{"id":5086,"date":"2026-01-12T11:17:00","date_gmt":"2026-01-12T11:17:00","guid":{"rendered":"https:\/\/compagnieabgcj.ca\/2026-five-realities-of-quebec-labour-law-that-employers-can-no-longer-ignore\/"},"modified":"2026-01-12T11:28:10","modified_gmt":"2026-01-12T11:28:10","slug":"2026-five-realities-of-quebec-labour-law-that-employers-can-no-longer-ignore","status":"publish","type":"post","link":"https:\/\/compagnieabgcj.ca\/en\/2026-five-realities-of-quebec-labour-law-that-employers-can-no-longer-ignore\/","title":{"rendered":"2026: FIVE REALITIES OF QUEBEC LABOUR LAW THAT EMPLOYERS CAN NO LONGER IGNORE"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"5086\" class=\"elementor elementor-5086 elementor-5075\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-68efa16 elementor-section-stretched banner2-video elementor-section-height-full elementor-section-boxed elementor-section-height-default elementor-section-items-middle default\" data-id=\"68efa16\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;stretch_section&quot;:&quot;section-stretched&quot;,&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t\t<div class=\"elementor-background-overlay\"><\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b9b98a6\" data-id=\"b9b98a6\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-12e6c98 elementor-widget elementor-widget-hero-banner-two\" data-id=\"12e6c98\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"hero-banner-two.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"banner-text banner-two\">\r\n            <div class=\"banner-two-heading-first\"><h1>2026: FIVE REALITIES OF QUEBEC LABOUR LAW THAT EMPLOYERS CAN NO LONGER IGNORE  <\/h1><\/div>\r\n            <div class=\"banner-two-heading-second\">\r\n                <div class=\"banner-two-video\">\r\n                    <video autoplay=\"\" loop=\"\" muted=\"\" playsinline=\"\" data-wf-ignore=\"true\" data-object-fit=\"cover\">\r\n\r\n  <source src=\"\" type=\"video\/mp4\" \/>\r\n<\/video>\r\n                <\/div>\r\n            <h1><\/h1>\r\n        <\/div>\r\n\r\n\r\n<div class=\"banner-two-btm\">\r\n    <div class=\"row\">\r\n    <div class=\"col-lg-6\">\r\n        <h4><\/h4>\r\n                <a href=\"\" class=\"themeht-btn primary-btn\">\r\n              <span class=\"btn-icon1\"><svg width=\"12\" height=\"14\" viewBox=\"0 0 12 14\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\r\n<path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M0.5 3.48332C1.33992 4.01702 2.77535 4.47497 4.44459 4.21895C5.10724 4.11733 5.79528 3.90507 6.48839 3.55078L0.824819 13.3724L2.01532 14L7.84278 3.89861C7.81701 4.8049 7.97533 5.60791 8.25518 6.30612C8.8561 7.80557 9.99183 8.75595 10.899 9.17916L11.5 8.01969C10.876 7.7286 9.99665 7.01577 9.52822 5.84694C9.06791 4.69843 8.97792 3.04121 10.042 0.804358L9.48803 0.567179L9.1229 0.374676L8.57351 0C7.06359 1.9927 5.50583 2.74733 4.22725 2.94342C2.92606 3.14299 1.83564 2.77691 1.25795 2.4098L0.5 3.48332Z\"\/>\r\n<\/svg><\/span>\r\n<span class=\"btn-text\"><\/span>\r\n          <span class=\"btn-icon2\"><svg width=\"12\" height=\"14\" viewBox=\"0 0 12 14\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\r\n<path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M0.5 3.48332C1.33992 4.01702 2.77535 4.47497 4.44459 4.21895C5.10724 4.11733 5.79528 3.90507 6.48839 3.55078L0.824819 13.3724L2.01532 14L7.84278 3.89861C7.81701 4.8049 7.97533 5.60791 8.25518 6.30612C8.8561 7.80557 9.99183 8.75595 10.899 9.17916L11.5 8.01969C10.876 7.7286 9.99665 7.01577 9.52822 5.84694C9.06791 4.69843 8.97792 3.04121 10.042 0.804358L9.48803 0.567179L9.1229 0.374676L8.57351 0C7.06359 1.9927 5.50583 2.74733 4.22725 2.94342C2.92606 3.14299 1.83564 2.77691 1.25795 2.4098L0.5 3.48332Z\"\/>\r\n<\/svg><\/span>\r\n<\/a>\r\n    <\/div>\r\n    <div class=\"col-lg-6\">\r\n        <div class=\"text-end\">\r\n        <div class=\"round-text\">\r\n          <svg class=\"round-svg\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\" x=\"0px\" y=\"0px\" width=\"100%\" height=\"100%\" viewBox=\"0 0 180 180\" enable-background=\"new 0 0 180 180\" xml:space=\"preserve\">\r\n            <defs>\r\n              <path id=\"circlePath\" d=\"M 90, 90 m -60, 0 a 60,60 0 0,1 120,0 a 60,60 0 0,1 -120,0 \" \/> <\/defs>\r\n            <circle cx=\"90\" cy=\"90\" r=\"75\" fill=\"none\" \/>\r\n            <g>\r\n              <use xlink:href=\"#circlePath\" fill=\"none\" \/>\r\n              <text>\r\n                <textPath xlink:href=\"#circlePath\"><\/textPath>\r\n              <\/text>\r\n            <\/g>\r\n          <\/svg>\r\n          <div class=\"text-btn-icon\"><\/div>\r\n        <\/div>\r\n        <\/div>\r\n    <\/div>\r\n<\/div>\r\n<\/div>\r\n\r\n                                  <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-ec900a9 elementor-section-stretched white-bg clip-section elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"ec900a9\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;stretch_section&quot;:&quot;section-stretched&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-45ea868\" data-id=\"45ea868\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-2d0d8f0 elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"2d0d8f0\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-8178e9d\" data-id=\"8178e9d\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b9f01e2 elementor-widget elementor-widget-themeht-heading\" data-id=\"b9f01e2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-black\">If 2025 was the year of hesitation for employers, 2026 is the year of \nthe resumption of prudent and, when exercised correctly, effectively \n. Quebec courts and unions have been particularly active \nover the past year. Some of the employers' reflexes are now \nbeing confirmed; others are clearly being punished. Here are five realities of <a href=\"https:\/\/compagnieabgcj.ca\/en\/service\/labour-and-employment-law\/\">Quebec labour law<\/a> that are currently shaping the workplace, as well as the costly mistakes we see daily:     <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-78e7e19 elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"78e7e19\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-8b1ecf1\" data-id=\"8b1ecf1\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-4dbba57 elementor-widget elementor-widget-title\" data-id=\"4dbba57\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1  \">\r\n                          <div class=\"ht-subtitle\"><h6>1. TELEWORKING IS NO LONGER UNTOUCHABLE  \n<\/h6><span class=\"border-effect\"><\/span><span class=\"border-effect2\"><\/span><\/div>\r\n\t\t\t \r\n          <h2 class=\"text-anime-style\"> <\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-23874fc elementor-widget elementor-widget-themeht-heading\" data-id=\"23874fc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-white\">Telework has weakened supervision, diluted accountability and, in many \norganizations, provided convenient coverage for underperforming employees. Employers \nare right to want a return to the office, but not at any \nprice. When telework has become an implied condition of employment, an abrupt recall \nmay constitute dismissal within the meaning of Quebec law. Reasonable notice \nremains essential.     <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-956623b elementor-widget elementor-widget-themeht-heading\" data-id=\"956623b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-white\">Even better: clear employment contracts, which expressly mark out the limits \nof teleworking or hybrid mode. Otherwise, the return to the office is likely to produce \nmore litigation than productivity.   <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2c47688 elementor-widget elementor-widget-title\" data-id=\"2c47688\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1  \">\r\n                          <div class=\"ht-subtitle\"><h6>2. THE CONUNDRUM OF ARTIFICIAL INTELLIGENCE IN THE WORKPLACE  <\/h6><span class=\"border-effect\"><\/span><span class=\"border-effect2\"><\/span><\/div>\r\n\t\t\t \r\n          <h2 class=\"text-anime-style\"> <\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-84db571 elementor-widget elementor-widget-themeht-heading\" data-id=\"84db571\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-white\">AI is now part of the landscape. It improves efficiency and reduces costs. \nBut employers who delegate decision-making to algorithms \nexpose themselves to serious risks. AI is based on qualitative and \nquantitative data. However, these data are not immune to bias. Biased data\nleads to biased results, often discriminatory within the meaning of the \nQuebec Charter. And when that happens, the courts will hold the employer \nliable, not the technological tool.       <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b8ab3bd elementor-widget elementor-widget-themeht-heading\" data-id=\"b8ab3bd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-white\">AI must remain an aid tool, never a decision-maker. Hiring, \ndiscipline and firing decisions must be validated by humans. And AI should never \n, under any circumstances, be used as a source of legal advice.    <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-1721647 elementor-section-stretched white-bg clip-section elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"1721647\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;stretch_section&quot;:&quot;section-stretched&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7ad9fac\" data-id=\"7ad9fac\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-98c617e elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"98c617e\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-0c4cb1d\" data-id=\"0c4cb1d\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-92dbf40 elementor-widget elementor-widget-title\" data-id=\"92dbf40\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1 text-black \">\r\n                          <div class=\"ht-subtitle\"><h6>3. THE NOTICE PERIOD REMAINS LARGELY UNDER-UTILISED  <\/h6><span class=\"border-effect\"><\/span><span class=\"border-effect2\"><\/span><\/div>\r\n\t\t\t \r\n          <h2 class=\"text-anime-style\"> <\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b51dee5 elementor-widget elementor-widget-themeht-heading\" data-id=\"b51dee5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-black\">Reasonable notice of termination is one of the most misunderstood mechanisms of the  \n<a href=\"https:\/\/compagnieabgcj.ca\/en\/service\/labour-and-employment-law\/\">employment law in Quebec<\/a>. When properly applied, it benefits \nall parties.  <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ffb2018 elementor-widget elementor-widget-themeht-heading\" data-id=\"ffb2018\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-black\">The employee retains his or her income and has time to reposition himself. \nThe employer, on the other hand, significantly reduces its exposure to severance pay \nby obtaining an actual performance of work rather than simply \npaying a compensatory sum.  <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ed56d43 elementor-widget elementor-widget-themeht-heading\" data-id=\"ed56d43\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-black\">Despite this, too many employers still opt for immediate dismissal, \nonly to find themselves in avoidable disputes over reasonable notice of termination \n. We dare to hope that in 2026, employers will finally \nstart listening. Too many human resources departments are opposed to this. They are wrong.     \nLet's talk about it.  <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-f2a8034 elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"f2a8034\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-c709613\" data-id=\"c709613\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e393d8d elementor-widget elementor-widget-title\" data-id=\"e393d8d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1  \">\r\n                          <div class=\"ht-subtitle\"><h6>4. THE UNIONS: POWERFUL... AND INCREASINGLY \nINVASIVE  <\/h6><span class=\"border-effect\"><\/span><span class=\"border-effect2\"><\/span><\/div>\r\n\t\t\t \r\n          <h2 class=\"text-anime-style\"> <\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fbc4a93 elementor-widget elementor-widget-themeht-heading\" data-id=\"fbc4a93\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-white\">Unions are no longer limited to collective bargaining. In 2025, they have engaged in geopolitical issues, national shutdowns and public policy campaigns \nthat are \nlargely disconnected from working conditions.  <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ec9ed00 elementor-widget elementor-widget-text-editor\" data-id=\"ec9ed00\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>For employers benefiting from the absence of trade unions, the message is unequivocal: prevention is crucial. Once the union organization is established, management rights are rapidly reduced. Stopping the process is rarely possible. The only viable strategy remains proactive vigilance, upstream.   <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-558ba49 elementor-widget elementor-widget-title\" data-id=\"558ba49\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1  \">\r\n                          <div class=\"ht-subtitle\"><h6>5. CALLING SOMEONE \"SELF-EMPLOYED\" IS NOT ENOUGH<\/h6><span class=\"border-effect\"><\/span><span class=\"border-effect2\"><\/span><\/div>\r\n\t\t\t \r\n          <h2 class=\"text-anime-style\"> <\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ec6c6f3 elementor-widget elementor-widget-text-editor\" data-id=\"ec6c6f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Contract labels carry little weight. Quebec courts examine the factual reality: the degree of control, economic dependence and integration into the business. If you set the schedules, direct the work, and integrate the person into your operations, you most likely have an employee, regardless of the contract wording, billing, or incorporation.  <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a1be30a elementor-widget elementor-widget-text-editor\" data-id=\"a1be30a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Misqualification remains one of the quickest ways to expose a company to major financial liability.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-83e8a15 elementor-widget elementor-widget-title\" data-id=\"83e8a15\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1  \">\r\n                          <div class=\"ht-subtitle\"><h6>Our services to secure your employment law practices<\/h6><span class=\"border-effect\"><\/span><span class=\"border-effect2\"><\/span><\/div>\r\n\t\t\t \r\n          <h2 class=\"text-anime-style\"> <\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b822691 elementor-widget elementor-widget-text-editor\" data-id=\"b822691\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p data-start=\"283\" data-end=\"557\">To effectively navigate Quebec labour law and manage the challenges related to telecommuting, employee supervision or internal conflicts, <a href=\"https:\/\/compagnieabgcj.ca\/en\/\">abg Legal Consulting offers<\/a> specialized services to support employers at every stage.<\/p><ul data-start=\"559\" data-end=\"1705\"><li data-start=\"559\" data-end=\"841\"><p data-start=\"561\" data-end=\"841\"><strong data-start=\"561\" data-end=\"655\"><a class=\"decorated-link\" href=\"https:\/\/compagnieabgcj.ca\/en\/service\/labour-and-employment-law\/\" target=\"_new\" rel=\"noopener\" data-start=\"563\" data-end=\"653\">Labour and employment law<\/a><\/strong> : we help you provide a legal framework for telework, draft or audit your internal policies and ensure that your practices comply with Quebec labour law.<\/p><\/li><li data-start=\"843\" data-end=\"1141\"><p data-start=\"845\" data-end=\"1141\"><strong data-start=\"845\" data-end=\"978\"><a class=\"decorated-link\" href=\"https:\/\/compagnieabgcj.ca\/en\/service\/mediation-arbitration-and-dispute-resolution\/\" target=\"_new\" rel=\"noopener\" data-start=\"847\" data-end=\"976\">Mediation, arbitration and dispute resolution<\/a><\/strong> : In the event of a conflict or disagreement between employees or teams, we intervene to find fair solutions and limit the risk of costly litigation.<\/p><\/li><li data-start=\"1143\" data-end=\"1408\"><p data-start=\"1145\" data-end=\"1408\"><strong data-start=\"1145\" data-end=\"1262\"><a class=\"decorated-link\" href=\"https:\/\/compagnieabgcj.ca\/en\/service\/critical-situations-and-crisis-management\/\" target=\"_new\" rel=\"noopener\" data-start=\"1147\" data-end=\"1260\">Critical situations and crisis management<\/a><\/strong> : we support you in managing unforeseen or critical situations, protecting your management rights and securing your internal operations.<\/p><\/li><li data-start=\"1410\" data-end=\"1705\"><p data-start=\"1412\" data-end=\"1705\"><strong data-start=\"1412\" data-end=\"1547\"><a class=\"decorated-link\" href=\"https:\/\/compagnieabgcj.ca\/en\/service\/internal-and-regulatory-investigations-compliance-and-white-collar-crime\/\" target=\"_new\" rel=\"noopener\" data-start=\"1414\" data-end=\"1545\">Internal investigations and compliance<\/a><\/strong> : We verify compliance with your internal policies and conduct analysis to identify and prevent legal or regulatory risks.<\/p><\/li><\/ul><p data-start=\"1707\" data-end=\"1945\">With these services, you can secure your internal practices, reduce your legal risks, and run your business with confidence, all while ensuring a clear and compliant working environment.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-209cda2 elementor-section-stretched white-bg clip-section elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"209cda2\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;stretch_section&quot;:&quot;section-stretched&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7389cc6\" data-id=\"7389cc6\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-de09eb1 elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"de09eb1\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-161aaf7\" data-id=\"161aaf7\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-32a9e7f elementor-widget elementor-widget-themeht-heading\" data-id=\"32a9e7f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <h2 class=\" text-black\">Summary table of the 5 realities of Quebec labour law in 