prevention obligations, and upcoming Bill 101 labour law reforms. Stay informed to avoid penalties.

Start with a compliance audit to identify gaps. Prioritize high-risk areas (Law 25, Law 42, Law 27). Our free consultation helps you create a practical action plan tailored to your organization's needs and resources.

Risks include significant fines (up to $25M for Law 25), legal liability, damaged reputation, employee lawsuits, difficulty recruiting, and loss of business partnerships. Prevention is always more cost-effective than remediation.

While possible, managing compliance alone requires significant time, expertise, and ongoing monitoring. Most SMEs and NPOs lack the resources to stay current with all legislative changes. Professional support saves time and reduces risk.

We provide compliance audits, policy development, mandatory training, ongoing legislative monitoring, and unlimited advisor access. Over 3,000 SMEs and NPOs trust our services. Our clients save 500+ hours per year on average.

Fines vary by law: Law 25 can reach up to $25 million, CNESST violations range from $1,000 to $300,000+, and harassment-related violations can result in significant penalties plus damages to victims.

Most obligations apply regardless of employee count. Even organizations with a single employee must comply with harassment prevention, privacy laws, and basic labour standards. Some specific requirements vary by size thresholds.

Various deadlines apply throughout 2025. Law 27 OHS requirements have phased implementation, Law 25 is now fully in force, and Bill 101 changes are expected in 2025-2026. Contact us for a detailed timeline for your organization.

A compliance audit reviews your current policies, procedures, and practices against legal requirements. We help you identify gaps, prioritize actions, and create an implementation roadmap. Start with our free consultation to assess your needs.

1) Ignoring Law 25 privacy requirements until a complaint triggers investigation. 2) Lacking proper harassment prevention policies and training. 3) Failing to implement Law 27 psychosocial risk prevention measures. Each can result in fines plus reputational damage.