# embeddings_queue

created_at: 2025-11-28 03:20:17
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-69
encoding: FLOAT32
metadata:
{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","chroma:document":"week the child is entrusted to the employee who is a party to the project or the week the employee leaves work to travel outside Québec to be entrusted with the child; or\n2\n° \n \nin the case of an adoption, the week the child is entrusted to the employee in accordance with the adoption procedure or the week the employee leaves work to travel outside Québec to be entrusted with the child.\nIt shall end not later than 85 weeks after the week of the birth or, in the case of an adoption or of a parental project involving surrogacy, 85 weeks after the week the child was entrusted to the employee.\nHowever, in the cases and subject to the conditions prescribed by regulation of the Government, parental leave may end at the latest 104 weeks after the birth or, in the case of an adoption or of a parental project involving surrogacy, 104 weeks after the week the child was entrusted to the employee.\n\n\n1990, c. 73, s. 34\n; \n1997, c. 10, s. 3\n; \n2002, c. 80, s. 40\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n30\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n60\n1\n.\n81.12\n.\n \nParental leave may be taken after giving notice of not less than three weeks to the employer, stating the date on which the leave will begin and the date on which the employee will return to work. However, the notice may be shorter if the employee must stay with the newborn child, including a child born in the context of a parental project involving surrogacy if the child has been entrusted to the employee, with the newly adopted child or, if ","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:17
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-70
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","chroma:document":" must stay with the newborn child, including a child born in the context of a parental project involving surrogacy if the child has been entrusted to the employee, with the newly adopted child or, if applicable, with the mother or the person who gave birth, because of their state of health.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 41\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n61\n1\n1\n.\n81.13\n.\n \nAn employee may return to work before the date stated in the notice given pursuant to section 81.2.1, 81.6 or 81.12, provided the employee has given the employer written notice of not less than three weeks of the new date on which the employee will return to work.\nIf the employer consents thereto, the employee may return to work on a part-time basis or intermittently during the parental leave.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 42\n; \n2008, c. 30, s. 4\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n81.14\n.\n \nAn employee who does not report to work on the date stated in the notice given to the employer is presumed to have resigned.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 43\n.\n81.14.1\n.\n \nAt the request of the employee, a leave provided for in section 81.2, 81.4 or 81.10 shall be divided into weeks if the child is hospitalized or if the employee  may be absent under section 79.1 or any of sections 79.8 to 79.12, and in the cases, on the conditions, for the duration and within the time prescribed in the by-law.\nAt the request of the employee and provided the employer consents thereto, the leave ","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:18
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-71
encoding: FLOAT32
metadata:
{"chroma:document":"79.8 to 79.12, and in the cases, on the conditions, for the duration and within the time prescribed in the by-law.\nAt the request of the employee and provided the employer consents thereto, the leave provided for in section 81.2 or 81.10 shall be divided into weeks.\n\n\n2005, c. 13, s. 86\n; \n2007, c. 36, s. 12\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n31\n1\n1\n2020, c. 23\n2020, c. 23\n, \ns. \n31\n1\n2\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n170\n1\n1\na\n.\n81.14.2\n.\n \nIf the child is hospitalized during the leave taken under section 81.2, 81.4 or 81.10, the leave may be suspended, following an agreement with the employer, to allow the employee to return to work during the hospitalization.\nIn addition, an employee who, before the expiry date of the leave, sends the employer a notice accompanied by a medical certificate attesting that the state of health of the child or, in the case of the leave taken under section 81.4, that the state of health of the employee requires it, is entitled to an extension of the leave for the duration indicated in the medical certificate.\n\n\n2005, c. 13, s. 86\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n171\n1\n1\na\n.\n81.15\n.\n \nAn employee’s participation in the group insurance and pension plans recognized in the employee’s place of employment shall not be affected by the absence from work, subject to regular payment of the contributions payable under those plans, the usual part of which is paid by the employer.\nThe Government shall determine, by regulation, the other advantages availabl","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:18
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-72
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","chroma:document":"subject to regular payment of the contributions payable under those plans, the usual part of which is paid by the employer.\nThe Government shall determine, by regulation, the other advantages available to an employee during a leave provided for in section 81.2, 81.4 or 81.10.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 44\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n172\n1\n2\n.\n81.15.1\n.\n \nAt the end of a leave taken under section 81.2, 81.4 or 81.10, the employer shall reinstate the employee in the employee’s former position with the same benefits, including the wages to which the employee would have been entitled had the employee remained at work.\nIf the position held by the employee no longer exists when the employee returns to work, the employer shall recognize all the rights and privileges to which the employee would have been entitled if the employee had been at work at the time the position ceased to exist.\n\n\n2002, c. 80, s. 44\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n173\n1\n.\n81.16\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 45\n.\n81.17\n.\n \nSections 79.5 and 79.6 apply to leaves provided for in sections 81.2, 81.4 and 81.10, with the necessary modifications.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 46\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n174\n1\n.\nDIVISION \nV.1.1\nABSENCES OF RESERVISTS EMPLOYEES\n\n\n2008, c. 30, s. 5\n.\n81.17.1\n.\n \nAn employee who is also a reservist of the Canadian Forces may be absent from work, without pay, for one of the following reasons:\n1\n° \n \nif the employee is cred","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:18
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-73
encoding: FLOAT32
metadata:
{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","chroma:document":"YEES\n\n\n2008, c. 30, s. 5\n.\n81.17.1\n.\n \nAn employee who is also a reservist of the Canadian Forces may be absent from work, without pay, for one of the following reasons:\n1\n° \n \nif the employee is credited with 12 months of uninterrupted service, to take part in an operation of the Canadian Forces outside Canada, including preparation, training, rest and transportation from the reservist’s place of residence and back, for a maximum period of 18 months;\n2\n° \n \nto take part in an operation of the Canadian Forces in Canada whose purpose is to\na\n) \n \nprovide assistance in the case of a disaster within the meaning of the Act respecting civil protection to promote disaster resilience (\nchapter S-2.4\n);\nb\n) \n \naid the civil power, on request of the Attorney General of Québec under the National Defence Act (R.S.C. 1985, c. N-5); or\nc\n) \n \nintervene in any other emergency situation designated by the Government;\n3\n° \n \nto take part in the annual training for the period prescribed by regulation or, if no such period is prescribed, for a period of not more than 15 days; or\n4\n° \n \nto take part in any other operation of the Canadian Forces, in the cases, on the conditions and for the period prescribed by regulation.\nThe designation of an emergency situation under subparagraph \nc\n of subparagraph 2 of the first paragraph comes into force on the date set by the Government, which date may be earlier than the date of the designation, and is published in the \nGazette officielle du Québec\n.\n\n\n200"}


created_at: 2025-11-28 03:20:19
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-74
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"h 2 of the first paragraph comes into force on the date set by the Government, which date may be earlier than the date of the designation, and is published in the \nGazette officielle du Québec\n.\n\n\n2008, c. 30, s. 5\n; \n2024, c. 18\n2024, c. 18\n, \ns. \n12\n1\n.\n81.17.2\n.\n \nSection 81.17.1 does not apply if the absence of an employee could endanger the life, health or security of other employees or the population or cause the destruction or serious deterioration of certain property or in a case of superior force, or if the absence is inconsistent with the employee’s professional code of ethics.\n\n\n2008, c. 30, s. 5\n.\n81.17.3\n.\n \nTo take advantage of the right provided for in section 81.17.1, an employee must give to the employer advance written notice of not less than four weeks of the date on which the absence is to begin, the reason for it and its duration. However, the notice may be shorter for serious cause, in which case the employee must notify the employer as soon as possible.\nThe employee may return to work before the expected date after giving the employer written notice of not less than three weeks.\n\n\n2008, c. 30, s. 5\n.\n81.17.4\n.\n \nOn request, an employee must provide the employer with any document justifying the employee’s absence.\n\n\n2008, c. 30, s. 5\n.\n81.17.5\n.\n \nAn employee who is absent for one of the reasons set out in section 81.17.1 for a period greater than 12 weeks may not be absent again for one of those reasons before the expiry of a period of 12 months from th"}


created_at: 2025-11-28 03:20:19
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-75
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"e who is absent for one of the reasons set out in section 81.17.1 for a period greater than 12 weeks may not be absent again for one of those reasons before the expiry of a period of 12 months from the date of the return to work.\n\n\n2008, c. 30, s. 5\n.\n81.17.6\n.\n \nSections 79.4, 79.5 and 79.6 apply to an employee who is absent for one of the reasons set out in section 81.17.1.\n\n\n2008, c. 30, s. 5\n.\nDIVISION \nV.2\nPSYCHOLOGICAL HARASSMENT\n\n\n2002, c. 80, s. 47\n.\n81.18\n.\n \nFor the purposes of this Act, “psychological harassment” means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee. For greater certainty, psychological harassment includes such behaviour in the form of such verbal comments, actions or gestures of a sexual nature.\nA single serious incidence of such behaviour that has a lasting harmful effect on an employee may also constitute psychological harassment.\n\n\n2002, c. 80, s. 47\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n33\n1\n.\n81.19\n.\n \nEvery employee has a right to a work environment free from psychological harassment.\nEmployers must take reasonable action to prevent psychological harassment from any person and, whenever they become aware of such behaviour, to put a stop to it. They must, in particular, adopt and make available to their employees a policy to prevent and mana"}


