 (240 × 80 px) (1) (1).png)
The Legal Foundation of Employer-Employee Relationships
The Act Respecting Labour Standards (ARLS) establishes the minimum working conditions in Quebec. All SMEs and non-profit organizations must comply with these standards or face enforcement actions and penalties from the CNESST.
Mandatory minimums: Minimum wage (reviewed every May 1), standard 40-hour workweek, overtime paid at 1.5x, 2-3 weeks of paid vacation, and 8 paid statutory holidays.
Employer obligations: Posting work schedules, keeping payroll records for 6 years, timely wage payments, notice of schedule changes (5 days).
CNESST sanctions: Fines ranging from $600 to $6,000 per violation (doubled for repeat offences).
The Act Respecting Labour Standards (ARLS) sets non-negotiable minimum conditions: wages, schedules, leaves, termination of employment, protection against harassment, and more. No SME or NPO is exempt. Even if you offer better conditions, you must at least comply with these minimum standards. The CNESST oversees enforcement and may intervene without prior notice.
The general rate is revised every May 1. No worker may be paid below this rate, including during training sessions or meetings.
The standard workweek is 40 hours. Any additional hours must be paid at 1.5x or compensated with equivalent paid time off.
A 30-minute meal break after 5 consecutive hours of work and a weekly rest period of 32 consecutive hours.
Between 2 and 3 weeks of paid vacation depending on seniority, plus 8 paid statutory holidays.
Maternity, paternity, parental, family obligations, illness, domestic or sexual violence - employment continuity is guaranteed.
Written notice or compensatory indemnity based on length of service, with specific rules for collective layoffs.
Minimum age requirements, limits on working hours during school periods, and parental consent for workers under 16.
Mandatory prevention measures, a written policy, and impartial handling of all complaints.
| Length of Service | Required Notice |
|---|---|
| 3 months to 1 year | 1 week |
| 1 to 5 years | 2 weeks |
| 5 to 10 years | 4 weeks |
| 10+ years | 8 weeks |
Note: Compensatory indemnity applies if notice is not given.
| Risk | Legal Basis | Possible Consequences |
|---|---|---|
| Violation of a labour standard | ARLS, s. 139 | $600-$6,000 per offence; doubled for repeat offences |
| Daily fines while non-compliance continues | ARLS, s. 145 | Same range, applied for each day |
| Reinstatement + back pay for dismissal without just cause | ARLS, s. 124 | Order to reinstate employee and compensate lost wages |
| Prohibited practices (pregnancy, protected leave, etc.) | ARLS, s. 122 | Reinstatement, moral or punitive damages, legal fees |
| Interest and 20% indemnity on unpaid amounts | ARLS, s. 115 | Added to retroactive payments |
Beyond financial penalties, a negative decision may:
Review of your documentation and practices with a priority report within 48 hours or less.
Employment contracts, termination notices, HR policies.
Overtime management, protected leaves, internal investigations.
Targeted alerts for every regulatory change affecting your organization.
The ARLS establishes minimum working conditions in Quebec. All SMEs and NPOs must comply with these standards or face enforcement actions and penalties from the CNESST. It covers wages, schedules, leaves, termination, and harassment prevention.
The general minimum wage rate is revised every May 1. No worker may be paid below this rate, including during training sessions or meetings. Check the CNESST website for current rates.
The standard workweek is 40 hours. Any additional hours must be paid at 1.5x the regular rate or compensated with equivalent paid time off. There are limits on mandatory overtime to protect employee well-being.
Employees are entitled to between 2 and 3 weeks of paid vacation depending on seniority, plus 8 paid statutory holidays per year.
Quebec has 8 paid statutory holidays that employers must respect. These include New Year's Day, Good Friday or Easter Monday, Patriots' Day, Saint-Jean-Baptiste Day, Canada Day, Labour Day, Thanksgiving, and Christmas Day.
Notice required: 1 week (3 months to 1 year of service), 2 weeks (1 to 5 years), 4 weeks (5 to 10 years), 8 weeks (10+ years). Compensatory indemnity applies if notice is not given.
Fines range from $600 to $6,000 per violation, doubled for repeat offences. Daily fines apply while non-compliance continues. Reinstatement with back pay may be ordered for dismissal without just cause.
No. Employers must provide at least 5 days' notice for schedule changes or pay the required indemnity. This protects employees from last-minute schedule disruptions.
In less than 20 minutes, an Exact RH advisor will clarify your situation, identify your priority compliance gaps, and provide a free mini action plan.
With Exact RH, turn the Act Respecting Labour Standards (ARLS) into a safety net - not a source of stress.
Free Consultation: 1-866-950-3357