Employment Law In Quebec

Minimum Wage (as of May 1, 2020)

  • $13.10/hour for employees who do not get tips.

  • $10.45/hour for employees who get tips.


Vacation Pay

  • 4% of gross annual earnings for employees who have worked less than 3 uninterrupted years for their employer.

  • 6% of gross annual earnings for employees who have worked 3 or more uninterrupted years for their employer.

  • For eligibility specifications and exceptions to these standards, click here.



  • After 5 consecutive hours of work, employees are entitled to a meal break of a minimum of 30 minutes. Employers do not have to pay employees for these breaks. However, if the employer requires employees to stay at their work station, they must pay employees for these breaks. 

  • Employers are not obliged to give employees coffee breaks. However, those that do grant coffee breaks must pay employees for this time. The employer decides the length of the coffee break. 

  • In most cases, employees are entitled to a minimum of 32 consecutive hours of weekly rest.


Pay Frequency

  • Employers must pay employees on a regular basis with no more than 16 consecutive days between pay, with some exceptions. For management positions, employers may pay employees only once a month. 


Public Holidays

  • There are eight public holidays in Quebec:

    • January 1 (New Year’s Day)

    • Good Friday or Easter Monday (employer’s choice)

    • The Monday before May 25 (Victoria Day/Journée nationale des patriotes) 

    • June 24 (St-Jean-Baptiste Day/Fête nationale du Québec)

    • July 1, or July 2 if the 1st is a Sunday (Canada Day)

    • The first Monday of September (Labour Day)

    • The second Monday of October (Thanksgiving)

    • December 25 (Christmas)

  • Public holidays are days where employees who normally work as per schedule must get paid even if they do not work.

  • Employees who do work must get paid their regular wages plus additional compensation or a paid replacement holiday.

  • For details on payment for those who are not normally scheduled to work on a public holiday, click here.

  • The CNESST has a tool for calculating the holiday pay to which you are entitled. You can access it here.


Overtime Pay

  • Employers must compensate employees 1.5 times their regular hourly wage for every hour worked beyond 40 hours/week, with some exceptions.

  • Overtime compensation is based on weekly hours worked, not daily hours worked.

  • You may refuse to work overtime in specific situations. For more information, click here.


Termination of Employment

  • Employers must usually notify employees of their termination in advance. How far in advance depends on how long they have been working for their employer:

    • Less than 3 months: No minimum advance notice period​

    • Between 3 months and 1 year: 1 weeks' notice

    • Between 1 and 5 years: 2 weeks' notice

    • Between 5 and 10 years: 4 weeks' notice

    • 10 years or more: 8 weeks' notice

  • A written notice is usually, but not always, necessary.

  • For additional information on termination notices, click here.

These fast facts apply only to non-federally regulated businesses and industries in the province of Quebec. If you work for a federally regulated business or industry, such as a bank, an airport, or a telecommunications company, your employment standards are instead defined by the Canada Labour Code. If you work in a non-federally regulated business or industry in another Canadian province or territory, your labour standards are set by the appropriate Provincial or Territorial Ministry of Labour.


Information Project

  • Facebook
  • Instagram
  • Twitter
  • LinkedIn
Contact us


We'd love to hear from you

Woman Typing

Email us

Networking Event
  • LinkedIn

Find us on LinkedIn

Image by NeONBRAND
  • Facebook

Find us on Facebook

Image by Erik  Lucatero
  • Instagram

Find us on Instagram


The Montreal Employment Law Information Project (MELIP) strives to provide accurate and up-to-date information. However, MELIP makes no claims or guarantees as to the accuracy, relevance, timeliness, or completeness of the content of this website and expressly disclaims liability for errors and omissions in the content of this website. All of the information on this website is published in good faith for general informational purposes only. Nothing on this website is a legal opinion or legal advice. As such, this website should not be used as a substitute for consultation with qualified legal professionals. Your use of this website and any action you take upon the information on this website is solely at your own risk. MELIP is not liable for any losses or damages of any kind incurred in connection with the use of this website or any of the other websites referred to therein or the inability to access or use this website or any of the other websites referred to therein. MELIP reserves the right to make additions, deletions, or modifications to the contents of this website at any time without prior notice.This website provides links to third-party websites that are not in any way affiliated with MELIP.  MELIP strives to provide links to only accurate and up-to-date websites. However, MELIP has no control over and is not liable for the content and nature of third-party websites. The links provided on this website to other websites do not imply recommendation or endorsement of all the content found on these websites. MELIP will not be a party to or in any way be responsible for monitoring any transaction between you and third-party providers of products or services. Be aware that third-party websites may have different privacy policies and terms that are beyond the control of MELIP. The availability of some of the resources contained on this website and the other websites referred to therein might be affected by COVID-19. If you have any questions about this disclaimer, you can contact us by email at mtlemploymentlaw@gmail.com. (LAST UPDATED MAY 21, 2020)