created_at: 2025-11-28 03:20:20
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-76
encoding: FLOAT32
metadata:
{"chroma:document":"al harassment from any person and, whenever they become aware of such behaviour, to put a stop to it. They must, in particular, adopt and make available to their employees a policy to prevent and manage situations of psychological harassment.\nThe policy must set out, in particular,\n1\n° \n \nthe methods and techniques used to identify, control and eliminate the risks of psychological harassment, including a section on behaviour that manifests itself in the form of verbal comments, actions or gestures of a sexual nature;\n2\n° \n \nthe specific information and training programs on psychological harassment prevention that are offered to employees and to the persons designated by the employer to manage a complaint or report;\n3\n° \n \nthe recommendations on behaviour to adopt when participating in work-related social activities;\n4\n° \n \nthe procedures for making complaints or reports to the employer or providing information or documents to the employer, the person designated to manage them, as well as the information on the follow-up that must be given by the employer;\n5\n° \n \nthe measures to protect the persons concerned by a situation of psychological harassment and the persons who have cooperated in the processing of a complaint or report regarding such a situation;\n6\n° \n \nthe process for managing a situation of psychological harassment, including the process that applies to the holding of an inquiry by the employer; and\n7\n° \n \nthe measures to ensure the confidentiality of complaints, re","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:20
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-77
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"naging a situation of psychological harassment, including the process that applies to the holding of an inquiry by the employer; and\n7\n° \n \nthe measures to ensure the confidentiality of complaints, reports, information or documents received and to ensure a preservation period of at least two years for the documents made or obtained in the course of managing a situation of psychological harassment.\nNot in force \nThe policy is an integral part of the prevention program or action plan, as the case may be, referred to in section 59, 61.2 or 199 of the Act respecting occupational health and safety (\nchapter S-2.1\n).\n\n\n2002, c. 80, s. 47\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n34\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n18\n1\n1\na\n.\n81.20\n.\n \nThe provisions of sections 81.18, 81.19, 123.15, 123.16 and 123.17, with the necessary modifications, are deemed to be an integral part of every collective agreement. An employee covered by such an agreement must exercise the recourses provided for in the agreement, insofar as any such recourse is available to employees under the agreement. The time limit referred to in section 123.7 applies to the recourses and the parties are required to indicate the time limit in the collective agreement.\nAt any time before the case is taken under advisement, a joint application may be made by the parties to such an agreement to the Minister for the appointment of a person to act as a mediator.\nThe provisions referred to in the first paragraph, including the provisions of","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:20
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-78
encoding: FLOAT32
metadata:
{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","chroma:document":"ion may be made by the parties to such an agreement to the Minister for the appointment of a person to act as a mediator.\nThe provisions referred to in the first paragraph, including the provisions of section 123.7, are deemed to form part of the conditions of employment of every employee appointed under the Public Service Act (\nchapter F-3.1.1\n) who is not governed by a collective agreement. Such an employee must exercise the applicable recourse before the Commission de la fonction publique according to the rules of procedure established pursuant to that Act. The Commission de la fonction publique exercises for that purpose the powers provided for in sections 123.15 and 123.16 of this Act.\nThe third paragraph also applies to the members and officers of bodies.\n\n\n2002, c. 80, s. 47\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n19\n1\n1\na\n.\nDIVISION \nVI\nNOTICE OF TERMINATION OF EMPLOYMENT OR LAYOFF, AND WORK CERTIFICATE\n\n\n1990, c. 73, s. 35\n.\n82\n.\n \nThe employer must give written notice to an employee before terminating the employee's contract of employment or laying the employee off for six months or more.\nThe notice shall be of one week if the employee is credited with less than one year of uninterrupted service, two weeks if the employee is credited with one year to five years of uninterrupted service, four weeks if the employee is credited with five years to ten years of uninterrupted service and eight weeks if the employee is credited with ten years or more of uninterrupted service.\nA no","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:21
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-79
encoding: FLOAT32
metadata:
{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","chroma:document":" service, four weeks if the employee is credited with five years to ten years of uninterrupted service and eight weeks if the employee is credited with ten years or more of uninterrupted service.\nA notice of termination of employment given to an employee during the period when the employee is laid off is absolutely null, except in the case of employment that usually lasts for not more than six months each year due to the influence of the seasons.\nThis section does not deprive an employee of a right granted to the employee under another Act.\n\n\n1979, c. 45, s. 82\n; \n1980, c. 5, s. 7\n; \n1990, c. 73, s. 36\n; \n1999, c. 40, s. 196\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n82.1\n.\n \nSection 82 does not apply to an employee\n1\n° \n \nwho has less than three months of uninterrupted service;\n2\n° \n \nwhose contract for a fixed term or for a specific undertaking expires;\n3\n° \n \nwho has committed a serious fault;\n4\n° \n \nfor whom the end of the contract of employment or the layoff is a result of superior force.\n\n\n1990, c. 73, s. 36\n.\n83\n.\n \nAn employer who does not give the notice prescribed by section 82, or who gives insufficient notice, must pay the employee a compensatory indemnity equal to the employee's regular wage excluding overtime for a period equal to the period or remaining period of notice to which the employee was entitled.\nThe indemnity must be paid at the time the employment is terminated or at the time the employee is laid off for a period expected to last more than six mon","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:21
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-80
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","chroma:document":"f notice to which the employee was entitled.\nThe indemnity must be paid at the time the employment is terminated or at the time the employee is laid off for a period expected to last more than six months, or at the end of a period of six months after a layoff of indeterminate length, or a layoff expected to last less than six months but which exceeds that period.\nThe indemnity to be paid to an employee remunerated in whole or in part by commission is established from the average of the employee's weekly wage, calculated from the complete periods of pay in the three months preceding the termination of the employment or the layoff.\n\n\n1979, c. 45, s. 83\n; \n1990, c. 73, s. 36\n; \n2002, c. 80, s. 48\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n83.1\n.\n \nIn the case of an employee who, under a collective agreement, is entitled to recall privileges for more than six months, the employer is bound to pay the compensatory indemnity only from the first of the following dates:\n1\n° \n \nthe expiry of the recall privileges of the employee;\n2\n° \n \none year after layoff.\nAn employee referred to in the first paragraph shall not be entitled to the compensatory indemnity\n1\n° \n \nif the employee is recalled before the date on which the employer is bound to pay the indemnity and if subsequently the employee works for a period equal to or longer than that of the notice prescribed by section 82;\n2\n° \n \nif the employee is not recalled owing to superior force.\n\n\n1990, c. 73, s. 36\n; \n2022, c. 22\n2022, c.","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:21
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-81
encoding: FLOAT32
metadata:
{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"yee works for a period equal to or longer than that of the notice prescribed by section 82;\n2\n° \n \nif the employee is not recalled owing to superior force.\n\n\n1990, c. 73, s. 36\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n83.2\n.\n \nThe Government may, by regulation, determine standards which vary from those provided for in sections 82 to 83.1 in respect of employees governed by the Public Service Act (\nchapter F-3.1.1\n) who, without being permanent employees, are entitled to recall privileges by virtue of their conditions of employment.\n\n\n1990, c. 73, s. 36\n.\n84\n.\n \nAt the expiry of the contract of employment, an employee may require the employer to issue to the employee a work certificate in which the following information, and only the following information, is set forth: the nature and the duration of their employment, the dates on which the employment began and terminated, and the name and address of the employer. The certificate shall not carry any mention of the quality of the work or the conduct of the employee.\n\n\n1979, c. 45, s. 84\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\nDIVISION \nVI.0.1\nNOTICE OF COLLECTIVE DISMISSAL\n\n\n2002, c. 80, s. 49\n.\n84.0.1\n.\n \nThe termination of employment by the employer, including a layoff for a period of six months or more, involving not fewer than 10 employees of the same establishment in the course of two consecutive months constitutes a collective dismissal governed by this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.2\n.\n \nThe following ","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:22
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-82
encoding: FLOAT32
metadata:
{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","chroma:document":"fewer than 10 employees of the same establishment in the course of two consecutive months constitutes a collective dismissal governed by this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.2\n.\n \nThe following employees are not considered to be employees affected by a collective dismissal:\n1\n° \n \nan employee who has less than three months of uninterrupted service;\n2\n° \n \nan employee whose contract for a fixed term or for a specific undertaking expires;\n3\n° \n \nan employee to whom section 83 of the Public Service Act (\nchapter F-3.1.1\n) applies;\n4\n° \n \nan employee who has committed a serious fault;\n5\n° \n \nan employee referred to in section 3.\n\n\n2002, c. 80, s. 49\n.\n84.0.3\n.\n \nThis division does not apply\n1\n° \n \nto the layoff of employees for an indeterminate period, but in fact less than six months;\n2\n° \n \nin respect of an establishment whose activities are seasonal or intermittent;\n3\n° \n \nin respect of an establishment affected by a strike or lock-out within the meaning of the Labour Code (\nchapter C-27\n).\n\n\n2002, c. 80, s. 49\n.\n84.0.4\n.\n \nEvery employer shall, before making a collective dismissal for technological or economic reasons, give notice to the Minister of Employment and Social Solidarity within the following minimum periods:\n1\n° \n \nEight weeks, where the number of employees affected by the dismissal is at least equal to 10 and less than 100;\n2\n° \n \n12 weeks, where the number of employees affected by the dismissal is at least equal to 100 and less than 300;\n3\n° \n \n16 weeks, wh","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:22
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-83
encoding: FLOAT32
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","chroma:document":"ted by the dismissal is at least equal to 10 and less than 100;\n2\n° \n \n12 weeks, where the number of employees affected by the dismissal is at least equal to 100 and less than 300;\n3\n° \n \n16 weeks, where the number of employees affected by the dismissal is at least equal to 300.\nAn employer that gives the notice referred to in the first paragraph is not exempted from giving the notice required by section 82.\n\n\n2002, c. 80, s. 49\n.\n84.0.5\n.\n \nIn the case of a superior force or where an unforeseeable event prevents an employer from respecting the time periods for giving notice set out in section 84.0.4, the employer shall give the Minister a notice of collective dismissal as soon as the employer is in a position to do so.\n\n\n2002, c. 80, s. 49\n.\n84.0.6\n.\n \nAn employer must transmit a copy of the notice of collective dismissal to the certified association representing the employees affected by the dismissal. The employer must post the notice in a conspicuous and readily accessible place in the establishment concerned.\n\n\n2002, c. 80, s. 49\n; \n2025, c. 8\n2025, c. 8\n, \ns. \n77\n1\n.\n84.0.7\n.\n \nThe notice of collective dismissal must be transmitted to the Minister at the place determined by regulation and contain the prescribed information.\nAt the request of the Commission, the Minister must transmit to it a copy of any notice of collective dismissal.\n\n\n2002, c. 80, s. 49\n; \n2025, c. 8\n2025, c. 8\n, \ns. \n78\n1\n.\n84.0.8\n.\n \nDuring the time period set out in section 84.0.4, an employer may ","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:22
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-84
encoding: FLOAT32
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{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","chroma:document":"t transmit to it a copy of any notice of collective dismissal.\n\n\n2002, c. 80, s. 49\n; \n2025, c. 8\n2025, c. 8\n, \ns. \n78\n1\n.\n84.0.8\n.\n \nDuring the time period set out in section 84.0.4, an employer may not change the wages of an employee affected by the collective dismissal or, where applicable, the group insurance and pension plans recognized in the employee’s place of employment without the written consent of that employee or the certified association representing the employee.\n\n\n2002, c. 80, s. 49\n.\n84.0.9\n.\n \nAt the request of the Minister, the employer and the certified association or, in the absence of such an association, the representatives chosen by the employees affected by the collective dismissal, must, without delay, participate in the establishment of a reclassification assistance committee and collaborate in carrying out the committee’s mission.\nThe committee shall consist of an equal number of representatives of each party or of the number of representatives agreed on by the parties. Each party has one vote only.\n\n\n2002, c. 80, s. 49\n.\n84.0.10\n.\n \nThe mission of the reclassification assistance committee is to provide the employees affected by the collective dismissal with any form of assistance agreed on by the parties to minimize the impact of the dismissal and facilitate the maintenance or re-entry on the labour market of those employees.\nThe committee is responsible, in particular, for evaluating the situation and needs of the employees affected by the dismis","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:23
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-85
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{"document_name":"Labour Standards Act","chroma:document":"ilitate the maintenance or re-entry on the labour market of those employees.\nThe committee is responsible, in particular, for evaluating the situation and needs of the employees affected by the dismissal, developing a reclassification plan to facilitate the maintenance or re-entry on the labour market of those employees and seeing to the implementation of the plan.\n\n\n2002, c. 80, s. 49\n.\n84.0.11\n.\n \nThe financial contribution of the employer to the operating costs of the reclassification assistance committee and to the reclassification activities shall be agreed on by the employer and the Minister.\nFailing an agreement, the financial contribution of the employer shall be an amount determined by regulation of the Government, per employee affected by the collective dismissal.\nIf the employer fails to make the financial contribution, it may be claimed by the Minister before the competent court.\n\n\n2002, c. 80, s. 49\n.\n84.0.12\n.\n \nOn request, the Minister may, on the conditions the Minister determines, after giving the interested parties an opportunity to present observations, exempt an employer from the application of all or part of the provisions of sections 84.0.9 to 84.0.11, if the employer, in the establishment concerned by the collective dismissal, offers reclassification assistance measures to the employees affected by the dismissal that are equivalent or surpass the measures provided for in this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.13\n.\n \nAn employer who does not give the","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:23
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-86
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","chroma:document":"ance measures to the employees affected by the dismissal that are equivalent or surpass the measures provided for in this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.13\n.\n \nAn employer who does not give the notice prescribed by section 84.0.4 or who gives insufficient notice must pay to each dismissed employee an indemnity equal to the employee’s regular wages, excluding overtime, for a period equal to the time period or remainder of the time period within which the employer was required to give notice.\nThe indemnity must be paid at the time of the dismissal or at the end of a period of six months after a layoff of indeterminate length or a layoff expected to last less than six months but which exceeds that period.\nAn employer who is in one of the situations described in section 84.0.5 is, however, not required to pay an indemnity.\n\n\n2002, c. 80, s. 49\n.\n84.0.14\n.\n \nNo employee may cumulate the indemnities provided for in sections 83 and 84.0.13. However, an employee shall receive the greater of the indemnities to which the employee is entitled.\n\n\n2002, c. 80, s. 49\n.\n84.0.15\n.\n \nSections 84.0.9 to 84.0.12 do not apply where the number of employees affected by the dismissal is less than 50.\n\n\n2002, c. 80, s. 49\n.\nDIVISION \nVI.1\nRETIREMENT\n\n\n1982, c. 12, s. 2\n.\n84.1\n.\n \nAn employee is entitled to continue to work notwithstanding the fact that the employee has reached or passed the age or number of years of service at which the employee should retire pursuant to a general law or spec","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:23
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-87
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{"chroma:document":"ntitled to continue to work notwithstanding the fact that the employee has reached or passed the age or number of years of service at which the employee should retire pursuant to a general law or special Act applicable to the employee, pursuant to the retirement plan to which the employee contributes, pursuant to the collective agreement, the arbitration award in lieu thereof or the decree governing the employee, or pursuant to the common practice of the employer.\nHowever, and subject to section 122.1, such right does not prevent an employer or his agent from dismissing, suspending or transferring such an employee for good and sufficient cause.\n\n\n1982, c. 12, s. 2\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\nDIVISION \nVI.2\nWORK PERFORMED BY CHILDREN\n\n\n1997, c. 72, s. 5\n; \n1999, c. 52, s. 11\n.\n84.2\n.\n \nNo employer may have work performed by a child that is disproportionate to the child’s capacity, or that is likely to be detrimental to the child’s education, health or physical or moral development.\n\n\n1997, c. 72, s. 5\n; \n1999, c. 52, s. 11\n.\n84.3\n.\n \nNo employer may have work performed by a child under the age of 14 years, except in the cases and on the conditions determined by regulation of the Government. In such cases, the employer must obtain the written consent of the holder of parental authority over the child or of the child’s tutor using the form established by the Commission.\nThe form specifies the child’s principal tasks, maximum number of hours of work per week and","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-88
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":" of parental authority over the child or of the child’s tutor using the form established by the Commission.\nThe form specifies the child’s principal tasks, maximum number of hours of work per week and periods of availability. Any modification made to any of those elements must be the subject of new written consent.\nThe employer must preserve any consent form as if it were an entry required to be made in the registration system or register referred to in paragraph 3 of section 29.\n\n\n1997, c. 72, s. 5\n; \n1999, c. 52, s. 11\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n2\n1\n.\n84.4\n.\n \nNo employer may have work performed during school hours by a child subject to compulsory school attendance.\nIn addition, no employer may have work performed by such a child for more than 17 hours per week or for more than 10 hours from Monday to Friday. However, these prohibitions do not apply to any period of more than seven consecutive days during which no educational service is offered to the child.\n\n\n1999, c. 52, s. 11\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n3\n1\n.\n84.5\n.\n \nAn employer who has work performed by a child subject to compulsory school attendance must ensure that the child’s work is scheduled so that the child is able to attend school during school hours.\n\n\n1999, c. 52, s. 11\n.\n84.6\n.\n \nNo employer may have work performed by a child between 11 p.m. on any given day and 6 a.m. on the following day, except in the case of a child no longer subject to compulsory school attendance, in the case of newspaper ","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-89
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"e work performed by a child between 11 p.m. on any given day and 6 a.m. on the following day, except in the case of a child no longer subject to compulsory school attendance, in the case of newspaper deliveries, or in any other case determined by regulation of the Government.\n\n\n1999, c. 52, s. 11\n.\n84.7\n.\n \nAn employer who has work performed by a child must schedule the work so that, having regard to the location of the child’s family residence, the child may be at the family residence between 11 p.m. on any given day and 6 a.m. on the following day, except in the case of a child no longer subject to compulsory school attendance or in the cases, circumstances or periods or under the conditions determined by regulation of the Government.\n\n\n1999, c. 52, s. 11\n.\nDIVISION \nVII\nMISCELLANEOUS OTHER LABOUR STANDARDS\n\n\n1999, c. 85, s. 1\n.\n85\n.\n \nAn employer that requires the wearing of special clothing must supply it free of charge to an employee who is paid the minimum wage. In the case of an employee referred to in section 42.11 or 1019.4 of the Taxation Act (\nchapter I-3\n), the minimum wage is computed on the basis of the wages increased by the tips attributed under that section 42.11 or reported under that section 1019.4, and must at least be equivalent to the minimum wage that does not apply to a particular class of employees.\nThe employer cannot require an amount of money from an employee for the purchase, use or upkeep of special clothing if that would cause the employee to re","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-90
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"not apply to a particular class of employees.\nThe employer cannot require an amount of money from an employee for the purchase, use or upkeep of special clothing if that would cause the employee to receive less than the minimum wage. In the case of an employee referred to in section 42.11 or 1019.4 of the Taxation Act, the minimum wage is computed on the basis of the wages increased by the tips attributed under that section 42.11 or reported under that section 1019.4, and the amount of money required from the employer cannot be such that the employee receives less than the minimum wage that does not apply to a particular class of employees.\nThe employer cannot require an employee to pay for special clothing that identifies the employee as an employee of the employer’s establishment. In addition, the employer cannot require an employee to purchase clothing or accessories that are items in the employer’s trade.\n\n\n1979, c. 45, s. 85\n; \n1990, c. 73, s. 37\n; \n2002, c. 80, s. 50\n.\n85.1\n.\n \nWhere an employer requires the use of material, equipment, raw materials or merchandise in the performance of a contract, the employer must furnish them free of charge to an employee who is paid the minimum wage.\nThe employer cannot require an amount of money from an employee for the purchase, use or maintenance of material, equipment, raw materials or merchandise if the payment would cause the employee to receive less than the minimum wage.\nThe employer cannot require an amount of money from an ","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:25
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-91
encoding: FLOAT32
metadata:
{"chroma:document":" maintenance of material, equipment, raw materials or merchandise if the payment would cause the employee to receive less than the minimum wage.\nThe employer cannot require an amount of money from an employee to pay for expenses related to the operations and mandatory employment-related costs of the enterprise.\n\n\n2002, c. 80, s. 51\n.\n85.2\n.\n \nAn employer is required to reimburse an employee for reasonable expenses incurred where, at the request of the employer, the employee must travel or undergo training.\n\n\n2002, c. 80, s. 51\n.\n86\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 86\n; \n2002, c. 80, s. 52\n.\n86.1\n.\n \nAn employee is entitled to retain the status of employee where the changes made by the employer to the mode of operation of the enterprise do not change that status into that of a contractor without employee status.\nWhere the employee is in disagreement with the employer regarding the consequences of the changes on the status of the employee, the employee may file a complaint in writing with the Commission des normes, de l’équité, de la santé et de la sécurité du travail. On receipt of the complaint, the Commission shall make an inquiry and the first paragraph of section 102 and sections 103, 104 and 106 to 110 shall apply, with the necessary modifications.\nIf the Commission refuses to take action following a complaint, the employee may, within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complai","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:25
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-92
encoding: FLOAT32
metadata:
{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"to take action following a complaint, the employee may, within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complaint to the Administrative Labour Tribunal.\nAt the end of the inquiry, if the Commission agrees to take action, it shall refer the complaint without delay to the Administrative Labour Tribunal for it to rule on the consequences of the changes on the status of the employee.\nThe Administrative Labour Tribunal shall render its decision within 60 days of the filing of the complaint at its offices.\n\n\n2002, c. 80, s. 53\n; \n2015, c. 15, s. 237\n.\n87\n.\n \nThe employer must transmit to the employee any information document concerning labour standards furnished by the Commission.\nThe employer must also, at the request of the Commission and according to its directions, transmit to the employee, post or disseminate any document the Commission furnishes to the employer concerning labour standards.\n\n\n1979, c. 45, s. 87\n; \n1990, c. 73, s. 38\n; \n2002, c. 80, s. 54\n.\nDIVISION \nVII.1\nDIFFERENCES IN TREATMENT\n\n\n1999, c. 85, s. 2\n.\n87.1\n.\n \nNo agreement or decree may, with respect to a matter covered by a labour standard that is prescribed by Divisions I to V.1, VI and VII of this chapter and is applicable to an employee, operate to apply to the employee, solely on the basis of the employee’s hiring date, a condition of employment less advantageous than that which is applicable to other employees perfor","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:26
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-93
encoding: FLOAT32
metadata:
{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"to an employee, operate to apply to the employee, solely on the basis of the employee’s hiring date, a condition of employment less advantageous than that which is applicable to other employees performing the same tasks in the same establishment.\nThe same applies in respect of a matter corresponding to any of the matters referred to in the first paragraph where a labour standard pertaining to that matter has been fixed by regulation.\nAny distinction made solely on the basis of a hiring date, in relation to pension plans or other employee benefits, that affects employees performing the same tasks in the same establishment is also prohibited.\n\n\n1999, c. 85, s. 2\n; \n2002, c. 80, s. 55\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n35\n1\n.\n87.2\n.\n \nA condition of employment based on seniority or years of service does not contravene section 87.1.\n\n\n1999, c. 85, s. 2\n.\n87.3\n.\n \nThe conditions of employment applied to an employee pursuant to a special arrangement for the handicapped and the conditions of employment applied temporarily to an employee following a reclassification or demotion, an amalgamation of enterprises or an internal reorganization in an enterprise shall be disregarded for the purposes of section 87.1.\nThe wages and wage rules temporarily applied to an employee to prevent the employee from being disadvantaged owing to the employee’s integration into a new wage rate, a wage scale whose range has been modified or a new wage scale shall also be disregarded, provided that\n1\n° \n \nth","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:26
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-94
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metadata:
{"document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"yee from being disadvantaged owing to the employee’s integration into a new wage rate, a wage scale whose range has been modified or a new wage scale shall also be disregarded, provided that\n1\n° \n \nthe wage rate or wage scale is established to be applicable, subject to the situations referred to in the first paragraph, to all employees performing the same tasks in the same establishment; and\n2\n° \n \nthe difference between the wage applied to the employee and the rate or scale established to be applicable to all such employees is progressively eliminated within a reasonable period of time. \n\n\n1999, c. 85, s. 2\n.\nDIVISION \nVIII\nREGULATIONS\n88\n.\n \nThe Government may make regulations exempting such category or categories of employees as it may designate from the whole or a part of the application of Division I of Chapter IV, for such time and on such conditions as it may fix, namely, managerial personnel, employees on commission, employees engaged in logging operations, saw mills and public works, caretakers, employees who receive gratuities or tips, employees contemplated by subparagraphs i, ii and iii of paragraph 10 of section 1, students employed in a vacation camp or in a social or community non-profit organization, such as a recreational organization, and trainees under a program of vocational training or induction recognized by law.\nThe Government may also, as the case may be, fix standards different from those provided in Division I of Chapter IV for the employees contempl","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:26
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-95
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{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"m of vocational training or induction recognized by law.\nThe Government may also, as the case may be, fix standards different from those provided in Division I of Chapter IV for the employees contemplated in the first paragraph.\n\n\n1979, c. 45, s. 88\n; \n1990, c. 73, s. 39, s. 66\n; \n2002, c. 80, s. 56\n.\n89\n.\n \nThe Government, by regulation, may fix labour standards respecting the following matters:\n1\n° \n \nthe minimum wage, which may be established on a time basis, a production basis or any other basis;\n2\n° \n \npay sheets;\n3\n° \n \nthe maximum amount that may be required of an employee for bed and board;\n4\n° \n \nthe standard workweek of employees, particularly that of\na\n) \n \n(subparagraph repealed)\n;\nb\n) \n \nvarious classes of caretakers;\nc\n) \n \nemployees engaged in the retail food trade;\nd\n) \n \nemployees engaged in logging operations;\ne\n) \n \nemployees working in saw mills;\nf\n) \n \nemployees working at public works;\ng\n) \n \nemployees working in an isolated area that is inaccessible by motor road and not connected up to the road network of Québec by any regular transport system;\nh\n) \n \nvarious categories of employees carrying out work in the James Bay territory under the authority of Hydro-Québec, the Société d’énergie de la Baie James or the Société de développement de la Baie James;\ni\n) \n \nthe categories of employees listed in subparagraphs 2, 6 and 7 of the first paragraph of section 54;\n5\n° \n \n(paragraph repealed);\n6\n° \n \nthe other benefits an employee may receive during an absence "}


created_at: 2025-11-28 03:20:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-96
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{"local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":" \nthe categories of employees listed in subparagraphs 2, 6 and 7 of the first paragraph of section 54;\n5\n° \n \n(paragraph repealed);\n6\n° \n \nthe other benefits an employee may receive during an absence for any of the reasons provided for in section 79.1 or in connection with a leave provided for in section 81.2, 81.4 or 81.10, which may vary according to the nature of the leave or, where applicable, its length;\n6.1\n° \n \nthe cases in which and conditions on which a parental leave may terminate at the latest 104 weeks after the birth or, in the case of an adoption or a parental project involving surrogacy, 104 weeks after the child was entrusted to the employee;\n6.1.1\n° \n \nthe other cases, conditions, times and durations prescribed for the division of a leave provided for in section 81.2, 81.4 or 81.10 into weeks;\n6.2\n° \n \nthe procedure for transmission of the notice of collective dismissal and the information it must contain;\n6.3\n° \n \nthe amount of the employer’s financial contribution to the operating costs of the reclassification assistance committee and to the reclassification activities;\n7\n° \n \n(paragraph repealed)\n;\n8\n° \n \n(paragraph repealed).\n\n\n1979, c. 45, s. 89\n; \n1980, c. 11, s. 127\n; \n1981, c. 23, s. 56\n; \n1990, c. 73, s. 40\n; \n2002, c. 80, s. 57\n; \n2005, c. 13, s. 87\n; \n2007, c. 36, s. 13\n; \n2010, c. 38, s. 8\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n36\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n62\n1\n2\nd\n.\n89.1\n.\n \nThe Government may, by regulation, after consultation with the Comm","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-97
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{"local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"2007, c. 36, s. 13\n; \n2010, c. 38, s. 8\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n36\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n62\n1\n2\nd\n.\n89.1\n.\n \nThe Government may, by regulation, after consultation with the Commission, determine the cases in which and conditions on which the prohibitions set out in the first paragraph of section 84.3 and in section 84.6 are not applicable.\nIt may also, in the same manner, determine cases, circumstances, periods or conditions in or under which the obligation imposed by section 84.7 is not applicable.\n\n\n1997, c. 72, s. 6\n; \n1999, c. 52, s. 12\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n4\n1\n.\n90\n.\n \nThe Government may, by regulation, wholly or partly exempt certain institutions or categories of institutions for physical, mental or social re-education from this Act and the regulations and, as the case may be, fix labour standards applicable to the persons working in them.\n\n\n1979, c. 45, s. 90\n; \n1990, c. 73, s. 41\n; \n1992, c. 21, s. 375\n; \n2002, c. 80, s. 58\n.\n90.1\n.\n \nThe Government may, by regulation, exempt certain categories of employees or employers from the application of Division VI.1 and section 122.1.\nA regulation made under the first paragraph may be made to have effect on a date not over six months prior to the date on which it is made.\n\n\n1982, c. 12, s. 3\n.\n91\n.\n \nThe standards contemplated in sections 88 to 90 may vary according to the field of activity and the type of work.\nThey may also vary according to whether or not an employee resides with the empl","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-98
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{"document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"1\n.\n \nThe standards contemplated in sections 88 to 90 may vary according to the field of activity and the type of work.\nThey may also vary according to whether or not an employee resides with the employer.\n\n\n1979, c. 45, s. 91\n; \n1980, c. 5, s. 8\n; \n1981, c. 23, s. 57\n; \n1990, c. 73, s. 42\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n92\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 92\n; \n1997, c. 72, s. 7\n.\nDIVISION \nVIII.1\nLABOUR STANDARDS IN THE CLOTHING INDUSTRY\n\n\n1999, c. 57, s. 3\n.\n92.1\n.\n \nAfter consulting with the most representative employees’ and employers’ associations in the clothing industry, the Government may, by regulation, in respect of all employers and employees in the clothing industry that would be covered by a decree referred to in the third paragraph of section 39.0.2 had the decree not expired, fix labour standards respecting the following matters:\n1\n° \n \nthe minimum wage, which may be established on a time basis, a production basis or any other basis;\n2\n° \n \nthe standard workweek;\n3\n° \n \npaid statutory general holidays and the indemnity relating to such holidays, which may be established on a production basis or any other basis;\n4\n° \n \nthe duration of an employee’s annual leave, established according to the employee’s uninterrupted service with the same employer, and the division of and indemnity relating to the leave;\n5\n° \n \nthe duration of the meal period, with or without pay;\n6\n° \n \nthe number of days during which an employee may be absent, with or without pay"}


