Labour and employment services in Quebec
The employment relationship in this province rests on three pillars: the Civil Code of Quebec, the Act respecting labour standards, and the recourses administered by the CNESST. Together they determine how much notice a dismissed employee is owed, when a termination can be contested, and what an employer must do before letting someone go. The rules are distinct from every common law province, and assumptions imported from Ontario or elsewhere regularly lead people astray.
A labour law firm that works within this framework daily can tell you quickly what your situation is worth and what to do next. We are a bilingual boutique litigation firm representing employers and employees in Quebec
Me Adam Eidelmann founded our firm on a "big picture" philosophy: every employment file is examined for its economic implications before any strategy is recommended. As a lawyer who also runs a business, he understands what a dismissal costs an employee and what a contested termination costs an employer. We pursue negotiation and settlement where they make sense, and we litigate vigorously where they do not.
The statutory recourses are only half the picture. Many departures also raise civil claims under the Civil Code of Quebec, from reasonable notice disputes to fights over restrictive covenants, and those proceed before the ordinary courts rather than the administrative tribunals. Our litigation practice covers that civil side, so a file that spans both tracks stays with one team and one strategy from start to finish.
What we handle:
- Unjust dismissal recourses: section 124 complaints for employees with two or more years of service, and employer defences to them.
- Severance and departure packages: negotiating and reviewing terms against what Quebec law actually requires.
- Employment contracts: drafting and reviewing agreements, restrictive covenants, and termination clauses.
- Constructive dismissal: assessing whether imposed changes to your conditions amount to a termination.
- Workplace harassment: advising on psychological harassment complaints and employer prevention obligations.
- Employer-side termination planning: structuring dismissals and restructurings to limit exposure.
- Wage and labour standards claims: unpaid wages, overtime, and vacation claims under the Act respecting labour standards.
Why hire Eidelmann Law for an employment matter in Quebec?
Three reasons clients in the capital region choose our firm.
Advice from someone who employs people
Me Adam Eidelmann is both counsel and employer. That dual perspective produces practical advice: employees get a realistic read on how the company will respond, and employers get strategies that hold up in the real workplace, not just on paper.
Speed matched to Quebec's short deadlines
A section 124 complaint must be filed within 45 days. CNESST recourses move quickly. As a boutique firm with quick turnaround, we take on your file while every option is still available.
Cost discipline
Our firm weighs the economic implications of a case before accepting the mandate, and we aim to avoid unnecessary legal costs. Most employment disputes have a sensible settlement range, and we work to reach it efficiently. When a hearing is the right answer, we prepare it thoroughly.
What to expect when you work with us
1. Consultation
We review your dismissal, contract, or dispute together, identify every deadline that applies to you, and give you a frank assessment of the file's realistic value.
2. Strategy
We identify the recourses open to you under Quebec labour laws, the deadlines attached to each, and the realistic value of your file. You approve the strategy before anything is filed or signed on your behalf.
3. Action
We negotiate, file, or defend according to the plan, in either official language.
4. Resolution
We pursue the outcome that protects your income or your business, with regular updates from counsel directly. If a fair settlement becomes available before a hearing, we assess it with you honestly rather than pressing on for its own sake.
Know where you stand before you act
In employment matters, the party that understands Quebec labour laws first usually ends up in the stronger position. Our firm puts that knowledge to work for clients across Quebec, on the timeline the deadlines demand.
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 Quebec
When should I contact a labour lawyer in Quebec?
Before signing any departure document, and within days of a dismissal, not weeks. The 45-day window for a section 124 complaint is one of several short deadlines in Quebec employment law. Employers should seek advice before terminating rather than after, when the options have already narrowed.
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. You leave with a clear picture of your rights, your deadlines, and your options.
What are the main Quebec labour laws I should know about?
For most non-unionized workplaces, the Act respecting labour standards sets the minimums: notice, vacation, overtime, and protections against dismissal. The Civil Code of Quebec governs the employment contract itself, including reasonable notice of termination. The CNESST administers complaints and also oversees workplace health and safety. Which law applies to your situation, and which recourse it opens, depends on the facts of your file.
Who can file an unjust dismissal complaint in Quebec?
An employee with two or more years of uninterrupted service with the same employer who believes the dismissal was made without good and sufficient cause. The complaint is filed through the CNESST within 45 days, and unionized employees proceed by grievance instead.
Is severance pay mandatory in Quebec?
Employees dismissed without a serious reason are entitled to notice or an indemnity in lieu. The statutory minimums depend on years of service, and the Civil Code's reasonable notice requirement often adds more. What an employer first offers is frequently below what the law supports, which is why a package should be reviewed before any release is signed.
Can an employer dismiss someone without cause in Quebec?
For employees with less than two years of service, generally yes, with proper notice or indemnity. After two years of uninterrupted service, section 124 protection applies and a dismissal needs good and sufficient cause. Certain dismissals, such as reprisals for exercising a legal right, are prohibited at any stage of employment, regardless of how long the employee has been there.
