Labour and employment services in Montreal
Employment relationships in Quebec are governed by a framework that differs sharply from the rest of Canada: the Civil Code of Quebec, the Act respecting labour standards, and the recourses administered by the CNESST. The deadlines are short and unforgiving. An employee dismissed without good and sufficient cause after two years of uninterrupted service has only 45 days to file a complaint under section 124 of the Act respecting labour standards. An employer that mishandles a termination can face a reinstatement order, damages, or both.
An experienced labour law firm keeps those deadlines and recourses working for you rather than against you. We are a bilingual boutique litigation firm acting for employers and employees across Montreal, from downtown head offices to businesses in Saint-Laurent and the Plateau.
We bring a distinctive perspective to employment files. Me Adam Eidelmann is a litigation lawyer who also runs a business and manages a team, so he understands both sides of the employment relationship firsthand. That "big picture" approach means we weigh the economic and human consequences of every option, pursue negotiated outcomes where they serve you, and provide vigorous representation before the courts and tribunals when they do not.
Employment files also intersect with our broader litigation practice more often than people expect. A dismissal can raise contractual claims under the Civil Code of Quebec alongside statutory recourses, and a departing executive's file may involve non-competition covenants, unpaid bonuses, and shareholder questions all at once. Handling those threads together, rather than splitting them across firms, produces a coherent strategy and a stronger negotiating position.
What we handle:
- Wrongful and unjust dismissal: claims and defences, including section 124 recourses before the CNESST and the Tribunal administratif du travail.
- Severance negotiation: assessing whether a departure package reflects what Quebec law actually requires.
- Employment contracts: drafting and reviewing agreements, non-competition and non-solicitation clauses.
- Constructive dismissal: advising when changed conditions amount to a termination in disguise.
- Workplace harassment complaints: guiding employees and employers through psychological harassment recourses.
- Disciplinary matters: advising employers on progressive discipline that will withstand scrutiny.
- Terminations and restructuring: planning individual and collective dismissals to limit exposure.
Why hire Eidelmann Law for an employment matter in Montreal?
What Montreal clients get from our firm that they will not get everywhere.
Counsel who has sat on the employer's side of the desk
Me Adam Eidelmann is an employer as well as a lawyer. For employee clients, that means he anticipates how the other side will think. For employer clients, it means advice that fits how a business actually runs.
Deadlines treated with the urgency they deserve
Employment recourses in Quebec move fast: 45 days for a section 124 complaint, short windows for CNESST filings. We take on your file with the quick turnaround of a boutique firm, while your options are still open.
Pragmatic before combative
Our firm examines the economic implications of a case before accepting the mandate. Many employment disputes settle sensibly through negotiation, and we aim to get you there without unnecessary legal costs. When a hearing is unavoidable, we arrive prepared to fight.
What to expect when you work with us
1. Consultation
We review your dismissal, contract, or workplace dispute, flag every deadline that applies to you, and give you a frank assessment of the file's value..
2. Strategy
We identify the applicable recourses and deadlines, then map the realistic outcomes of negotiation versus proceedings, including the ranges a tribunal or court would likely award. You decide the route with the full picture in front of you.
3. Action
We negotiate the severance, file the complaint, or respond to the claim, on time and on strategy.
4. Resolution
We pursue the result that protects your livelihood or your business, and we keep you informed throughout. Settlement openings are assessed as they arise, since the best moment to resolve an employment file is rarely the last one.
Protect your position, whichever side of the desk you are on
Employment disputes reward the party that acts early and strategically. Our firm brings experienced, results-driven counsel to labour and employment matters across Montreal, in either official language, for employers and employees alike.
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 Montreal
When should I contact an employment lawyer?
Before signing a termination package, and immediately after a dismissal. Some recourses expire in 45 days, and the clock starts at the termination itself. Employers should call before terminating, not after, since planning prevents most of the exposure a dismissal can create.
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, identify the applicable deadlines, and outline your options.
How much notice is an employee entitled to in Quebec?
The Act respecting labour standards sets minimum notice based on years of service, and the Civil Code of Quebec entitles most employees to reasonable notice that is often greater. The right figure depends on age, position, length of service, and the circumstances of the termination. Employers frequently offer the statutory minimum as if it were the ceiling, when for many employees it is only the floor.
What is a section 124 complaint?
Section 124 of the Act respecting labour standards protects employees with two or more years of uninterrupted service against dismissal without good and sufficient cause. The complaint is filed through the CNESST within 45 days of the dismissal, and remedies can include reinstatement and compensation.
Can my employer change my duties or salary unilaterally?
Substantial unilateral changes to essential conditions of employment can amount to constructive dismissal, which opens the same recourses as a termination. Get advice before resigning or accepting the change, because the sequence of events matters. An employee who resigns too quickly can weaken a strong claim, and one who stays silent too long can be taken to have accepted the new conditions. Timing the response correctly is most of the battle.
Are non-competition clauses enforceable in Quebec?
Only if they are limited in time, territory, and scope of activity to what is necessary to protect the employer's legitimate interests. Courts read them restrictively, and a clause that overreaches can fail entirely. This cuts both ways: employers should have their clauses drafted carefully, and employees should have them reviewed before assuming they are binding.