created_at: 2025-11-28 03:20:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-99
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","chroma:document":" the division of and indemnity relating to the leave;\n5\n° \n \nthe duration of the meal period, with or without pay;\n6\n° \n \nthe number of days during which an employee may be absent, with or without pay, for family events referred to in sections 80 and 80.1.\nThe regulation may also include any provision similar to the provisions appearing in Divisions I to V.1 of Chapter IV in respect of any matter covered by the regulation.\nFor the purposes of this Act, sections 63 to 66, 71.1, 73, 75 to 77 and 80.2 shall be read with reference to the provisions prescribed pursuant to the first and second paragraphs, with the necessary modifications.\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 1\n.\n92.2\n.\n \n(Repealed).\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 2\n.\n92.3\n.\n \nThe Commission shall establish a specific program for the monitoring of compliance with the labour standards applicable in the clothing industry.\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 3\n.\n92.4\n.\n \n(Repealed).\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 4\n.\nDIVISION \nVIII.2\nPERSONNEL PLACEMENT AND TEMPORARY FOREIGN WORKERS\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n§ \n1\n.  — \nPlacement agencies and recruitment agencies\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.5\n.\n \nNo one may operate a personnel placement agency or a recruitment agency for temporary foreign workers unless they hold a licence issued by the Commission, in accordance with a regulation of the Government.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.6\n.\n \nNo client enterprise may","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-100
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","chroma:document":"porary foreign workers unless they hold a licence issued by the Commission, in accordance with a regulation of the Government.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.6\n.\n \nNo client enterprise may retain the services of a personnel placement agency or a recruitment agency for temporary foreign workers that does not hold a licence issued by the Commission, in accordance with a regulation of the Government.\nThe Commission shall make available to the public a list of holders of such licences that it draws up and keeps up to date.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.7\n.\n \nThe Government may, by regulation,\n1\n° \n \ndefine, for the purposes of this Act, what constitutes a personnel placement agency, a recruitment agency for temporary foreign workers, a client enterprise and a temporary foreign worker;\n2\n° \n \nestablish categories of licences and determine, for each category, the activities that may be carried on by an agency;\n3\n° \n \ndetermine any condition of validity of a licence and any restriction or prohibition relating to its issue or maintenance;\n4\n° \n \nprescribe the administrative measures that apply to a licence holder if the obligations under this Act or the regulations are not complied with;\n5\n° \n \ndetermine the obligations of a personnel placement agency or a recruitment agency for temporary foreign workers and those of a client enterprise that retains the services of such an agency; and\n6\n° \n \nprescribe any other measure to protect the rights of employees to wh"}


created_at: 2025-11-28 03:20:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-101
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{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"tment agency for temporary foreign workers and those of a client enterprise that retains the services of such an agency; and\n6\n° \n \nprescribe any other measure to protect the rights of employees to whom this division applies.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2023, c. 24\n2023, c. 24\n, \ns. \n172\n1\n.\n92.7.1\n.\n \nTo obtain or maintain a licence, a personnel placement agency or a recruitment agency for temporary foreign workers must hold a valid certificate issued by the Agence du revenu du Québec.\nThe certificate shows that the agency has filed the returns and reports required under fiscal laws and that it has no overdue amount payable to the Minister of Revenue, in particular where recovery of such an amount has been legally suspended or arrangements have been made to ensure payment of the amount and the agency has not defaulted on the payment arrangements.\nThe certificate is valid until the end of the three-month period following the month in which it was issued.\nAn application for a certificate must be made in the manner provided for in section 1079.8.19 of the Taxation Act (\nchapter I-3\n).\n\n\n2021, c. 15\n2021, c. 15\n, \ns. \n6\n1\n; \n2023, c. 24\n2023, c. 24\n, \ns. \n173\n1\n.\n92.7.2\n.\n \nThe Agence du revenu du Québec shall send the Commission any information required for the purposes of this subdivision.\n\n\n2021, c. 15\n2021, c. 15\n, \ns. \n6\n1\n.\n92.8\n.\n \nAn agency whose licence application is denied, whose licence is suspended or revoked or on which an administrative measure is imp","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:29
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-102
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{"chroma:document":"s of this subdivision.\n\n\n2021, c. 15\n2021, c. 15\n, \ns. \n6\n1\n.\n92.8\n.\n \nAn agency whose licence application is denied, whose licence is suspended or revoked or on which an administrative measure is imposed under paragraph 4 of section 92.7 may contest the Commission’s decision before the Administrative Labour Tribunal within 30 days of notification of the decision.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2023, c. 24\n2023, c. 24\n, \ns. \n174\n1\n.\n§ \n2\n.  — \nObligations of a temporary foreign worker’s employer\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.9\n.\n \nAn employer who hires a temporary foreign worker must, without delay, inform the Commission of the worker’s date of arrival, of the term of the contract and, if the departure date does not coincide with the end of the contract, of the departure date and the reasons for the departure.\nThe employer must in addition record that information in the registration system or register kept by the employer in accordance with the regulation made under section 29.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n92.10\n.\n \nIf, following an inquiry, the Commission has grounds to believe that one of the rights of a temporary foreign worker under this Act or a regulation has been violated, the Commission may, even if no complaint is filed and if no settlement is reached, exercise any recourse on behalf of the worker.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.11\n.\n \nNo employer may require a temporary foreign","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:29
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-103
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{"document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","chroma:document":"n if no complaint is filed and if no settlement is reached, exercise any recourse on behalf of the worker.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.11\n.\n \nNo employer may require a temporary foreign worker to entrust custody of personal documents or property to the employer.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.12\n.\n \nNo employer may charge a temporary foreign worker fees related to their recruitment, other than fees authorized under a Canadian government program.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\nDIVISION \nIX\nEFFECT OF LABOUR STANDARDS\n93\n.\n \nSubject to any exception allowed by this Act, the labour standards contained in this Act and the regulations are of public order.\nIn an agreement or decree, any provision that contravenes a labour standard or that is inferior thereto is absolutely null.\n\n\n1979, c. 45, s. 93\n; \n1999, c. 40, s. 196\n.\n94\n.\n \nNotwithstanding section 93, an agreement or a decree may grant an employee a more advantageous condition of employment than required in a standard prescribed by this Act or the regulations.\n\n\n1979, c. 45, s. 94\n; \n1980, c. 5, s. 9\n.\n95\n.\n \nAn employer who enters into a contract with a subcontractor, directly or through an intermediary, is solidarily liable with that subcontractor and that intermediary for the pecuniary obligations fixed by this Act or the regulations.\nA personnel placement agency and a client enterprise that, within the framework of a contract with the agency, u","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:29
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-104
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","chroma:document":"d that intermediary for the pecuniary obligations fixed by this Act or the regulations.\nA personnel placement agency and a client enterprise that, within the framework of a contract with the agency, uses an employee’s services are solidarily liable for the pecuniary obligations fixed by this Act or the regulations.\n\n\n1979, c. 45, s. 95\n; \n1994, c. 46, s. 8\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n38\n1\n1\n.\n96\n.\n \nThe alienation or concession of the whole or a part of an undertaking does not invalidate any civil claim arising from the application of this Act or a regulation which is not paid at the time of such alienation or concession. The former employer and the new employer are bound solidarily in respect of that claim.\n\n\n1979, c. 45, s. 96\n; \n2002, c. 80, s. 59\n.\n97\n.\n \nThe alienation or concession in whole or in part of the undertaking, or the modification of its juridical structure, namely by amalgamation, division or otherwise, does not affect the continuity of the application of the labour standards.\n\n\n1979, c. 45, s. 97\n.\nCHAPTER \nIV.1\nSPECIAL PROVISION APPLICABLE TO VIOLENCE IN THE WORK ENVIRONMENT\n\n\n2024, c. 4\n2024, c. 4\n, \ns. \n20\n1\n.\n97.1\n.\n \nTo ensure the protection of every person in the work environment, no provision in an agreement or decree may operate to prevent an employer, where the employer imposes a disciplinary measure on an employee for misconduct relating to physical or psychological violence, including sexual violence within the meaning of section 1 of the Ac","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:30
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-105
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{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"yer, where the employer imposes a disciplinary measure on an employee for misconduct relating to physical or psychological violence, including sexual violence within the meaning of section 1 of the Act respecting occupational health and safety (\nchapter S-2.1\n), from taking into account a disciplinary measure that was previously imposed on the employee for misconduct relating to one of those forms of violence.\n\n\n2024, c. 4\n2024, c. 4\n, \ns. \n20\n1\n.\nCHAPTER \nV\nRECOURSES\nDIVISION \nI\nCIVIL RECOURSES\n98\n.\n \nWhere the employer fails to pay to an employee the wage owing to the employee, the Commission, on behalf of that employee, may claim the unpaid wage from that employer.\n\n\n1979, c. 45, s. 98\n; \n1990, c. 73, s. 43\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n99\n.\n \nWhere the employer fails to pay the other pecuniary benefits resulting from the application of this Act or a regulation, the Commission may claim these benefits on the basis of the usual hourly wage of the employee and the employee's gratuities or tips declared and attributed under sections 42.11 and 1019.4 of the Taxation Act (\nchapter I-3\n).\n\n\n1979, c. 45, s. 99\n; \n1983, c. 43, s. 12\n; \n2002, c. 80, s. 60\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n100\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 100\n; \n1990, c. 73, s. 44\n.\n101\n.\n \nAny settlement of a claim between an employer and an employee which involves a reduction of the amount claimed is absolutely null.\n\n\n1979, c. 45, s. 101\n; \n1999, c. 40, s. 196\n.\n102\n.\n \nSubject to"}


created_at: 2025-11-28 03:20:30
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-106
encoding: FLOAT32
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{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":".\n \nAny settlement of a claim between an employer and an employee which involves a reduction of the amount claimed is absolutely null.\n\n\n1979, c. 45, s. 101\n; \n1999, c. 40, s. 196\n.\n102\n.\n \nSubject to sections 123 and 123.1, an employee who believes that a right conferred on the employee by this Act or a regulation has been violated may file a complaint in writing with the Commission. Such a complaint may also be filed on behalf of an employee who consents thereto in writing by a non-profit organization dedicated to the defence of employees’ rights.\nIf an employee is subject to a collective agreement or a decree, the complainant must then prove to the Commission that the employee has exhausted their recourses arising out of that agreement or that decree, unless the complaint concerns a condition of employment prohibited by section 87.1; in the latter case, the complainant must prove to the Commission that the employee has not exercised such recourses or that, having exercised them, the employee discontinued proceedings before a final decision was rendered.\n\n\n1979, c. 45, s. 102\n; \n1982, c. 12, s. 4\n; \n1990, c. 73, s. 45\n; \n1999, c. 85, s. 3\n; \n2022, c. 22, ss. 175 and 179\n.\n103\n.\n \nThe Commission shall not, during the inquiry, disclose the identity of an employee by or on behalf of whom a complaint has been filed, unless the latter consents to it.\n\n\n1979, c. 45, s. 103\n; \n1990, c. 73, s. 46\n.\n104\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dis"}


created_at: 2025-11-28 03:20:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-107
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"of whom a complaint has been filed, unless the latter consents to it.\n\n\n1979, c. 45, s. 103\n; \n1990, c. 73, s. 46\n.\n104\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dispatch.\n\n\n1979, c. 45, s. 104\n.\n105\n.\n \nThe Commission may also make an inquiry of its own initiative.\n\n\n1979, c. 45, s. 105\n.\n106\n.\n \nThe Commission may refuse to proceed with an inquiry if it finds that the complaint is frivolous or made in bad faith.\n\n\n1979, c. 45, s. 106\n.\n107\n.\n \nWhere the Commission refuses to proceed with an inquiry under section 106 or where it finds that the complaint is groundless, it shall give notice of its decision to the complainant by registered mail, giving the reasons therefor and informing the employee of their right to apply for a review of the decision.\n\n\n1979, c. 45, s. 107\n; \n1990, c. 73, s. 47\n; \n1992, c. 26, s. 11\n; \nI.N. 2016-01-01 (NCCP)\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n107.1\n.\n \nThe complainant may, within 30 days of receiving the decision referred to in section 107, apply in writing for a review thereof.\nThe Commission must render a final decision by registered mail within 30 days of receiving the application from the complainant.\n\n\n1990, c. 73, s. 48\n; \n1992, c. 26, s. 12\n; \nI.N. 2016-01-01 (NCCP)\n.\n108\n.\n \nThe Commission, or any person it may designate generally or specially for that purpose, is vested, for the purposes of an inquiry contemplated in sections 104 and 105, with the powers and immunity granted to commissione","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-108
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","chroma:document":"any person it may designate generally or specially for that purpose, is vested, for the purposes of an inquiry contemplated in sections 104 and 105, with the powers and immunity granted to commissioners appointed under the Act respecting public inquiry commissions (\nchapter C-37\n), except the power to impose imprisonment.\nThe Commission may authorize a person generally or specially to inquire into a matter relating to this Act or a regulation.  Such person must, upon request, present a certificate of his authority signed by the chairman.\n\n\n1979, c. 45, s. 108\n.\n109\n.\n \nIn proceeding with an inquiry, the Commission or any person designated by it for such purpose may\n1\n° \n \nenter at any reasonable time any place of work or establishment of an employer and make an inspection thereof; such inspection may include the examination of registers, books, accounts, vouchers and other documents;\n2\n° \n \nrequire any information regarding the application of this Act or a regulation, and the production of any document related thereto.\n\n\n1979, c. 45, s. 109\n.\n110\n.\n \nA document contemplated in section 109 which has been examined by the Commission or a person designated by it, or which has been produced to either of them, may be copied or photocopied.  Any copy or photocopy of such document certified true to the original by the chairman or that person is admissible as evidence and has the same probative value as the original.\n\n\n1979, c. 45, s. 110\n.\n111\n.\n \nWhere, following an inquiry, the Com"}


created_at: 2025-11-28 03:20:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-109
encoding: FLOAT32
metadata:
{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","chroma:document":"ied true to the original by the chairman or that person is admissible as evidence and has the same probative value as the original.\n\n\n1979, c. 45, s. 110\n.\n111\n.\n \nWhere, following an inquiry, the Commission considers that an amount of money is due to an employee in accordance with this Act or the regulations, it shall demand, by notice in writing, that the employer pay such amount to the Commission within 20 days of the sending of the demand notice.\nThe Commission shall at the same time send a notice to the employee indicating the amount claimed on their behalf.\n\n\n1979, c. 45, s. 111\n; \n1990, c. 73, s. 49\n; \n1992, c. 26, s. 13\n; \n2008, c. 30, s. 6\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\nNot in force \n112\n.\n \nIf the employer fails to pay such amount within the time fixed in section 111, the Commission may, of its own authority in the cases provided by regulation made under paragraph 6 of section 29, pay the amount to the employee to the extent provided for in paragraph 6 of section 39.\nThe Commission is thereupon substituted in all the rights of the employee up to the amount thus paid.\n\n\n1979, c. 45, s. 112\n.\n113\n.\n \nThe Commission may take the appropriate action on behalf of the employee at the expiry of the time provided for in section 111.\nThe Commission may also exercise the recourses available to an employee against the directors of a legal person.\n\n\n1979, c. 45, s. 113\n; \n1990, c. 73, s. 50\n; \n1992, c. 26, s. 14\n.\n114\n.\n \nWhere it exercises the recourses provided "}


created_at: 2025-11-28 03:20:32
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-110
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"e the recourses available to an employee against the directors of a legal person.\n\n\n1979, c. 45, s. 113\n; \n1990, c. 73, s. 50\n; \n1992, c. 26, s. 14\n.\n114\n.\n \nWhere it exercises the recourses provided for in sections 112 and 113, the Commission may claim, in addition to the amount due under this Act or a regulation, an amount equal to 20% of such amount. This additional amount of 20% belongs entirely to the Commission.\nThe amount due to the employee bears interest at the rate fixed under section 28 of the Tax Administration Act (\nchapter A-6.002\n), from the sending of the demand notice under section 111.\n\n\n1979, c. 45, s. 114\n; \n1990, c. 73, s. 51\n; \n2008, c. 30, s. 7\n; \n2010, c. 31, s. 175\n.\n115\n.\n \nA civil action brought under this Act or a regulation is prescribed by one year from each due date.\nThis prescription runs only from 1 May following the date of execution of the work in respect of employees engaged in logging operations.\n\n\n1979, c. 45, s. 115\n.\n116\n.\n \nA notice of inquiry sent by the Commission to the employer by registered mail suspends prescription in respect of all his employees for six months from the date of mailing.\n\n\n1979, c. 45, s. 116\n; \n1990, c. 73, s. 52\n; \n1992, c. 26, s. 15\n; \nI.N. 2016-01-01 (NCCP)\n.\n117\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 117\n; \n1994, c. 46, s. 9\n.\n118\n.\n \nIn the case of a false entry in the required register, or in the system of registration, or of a secret rebate or any other fraud, prescription runs against the Commission’s recours"}


created_at: 2025-11-28 03:20:32
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-111
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metadata:
{"document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"46, s. 9\n.\n118\n.\n \nIn the case of a false entry in the required register, or in the system of registration, or of a secret rebate or any other fraud, prescription runs against the Commission’s recourses only from the date on which the Commission becomes aware of the fraud.\n\n\n1979, c. 45, s. 118\n.\n119\n.\n \nThe recourses of several employees against the same employer or against the directors of the same legal person may be joined in the same suit, whether it is instituted by the employees or by the Commission, and the total amount claimed determines the jurisdiction of the court, both in first instance and in appeal.\n\n\n1979, c. 45, s. 119\n; \n1992, c. 26, s. 16\n.\n119.1\n.\n \nAll proceedings brought before the civil courts under this Act constitute matters which must be heard and decided by preference.\n\n\n1990, c. 73, s. 53\n.\n120\n.\n \nAfter being put in default by the Commission, an employer cannot validly discharge the amounts forming the object of the claim except by remitting them to the Commission.  This provision does not apply in the case of an action brought by the employee themself.\n\n\n1979, c. 45, s. 120\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nd\n.\n121\n.\n \nSubject to section 112 and to the first paragraph of section 114, the Commission shall remit to the employee the amount it collects by exercising the employee's recourse.\nAt the request of the Minister of Employment and Social Solidarity, the Commission shall deduct from that amount the amount repayable under section 90 of "}