2026<\/h2>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-83a2abe abg-dark-text elementor-widget elementor-widget-text-editor\" data-id=\"83a2abe\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<table><thead><tr><th>#<\/th><th>Takeaway<\/th><th>Identified Issue<\/th><th>What Employers Need to Know<\/th><\/tr><\/thead><tbody><tr><td>1<\/td><td><strong>Telecommuting: beware, it&#8217;s no longer untouchable<\/strong><\/td><td>Supervision is more difficult, performance can be hidden, and a sudden return can be a problem<\/td><td>Provide <strong>reasonable notice<\/strong> and <strong>clear contracts<\/strong> defining the limits of telecommuting or hybrid mode to avoid litigation and loss of productivity<\/td><\/tr><tr><td>2<\/td><td><strong>Artificial intelligence in business<\/strong><\/td><td>Automated decisions can be biased or discriminatory \u2192 full responsibility of the employer<\/td><td>AI must remain an <strong>aid tool<\/strong>, never a decision-maker. Important decisions like hiring, discipline, or firing <strong>should always be validated by humans<\/strong> <\/td><\/tr><tr><td>3<\/td><td><strong>Underused notice period<\/strong><\/td><td>Many employers immediately dismiss \u2192 risk of litigation and misapplied compensation<\/td><td>Using the <strong>reasonable notice period<\/strong> well to limit litigation and ensure a fair transition for the employee<\/td><\/tr><tr><td>4<\/td><td><strong>Trade unions: powerful and invasive<\/strong><\/td><td>Unions often outgrow collective bargaining \u2192 management rights are rapidly diminishing<\/td> <td><strong>Proactive prevention<\/strong> is key: monitoring and managing risks before a union is established<\/td><\/tr><tr><td>5<\/td><td><strong>Self-employed \u2260 Employee<\/strong><\/td><td>Contract etiquette is not enough; courts rely on facts \u2192 financial risk<\/td><td>Check the <strong>level of control, economic dependency and integration<\/strong> into the company to determine the actual status. Poor qualification can be costly <\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7cbd3ce elementor-widget elementor-widget-themeht-heading\" data-id=\"7cbd3ce\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <h2 class=\" text-black\">Practical Tips for Employers in 2026<\/h2>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-66fbf93 abg-dark-text elementor-widget elementor-widget-text-editor\" data-id=\"66fbf93\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p data-start=\"233\" data-end=\"618\">In 2026, Quebec labour law is still in flux. Employers are dealing with telework, AI, unionization and the status of self-employed workers. Failure to account for this can lead to costly litigation, lost productivity, and financial vulnerability.  <\/p><p data-start=\"620\" data-end=\"759\">To help you stay compliant and protect your business, here are some concrete and practical actions you can take today:<\/p><ul data-start=\"761\" data-end=\"2996\"><li data-start=\"761\" data-end=\"1089\"><p data-start=\"763\" data-end=\"1089\"><b>Put your telework practices in writing: <\/b>your policies should be clear, written and communicated to all employees. Clearly define the terms of remote and hybrid work, as well as performance expectations. This reduces the risk of conflicts and clarifies responsibilities.  <\/p><\/li><li data-start=\"1091\" data-end=\"1443\"><p data-start=\"1093\" data-end=\"1443\"><b>Approve AI decisions: <\/b>If you&#8217;re using AI tools for hiring, disciplining, or firing, have a human approve all important decisions. Algorithms can be biased and generate discriminatory results, and it is always the employer who is legally responsible. <\/p><\/li><li data-start=\"1445\" data-end=\"1821\"><p data-start=\"1447\" data-end=\"1821\"><b>Respect the notice period: <\/b>immediate dismissal is often contested. Respect the reasonable notice period to allow time for the employee to replace, while minimizing your financial risk. Properly prepared, this period can make a legal risk a regulated and reassuring process for both parties.  <\/p><\/li><li data-start=\"1823\" data-end=\"2111\"><p data-start=\"1825\" data-end=\"2111\"><b>Anticipate union problems: <\/b>monitor union activity and be proactive. Have open communication and a labour relations policy in place to avoid the establishment of a union or to manage any negotiations. <\/p><\/li><li data-start=\"2113\" data-end=\"2454\"><p data-start=\"2115\" data-end=\"2454\"><b>Check the actual status of the workers: <\/b>don&#8217;t just rely on contracts or invoices. Control, integration into the company, economic dependence: check whether a worker is self-employed or an employee. Poor qualification can be costly  <\/p><\/li><li data-start=\"2456\" data-end=\"2733\"><p data-start=\"2458\" data-end=\"2733\"><b>Train your HR and managers:<\/b> make them aware of the latest legal developments, best practices for managing teleworking and the ethical use of AI. A trained team can identify hazards and intervene before they become a problem. <\/p><\/li><li data-start=\"2735\" data-end=\"2996\"><p data-start=\"2737\" data-end=\"2996\"><b>Talk openly to your employees:<\/b> Make sure everyone understands the changes, expectations, and limits of their responsibilities. Clear communication decreases misunderstandings, increases engagement, and reduces internal conflict. <\/p><\/li><\/ul><p data-start=\"2998\" data-end=\"3223\">By applying these tips, you protect your business, minimize legal risks and create a productive, secure work environment that complies with Quebec labor law in 2026.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e9a13e4 elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"e9a13e4\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-453c58c\" data-id=\"453c58c\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-cc96d6c elementor-widget elementor-widget-title\" data-id=\"cc96d6c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1  \">\r\n                          <div class=\"ht-subtitle\"><h6>Frequently asked questions about Quebec labour law in 2026<\/h6><span class=\"border-effect\"><\/span><span class=\"border-effect2\"><\/span><\/div>\r\n\t\t\t \r\n          <h2 class=\"text-anime-style\"> <\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-61c4cc2 elementor-widget elementor-widget-text-editor\" data-id=\"61c4cc2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/FAQPage\">\n\n\n\n  <div itemscope=\"\" itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <p><u itemprop=\"name\">Can an employer impose a return to the office after a period of telework in Quebec?<\/u><\/p>\n    <div itemscope=\"\" itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <p itemprop=\"text\">\n  Yes, an employer can require a return to in-person work, but this decision must be exercised with caution. When telework has become a long-term part of the job and has become an implicit condition of employment, an abrupt return can be interpreted as a substantial change in working conditions. In such a context, Quebec labour law generally requires reasonable notice.  \n      <\/p>\n    <\/div>\n  <\/div>\n\n  <div itemscope=\"\" itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <p><u itemprop=\"name\">Is telework an acquired right for employees in Quebec?<\/u><\/p>\n    <div itemscope=\"\" itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <p itemprop=\"text\">\n  Telework is not recognized as a fundamental right in Quebec labour law. However, prolonged practice without clear contractual guidelines can create legitimate expectations. The courts analyze the duration, consistency and communications of the employer before assessing the legitimacy of a return to face-to-face work.  \n      <\/p>\n    <\/div>\n  <\/div>\n\n  <div itemscope=\"\" itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <p><u itemprop=\"name\">Can artificial intelligence be used to make human resources decisions?<\/u><\/p>\n    <div itemscope=\"\" itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <p itemprop=\"text\">\n  Artificial intelligence can be used as a decision-making tool, but it cannot replace human judgment. In Quebec labour law, the employer remains fully responsible for decisions related to hiring, discipline or dismissal, even when an automated tool is used. \n      <\/p>\n    <\/div>\n  <\/div>\n\n  <div itemscope=\"\" itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <p><u itemprop=\"name\">Who is responsible in the event of a discriminatory decision generated by artificial intelligence?<\/u><\/p>\n    <div itemscope=\"\" itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <p itemprop=\"text\">\n  The responsibility lies with the employer. Quebec courts consider AI to be a tool and not an autonomous decision-maker. Any discriminatory decision based on biased data engages the responsibility of the employer, regardless of the origin of the technology used.  \n      <\/p>\n    <\/div>\n  <\/div>\n\n  <div itemscope=\"\" itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <p><u itemprop=\"name\">What is a reasonable notice of termination in Quebec labour law?