Labour and employment services in Laval
Laval's economy runs on employers of every size, from manufacturers and distributors along the autoroutes to retail and professional services around Centropolis. All of them, and all of their employees, operate under the same demanding framework: the Civil Code of Quebec, the Act respecting labour standards, and the recourses administered by the CNESST. The framework's deadlines are short. An employee with two or more years of service who is dismissed without good and sufficient cause has 45 days to file a section 124 complaint. An employer that terminates without a plan can face reinstatement orders and damages.
An experienced labour law firm turns that framework from a hazard into a strategy. We are a bilingual boutique litigation firm acting for employers and employees across the Laval judicial district, including proceedings at the Laval courthouse on boulevard Saint-Martin Ouest.
What distinguishes our firm is our founder's vantage point. Me Adam Eidelmann is a litigator who also runs a business and manages people, so he has lived both sides of the employment relationship. That experience anchors our "big picture" approach: we weigh what a dispute costs you in money, time, and working relationships before recommending any move. We settle where settlement serves you. We litigate vigorously where it does not.
Employment disputes rarely stay in one lane. A contested dismissal can involve statutory recourses before the CNESST, a civil claim for reasonable notice, and a fight over a non-competition clause, all arising from the same departure. Because our litigation practice covers the civil side as well, those threads are managed as one strategy rather than three separate files, which keeps costs down and keeps the pressure pointed in one direction.
What we handle:
- Dismissal claims and defences: section 124 recourses before the CNESST and the Tribunal administratif du travail, on either side.
- Severance review and negotiation: measuring an offer against the notice Quebec law actually requires before you sign.
- Employment contracts: drafting and reviewing agreements, non-competition and confidentiality clauses.
- Constructive dismissal: advising when a demotion or unilateral change amounts to termination.
- Psychological harassment matters: complaints, investigations, and employer prevention obligations.
- Discipline and termination planning: helping employers act on problem files without creating bigger ones.
- Labour standards claims: unpaid wages, overtime, and vacation recourses.
Why hire Eidelmann Law for an employment matter in Laval?
Three things Laval clients can count on.
Perspective from both sides of the desk
Me Adam Eidelmann hires, manages, and leads a team in his own firm. Employee clients get a realistic preview of how the employer will react. Employer clients get advice that works on the shop floor, not just in a factum.
Files taken on at the speed the deadlines demand
Forty-five days for a section 124 complaint leaves no room for a firm that takes three weeks to return a call. Boutique size means quick turnaround and direct access to counsel.
Economics first
Our firm examines the economic implications of a case before accepting the mandate, and we aim to avoid unnecessary legal costs. Most employment files have a settlement value; we identify it early and pursue it efficiently, reserving the hearing room for the files that need it.
What to expect when you work with us
1. Consultation
We review the dismissal, the contract, or the complaint together, confirm exactly which deadlines apply to you, and give you a frank assessment of where you stand.
2. Strategy
We lay out your recourses, their deadlines, and the realistic range of outcomes, in plain language. You approve the strategy before anything is filed, sent, or signed on your behalf.
3. Action
We negotiate the package, file the complaint, or build the defence, on time and on plan.
4. Resolution
We pursue the result that protects your livelihood or your workforce, with counsel keeping you informed directly. Reasonable settlement openings are put to you as they arise, with a clear recommendation attached.
Act while your options are open
Employment law in Quebec favours whoever moves first with a plan. Our firm builds that plan with you, whichever side of the desk you sit on in Laval, and executes it before the deadlines decide the matter for you.
Call (514) 538-6966. Bilingual service, confidential consultation.
The information on this page is provided for general information purposes only and does not constitute legal advice. Every situation is different. Consult a lawyer about the specific facts of your matter.
Common questions about labour and employment law in Laval
When should I contact an employment lawyer?
Employees: before signing anything and ideally within days of a dismissal, because the section 124 window is 45 days. Employers: before the termination meeting, since most exposure is created in how a dismissal is carried out.
What is the cost of a consultation?
Our junior consultation rate is 275$, and a consultation with Me Eidelmann is 450$, plus taxes in both cases. We assess your situation, flag the deadlines that apply, and outline your options.
My employer offered me a severance package. Should I sign it?
Not before it is reviewed. Initial offers often sit below what the Act respecting labour standards and the Civil Code of Quebec's reasonable notice principles support, and signing a release usually ends your recourses. A review is fast and can change the numbers materially. Deadlines in the offer can usually be extended long enough for that review to happen.
Can I contest my dismissal in Quebec?
If you have two or more years of uninterrupted service and believe you were dismissed without good and sufficient cause, section 124 of the Act respecting labour standards lets you file a complaint through the CNESST within 45 days. Other recourses, including prohibited practice complaints, may apply regardless of service length. Remedies under section 124 can include reinstatement and compensation, which is a stronger position than most employees realise they hold. The right recourse depends on the facts, which is what we sort out at the consultation.
What should an employer do before dismissing an employee?
Document the file, apply discipline progressively where the issue is performance or conduct, and take advice on notice and structure before acting. Terminations planned in advance rarely become litigation; improvised ones often do. The cost of an hour of advice before a dismissal is a fraction of the cost of defending a complaint afterward.
Do you handle harassment complaints?
Yes, for both complainants and employers. Quebec law requires employers to prevent and address psychological harassment, and we advise on complaints, investigations, and the policies that reduce risk. These files are sensitive by nature, and we handle them with the discretion they require on both sides.