created_at: 2025-11-28 03:20:33
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-112
encoding: FLOAT32
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{"chroma:document":"llects by exercising the employee's recourse.\nAt the request of the Minister of Employment and Social Solidarity, the Commission shall deduct from that amount the amount repayable under section 90 of the Individual and Family Assistance Act (\nchapter A-13.1.1\n). The Commission shall remit the amount thus deducted to the Minister of Employment and Social Solidarity.\n\n\n1979, c. 45, s. 121\n; \n1988, c. 51, s. 120\n; \n1992, c. 44, s. 81\n; \n1994, c. 12, s. 50\n; \n1997, c. 63, s. 128\n; \n1998, c. 36, s. 184\n; \n2001, c. 44, s. 30\n; \n2005, c. 15, s. 165\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\nDIVISION \nI.1\nRECOURSE AGAINST CERTAIN DIFFERENCES IN TREATMENT\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.1\n.\n \nAn employee who believes they have been the victim of a distinction referred to in the third paragraph of section 87.1 may file a complaint in writing with the Commission. Such a complaint must be filed within 12 months of the distinction becoming known to the employee. It may also be filed, on behalf of an employee who consents to it in writing, by a non-profit organization dedicated to the defence of employees’ rights.\nIf the complaint is filed within that time with the Administrative Labour Tribunal, failure to file the complaint with the Commission cannot be invoked against the complainant.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n121.2\n.\n \nIf an employee is subject to a collective agreement or a decree, the complainant must then prove","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:33
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-113
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"plainant.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n121.2\n.\n \nIf an employee is subject to a collective agreement or a decree, the complainant must then prove to the Commission that the employee has not exercised their recourses arising out of that agreement or decree, or that, having exercised them, the employee discontinued proceedings before a final decision was rendered.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n121.3\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dispatch.\nSections 103 to 110 and 123.3 apply to the inquiry, with the necessary modifications.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.4\n.\n \nIf the Commission refuses to take action following a complaint, the employee or, if applicable, the organization, with the employee’s written consent, may, within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complaint to the Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.5\n.\n \nAt the end of the inquiry, if no settlement is reached between the parties and the Commission agrees to pursue the complaint, it shall refer the complaint without delay to the Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.6\n.\n \nThe Commission may represent an employee in a proceeding under this division before the Administrative Labour Tribuna"}


created_at: 2025-11-28 03:20:33
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-114
encoding: FLOAT32
metadata:
{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","chroma:document":" Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.6\n.\n \nThe Commission may represent an employee in a proceeding under this division before the Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.7\n.\n \nThe provisions of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.8\n.\n \nIf the Administrative Labour Tribunal considers that the employee has been the victim of a prohibited distinction, it may render any decision it believes fair and reasonable, taking into account all the circumstances of the matter, including\n1\n° \n \norder that the distinction no longer be made;\n2\n° \n \norder that an employee be made a member of a pension plan, or make other employee benefits applicable to the employee; and\n3\n° \n \norder the employer to pay the employee an indemnity for the loss resulting from the distinction.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\nDIVISION \nII\nRECOURSE AGAINST PROHIBITED PRACTICES\n\n\n1990, c. 73, s. 54\n.\n122\n.\n \nNo employer or his agent may dismiss, suspend or transfer an employee, practise discrimination or take reprisals against the employee, or impose any other sanction upon the employee\n1\n° \n \non the ground that such employee has exercised a"}


created_at: 2025-11-28 03:20:34
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-115
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":" suspend or transfer an employee, practise discrimination or take reprisals against the employee, or impose any other sanction upon the employee\n1\n° \n \non the ground that such employee has exercised a right, other than the right contemplated in section 84.1, conferred on the employee by this Act or a regulation;\n1.1\n° \n \non the ground that an inquiry is being conducted by the Commission in an establishment of the employer;\n2\n° \n \non the ground that such employee has given information to the Commission or one of its representatives on the application of the labour standards or that the employee has given evidence in a proceeding related thereto;\n2.1\n° \n \non the ground that the employee has made a report to the employer or his agent concerning psychological harassment behaviour targeting another person or has cooperated in the processing of a report or complaint regarding such behaviour;\n3\n° \n \non the ground that a seizure of property in the hands of a third person has been or may be effected against such employee;\n3.1\n° \n \non the ground that such employee is a debtor of support subject to the Act to facilitate the payment of support (\nchapter P-2.2\n);\n4\n° \n \non the ground that such employee is pregnant;\n5\n° \n \nfor the purpose of evading the application of this Act or a regulation;\n6\n° \n \non the ground that the employee has refused to work beyond the employee’s regular hours of work because the employee’s presence was required to fulfil obligations relating to the care, health ","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:34
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-116
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"\n6\n° \n \non the ground that the employee has refused to work beyond the employee’s regular hours of work because the employee’s presence was required to fulfil obligations relating to the care, health or education of the employee’s child or the child of the employee’s spouse, or because of the state of health of a relative within the meaning of section 79.6.1 or a person for whom the employee acts as a caregiver, even though the employee had taken the reasonable steps within the employee’s power to assume those obligations otherwise;\n7\n° \n \non the ground of a disclosure by an employee of a wrongdoing within the meaning of the Anti-Corruption Act (\nchapter L-6.1\n), on the ground of a non-compliance with an Act referred to in section 7 of the Act respecting the regulation of the financial sector  (\nchapter E-6.1\n)  or on the ground of an employee’s cooperation in an audit or an investigation regarding such a wrongdoing or non-compliance;\n8\n° \n \non the ground that such employee has exercised a right arising from the Voluntary Retirement Savings Plans Act (\nchapter R-17.0.1\n);\n9\n° \n \nfor the purpose of evading the application of the Voluntary Retirement Savings Plans Act;\n10\n° \n \non the ground of a communication by an employee to the inspector general of Ville de Montréal or the employee’s cooperation in an investigation conducted by the inspector general under Division VI.0.1 of Chapter II of the Charter of Ville de Montréal, metropolis of Québec (\nchapter C-11.4\n);\n11\n° \n \n(subp","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:35
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-117
encoding: FLOAT32
metadata:
{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"yee’s cooperation in an investigation conducted by the inspector general under Division VI.0.1 of Chapter II of the Charter of Ville de Montréal, metropolis of Québec (\nchapter C-11.4\n);\n11\n° \n \n(subparagraph repealed);\n12\n° \n \non the ground of a report of maltreatment made by an employee or of the employee’s cooperation in the examination of a report or complaint of maltreatment under the Act to combat maltreatment of seniors and other persons of full age in vulnerable situations (\nchapter L-6.3\n);\n13\n° \n \non the ground that the employee has sent information to the syndic of a professional order to the effect that a professional has committed an offence referred to in section 116 of the Professional Code (\nchapter C-26\n);\n14\n° \n \non the ground of a communication of information made in good faith by the employee under section 56 of the Act respecting the Autorité des marchés publics (\nchapter A-33.2.1\n) or of the employee’s cooperation in an audit or investigation conducted on the ground of such a communication;\n15\n° \n \non the ground of a communication of information in good faith by the employee under section 20 of the Municipal Ethics and Good Conduct Act (\nchapter E-15.1.0.1\n) or the employee’s cooperation in a search for information or an inquiry conducted by the Commission municipale du Québec under Division I of Chapter III of that Act;\n16\n° \n \non the ground that the employee has, in good faith, communicated information referred to in section 123.6 of the Act respecting","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:35
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-118
encoding: FLOAT32
metadata:
{"chroma:document":"unicipale du Québec under Division I of Chapter III of that Act;\n16\n° \n \non the ground that the employee has, in good faith, communicated information referred to in section 123.6 of the Act respecting labour relations, vocational training and workforce management in the construction industry (\nchapter R-20\n) to the Commission de la construction du Québec or cooperated in an inquiry, verification or inspection carried out on the basis of such a communication;\n17\n° \n \non the ground that the employee has, in good faith, communicated information to the Régie du bâtiment du Québec under section 129.2.1 of the Building Act (\nchapter B-1.1\n) or cooperated in an inquiry, verification or inspection carried out on the basis of such a communication;\n18\n° \n \non the ground that the employee has been summoned as a prospective juror under the Jurors Act (\nchapter J-2\n) or that the employee has acted as a juror;\n19\n° \n \non the ground that the employee has been called to attend at court or that the employee has acted as a witness before a court of justice;\n20\n° \n \non the ground that the employee has made a report or filed a complaint, cooperated in the processing of a report or complaint or accompanied a person who has made a report or filed a complaint under the Act respecting the National Student Ombudsman (\nchapter P-32.01\n); or\n21\n° \n \non the ground that the employee filed a complaint, communicated information or cooperated in an inspection or investigation under Chapter VII.3 of the Educ","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-119
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{"chroma:document":"nt Ombudsman (\nchapter P-32.01\n); or\n21\n° \n \non the ground that the employee filed a complaint, communicated information or cooperated in an inspection or investigation under Chapter VII.3 of the Educational Childcare Act.\nAn employer must of his own initiative transfer a pregnant employee if the conditions of employment are physically dangerous to the employee or the employee’s unborn child. The employee may refuse the transfer by presenting a medical certificate attesting that the conditions of employment are not dangerous as alleged.\n\n\n1979, c. 45, s. 122\n; \n1980, c. 5, s. 10\n; \n1982, c. 12, s. 5\n; \n1990, c. 73, s. 55\n; \n1995, c. 18, s. 95\n; \n2002, c. 80, s. 61\n; \n2011, c. 17, s. 56\n; \n2014, c. 3, s. 3\n; \n2013, c. 26, s. 134\n; \nI.N. 2014-07-01\n; \nI.N. 2016-01-01 (NCCP)\n; \n2016, c. 34, s. 44\n; \n2017, c. 10, s. 28\n; \n2017, c. 11\n2017, c. 11\n, \ns. \n148\n1\n; \n 2018, c. 21\n 2018, c. 21\n, \ns. \n40\n1\n; \n2018, c. 23, s. 779\n; \n2018, c. 12\n2018, c. 12\n, \ns. \n2\n1\n; \nI.N. 2018-06-30\n; \n2018, c. 23, s. 811\n; \n2018, c. 13, s. 41\n; \n2018, c. 8, s. 194\n; \n2017, c. 27\n2017, c. 27\n, \ns. \n202\n1\n; \n2020, c. 12\n2020, c. 12\n, \ns. \n156\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n176\n1\n1\na\n; \n2022, c. 17\n2022, c. 17\n, \ns. \n94\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n21\n1\n; \n2024, c. 6\n2024, c. 6\n, \ns. \n33\n1\n; \n2024, c. 21\n2024, c. 21\n, \ns. \n47\n1\n.\n122.1\n.\n \nNo employer or his agent may dismiss, suspend or retire an employee, practice discrimination or take reprisals against the employee on the ground that the em","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-120
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","chroma:document":" c. 21\n2024, c. 21\n, \ns. \n47\n1\n.\n122.1\n.\n \nNo employer or his agent may dismiss, suspend or retire an employee, practice discrimination or take reprisals against the employee on the ground that the employee has reached or passed the age or the number of years of service at which the employee should retire pursuant to a general law or special Act applicable to the employee, pursuant to the retirement plan to which  the employee contributes, pursuant to the collective agreement, the arbitration award in lieu thereof or the decree governing the employee, or pursuant to the common practice of the employer.\n\n\n1982, c. 12, s. 6\n; \n2002, c. 80, s. 62\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n122.2\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 56\n; \n2002, c. 80, s. 63\n.\n123\n.\n \nAn employee who believes they have been the victim of a practice prohibited by section 122 and who wishes to assert the rights must do so before the Commission des normes, de l’équité, de la santé et de la sécurité du travail within 45 days of the occurrence of the practice complained of.\nIf the complaint is filed within that time to the Administrative Labour Tribunal, failure to file the complaint with the Commission des normes, de l’équité, de la santé et de la sécurité du travail cannot be invoked against the complainant.\n\n\n1979, c. 45, s. 123\n; \n1990, c. 73, s. 57\n; \n1999, c. 40, s. 196\n; \n2001, c. 26, s. 140\n; \n2002, c. 80, s. 64\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n123.1\n.\n \nSecti"}


created_at: 2025-11-28 03:20:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-121
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"nt.\n\n\n1979, c. 45, s. 123\n; \n1990, c. 73, s. 57\n; \n1999, c. 40, s. 196\n; \n2001, c. 26, s. 140\n; \n2002, c. 80, s. 64\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n123.1\n.\n \nSection 123 applies to every employee who believes they have been dismissed, suspended or retired on the ground set forth in section 122.1.\nHowever, the time limit to file such a complaint is then increased to 90 days.\n\n\n1982, c. 12, s. 7\n; \n2001, c. 26, s. 141\n; \n2002, c. 80, s. 65\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n123.2\n.\n \nThe presumption resulting from the application of the second paragraph of section 123.4 shall continue to apply for not less than 20 weeks after the employee has returned to work at the end of a leave provided for in section 81.2, 81.4 or 81.10.\n\n\n1990, c. 73, s. 58\n; \n2002, c. 80, s. 66\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n177\n1\n.\n123.3\n.\n \nThe Commission, with the agreement of the parties, may appoint a person who shall endeavour to settle the complaint to the satisfaction of the parties.\nOnly a person who has not already acted in the matter in question in another capacity may be appointed for this purpose by the Commission.\nThe person appointed under the first paragraph may put an end to the mediation if he considers in the circumstances that his intervention is not useful or appropriate; in such a case, the person shall notify the parties in writing.\nAny verbal or written information gathered by the person appointed under the first paragraph must rem","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:37
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-122
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{"local_path":"raw/canada/labour-standards-act.html","chroma:document":"tion is not useful or appropriate; in such a case, the person shall notify the parties in writing.\nAny verbal or written information gathered by the person appointed under the first paragraph must remain confidential. He may not be compelled to divulge anything that has been revealed to him or that has come to his knowledge in the performance of his duties, or to produce before a court or before any body or person fulfilling a judicial or quasi judicial function any document made or obtained in the performance of his duties, except in penal matters, where the court considers that such proof is necessary for a full and complete defence. Notwithstanding section 9 of the Act respecting Access to documents held by public bodies and the Protection of personal information (\nchapter A-2.1\n), no person shall have a right of access to any such document.\n\n\n1990, c. 73, s. 58\n; \n1992, c. 61, s. 416\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n22\n1\n.\n123.4\n.\n \nIf no settlement is reached following receipt of the complaint by the Commission des normes, de l’équité, de la santé et de la sécurité du travail, the latter shall, without delay, refer the complaint to the Administrative Labour Tribunal.\nThe provisions of the Labour Code (\nchapter C-27\n) and of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) applicable to a remedy relating to the exercise by an employee of a right arising out of that Code apply, with the necessary modifications.\nThe Administrative Labour Tribunal ma","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:37
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-123
encoding: FLOAT32
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{"chroma:document":"nal (\nchapter T-15.1\n) applicable to a remedy relating to the exercise by an employee of a right arising out of that Code apply, with the necessary modifications.\nThe Administrative Labour Tribunal may not, however, order the reinstatement of a domestic or person whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, in the employer’s dwelling.\n\n\n2002, c. 80, s. 67\n; \n2015, c. 15, ss. 180 and 237\n.\n123.5\n.\n \nThe Commission may, in any proceeding relating to this division, represent an employee who is not a member of a group of employees covered by a certification pursuant to the Labour Code (\nchapter C-27\n).\n\n\n2002, c. 80, s. 67\n.\nDIVISION \nII.1\nRECOURSE AGAINST PSYCHOLOGICAL HARASSMENT\n\n\n2002, c. 80, s. 68\n.\n123.6\n.\n \nAn employee who believes they have been the victim of psychological harassment may file a complaint in writing with the Commission. Such a complaint may also be filed by a non-profit organization dedicated to the defence of employees’ rights on behalf of one or more employees who consent thereto in writing.\nWith the employee’s consent, the Commission shall send to the Commission des droits de la personne et des droits de la jeunesse, under the terms of an agreement entered into by those organizations and approved by the Minister, any complaint that concerns discriminatory behaviour filed in accordance with this division. The agreement must also stipulate cooperative arrangements between those two organizatio","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:38
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-124
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{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"d by the Minister, any complaint that concerns discriminatory behaviour filed in accordance with this division. The agreement must also stipulate cooperative arrangements between those two organizations, in particular to ensure any delay in sending the complaint is not prejudicial to the employee.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n41\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n123.7\n.\n \nAny complaint concerning psychological harassment must be filed within two years of the last incidence of the offending behaviour.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n42\n1\n.\n123.8\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dispatch.\nSections 103 to 110 and 123.3 shall apply to the inquiry, with the necessary modifications.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n43\n1\n.\n123.9\n.\n \nIf the Commission refuses to take action following a complaint, the employee or, if applicable, the organization with the employee’s written consent, may within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complaint to the Administrative Labour Tribunal.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.10\n.\n \nThe Commission may, at any time, during the inquiry and with the agreement of the parties, request the Minister to appoint a person to act as a mediator. The Commission may, at the request of the employee, assist and advise the employee d"}


created_at: 2025-11-28 03:20:38
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-125
encoding: FLOAT32
metadata:
{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","chroma:document":"g the inquiry and with the agreement of the parties, request the Minister to appoint a person to act as a mediator. The Commission may, at the request of the employee, assist and advise the employee during mediation.\nThe third and fourth paragraphs of section 123.3 apply to the mediation provided for in the first paragraph.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n44\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n23\n1\n.\n123.11\n.\n \nIf the employee is still bound to the employer by a contract of employment, the employee is deemed to be at work during mediation sessions.\n\n\n2002, c. 80, s. 68\n.\n123.12\n.\n \nAt the end of the inquiry, if no settlement is reached between the parties and the Commission agrees to pursue the complaint, it shall refer the complaint without delay to the Administrative Labour Tribunal.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.13\n.\n \nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may represent an employee in a proceeding under this division before the Administrative Labour Tribunal.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.14\n.\n \nThe provisions of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 181\n.\n123.15\n.\n \nIf the Administr"}