<\/u><\/p>\n    <div itemscope=\"\" itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <p itemprop=\"text\">\n  Reasonable notice of termination is a period of time during which the employee continues to work or receive pay after the termination of employment is announced. It aims to allow the employee to reposition himself or herself in the labour market while reducing the employer&#8217;s financial exposure. \n      <\/p>\n    <\/div>\n  <\/div>\n\n  <div itemscope=\"\" itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <p><u itemprop=\"name\">Why is the notice period often underused by employers?<\/u><\/p>\n    <div itemscope=\"\" itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <p itemprop=\"text\">\n  Many employers still opt for immediate dismissal for the sake of speed. This approach frequently leads to disputes related to severance pay, while the notice period remains an effective and recognized legal tool in employment law. \n      <\/p>\n    <\/div>\n  <\/div>\n\n  <div itemscope=\"\" itemprop=\"mainEntity\" itemtype=\"https:\/\/schema.org\/Question\">\n    <p><u itemprop=\"name\">What is the difference between an employee and a self-employed worker in Quebec?<\/u><\/p>\n    <div itemscope=\"\" itemprop=\"acceptedAnswer\" itemtype=\"https:\/\/schema.org\/Answer\">\n      <p itemprop=\"text\">\n  The distinction is based on the factual reality of the employment relationship. The courts assess, among other things, the degree of control exercised, integration into the company, economic dependence and real autonomy, regardless of the title or contract used. \n      <\/p>\n    <\/div>\n  <\/div>\n\n<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e8c6130 elementor-section-full_width elementor-section-stretched white-bg clip-section elementor-section-height-default elementor-section-height-default\" data-id=\"e8c6130\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;stretch_section&quot;:&quot;section-stretched&quot;,&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4d449ee\" data-id=\"4d449ee\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-6a820f9 elementor-section-content-bottom elementor-section-boxed elementor-section-height-default elementor-section-height-default default\" data-id=\"6a820f9\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-3206162\" data-id=\"3206162\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-a486cdf elementor-widget elementor-widget-title\" data-id=\"a486cdf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"title.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t        \r\n                        <div class=\"theme-title style-1 text-white \">\r\n              \r\n          <h2 class=\"text-anime-style\"> How abg Legal Advice Company can help you<\/h2>\r\n           \r\n        <\/div>\r\n                            \r\n                    \r\n\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1be68b1 elementor-widget elementor-widget-themeht-heading\" data-id=\"1be68b1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"\">\r\n\r\n          <p class=\" text-white\">ABG Conseils Juridiques helps entrepreneurs to legally structure teleworking and to regain control over internal uses. We detect legal risks, monitor compliance with established policies and act in the event of disputes over the employer's responsibilities. With us, you can secure your practices and manage your business with complete peace of mind.  <\/p>       \r\n\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-inner-column elementor-element elementor-element-f2d4fe9\" data-id=\"f2d4fe9\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-273c2b9 elementor-widget elementor-widget-themeht_button\" data-id=\"273c2b9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"themeht_button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\r\n        <div class=\"right\">\r\n          <a href=\"\/contact\" class=\"themeht-btn white-btn\">\r\n              <span class=\"btn-icon1\"><svg width=\"12\" height=\"14\" viewBox=\"0 0 12 14\" fill=\"none\" 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13.3724L2.01532 14L7.84278 3.89861C7.81701 4.8049 7.97533 5.60791 8.25518 6.30612C8.8561 7.80557 9.99183 8.75595 10.899 9.17916L11.5 8.01969C10.876 7.7286 9.99665 7.01577 9.52822 5.84694C9.06791 4.69843 8.97792 3.04121 10.042 0.804358L9.48803 0.567179L9.1229 0.374676L8.57351 0C7.06359 1.9927 5.50583 2.74733 4.22725 2.94342C2.92606 3.14299 1.83564 2.77691 1.25795 2.4098L0.5 3.48332Z\"\/>\r\n<\/svg><\/span>\r\n<\/a>\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-4c75d23 elementor-section-stretched white-bg elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"4c75d23\" data-element_type=\"section\" data-e-type=\"section\" 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7.80557 