created_at: 2025-11-28 03:20:39
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-126
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{"local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 181\n.\n123.15\n.\n \nIf the Administrative Labour Tribunal considers that the employee has been the victim of psychological harassment and that the employer has failed to fulfil the obligations imposed on employers under section 81.19, it may render any decision it believes fair and reasonable, taking into account all the circumstances of the matter, including the discriminatory nature of the behaviour, such as\n1\n° \n \nordering the employer to reinstate the employee;\n2\n° \n \nordering the employer to pay the employee an indemnity up to a maximum equivalent to wages lost;\n3\n° \n \nordering the employer to take reasonable action to put a stop to the harassment;\n4\n° \n \nordering the employer to pay moral damages to the employee;\n4.1\n° \n \nordering the employer to pay punitive damages to the employee;\n5\n° \n \nordering the employer to pay the employee an indemnity for loss of employment;\n6\n° \n \nordering the employer to pay for the psychological support needed by the employee for a reasonable period of time determined by the Tribunal;\n7\n° \n \nordering the modification of the disciplinary record of the employee.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n45\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n24\n1\n1\n.\n123.16\n.\n \nParagraphs 2, 4 and 6 of section 123.15 do not apply to a period during which the employ","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:39
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-127
encoding: FLOAT32
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{"chroma:document":"\n2015, c. 15, s. 237\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n45\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n24\n1\n1\n.\n123.16\n.\n \nParagraphs 2, 4 and 6 of section 123.15 do not apply to a period during which the employee is suffering from an employment injury within the meaning of the Act respecting industrial accidents and occupational diseases (\nchapter A‐3.001\n) that results from psychological harassment.\nWhere the Administrative Labour Tribunal considers it probable that, pursuant to section 123.15, the psychological harassment entailed an employment injury for the employee, it shall reserve its decision with regard to paragraphs 2, 4 and 6.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.17\n.\n \nWhere a settlement is reached following a complaint concerning psychological harassment, the parties concerned by the complaint undertake to preserve the confidentiality of anything said, written or done during the settlement process. The parties may, however, by written agreement, agree to relieve each other from the duty of confidentiality, in which case they must specify in the agreement the elements to which the agreement applies and indicate in the agreement when it takes effect.\n\n\n2024, c. 4\n2024, c. 4\n, \ns. \n25\n1\n.\nDIVISION \nIII\nRECOURSE AGAINST DISMISSALS NOT MADE FOR GOOD AND SUFFICIENT CAUSE\n124\n.\n \nAn employee credited with two years of uninterrupted service in the same enterprise who believes they have not been dismissed for a good and sufficient cause may present a complaint in writi","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:40
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-128
encoding: FLOAT32
metadata:
{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","chroma:document":"E\n124\n.\n \nAn employee credited with two years of uninterrupted service in the same enterprise who believes they have not been dismissed for a good and sufficient cause may present a complaint in writing to the Commission des normes, de l’équité, de la santé et de la sécurité du travail or mail it to the address of the Commission des normes, de l’équité, de la santé et de la sécurité du travail within 45 days of the dismissal, except where a remedial procedure, other than a recourse in damages, is provided elsewhere in this Act, in another Act or in an agreement.\nIf the complaint is filed with the Administrative Labour Tribunal within this period, failure to have presented it to the Commission des normes, de l’équité, de la santé et de la sécurité du travail cannot be set up against the complainant.\n\n\n1979, c. 45, s. 124\n; \n1990, c. 73, s. 59\n; \n2001, c. 26, s. 142\n; \n2002, c. 80, s. 69\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n178\n1\n2\n.\n125\n.\n \nUpon receiving the complaint, the Commission des normes, de l’équité, de la santé et de la sécurité du travail may, with the agreement of the parties, appoint a person who shall endeavour to settle the complaint to the satisfaction of the interested parties. The second, third and fourth paragraphs of section 123.3 apply for the purposes of this section.\nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may require from the employer a writing containing the reasons for dismissing the employe","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:40
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-129
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"the purposes of this section.\nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may require from the employer a writing containing the reasons for dismissing the employee. It must provide a copy of this writing to the employee, on demand.\n\n\n1979, c. 45, s. 125\n; \n1990, c. 73, s. 60\n; \n2001, c. 26, s. 143\n; \n2015, c. 15, s. 237\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n26\n1\n.\n126\n.\n \nIf no settlement is reached following receipt of the complaint by the Commission des normes, de l’équité, de la santé et de la sécurité du travail, the Commission des normes, de l’équité, de la santé et de la sécurité du travail shall, without delay, refer the complaint to the Administrative Labour Tribunal.\n\n\n1979, c. 45, s. 126\n; \n1983, c. 22, s. 104\n; \n1990, c. 73, s. 61\n; \n2001, c. 26, s. 144\n; \n2002, c. 80, s. 70\n; \n2015, c. 15, s. 237\n.\n126.1\n.\n \nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may, in a proceeding under this division, represent an employee who does not belong to a group of employees to which certification has been granted under the Labour Code (\nchapter C-27\n).\n\n\n1997, c. 2, s. 2\n; \n2001, c. 26, s. 145\n; \n2015, c. 15, s. 237\n.\n127\n.\n \nThe provisions of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessar"}


created_at: 2025-11-28 03:20:41
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-130
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":" that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n1979, c. 45, s. 127\n; \n1990, c. 73, s. 61\n; \n2001, c. 26, s. 146\n; \n2015, c. 15, s. 182\n.\n128\n.\n \nWhere the Administrative Labour Tribunal considers that the employee has been dismissed without good and sufficient cause, the Tribunal may\n1\n° \n \norder the employer to reinstate the employee;\n2\n° \n \norder the employer to pay to the employee an indemnity up to a maximum equivalent to the wage the employee would normally have earned had the employee not been dismissed;\n3\n° \n \nrender any other decision the Tribunal believes fair and reasonable, taking into account all the circumstances of the matter.\nHowever, in the case of a domestic or a person whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, the Administrative Labour Tribunal may only order the payment to the employee of an indemnity corresponding to the wage and other benefits of which the employee was deprived due to dismissal.\n\n\n1979, c. 45, s. 128\n; \n1990, c. 73, s. 62\n; \n2001, c. 26, s. 147\n; \n2002, c. 80, s. 71\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n129\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 129\n; \n1990, c. 73, s. 63\n; \n2001, c. 26, s. 148\n.\n130\n.\n \nThe decision of the Administrative Labour Tribunal under this division is wi","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:41
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-131
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{"chroma:document":", c. 22\n, \ns. \n179\n1\n2\na\n.\n129\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 129\n; \n1990, c. 73, s. 63\n; \n2001, c. 26, s. 148\n.\n130\n.\n \nThe decision of the Administrative Labour Tribunal under this division is without appeal. It shall bind both the employer and the employee.\n\n\n1979, c. 45, s. 130\n; \n1990, c. 73, s. 64\n; \n2001, c. 26, s. 149\n; \n2015, c. 15, s. 237\n.\n131\n.\n \nThe Administrative Labour Tribunal shall send forthwith a true copy of its decision to the Commission.\n\n\n1979, c. 45, s. 131\n; \n1990, c. 73, s. 64\n; \n2001, c. 26, s. 150\n; \n2015, c. 15, s. 237\n.\n132\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 132\n; \n1990, c. 73, s. 64\n.\n133\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 133\n; \n1990, c. 73, s. 64\n.\n134\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 134\n; \n1990, c. 73, s. 64\n.\n135\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 135\n; \n1990, c. 73, s. 64\n.\nCHAPTER \nVI\nRepealed, 2002, c. 80, s. 72\n\n\n2002, c. 80, s. 72\n.\n136\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 136\n; \n2002, c. 80, s. 72\n.\n137\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 137\n; \n1999, c. 40, s. 196\n; \n2002, c. 80, s. 72\n.\n138\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 138\n; \n2002, c. 80, s. 72\n.\nCHAPTER \nVII\nPENAL PROVISIONS\n\n\n1992, c. 61, s. 417\n.\n139\n.\n \nEvery employer is guilty of an offence and is liable to a fine of $600 to $1,200 and, for any subsequent conviction, to a fine of $1,200 to $6,000, who\n1\n° \n \nknowingly destroys, alters or falsifies\na\n) \n \na register;\nb\n) \n \nthe registration system;\nc\n) \n \na document dealing with the carrying out of this Act or a regulation;\n2\n°","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:42
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-132
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","chroma:document":"$1,200 to $6,000, who\n1\n° \n \nknowingly destroys, alters or falsifies\na\n) \n \na register;\nb\n) \n \nthe registration system;\nc\n) \n \na document dealing with the carrying out of this Act or a regulation;\n2\n° \n \nfails, neglects or refuses to keep a document contemplated in paragraph 1.\n\n\n1979, c. 45, s. 139\n; \n1986, c. 58, s. 65\n; \n1990, c. 4, s. 609\n; \n1991, c. 33, s. 87\n; \n1997, c. 85, s. 367\n.\n140\n.\n \nEvery person is guilty of an offence and is liable to a fine of $600 to $1,200 and, for any subsequent conviction, to a fine of $1,200 to $6,000, who\n1\n° \n \nhinders in any way the Commission or any person authorized by it in the discharge of their duties;\n2\n° \n \ndeceives them by concealment or false declaration;\n3\n° \n \nrefuses to give them any information or document they are entitled to obtain under this Act;\n4\n° \n \nconceals a document or anything related to an inquiry;\n5\n° \n \nis a party to an agreement stipulating conditions of employment inferior to labour standards determined under this Act or the regulations; or\n6\n° \n \ncontravenes any other provision of this Act or the regulations except sections 81.19, 81.20, 84.2 to 84.7, 92.5 and 92.6 and subparagraphs 7, 10 and 13 to 20 of the first paragraph of section 122.\n\n\n1979, c. 45, s. 140\n; \n1986, c. 58, s. 66\n; \n1990, c. 4, s. 610\n; \n1991, c. 33, s. 88\n; \n1997, c. 85, s. 368\n; \n2011, c. 17, s. 57\n; \n2014, c. 3, s. 4\n; \nI.N. 2014-07-01\n; \n2016, c. 34\n2016, c. 34\n, \ns. \n45\n1\n; \n2017, c. 11\n2017, c. 11\n, \ns. \n149\n1\n; \n2018, c. 21\n2018,"}


created_at: 2025-11-28 03:20:42
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-133
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"91, c. 33, s. 88\n; \n1997, c. 85, s. 368\n; \n2011, c. 17, s. 57\n; \n2014, c. 3, s. 4\n; \nI.N. 2014-07-01\n; \n2016, c. 34\n2016, c. 34\n, \ns. \n45\n1\n; \n2017, c. 11\n2017, c. 11\n, \ns. \n149\n1\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n46\n1\n; \n2018, c. 12\n2018, c. 12\n, \ns. \n3\n1\n; \nI.N. 2018-06-30\n; \n2018, c. 13, s. 42\n; \n2018, c. 8, s. 195\n; \n2017, c. 27\n2017, c. 27\n, \ns. \n203\n1\n; \n2020, c. 12\n2020, c. 12\n, \ns. \n157\n1\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n5\n1\n; \n2022, c. 17\n2022, c. 17\n, \ns. \n95\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n27\n1\n; \n2024, c. 21\n2024, c. 21\n, \ns. \n48\n1\n.\n140.1\n.\n \nEvery person who contravenes any of sections 81.19, 81.20, 84.2 to 84.7, 92.5 and 92.6 is guilty of an offence and is liable to a fine of $600 to $6,000 and, for any subsequent conviction, to a fine of $1,200 to $12,000.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n47\n1\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n6\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n28\n1\n.\n141\n.\n \nEvery person who attempts to commit an offence contemplated in sections 139 to 140.1, or aids or incites another person to commit an offence against this Act or a regulation, is guilty of an offence and liable to the penalties provided for such offence.\n\n\n1979, c. 45, s. 141\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n48\n1\n.\n141.1\n.\n \nEvery employer who does not give the notice required by section 84.0.4, or who gives insufficient notice, is guilty of an offence and is liable to a fine of $1,500 for each week or part of a week of failure to comply or late compliance.\nThe fines collected pursuan","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:43
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-134
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{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"84.0.4, or who gives insufficient notice, is guilty of an offence and is liable to a fine of $1,500 for each week or part of a week of failure to comply or late compliance.\nThe fines collected pursuant to the first paragraph shall be credited to the Labour Market Development Fund established under section 58 of the Act respecting the Ministère de l’Emploi et de la Solidarité sociale and the Commission des partenaires du marché du travail (\nchapter M-15.001\n).\n\n\n2002, c. 80, s. 73\n; \n2007, c. 3, s. 69\n; \n2011, c. 18, s. 260\n.\n142\n.\n \nIf a legal person or a representative, mandatary or employee of a legal person, partnership or association without legal personality commits an offence under this Act or its regulations, the directors or officers of the legal person, partnership or association without legal personality are presumed to have committed the offence unless it is established that they exercised due diligence, taking all necessary precautions to prevent the offence.\nFor the purposes of this section, in the case of a partnership, all partners, except special partners, are presumed to be directors of the partnership unless there is evidence to the contrary appointing one or more of them, or a third person, to manage the affairs of the partnership.\n\n\n1979, c. 45, s. 142\n; \n1999, c. 40, s. 196\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n49\n1\n.\n143\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 143\n; \n1990, c. 4, s. 611\n; \n1992, c. 61, s. 418\n.\n144\n.\n \nPenal proceedings for an offence under a provi","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:43
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-135
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","chroma:document":", c. 40, s. 196\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n49\n1\n.\n143\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 143\n; \n1990, c. 4, s. 611\n; \n1992, c. 61, s. 418\n.\n144\n.\n \nPenal proceedings for an offence under a provision of this Act shall be prescribed by one year from the date on which the prosecutor became aware of the commission of the offence.  However, no proceedings may be instituted where more than five years have elapsed from the commission of the offence.\n\n\n1979, c. 45, s. 144\n; \n1992, c. 61, s. 419\n.\n145\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 145\n; \n1992, c. 61, s. 420\n.\n145.1\n.\n \nPenal proceedings for an offence under this Act may be instituted by the Commission.\n\n\n2015, c. 15, s. 183\n.\n146\n.\n \nNo evidence shall be permitted in view of establishing that any action or suit contemplated by this Act was brought following upon the complaint of an informer, or of discovering the identity of an informer.\n\n\n1979, c. 45, s. 146\n.\n147\n.\n \nThe Commission may designate from among the members of its personnel the persons who shall be entrusted with the carrying out of this Act.\n\n\n1979, c. 45, s. 147\n; \n1990, c. 4, s. 612\n; \n1992, c. 61, s. 421\n.\nCHAPTER \nVIII\nMISCELLANEOUS, TRANSITIONAL AND FINAL PROVISIONS\n148\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 148\n.\n149\n.\n \nIn any Act, regulation, ordinance or proclamation and in any order in council, contract or other document, any reference to the Minimum Wage Act is deemed to be a reference to this Act or to the equivalent provision of this Act.\n\n\n1979, c. 45, "}


created_at: 2025-11-28 03:20:44
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-136
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{"document_name":"Labour Standards Act","chroma:document":"ation and in any order in council, contract or other document, any reference to the Minimum Wage Act is deemed to be a reference to this Act or to the equivalent provision of this Act.\n\n\n1979, c. 45, s. 149\n.\n150\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 150\n.\n151\n.\n \nEvery regulation made and every resolution adopted by the Commission du salaire minimum remains in force, except where it is inconsistent with this Act, until it is repealed, amended or replaced by a regulation or resolution of the Commission des normes du travail.\n\n\n1979, c. 45, s. 151\n.\n152\n.\n \nOrdinances adopted by the Commission du salaire minimum concerning matters which may be the object of a regulation under sections 88 and 89 remain in force, in respect of matters that can be regulated, until they are repealed, amended or replaced by a regulation made under the said sections.  Such ordinances have, for the purposes of this Act, the same value and effect as a regulation made under this Act.\nNotwithstanding section 52, an employee contemplated in subparagraph \nb\n of paragraph 4 of section 89 shall have a standard workweek only from the coming into force of the regulation fixing it.\n\n\n1979, c. 45, s. 152\n.\n153\n.\n \nThe Commission des normes du travail succeeds the Commission du salaire minimum and, for that purpose, acquires the rights and assumes the liabilities of that body.\n\n\n1979, c. 45, s. 153\n.\n154\n.\n \nEvery matter pending before the Commission du salaire minimum and every case not yet prescribed under the Mini","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:44
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-137
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metadata:
{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"ires the rights and assumes the liabilities of that body.\n\n\n1979, c. 45, s. 153\n.\n154\n.\n \nEvery matter pending before the Commission du salaire minimum and every case not yet prescribed under the Minimum Wage Act (\nchapter S-1\n) at the time the latter is replaced, is continued and decided without continuance of suit, in accordance with this Act, by the Commission des normes du travail.\n\n\n1979, c. 45, s. 154\n.\n155\n.\n \nThe secretary and the members of the personnel of the Commission du salaire minimum in office on 15 April 1980 become, without other formality, the secretary and the members of the personnel of the Commission des normes du travail.\n\n\n1979, c. 45, s. 155\n.\n156\n.\n \nNotwithstanding section 8, a commissioner of the Commission du salaire minimum who becomes a part-time member of the Commission des normes du travail may, by giving notice to the Commission administrative des régimes de retraite et d’assurances, continue to contribute to the pension plan applicable to him on the basis of the salary he would receive if he held office on a full-time basis.\n\n\n1979, c. 45, s. 156\n; \n1983, c. 24, s. 88\n.\n157\n.\n \nExcept in respect of what concerns minimum wage and maternity leave, which applies from 16 April 1980, a collective agreement in force pursuant to the Labour Code (\nchapter C-27\n) on 16 April 1980 continues to have effect until the date of its expiry, even where it fails to include one or another of the labour standards adopted under this Act or where any of its provi"}


created_at: 2025-11-28 03:20:44
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-138
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{"chroma:document":"er C-27\n) on 16 April 1980 continues to have effect until the date of its expiry, even where it fails to include one or another of the labour standards adopted under this Act or where any of its provisions is contrary to any of such standards.\nThe same rule applies to a collective agreement negotiated in accordance with the Labour Code and signed within ninety days after 16 April 1980 and to a decree passed, prolonged or renewed within the same period of time.\nThe first paragraph applies, with the necessary modifications, to a decree in force on 16 April 1980 until the date of its expiry, prolongation or renewal.\n\n\n1979, c. 45, s. 157\n; \n1980, c. 5, s. 11\n.\n158\n.\n \nThis Act applies to employees who exercise functions that were not subject to an order adopted pursuant to the Minimum Wage Act (\nchapter S-1\n) from the coming into force of the regulations made under the second paragraph of section 88 and paragraph 4 of section 89 respecting them.\nHowever, the provisions relating to maternity leave apply from 16 April 1980.\n\n\n1979, c. 45, s. 158\n.\n158.1\n.\n \nThe Government may, by regulation, determine minimum conditions of employment respecting the matters listed in section 92.1 applicable, until the coming into force of a regulation made under that section but for a period not exceeding 42 months beginning on 1 July 2000, to employees who perform work which, had it been performed before that date, would have been within the fields of activity covered by one of the decrees listed ","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:45
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-139
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{"chroma:document":"ing 42 months beginning on 1 July 2000, to employees who perform work which, had it been performed before that date, would have been within the fields of activity covered by one of the decrees listed in the third paragraph of section 39.0.2. The minimum conditions of employment respecting the matters listed in subparagraphs 1, 2 and 4 of the first paragraph of section 92.1 may vary according to the factors specified for those matters in any of such decrees. In addition, the hours of the standard workweek may be distributed as provided for in any of such decrees.\nThe Government may also, by regulation, prescribe any provision it considers expedient in order to harmonize the minimum conditions of employment applicable to the employees where such conditions vary from one decree to another, in particular a variation in the duration of the reference year provided for in section 66, as well as any provision similar to the provisions appearing in Divisions I to V.1 of Chapter IV in respect of any matter covered by the regulation.\nFor the purposes of this Act, the minimum conditions of employment determined under this section are deemed to be labour standards, and sections 63 to 66, 71.1, 73, 75 to 77 and 80.2 shall be read with reference to the provisions prescribed pursuant to the first and second paragraphs, with the necessary modifications.\n\n\n1999, c. 57, s. 4\n; \n2001, c. 47, s. 5\n.\n158.2\n.\n \nWhere the nature of the work performed by an employee gives rise to a difficulty in the ","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:20:45
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-140
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"t and second paragraphs, with the necessary modifications.\n\n\n1999, c. 57, s. 4\n; \n2001, c. 47, s. 5\n.\n158.2\n.\n \nWhere the nature of the work performed by an employee gives rise to a difficulty in the application of the minimum conditions of employment determined under section 158.1, the Commission may refer the difficulty to a single arbitrator as if it were a case of double coverage under the Act respecting collective agreement decrees (\nchapter D-2\n), and the provisions of sections 11.4 to 11.9 of that Act apply, with the necessary modifications.\n\n\n1999, c. 57, s. 4\n.\n158.3\n.\n \nSubject to paragraph 2 of section 3 and unless the work serves to procure profit to the employer, the provisions of this Act, in respect of an employee whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, in that person’s dwelling, including, where so required, the performance of domestic duties that are directly related to the immediate needs of that person, apply from 1 June 2004.\nNotwithstanding the first paragraph, the Government may, before 1 June 2004, fix by regulation the minimum wage payable to that employee, which may vary according to the situation of the employee or of the employer, or according to the nature of the care. The regulation may also, where applicable, provide for a gradual increase of that minimum wage, which must attain the minimum wage payable to the other employees to whom this Act applies not later than 30 June 2006.","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:20:45
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-141
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"may also, where applicable, provide for a gradual increase of that minimum wage, which must attain the minimum wage payable to the other employees to whom this Act applies not later than 30 June 2006.\nThe Government may also, by regulation, prescribe rules that apply to payment to that employee of indemnities relating to statutory general holidays with pay and annual leave.\n\n\n2002, c. 80, s. 74\n.\n159\n.\n \n(Amendment integrated into c. C-25, a. 294.1).\n\n\n1979, c. 45, s. 159\n.\n160\n.\n \n(Amendment integrated into c. D-2, s. 16).\n\n\n1979, c. 45, s. 160\n.\n161\n.\n \n(Amendment integrated into c. D-2, s. 26).\n\n\n1979, c. 45, s. 161\n.\n162\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 162\n.\n163\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 163\n.\n164\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 164\n.\n165\n.\n \n(Amendment integrated into c. E-15, ss. 13, 16).\n\n\n1979, c. 45, s. 165\n.\n166\n.\n \n(Amendment integrated into c. F-1.1, ss. 4-6, 9, 17.1-17.2).\n\n\n1979, c. 45, s. 166\n.\n167\n.\n \n(Amendment integrated into c. M-33, ss. 5.1-5.2).\n\n\n1979, c. 45, s. 167\n.\n168\n.\n \n(Amendment integrated into c. M-33, schedule I).\n\n\n1979, c. 45, s. 168\n.\n169\n.\n \nThe Government may authorize the Minister of Finance to pay or advance to the Commission the sums necessary to pay the salaries, allowances and indemnities or social benefits of the secretary of the Commission and of its members and personnel and the other expenses necessary for the application of this Act.  To repay these sums, the Commission must pay the Minister of Finance out of its revenue","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:20:46
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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{"local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"e Commission and of its members and personnel and the other expenses necessary for the application of this Act.  To repay these sums, the Commission must pay the Minister of Finance out of its revenue.\n\n\n1979, c. 45, s. 169\n.\n169.1\n.\n \nThe Minister shall, every seven years, report to the Government on the carrying out of this Act.\nThe report is tabled by the Minister in the National Assembly within the next 30 days or, if the Assembly is not sitting, within 30 days of resumption. The competent committee of the National Assembly shall examine the report.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n50\n1\n.\n170\n.\n \nThe Minister is responsible for the application of this Act, except Chapter III.1 which is under the administration of the Minister of Revenue and sections 84.0.1 to 84.0.7 and 84.0.9 to 84.0.12, which are under the administration of the Minister of Employment and Social Solidarity.\n\n\n1979, c. 45, s. 170\n; \n1994, c. 46, s. 10\n; \n2002, c. 80, s. 75\n.\nThe Minister of Finance exercises the functions of the Minister of Revenue provided for in this Act. Order in Council 442-2025 dated 26 March 2025, (2025) 157 G.O. 2 (French), 2275.\n170.1\n.\n \nSections 33 to 38 and 88 to 92 have effect from 20 March 1980.\n\n\n1980, c. 5, s. 14\n.\n171\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 171\n.\n172\n.\n \n(This section ceased to have effect on 17 April 1987).\n\n\n1982, c. 21, s. 1\n; \nU. K., 1982, c. 11, Sch. B, Part I, s. 33\n.\nSCHEDULE I\n(Repealed).\n\n\n1979, c. 45, Schedule I; 1982, c. 8, s. 38\n; \n1982, c. 9, s. 38\n;"}


created_at: 2025-11-28 03:20:46
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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{"document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","chroma:document":"n ceased to have effect on 17 April 1987).\n\n\n1982, c. 21, s. 1\n; \nU. K., 1982, c. 11, Sch. B, Part I, s. 33\n.\nSCHEDULE I\n(Repealed).\n\n\n1979, c. 45, Schedule I; 1982, c. 8, s. 38\n; \n1982, c. 9, s. 38\n; \n1986, c. 81, s. 1\n; \n1990, c. 73, s. 65\n.\nREPEAL SCHEDULES\nIn accordance with section 17 of the Act respecting the consolidation of the statutes and regulations (chapter R-3), chapter 45 of the statutes of 1979, in force on 1 November 1980, is repealed, except sections 150 and 171, effective from the coming into force of chapter N-1.1 of the Revised Statutes.\nIn accordance with section 17 of the Act respecting the consolidation of the statutes and regulations (chapter R-3), section 75 of chapter 45 of the statutes of 1979, in force on 31 December 1981, is repealed effective from the coming into force of the updating to 31 December 1981 of chapter N-1.1 of the Revised Statutes.\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nCopier\n\n\n\n\nSélectionner cet élément\n\n\nSélectionner l'élément parent\n\n\nDésélectionner tous les éléments\n\n\n\n\nCopier vers Rédaction\n\n\nCopier vers LAW\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\t\t\t\t\tCopier vers le presse-papier\n\t\t\t\t\n\n\n×\n\n\n\n\n\n\n\n\n\n\t\t\t\t\tPour copier : Ctrl+C\n\t\t\t\t\n\n\n\n\n\n\n\n\n\n\nOK\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n \n0\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nNous joindre\n\n\nPlan du site\n\n\nQuébec.ca\n\n\nAccessibilité\n\n\nPolitique de confidentialité\n\n\n\n\n\n\n\n\n© Gouvernement du Québec\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nSélections\n\n\n\n\n×\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nAfficher\n\n\nLes sélections du document courant\n\n\nToutes les sélections de la colle","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:20:46
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created_at: 2025-11-28 03:20:47
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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created_at: 2025-11-28 03:20:47
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created_at: 2025-11-28 03:20:48
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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created_at: 2025-11-28 03:20:49
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created_at: 2025-11-28 03:20:49
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Privacy Act 1988-2278aef569d3be13a79b9c5a718ecd11bb094d46d4680d26a11d5812c750730b-0
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created_at: 2025-11-28 03:20:50
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Privacy Act 1988-2278aef569d3be13a79b9c5a718ecd11bb094d46d4680d26a11d5812c750730b-2
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created_at: 2025-11-28 03:21:10
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-0
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created_at: 2025-11-28 03:21:11
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-1
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created_at: 2025-11-28 03:21:11
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-2
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created_at: 2025-11-28 03:21:12
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-3
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created_at: 2025-11-28 03:21:12
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-4
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{"citation_type":"legal_statute","jurisdiction":"CA","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432182+00:00","sha256":"9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2","citation_id":"if://citation/0ffcbacf-32d1-418e-88af-64d54df2c587","verification_status":"verified","authoritative_source_url":"https://laws.justice.gc.ca/eng/acts/L-2/","chroma:document":"r Traditional Aboriginal Practices\n\n\n\n\n206.9 - \nLeave for Court or Jury Duty\n\n\n\n\n207 - \nGeneral\n\n\n\n\n210 - \nDIVISION VIII\n - \nBereavement Leave\n\n\n\n\n211 - \nDIVISION IX\n - \nGroup Termination of Employment\n\n\n\n\n229.1 - \nDIVISION X\n - \nIndividual Terminations of Employment\n\n\n\n\n235 - \nDIVISION XI\n - \nSeverance Pay\n\n\n\n\n238 - \nDIVISION XII\n - \nGarnishment\n\n\n\n\n238.1 - \nDIVISION XII.1\n - \nReimbursement of Work-related Expenses\n\n\n\n\n239 - \nDIVISION XIII\n - \nMedical Leave\n\n\n\n\n239.1 - \nDIVISION XIII.1\n - \nWork-related Illness and Injury\n\n\n\n\n239.2 - \nDIVISION XIII.2\n - \nLong-term Disability Plans\n\n\n\n\n240 - \nDIVISION XIV\n - \nUnjust Dismissal\n\n\n\n\n246.1 - \nDIVISION XIV.1\n - \nComplaints Relating to Reprisals\n\n\n\n\n247 - \nDIVISION XV\n - \nPayment of Wages\n\n\n\n\n247.1 - \nDIVISION XV.1\n - \n[Repealed, 2018, c. 22, s. 16]\n\n\n\n\n247.5 - \nDIVISION XV.2\n - \nLeave of Absence for Members of the Reserve Force\n\n\n\n\n247.98 - \nDIVISION XV.3\n - \nGenetic Testing\n\n\n\n\n248 - \nDIVISION XVI\n - \nAdministration and General\n\n\n\n\n248 - \nInquiries\n\n\n\n\n249 - \nInspections\n\n\n\n\n251.001 - \nInternal Audit\n\n\n\n\n251.01 - \nComplaints\n\n\n\n\n251.101 - \nOrders — Review and Appeal\n\n\n\n\n251.13 - \nGeneral Provisions — Orders\n\n\n\n\n252 - \nInformation and Returns\n\n\n\n\n253.1 - \nInformation Related to Employment\n\n\n\n\n254.1 - \nDeductions\n\n\n\n\n255 - \nCombining Federal Works, Undertakings and Businesses\n\n\n\n\n256 - \nOffences and Punishment\n\n\n\n\n262 - \nMinisterial Orders\n\n\n\n\n263 - \nPilot Projects\n\n\n\n\n264 - \nRegulations\n\n\n\n\n265 - \nApplication of Provincial Laws\n\n\n\n","document_name":"Canada Labour Code","inventory_path":"6. CANADA / 6.1 Federal Legislation","local_path":"raw/canada/canada-labour-code.html"}


created_at: 2025-11-28 03:21:12
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-5
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created_at: 2025-11-28 03:21:13
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created_at: 2025-11-28 03:21:14
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-7
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{"citation_type":"legal_statute","verification_status":"verified","jurisdiction":"CA","local_path":"raw/canada/canada-labour-code.html","last_verified_date":"2025-11-28T03:20:00.432182+00:00","sha256":"9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2","inventory_path":"6. CANADA / 6.1 Federal Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://laws.justice.gc.ca/eng/acts/L-2/","chroma:document":"II of the Canada Labour Code Regulations (Labour Standards)\n \n(SOR/98-181)\nPoint Lepreau, New Brunswick Nuclear Facility Exclusion Regulations (Parts I, II and III of the Canada Labour Code and the Non-Smokers’ Health Act)\n \n(SOR/2008-76)\nPolicy Committees, Work Place Committees and Health and Safety Representatives Regulations\n \n(SOR/2015-164)\nRailway Running-Trades Employees Hours of Work Regulations\n \n(C.R.C., c. 991)\nRegulations Made Under Part II of the Canada Labour Code Respecting Occupational Safety and Health of Employees Employed on or in Connection with Exploration or Drilling for, or the Production, Conservation, Processing or Transportation of, Oil or Gas in Canada Lands, as Defined in the Canada Oil and Gas Act\n \n(SOR/87-612)\nSaskatchewan Uranium Mines and Mills Exclusion Regulations\n \n(SOR/2001-115)\nStandards for Work-Integrated Learning Activities Regulations\n \n(SOR/2020-145)\nUranium Mines (Ontario) Employment Exclusion Order\n \n(SOR/87-181)\nVessel Construction and Equipment Regulations\n \n(SOR/2023-257)\nWest Coast Shipping Employees Hours of Work Regulations\n \n(C.R.C., c. 992)\nWork Place Harassment and Violence Prevention Regulations\n \n(SOR/2020-130)\nRepealed regulations made under this Act\nAviation Occupational Safety and Health Regulations [Repealed]\n \n(SOR/87-182)\nCanada Industrial Relations Remuneration Regulations [Repealed]\n \n(C.R.C., c. 1013)\nMarine Occupational Safety and Health Regulations [Repealed]\n \n(SOR/87-183)\nSafety and Health Committees and Repr","document_name":"Canada Labour Code","citation_id":"if://citation/0ffcbacf-32d1-418e-88af-64d54df2c587"}


created_at: 2025-11-28 03:21:14
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Canada Labour Code-9de51f891ba3c45de2e83350fe0c0e6fc9426dead3d83c95c7ec98e10d3fa1e2-8
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created_at: 2025-11-28 03:21:15
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Insurance Act-6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37-0
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{"sha256":"6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37","citation_id":"if://citation/a4949e7e-8601-47cf-824f-86ef0927b172","citation_type":"legal_statute","local_path":"raw/canada/employment-insurance-act.html","document_name":"Employment Insurance Act","last_verified_date":"2025-11-28T03:20:00.432245+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://laws-lois.justice.gc.ca/eng/acts/E-5.6/","verification_status":"verified","jurisdiction":"CA","inventory_path":"6. CANADA / 6.1 Federal Legislation","chroma:document":"\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nEmployment Insurance Act\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nSkip to main content\n\n\nSkip to \"About government\"\n\n\nSwitch to basic HTML version\n\n\n\n\n\n\n\n\n\n\n\n\nLanguage selection\n\n\n\n\nFrançais\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nSearch\n\n\n\n\n\n\nSearch Canada.ca\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n \n\n\n\n\n\n\nSearch\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nMenu\n\n\nMain \nMenu \n\n\n\n\nJobs and the workplace\n\n\nImmigration and citizenship\n\n\nTravel and tourism\n\n\nBusiness and industry\n\n\nBenefits\n\n\nHealth\n\n\nTaxes\n\n\nEnvironment and natural resources\n\n\nNational security and defence\n\n\nCulture, history and sport\n\n\nPolicing, justice and emergencies\n\n\nTransport and infrastructure\n\n\nCanada and the world\n\n\nMoney and finances\n\n\nScience and innovation\n\n\n\n\n\n\n\n\n\n\nYou are here:\n\n\n\n\n\n\nCanada.ca\n\n\nDepartment of Justice\n\n\nLaws Home\n\n\nLegislation\n\n\nConsolidated Acts\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nEmployment Insurance Act (\nS.C.\n 1996, c. 23)\nFull Document:  \nHTML\nFull Document: Employment Insurance Act\n (Accessibility Buttons available) | \nXML\nFull Document: Employment Insurance Act\n \n[1145 KB]\n | \n \nPDF\nFull Document: Employment Insurance Act\n \n[1892 KB]\nAct current to 2025-11-20 and \nlast amended\n on 2024-06-20. \nPrevious Versions\nNotes :\nSee coming into force provision and notes, where applicable.\nShaded provisions are not in force. \nHelp\nSearch within this Act:\n\n\nTable of Contents\n\n\n\n\n\n\n\nEmployment Insurance Act\n1 - \nShort Title\n\n\n\n\n2 - \nInterpretation\n\n\n\n\n3 - \nReport\n\n\n\n\n4 - \nMaximum Yearly Insurable Earnings\n\n\n\n\n5 - \nInsurable Employment\n\n\n\n\n6 - \nPART I\n - \nUnemploym"}


created_at: 2025-11-28 03:21:15
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Insurance Act-6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37-1
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{"citation_type":"legal_statute","sha256":"6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432245+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://laws-lois.justice.gc.ca/eng/acts/E-5.6/","chroma:document":"Contents\n\n\n\n\n\n\n\nEmployment Insurance Act\n1 - \nShort Title\n\n\n\n\n2 - \nInterpretation\n\n\n\n\n3 - \nReport\n\n\n\n\n4 - \nMaximum Yearly Insurable Earnings\n\n\n\n\n5 - \nInsurable Employment\n\n\n\n\n6 - \nPART I\n - \nUnemployment Benefits\n\n\n\n\n6 - \nInterpretation\n\n\n\n\n7 - \nQualifying for Benefits\n\n\n\n\n9 - \nBenefit Period\n\n\n\n\n12 - \nPayment of Benefits\n\n\n\n\n14 - \nRate of Benefits\n\n\n\n\n18 - \nDisentitlement to Benefits\n\n\n\n\n19 - \nDeductions from Benefits\n\n\n\n\n21 - \nSpecial Benefits\n\n\n\n\n24 - \nWork-Sharing\n\n\n\n\n25 - \nCourses, Programs and Employment Support Measures\n\n\n\n\n27 - \nDisqualification and Disentitlement\n\n\n\n\n38 - \nPenalties\n\n\n\n\n42 - \nNon-assignment of Benefits and Liability to Return Benefits and Pay Penalties\n\n\n\n\n48 - \nClaim Procedure\n\n\n\n\n54 - \nRegulations\n\n\n\n\n56 - \nPART II\n - \nEmployment Support Measures and National Employment Service\n\n\n\n\n65.21 - \nPART III\n - \nPremiums and Other Financial Matters\n\n\n\n\n65.21 - \nInterpretation\n\n\n\n\n65.3 - \nPremiums\n\n\n\n\n70.2 - \nEmployment Insurance Operating Account\n\n\n\n\n81 - \nPART IV\n - \nInsurable Earnings and Collection of Premiums\n\n\n\n\n81 - \nInterpretation\n\n\n\n\n82 - \nPayment of Premiums\n\n\n\n\n90 - \nRulings and Appeals\n\n\n\n\n95 - \nOverpayments and Refunds\n\n\n\n\n97 - \nAdministration\n\n\n\n\n103 - \nObjection and Review\n\n\n\n\n106 - \nOffences\n\n\n\n\n108 - \nRegulations\n\n\n\n\n109 - \nPART V\n - \nPilot Projects\n\n\n\n\n111 - \nPART VI\n - \nAdministrative Provisions\n\n\n\n\n111 - \nAdministrative Review\n\n\n\n\n124 - \nInvestigations\n\n\n\n\n125 - \nEnforcement\n\n\n\n\n135 - \nOffences and Punishment\n\n\n\n\n138 - \nSocial Insurance N","local_path":"raw/canada/employment-insurance-act.html","citation_id":"if://citation/a4949e7e-8601-47cf-824f-86ef0927b172","inventory_path":"6. CANADA / 6.1 Federal Legislation","document_name":"Employment Insurance Act","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:16
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Insurance Act-6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37-2
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created_at: 2025-11-28 03:21:16
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Insurance Act-6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37-3
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{"citation_id":"if://citation/a4949e7e-8601-47cf-824f-86ef0927b172","sha256":"6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37","jurisdiction":"CA","authoritative_source_url":"https://laws-lois.justice.gc.ca/eng/acts/E-5.6/","document_name":"Employment Insurance Act","chroma:document":"\n\n\n153.1301 - \nAdaptations\n\n\n\n\n153.1310 - \nSpecial Rules\n\n\n\n\n153.14 - \nCessation of Effect\n\n\n\n\n153.15 - \nPART VIII.5\n - \nTemporary Measures to Facilitate Access to Benefits\n\n\n\n\n153.15 - \nDefinitions\n\n\n\n\n153.16 - \nRate of Unemployment\n\n\n\n\n153.161 - \nAvailability\n\n\n\n\n153.17 - \nIncrease in Hours of Insurable Employment\n\n\n\n\n153.18 - \nExtension of Qualifying Period\n\n\n\n\n153.19 - \nBenefit Period\n\n\n\n\n153.191 - \nWaiting Period\n\n\n\n\n153.192 - \nRate of Benefits\n\n\n\n\n153.1921 - \nMedical Certificate\n\n\n\n\n153.1922 - \nEmployment Insurance (Fishing) Regulations\n\n\n\n\n153.193 - \nDeductions from Benefits\n\n\n\n\n153.194 - \nDisqualification and Disentitlement\n\n\n\n\n153.195 - \nClaim Procedure\n\n\n\n\n153.196 - \nCessation of Effect\n\n\n\n\n153.197 - \nPART VIII.6\n - \nTemporary Measures\n\n\n\n\n154 and 155 - \nPART IX\n - \nRepeals, Transitional Provisions, Related and Conditional Amendments and Coming into Force\n\n\n\n\n154 and 155 - \nRepeals\n\n\n\n\n156 - \nTransitional Provisions\n\n\n\n\n156 - \nNational Training Act\n\n\n\n\n159 - \nUnemployment Insurance Act\n\n\n\n\n167 - \nTransitional Regulations\n\n\n\n\n168 to 186 - \nConsequential and Related Amendments\n\n\n\n\n187 - \nChanges in Terminology\n\n\n\n\n188 and 189 - \nConditional Amendments\n\n\n\n\n190 - \nComing into Force\n\n\n\n\nSCHEDULE I\n \n\n\n\n\nSCHEDULE II\n \n - Interim Provisions\n\n\n\n\nSCHEDULE III\n\n\n\n\nSCHEDULE IV\n \n\n\n\n\nSCHEDULE V\n \n\n\n\n\nSCHEDULE VI\n \n - Regions for the Purpose of Benefits for Seasonal Workers\n\n\n\n\n\n\n\n\nRelated Information\n\n\n\n\n\n\nRelated Provisions\n\n\n\n\nAmendments Not In Force\n\n\n\n\n\n          Amendments","citation_type":"legal_statute","inventory_path":"6. CANADA / 6.1 Federal Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432245+00:00","local_path":"raw/canada/employment-insurance-act.html"}