9.99183 8.75595 10.899 9.17916L11.5 8.01969C10.876 7.7286 9.99665 7.01577 9.52822 5.84694C9.06791 4.69843 8.97792 3.04121 10.042 0.804358L9.48803 0.567179L9.1229 0.374676L8.57351 0C7.06359 1.9927 5.50583 2.74733 4.22725 2.94342C2.92606 3.14299 1.83564 2.77691 1.25795 2.4098L0.5 3.48332Z\"\/>\r\n<\/svg><\/span>\r\n<span class=\"btn-text\">Read the blog<\/span>\r\n          <span class=\"btn-icon2\"><svg width=\"12\" height=\"14\" viewBox=\"0 0 12 14\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\r\n<path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M0.5 3.48332C1.33992 4.01702 2.77535 4.47497 4.44459 4.21895C5.10724 4.11733 5.79528 3.90507 6.48839 3.55078L0.824819 13.3724L2.01532 14L7.84278 3.89861C7.81701 4.8049 7.97533 5.60791 8.25518 6.30612C8.8561 7.80557 9.99183 8.75595 10.899 9.17916L11.5 8.01969C10.876 7.7286 9.99665 7.01577 9.52822 5.84694C9.06791 4.69843 8.97792 3.04121 10.042 0.804358L9.48803 0.567179L9.1229 0.374676L8.57351 0C7.06359 1.9927 5.50583 2.74733 4.22725 2.94342C2.92606 3.14299 1.83564 2.77691 1.25795 2.4098L0.5 3.48332Z\"\/>\r\n<\/svg><\/span>\r\n<\/a>\r\n        <\/div>\r\n\r\n        \t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-9024336 elementor-grid-3 elementor-grid-tablet-2 elementor-grid-mobile-1 elementor-posts--thumbnail-top elementor-widget elementor-widget-posts\" data-id=\"9024336\" data-element_type=\"widget\" data-e-type=\"widget\" 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href=\"https:\/\/compagnieabgcj.ca\/en\/unpaid-money-loan-between-relatives-your-recourse-in-quebec\/\" tabindex=\"-1\" >\n\t\t\t<div class=\"elementor-post__thumbnail\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1250\" height=\"703\" src=\"https:\/\/compagnieabgcj.ca\/wp-content\/uploads\/2026\/02\/Petites-creances-a-Montreal.jpg\" class=\"attachment-full size-full wp-image-5188\" alt=\"\" srcset=\"https:\/\/compagnieabgcj.ca\/wp-content\/uploads\/2026\/02\/Petites-creances-a-Montreal.jpg 1250w, https:\/\/compagnieabgcj.ca\/wp-content\/uploads\/2026\/02\/Petites-creances-a-Montreal-300x169.jpg 300w, https:\/\/compagnieabgcj.ca\/wp-content\/uploads\/2026\/02\/Petites-creances-a-Montreal-1024x576.jpg 1024w, https:\/\/compagnieabgcj.ca\/wp-content\/uploads\/2026\/02\/Petites-creances-a-Montreal-768x432.jpg 768w\" sizes=\"(max-width: 1250px) 100vw, 1250px\" \/><\/div>\n\t\t<\/a>\n\t\t\t\t<div class=\"elementor-post__text\">\n\t\t\t\t<h3 class=\"elementor-post__title\">\n\t\t\t<a href=\"https:\/\/compagnieabgcj.ca\/en\/unpaid-money-loan-between-relatives-your-recourse-in-quebec\/\" >\n\t\t\t\tUnpaid money loan between relatives: your recourse in Quebec\t\t\t<\/a>\n\t\t<\/h3>\n\t\t\t\t<\/div>\n\t\t\t\t<\/article>\n\t\t\t\t<article class=\"elementor-post elementor-grid-item post-5839 post type-post status-publish format-standard has-post-thumbnail hentry category-civil-litigation category-the-law-in-our-lives\">\n\t\t\t\t<a class=\"elementor-post__thumbnail__link\" href=\"https:\/\/compagnieabgcj.ca\/en\/online-defamation-in-quebec-have-a-false-review-or-publication-removed\/\" tabindex=\"-1\" >\n\t\t\t<div class=\"elementor-post__thumbnail\"><img decoding=\"async\" src=\"https:\/\/compagnieabgcj.ca\/wp-content\/uploads\/2025\/03\/diffamation-et-medias.png\" class=\"attachment-full size-full wp-image-3729\" alt=\"\" \/><\/div>\n\t\t<\/a>\n\t\t\t\t<div class=\"elementor-post__text\">\n\t\t\t\t<h3 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href=\"https:\/\/compagnieabgcj.ca\/en\/estate-disputes-in-quebec-contesting-a-will-and-regulating-the-liquidator\/\" >\n\t\t\t\tEstate Disputes in Quebec: Contesting a Will and Regulating the Liquidator\t\t\t<\/a>\n\t\t<\/h3>\n\t\t\t\t<\/div>\n\t\t\t\t<\/article>\n\t\t\t\t<\/div>\n\t\t\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>2026: FIVE REALITIES OF QUEBEC LABOUR LAW THAT EMPLOYERS CAN NO LONGER IGNORE If 2025 was the year of hesitation for employers, 2026 is the<\/p>\n","protected":false},"author":4,"featured_media":5074,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_header_footer","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[81],"tags":[],"class_list":["post-5086","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-the-law-in-our-lives"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>2026: FIVE REALITIES OF QUEBEC LABOUR LAW THAT EMPLOYERS CAN NO LONGER IGNORE - Compagnie abg&amp;cj<\/title>\n<meta name=\"description\" content=\"2026: Discover five key realities of Quebec labour law that employers must be aware of to stay compliant and avoid risks.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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