created_at: 2025-11-28 03:21:17
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Insurance Act-6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37-4
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created_at: 2025-11-28 03:21:17
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Insurance Act-6149a59803e400dce008ac3b24b2a79946498e09d2f386748dca796b9a86cb37-5
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created_at: 2025-11-28 03:21:18
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Equity Act-5fa36477d9154e65281a83831254d55306c6022eb392eed61251ec27570df478-0
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created_at: 2025-11-28 03:21:18
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Equity Act-5fa36477d9154e65281a83831254d55306c6022eb392eed61251ec27570df478-1
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created_at: 2025-11-28 03:21:19
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Employment Equity Act-5fa36477d9154e65281a83831254d55306c6022eb392eed61251ec27570df478-2
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created_at: 2025-11-28 03:21:19
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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created_at: 2025-11-28 03:21:20
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-0
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created_at: 2025-11-28 03:21:21
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-1
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"ct respecting labour standards   \n\n\n\n\n\n\n\nN-1.1, r. 2\n\n\n\n\nRegulation excluding the institutions subject to section 90 of the Act respecting labour standards   \n\n\n\n\n\n\n\nN-1.1, r. 3\n\n\n\n\nRegulation respecting labour standards   \n\n\n\n\n\n\n\nN-1.1, r. 4\n\n\n\n\nRegulation respecting labour standards specific to certain sectors of the clothing industry   \n\n\n\n\n\n\n\nN-1.1, r. 5\n\n\n\n\nRegulation respecting contribution rates   \n\n\n\n\n\n\n\nN-1.1, r. 6\n\n\n\n\nRegulation respecting a registration system or the keeping of a register   \n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\t\t\t\t\t\t\tOccurrences\n0\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\t\t\t\t\t\t\t\t\t\tTexte complet \n\t\t\t\t\t\t\t\t\t\n\n\n\n\n\n\t\t\t\t\t\t\t\t\t\t\tÀ jour au 1\ner\n septembre 2025\n\t\t\t\t\t\t\t\t\t\t\n\n\n\n\t\t\t\t\t\t\t\t\t\t\tCe document a valeur officielle.\n\t\t\t\t\t\t\t\t\t\t\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nchapter \nN-1.1\nAct respecting labour standards\nLABOUR STANDARDS\n22\n \n06\njuin \n1979\n16\n \n04\navril \n1980\nCHAPTER \nI\nDEFINITIONS\n1\n.\n \nIn this Act, unless the context indicates a different meaning,\n1\n° \n \n“\ndelivery\n”\n means the natural or the lawfully, medically induced end of a pregnancy by childbirth, whether or not the child is viable;\n2\n° \n \n“\nCommission\n”\n means the Commission des normes, de l’équité, de la santé et de la sécurité du travail;\n3\n° \n \n“\nspouse\n”\n means either of two persons who\na\n) \n \nare married or in a civil union and cohabiting;\nb\n) \n \nbeing of opposite sex or the same sex, are living together in a \nde facto\n union and are the father and mother or the parents of the same child;\nc\n) \n \nare of opposit","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:21
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-2
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"ivil union and cohabiting;\nb\n) \n \nbeing of opposite sex or the same sex, are living together in a \nde facto\n union and are the father and mother or the parents of the same child;\nc\n) \n \nare of opposite sex or the same sex and have been living together in a \nde facto\n union for one year or more;\n4\n° \n \n“\nagreement\n”\n means an individual contract of employment, a collective agreement within the meaning of paragraph \ne\n of section 1 of the Labour Code (\nchapter C-27\n) or any other agreement relating to conditions of employment, including a Government regulation giving effect thereto;\n5\n° \n \n“\ndecree\n”\n means a decree adopted under the Act respecting collective agreement decrees (\nchapter D-2\n);\n6\n° \n \n“\ndomestic\n”\n means an employee in the employ of a natural person whose main function is the performance of domestic duties in the dwelling of that person, including an employee whose main function is to take care of or provide care to a child or to a sick, handicapped or aged person and to perform domestic duties in the dwelling that are not directly related to the immediate needs of the person in question;\n7\n° \n \n“\nemployer\n”\n means any person who has work done by an employee;\n8\n° \n \n“\nMinister\n”\n means the Minister of Labour;\n9\n° \n \n“\nwages\n”\n means a remuneration in currency and benefits having a pecuniary value due for the work or services performed by an employee;\n10\n° \n \n“\nemployee\n”\n means a person who works for an employer and who is entitled to a wage; this word also incl","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:22
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-3
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{"chroma:document":"nefits having a pecuniary value due for the work or services performed by an employee;\n10\n° \n \n“\nemployee\n”\n means a person who works for an employer and who is entitled to a wage; this word also includes a worker who is a party to a contract, under which the employee\ni\n. \n \nundertakes to perform specified work for a person within the scope and in accordance with the methods and means determined by that person;\nii\n. \n \nundertakes to furnish, for the carrying out of the contract, the material, equipment, raw materials or merchandise chosen by that person and to use them in the manner indicated by him or her; and\niii\n. \n \nkeeps, as remuneration, the amount remaining to the employee from the sum the employee has received in conformity with the contract, after deducting the expenses entailed in the performance of that contract;\n11\n° \n \n“\nweek\n”\n means a period of seven consecutive days from midnight at the beginning of a particular day to midnight at the end of the seventh day;\n12\n° \n \n“\nuninterrupted service\n”\n means the uninterrupted period during which the employee is bound to the employer by a contract of employment, even if the performance of work has been interrupted without cancellation of the contract, and the period during which fixed term contracts succeed one another without an interruption that would, in the circumstances, give cause to conclude that the contract was not renewed.\nPersons to whom subparagraph 3 of the first paragraph applies are considered to be cohabi","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:22
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-4
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","verification_status":"verified","chroma:document":"ut an interruption that would, in the circumstances, give cause to conclude that the contract was not renewed.\nPersons to whom subparagraph 3 of the first paragraph applies are considered to be cohabiting despite the temporary absence of one of them. The same rule applies if one of the persons is required to live permanently in another place for health reasons or because of imprisonment, unless the employee is cohabiting with another spouse within the meaning of that subparagraph.\n\n\n1979, c. 45, s. 1\n; \n1981, c. 9, s. 34\n; \n1982, c. 53, s. 57\n; \n1990, c. 73, s. 1\n; \n1992, c. 44, s. 81\n; \n1994, c. 12, s. 49\n; \n1996, c. 29, s. 43\n; \n1999, c. 14, s. 15\n; \n2002, c. 6, s. 144\n; \n2008, c. 30, s. 1\n; \n2015, c. 15, s. 173\n; \n2022, c. 22, ss. 152 and 179\n.\nCHAPTER \nII\nSCOPE\n2\n.\n \nThis Act applies to the employee regardless of where the employee works. It also applies\n1\n° \n \nto the employee who performs work both in Québec and outside Québec for an employer whose residence, domicile, undertaking, head office or office is in Québec;\n2\n° \n \nto the employee domiciled or resident in Québec who performs work outside Québec for an employer contemplated in subparagraph 1;\n3\n° \n \n(subparagraph repealed).\nThis Act is binding on the State.\n\n\n1979, c. 45, s. 2\n; \n1990, c. 73, s. 2\n; \n1999, c. 40, s. 196\n; \n2002, c. 80, s. 1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n3\n.\n \nThis Act does not apply\n1\n° \n \n(paragraph repealed)\n;\n2\n° \n \nto an employee whose exclusive duty is to take care of or prov"}


created_at: 2025-11-28 03:21:23
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-5
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"196\n; \n2002, c. 80, s. 1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n3\n.\n \nThis Act does not apply\n1\n° \n \n(paragraph repealed)\n;\n2\n° \n \nto an employee whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, in that person’s dwelling, including, where so required, the performance of domestic duties that are directly related to the immediate needs of that person, if the employee’s duty is performed on an occasional basis, unless the work serves to procure profit to the employer, or if the employee’s duty is performed solely within the context of assistance to family or community help;\n3\n° \n \nto an employee governed by the Act respecting labour relations, vocational training and workforce management in the construction industry (\nchapter R-20\n), except the standards prescribed by the second paragraph of section 79.1, section 79.2 where the employee is entitled to be absent for one of the reasons set out in section 79.1, section 79.6.1, the first four paragraphs of section 79.7, sections 79.8 to 79.15, the first paragraph of section 79.16, sections 81.1 to 81.20 and, where they relate to any of those standards, the second, third and fourth paragraphs of section 74, paragraph 6 of section 89, Division IX of Chapter IV, Divisions I, II and II.1 of Chapter V, and Chapter VII;\n4\n° \n \nto the employee contemplated in subparagraphs i, ii and iii of paragraph 10 of section 1 if the Government, by regulation pursuant to another Act, e","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified"}


created_at: 2025-11-28 03:21:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-6
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{"document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","chroma:document":", II and II.1 of Chapter V, and Chapter VII;\n4\n° \n \nto the employee contemplated in subparagraphs i, ii and iii of paragraph 10 of section 1 if the Government, by regulation pursuant to another Act, establishes the remuneration of that employee or the tariff that is applicable to the employee;\n5\n° \n \nto a student who works during the school year in an establishment selected by an educational institution pursuant to a job induction program approved by the Ministère de l’Éducation, du Loisir et du Sport or the Ministère de l’Enseignement supérieur, de la Recherche, de la Science et de la Technologie;\n5.1\n° \n \nto an athlete whose membership in a sports team is conditional on their continued participation in an academic program; or\n6\n° \n \nto senior managerial personnel, except the standards prescribed by the second paragraph of section 79.1, section 79.6.1, the first four paragraphs of section 79.7, sections 79.8 to 79.15, the first paragraph of section 79.16, sections 81.1 to 81.20 and, where they relate to any of those standards, the second, third and fourth paragraphs of section 74, paragraph 6 of section 89, Division IX of Chapter IV, Divisions I, II and II.1 of Chapter V, and Chapter VII.\n\n\n1979, c. 45, s. 3\n; \n1980, c. 5, s. 1\n; \n1985, c. 21, s. 74\n; \n1986, c. 89, s. 50\n; \n1988, c. 41, s. 88\n; \n1990, c. 73, s. 3\n; \n1993, c. 51, s. 43\n; \n1994, c. 16, s. 50\n; \n2002, c. 80, s. 2\n; \n2005, c. 28, s. 195\n; \n2007, c. 3, s. 72\n; \n2007, c. 36, s. 1\n; \n2013, c. 28, s. 203\n; \n2018, c.","jurisdiction":"CA","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified"}


created_at: 2025-11-28 03:21:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-7
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{"citation_type":"industry_standard","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","verification_status":"verified","chroma:document":", c. 41, s. 88\n; \n1990, c. 73, s. 3\n; \n1993, c. 51, s. 43\n; \n1994, c. 16, s. 50\n; \n2002, c. 80, s. 2\n; \n2005, c. 28, s. 195\n; \n2007, c. 3, s. 72\n; \n2007, c. 36, s. 1\n; \n2013, c. 28, s. 203\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n1\n1\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n; \n2024, c. 29\n2024, c. 29\n, \ns. \n6\n1\n.\n3.1\n.\n \nNotwithstanding section 3, Divisions V.2 and VI.1 of Chapter IV, section 97.1 of Chapter IV.1, sections 122.1 and 123.1 and Division II.1 of Chapter V apply to all employees and to all employers.\nSubparagraphs 7 and 10 to 20 of the first paragraph of section 122 and, where they relate to a recourse under those subparagraphs, the other sections of Division II of Chapter V also apply to all employees and to all employers.\n\n\n1982, c. 12, s. 1\n; \n1990, c. 73, s. 4\n; \n2002, c. 80, s. 3\n; \n2011, c. 17, s. 55\n; \n2014, c. 3, s. 2\n; \nI.N. 2014-07-01\n; \n2016, c. 34, s. 43\n; \n2017, c. 10, s. 27\n; \n2017, c. 11, s. 147\n; \n2018, c. 12\n2018, c. 12\n, \ns. \n1\n1\n; \nI.N. 2018-06-30\n; \n2018, c. 13, s. 40\n; \n2018, c. 8, s. 193\n; \n2017, c. 27\n2017, c. 27\n, \ns. \n201\n1\n; \n2020, c. 12\n2020, c. 12\n, \ns. \n155\n1\n; \n2022, c. 17\n2022, c. 17\n, \ns. \n93\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n17\n1\n.\nCHAPTER \nIII\nFUNCTIONS AND POWERS OF THE COMMISSION\n\n\n2015, c. 15, s. 174\n.\n4\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 4\n; \n2015, c. 15, s. 175\n.\n5\n.\n \nThe Commission shall supervise the implementation and application of labour standards.  It shall, in particular, exercise the following functions:\n1\n° \n \ninform ","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:21:25
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-8
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"5, s. 4\n; \n2015, c. 15, s. 175\n.\n5\n.\n \nThe Commission shall supervise the implementation and application of labour standards.  It shall, in particular, exercise the following functions:\n1\n° \n \ninform the population on matters dealing with labour standards;\n1.1\n° \n \ninform employees and employers of their rights and obligations under this Act;\n2\n° \n \nsupervise the application of labour standards and, where necessary, transmit its recommendations to the Minister;\n3\n° \n \nreceive complaints from employees and indemnify them to the extent provided in this Act and the regulations;\n4\n° \n \n(paragraph repealed)\n;\n5\n° \n \nendeavour to bring about agreement between employers and employees as to their disagreements in relation to the application of this Act and the regulations.\nThe Commission shall also supervise compliance with the obligations described in the second paragraph of section 45, section 47 when the second paragraph of section 45 applies and section 48 of the Voluntary Retirement Savings Plans Act (\nchapter R-17.0.1\n).\n\n\n1979, c. 45, s. 5\n; \n1990, c. 73, s. 5\n; \n2002, c. 80, s. 4\n; \n2013, c. 26, s. 133\n.\n6\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 6\n; \n1999, c. 40, s. 196\n; \n2015, c. 15, s. 175\n.\n6.1\n.\n \n(Repealed).\n\n\n1994, c. 46, s. 1\n; \n2010, c. 21, s. 1\n; \n2015, c. 15, s. 175\n.\n6.2\n.\n \n(Repealed).\n\n\n1997, c. 2, s. 1\n; \n2000, c. 15, s. 138\n; \n2001, c. 26, s. 138\n.\n7\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 7\n; \n2015, c. 15, s. 175\n.\n8\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 8\n; \n1990, c. 73, s.","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:25
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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{"local_path":"raw/canada/labour-standards-act.html","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":" \n(Repealed).\n\n\n1997, c. 2, s. 1\n; \n2000, c. 15, s. 138\n; \n2001, c. 26, s. 138\n.\n7\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 7\n; \n2015, c. 15, s. 175\n.\n8\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 8\n; \n1990, c. 73, s. 6\n; \n2015, c. 15, s. 175\n.\n9\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 9\n; \n2015, c. 15, s. 175\n.\n10\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 10\n; \n2015, c. 15, s. 175\n.\n10.1\n.\n \n(Repealed).\n\n\n1992, c. 26, s. 1\n; \n1999, c. 52, s. 1\n; \n2015, c. 15, s. 175\n.\n10.2\n.\n \n(Repealed).\n\n\n1992, c. 26, s. 1\n; \n1999, c. 52, s. 2\n; \n2015, c. 15, s. 175\n.\n11\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 11\n; \n2015, c. 15, s. 175\n.\n12\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 12\n; \n1992, c. 26, s. 2\n; \n1999, c. 52, s. 3\n; \n2015, c. 15, s. 175\n.\n13\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 13\n; \n1992, c. 26, s. 3\n; \n1999, c. 52, s. 4\n; \n2015, c. 15, s. 175\n.\n14\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 14\n; \n1992, c. 26, s. 4\n.\n15\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 15\n; \n2015, c. 15, s. 175\n.\n16\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 16\n; \n2015, c. 15, s. 175\n.\n17\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 17\n; \n2015, c. 15, s. 175\n.\n18\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 18\n; \n1992, c. 26, s. 5\n; \n1999, c. 52, s. 5\n; \n2015, c. 15, s. 175\n.\n19\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 19\n; \n1992, c. 26, s. 6\n; \n1999, c. 52, s. 6\n; \n2015, c. 15, s. 175\n.\n20\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 20\n; \n1983, c. 55, s. 161\n; \n2000, c. 8, s. 242\n; \n2015, c. 15, s. 175\n.\n21\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 21\n; \n1992, c. 26, s. 7\n; \n1999, c. 52, s. 7\n; \n2015, c. 15, s. 175\n.\n22","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:21:26
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-10
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{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","chroma:document":"\n\n1979, c. 45, s. 20\n; \n1983, c. 55, s. 161\n; \n2000, c. 8, s. 242\n; \n2015, c. 15, s. 175\n.\n21\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 21\n; \n1992, c. 26, s. 7\n; \n1999, c. 52, s. 7\n; \n2015, c. 15, s. 175\n.\n22\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 22\n; \n1992, c. 26, s. 8\n; \n1999, c. 52, s. 8\n; \n2015, c. 15, s. 175\n.\n23\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 23\n; \n1979, c. 37, s. 43\n; \n2015, c. 15, s. 175\n.\n24\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 24\n; \n1992, c. 26, s. 9\n; \n1999, c. 52, s. 9\n; \n2015, c. 15, s. 175\n.\n25\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 25\n; \n2015, c. 15, s. 175\n.\n26\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 26\n; \n1990, c. 73, s. 7\n; \n2015, c. 15, s. 175\n.\n27\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 27\n; \n2015, c. 15, s. 175\n.\n28\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 28\n; \n2015, c. 15, s. 175\n.\n28.1\n.\n \nThe Commission shall contribute to the Administrative Labour Tribunal Fund established by section 97 of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) to cover the expenses incurred by the Tribunal in relation to proceedings brought before the Tribunal under Division VIII.2 of Chapter IV and Divisions I.1 to III of Chapter V of this Act.\nThe amount of the Commission’s contribution and the terms of payment are determined by the Government after consultation with the Commission by the Minister.\n\n\n2001, c. 26, s. 139\n; \n2006, c. 58, s. 66\n; \n2015, c. 15, s. 176\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n2\n1\n.\n29\n.\n \nThe Commission may, by regulation,\n1\n° \n \n(paragraph repealed)\n;\n2\n° \n ","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard"}


created_at: 2025-11-28 03:21:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-11
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{"citation_type":"industry_standard","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":" the Minister.\n\n\n2001, c. 26, s. 139\n; \n2006, c. 58, s. 66\n; \n2015, c. 15, s. 176\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n2\n1\n.\n29\n.\n \nThe Commission may, by regulation,\n1\n° \n \n(paragraph repealed)\n;\n2\n° \n \nestablish committees to examine such matters as it may determine;\n3\n° \n \nrequire an employer or a category of employers it indicates to have a system for the registration of all work governed by the Commission or to keep a register for the entry of the name, residence and employment of each of their employees, the time at which the work was begun, interrupted, resumed and finished every day, the nature of the work, the wage paid for it and the mode and time of payment, and any other information deemed useful in the application of this Act or the regulations;\n3.1\n° \n \nrequire an employer or every employer of a category of clothing industry employers it indicates who would be covered by a decree referred to in the third paragraph of section 39.0.2 had the decree not expired, to transmit to the Commission, in accordance with the procedure and frequency and during the period it determines, a report containing the particulars required under paragraph 3 it indicates and any other information deemed useful in the application of this Act or the regulations;\n4\n° \n \n(paragraph repealed)\n;\n5\n° \n \n(paragraph repealed)\n;\nNot in force \n6\n° \n \ndetermine the nature of the claims that give entitlement to the payments it is authorized to make under section 112, the conditions of eligibility for t","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-12
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","chroma:document":" \n \n(paragraph repealed)\n;\nNot in force \n6\n° \n \ndetermine the nature of the claims that give entitlement to the payments it is authorized to make under section 112, the conditions of eligibility for these payments, the amount of these payments and the terms and conditions of payment of such amounts to the employee;\n7\n° \n \nfix the rates, not exceeding 1%, of the contribution provided for in section 39.0.2.\n\n\n1979, c. 45, s. 29\n; \n1983, c. 43, s. 9\n; \n1990, c. 73, s. 8\n; \n1994, c. 46, s. 2\n; \n1999, c. 57, s. 1\n; \n2002, c. 80, s. 5\n; \n2015, c. 15, s. 177\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n29.1\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 9\n; \n1994, c. 46, s. 3\n.\n29.2\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 9\n; \n1994, c. 46, s. 3\n.\n30\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 30\n; \n1986, c. 89, s. 50\n; \n1988, c. 84, s. 700\n; \n1990, c. 73, s. 10\n; \n1992, c. 21, s. 192, s. 375\n; \n1994, c. 46, s. 3\n.\n31\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 31\n; \n2015, c. 15, s. 178\n.\n32\n.\n \nThe regulations contemplated in paragraphs 3 to 7 of section 29 are transmitted to the Minister and submitted to the approval of the Government.\n\n\n1979, c. 45, s. 32\n; \n1994, c. 46, s. 4\n.\n33\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 33\n; \n1997, c. 72, s. 1\n.\n34\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 34\n; \n1997, c. 72, s. 1\n.\n35\n.\n \nThe Government may approve a regulation made under paragraphs 3 to 7 of section 29 with or without amendment.\n\n\n1979, c. 45, s. 35\n; \n1997, c. 72, s. 2\n.\n36\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 36\n; \n1997, c. 72, s. ","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-13
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{"document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"t may approve a regulation made under paragraphs 3 to 7 of section 29 with or without amendment.\n\n\n1979, c. 45, s. 35\n; \n1997, c. 72, s. 2\n.\n36\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 36\n; \n1997, c. 72, s. 3\n.\n37\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 37\n; \n1997, c. 72, s. 3\n.\n38\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 38\n; \n1997, c. 72, s. 3\n.\n39\n.\n \nThe Commission may\n1\n° \n \nascertain the wage paid to an employee by their employer;\n2\n° \n \nestablish forms to be used by employers and employees;\n3\n° \n \nestablish or fill out the certificate of employment provided for in section 84 when the employer refuses or neglects to do so;\n4\n° \n \ncollect or receive the amounts owing to an employee under this Act or a regulation and remit them to the employee;\n5\n° \n \naccept on behalf of an employee, with the employee's consent, or on behalf of a group of employees who are parties to a claim, with the consent of the majority of them, partial payment of the amounts owed to the employee or group of employees by the employer;\nNot in force \n6\n° \n \npay the amounts it considers to be due by an employer to an employee under this Act or a regulation up to the minimum wage, taking into account, where such is the case, the increases provided for therein;\n7\n° \n \n(paragraph repealed)\n;\n8\n° \n \ninstitute in its own name and on behalf of an employee, where such is the case, proceedings to recover amounts due by the employer under this Act or a regulation, notwithstanding any Act to the contrary, any opposition or any expre","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-14
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{"jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","document_name":"Labour Standards Act","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"n behalf of an employee, where such is the case, proceedings to recover amounts due by the employer under this Act or a regulation, notwithstanding any Act to the contrary, any opposition or any express or implied waiver by the employee and without having to justify an assignment of debt of the employee;\n9\n° \n \nintervene in its own name and on behalf of an employee, where such is the case, in proceedings relating to the insolvency of the employer;\n10\n° \n \nintervene at any time in an action relating to the application of this Act, except Chapter III.1, or a regulation;\n11\n° \n \nauthorize a mode of payment of wages other than that provided for in section 42;\n12\n° \n \nauthorize staggered working hours on a basis other than a weekly basis on the conditions provided for in section 53;\n13\n° \n \nprepare and disseminate information documents on labour standards and make the documents available to any interested person or body, in particular employers and employees;\n14\n° \n \nrequire an employer to transmit to employees any information document concerning labour standards furnished to the employer by the Commission and to post the document in a prominent place easily accessible to all employees or to disseminate the contents of the document;\n15\n° \n \nwhere it considers it necessary, indicate to the employer the manner in which the employer is required to transmit, post or disseminate an information document it furnishes to the employer;\n16\n° \n \nsend to the competent authority of a State a r"}


created_at: 2025-11-28 03:21:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-15
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":" the employer the manner in which the employer is required to transmit, post or disseminate an information document it furnishes to the employer;\n16\n° \n \nsend to the competent authority of a State a request for the enforcement of a decision ordering the payment of a sum of money under this Act;\n17\n° \n \nenter into an agreement, in accordance with the applicable legislative provisions, with a government department or body, with another government or an international organization, or with a body of such a government or organization, for the application of this Act and the regulations;\n18\n° \n \ngrant financial assistance to support informational, awareness-raising or training initiatives concerning labour standards.\n\n\n1979, c. 45, s. 39\n; \n1990, c. 73, s. 11\n; \n1994, c. 46, s. 5\n; \n2002, c. 80, s. 6\n; \n2010, c. 21, s. 2\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n3\n1\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n1\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n39.0.0.1\n.\n \nThe Commission ensures that decisions rendered outside Québec under an Act having similar objectives to those of this Act are enforced in Québec, provided all of the following conditions are met:\n1\n° \n \nthe State in which the decision was rendered is recognized by a government order, on the recommendation of the Minister of Labour and, as applicable, the Minister responsible for Canadian Intergovernmental Affairs or the Minister of International Relations, as having legislation substantially similar to this Act and as offering recip","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","verification_status":"verified","citation_type":"industry_standard","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:21:29
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-16
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"as applicable, the Minister responsible for Canadian Intergovernmental Affairs or the Minister of International Relations, as having legislation substantially similar to this Act and as offering reciprocity in the enforcement of decisions concerning employment standards;\n2\n° \n \na request to that effect is made to the Commission by the competent authority of the State concerned, accompanied by a certified copy of the decision and a certificate attesting that the decision is no longer subject to ordinary redress and is final or enforceable, and by the address and other contact information for the Québec residence, domicile, business establishment, head office or office of the employer concerned and, if applicable, of the other debtors subject to the decision;\n3\n° \n \nthe decision orders the payment of a sum of money and is, in the opinion of the Commission, consistent with public order.\n\n\n2010, c. 21, s. 3\n.\n39.0.0.2\n.\n \nOn receipt of a request that meets the requirements of section 39.0.0.1, the Commission files the certified copy of the decision, together with the certificate, with the office of the Superior Court in the district where the residence, domicile, business establishment, head office or office of the employer or another debtor concerned is situated.\nAs of the date of its filing with the office of the Superior Court, the decision is equivalent to a judgment rendered by that court and has all the effects of such a judgment.\n\n\n2010, c. 21, s. 3\n.\n39.0.0.3\n.\n \nThe empl","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:30
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-17
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","citation_type":"industry_standard","chroma:document":"ts filing with the office of the Superior Court, the decision is equivalent to a judgment rendered by that court and has all the effects of such a judgment.\n\n\n2010, c. 21, s. 3\n.\n39.0.0.3\n.\n \nThe employer or another debtor concerned may, in accordance with the Code of Civil Procedure (\nchapter C-25.01\n), oppose enforcement of the decision on any ground set out in that Code or in paragraphs 1 to 5 of article 3155 of the Civil Code.\n\n\n2010, c. 21, s. 3\n; \nI.N. 2016-01-01 (NCCP)\n.\nCHAPTER \nIII.0.1\nLABOUR STANDARDS ADVISORY COMMITTEE\n\n\n2015, c. 15, s. 179\n.\n39.0.0.4\n.\n \nThe Minister shall, by an order published in the \nGazette officielle du Québec\n, create a labour standards advisory committee whose role is to provide its opinion on any matter that the Minister or the Commission submits to it concerning the carrying out of this Act.\nThe advisory committee is composed of the number of members determined by the ministerial order, including at least one person from each of the following groups:\n1\n° \n \nnon-unionized employees;\n2\n° \n \nunionized employees;\n3\n° \n \nemployers from the big business sector;\n4\n° \n \nemployers from the small and medium-sized business sector;\n5\n° \n \nemployers from the cooperative sector;\n6\n° \n \nwomen;\n7\n° \n \nyoung people;\n8\n° \n \nfamilies; and\n9\n° \n \ncultural communities.\nThe members are appointed after consultation with bodies that, in the Minister’s view, are representative of those groups.\nThe ministerial order may specify how the advisory committee is to car","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:21:30
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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{"citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"ities.\nThe members are appointed after consultation with bodies that, in the Minister’s view, are representative of those groups.\nThe ministerial order may specify how the advisory committee is to carry out its consultations and set out the committee’s operating rules.\n\n\n2015, c. 15, s. 179\n.\n39.0.0.5\n.\n \nMeetings of the advisory committee are called and chaired by the vice-chairman who is responsible for matters relating to this Act. The Commission shall assume the secretarial work for the committee. The secretary designated by the Commission shall see to the preparation and conservation of the minutes and opinions of the committee.\n\n\n2015, c. 15, s. 179\n.\n39.0.0.6\n.\n \nThe members of the committee receive no remuneration except in the cases, on the conditions and to the extent determined in the ministerial order. However, they are entitled to be reimbursed for expenses incurred in the exercise of their functions, on the conditions and to the extent determined by the ministerial order.\n\n\n2015, c. 15, s. 179\n.\n39.0.0.7\n.\n \nThe Commission shall seek the advisory committee’s opinion\n1\n° \n \non any regulation it intends to make under this Act;\n2\n° \n \non any tools it intends to propose in order to facilitate the application of this Act;\n3\n° \n \non any problems encountered in the application of this Act that it identifies; and\n4\n° \n \non any other matter that it sees fit to submit to the committee or that the Minister determines.\nThe advisory committee’s opinions are not binding on th","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-19
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{"verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"tion of this Act that it identifies; and\n4\n° \n \non any other matter that it sees fit to submit to the committee or that the Minister determines.\nThe advisory committee’s opinions are not binding on the Commission.\n\n\n2015, c. 15, s. 179\n.\nCHAPTER \nIII.1\nCONTRIBUTIONS\n\n\n1994, c. 46, s. 6\n.\nDIVISION \nI\nINTERPRETATION\n\n\n1994, c. 46, s. 6\n.\n39.0.1\n.\n \nIn this chapter, unless the context indicates otherwise,\n“\nemployer subject to contribution\n”\n means any person who pays a remuneration subject to contribution, except the following entities:\n1\n° \n \n(paragraph repealed);\n2\n° \n \n(paragraph repealed);\n3\n° \n \n(paragraph repealed);\n3.1\n° \n \n(paragraph repealed);\n4\n° \n \n(paragraph repealed);\n5\n° \n \n(paragraph repealed);\n6\n° \n \nfabriques\n;\n7\n° \n \ncorporations of trustees for the erection of churches;\n8\n° \n \ncharitable institutions or bodies whose object is to assist, gratuitously and directly, natural persons in need;\n9\n° \n \nreligious institutions;\n10\n° \n \n(paragraph repealed);\n11\n° \n \n(paragraph repealed);\n12\n° \n \n(paragraph repealed);\n13\n° \n \n(paragraph repealed);\n14\n° \n \n(paragraph repealed);\n15\n° \n \n(paragraph repealed);\n15.1\n° \n \n(paragraph repealed);\n16\n° \n \n(paragraph repealed);\n17\n° \n \nan international governmental organization whose head office is in Québec;\n“\nremuneration\n”\n means, if the employee is an employee within the meaning of section 1 of the Taxation Act (\nchapter I-3\n), the employee’s base wages, within the meaning of section 1159.1 of that Act, and, if the employee is ","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-20
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"f the employee is an employee within the meaning of section 1 of the Taxation Act (\nchapter I-3\n), the employee’s base wages, within the meaning of section 1159.1 of that Act, and, if the employee is not such an employee, the employee’s wages. The expression also includes amounts paid as indemnity in lieu of notice and upon termination of a contract of employment;\n“\nremuneration subject to contribution\n”\n means remuneration paid to an employee except\n1\n° \n \nremuneration paid to an employee under the Act respecting labour relations, vocational training and workforce management in the construction industry (\nchapter R-20\n);\n2\n° \n \nremuneration paid to a domestic;\n2.1\n° \n \nremuneration paid to an employee whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, in that person’s dwelling, including, where so required, the performance of domestic duties that are directly related to the immediate needs of that person, unless the work serves to procure profit to the employer;\n3\n° \n \nremuneration paid by an employer governed by a decree in respect of remuneration subject to contribution by a parity committee;\n4\n° \n \nremuneration paid by an institution, a regional council or a foster family respectively referred to in subparagraphs \na\n, \nf\n and \no\n of the first paragraph of section 1 of the Act respecting health services and social services for Cree Native persons (\nchapter S-5\n), proportionately to the amounts of money they receive "}


created_at: 2025-11-28 03:21:32
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-21
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{"chroma:document":"\nf\n and \no\n of the first paragraph of section 1 of the Act respecting health services and social services for Cree Native persons (\nchapter S-5\n), proportionately to the amounts of money they receive under that Act;\n5\n° \n \nremuneration paid by Santé Québec or by an institution or a family-type resource governed by the Act respecting the governance of the health and social services system (\nchapter G-1.021\n), proportionately to the amounts of money they receive under that Act;\n5.1\n° \n \nremuneration paid by an institution or a family-type resource governed by the Act respecting health services and social services for the Inuit and Naskapi (\nchapter S-4.2\n) or by the Nunavik Regional Board of Health and Social Services, proportionately to the amounts of money they receive under that Act;\n6\n° \n \n50% of the remuneration earned by an employee with the help of a truck, tractor, loader, skidder or other heavy equipment of the same nature, furnished by the employee and at the employee’s own expense;\n7\n° \n \nthe amount by which the total remuneration paid to an employee for the year or the amount determined under paragraph 6 where it applies in respect of the employee exceeds an amount equal to the Maximum Yearly Insurable Earnings determined for the year under section 66 of the Act respecting industrial accidents and occupational diseases (\nchapter A-3.001\n);\n8\n° \n \nremuneration paid to an employee wholly exempt from the application of this Act under section 3.\nFor the purposes of this","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:33
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-22
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{"document_name":"Labour Standards Act","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"ing industrial accidents and occupational diseases (\nchapter A-3.001\n);\n8\n° \n \nremuneration paid to an employee wholly exempt from the application of this Act under section 3.\nFor the purposes of this chapter, the following rules apply:\n1\n° \n \nany reference in this chapter to wages, remuneration or remuneration subject to contribution that an employer pays or has paid is a reference to wages, remuneration or remuneration subject to contribution that the employer pays, allocates, grants or awards or has paid, allocated, granted or awarded;\n2\n° \n \nan employee is deemed to work in Québec when the establishment of the employer where the employee reports for work is situated in Québec or, if the employee is not required to report for work at an establishment of the employer, when the establishment of the employer from which the employee receives their remuneration is situated in Québec. The word “establishment” includes an establishment within the meaning of Chapter III of Title II of Book I of Part I of the Taxation Act;\n3\n° \n \nan employee who reports for work at an establishment of the employer,\na\n) \n \nin respect of remuneration subject to contribution that is not described in subparagraph \nb\n, means an employee who reports for work at that establishment for their regular pay period to which the remuneration subject to contribution relates; and\nb\n) \n \nin respect of remuneration subject to contribution that is paid as a premium, an increase with retroactive effect or a vacation p","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:33
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-23
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","chroma:document":" to which the remuneration subject to contribution relates; and\nb\n) \n \nin respect of remuneration subject to contribution that is paid as a premium, an increase with retroactive effect or a vacation pay, that is paid to a trustee or custodian in respect of the employee or that does not relate to a regular pay period of the employee, means an employee who ordinarily reports for work at that establishment;\n4\n° \n \nwhere, during a regular pay period of an employee, the employee reports for work at an establishment of the employer situated in Québec and at an establishment of the employer situated outside Québec, the employee is deemed for that period, in respect of remuneration subject to contribution that is not described in subparagraph \nb\n of subparagraph 3,\na\n) \n \nexcept where subparagraph \nb\n applies, to report for work only at the establishment situated in Québec;\nb\n) \n \nto report for work only at the establishment situated outside Québec where, during that period, the employee reports for work mainly at such an establishment of the employer;\n5\n° \n \nwhere an employee ordinarily reports for work at an establishment of the employer situated in Québec and at an establishment of the employer situated outside Québec, the employee is deemed, in respect of remuneration subject to contribution described in subparagraph \nb\n of subparagraph 3, to ordinarily report for work only at the establishment situated in Québec;\n6\n° \n \nwhere an employee is not required to report for work at an ","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:34
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-24
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{"jurisdiction":"CA","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"ribution described in subparagraph \nb\n of subparagraph 3, to ordinarily report for work only at the establishment situated in Québec;\n6\n° \n \nwhere an employee is not required to report for work at an establishment of the employer and where the employee’s remuneration is not paid from such an establishment situated in Québec, that employee is deemed to report for work at an establishment of the employer situated in Québec for a pay period if, in reference to the place where the employee mainly reports for work, the place where the employee mainly performs their duties, the employee’s principal place of residence, the establishment from which the employee is supervised, the nature of the duties performed by the employee or any other similar criterion, it may reasonably be considered that the employee for that pay period is an employee of that establishment;\n7\n° \n \nwhere an employee of an establishment, situated elsewhere than in Québec, of an employer supplies a service in Québec to another employer that is not the employer of the employee, or for the benefit of such other employer, an amount that may reasonably be considered to be the remuneration earned by the employee to supply the service is deemed to be remuneration paid by the other employer, in the pay period during which the remuneration is paid to the employee, to an employee of the other employer who reports for work at an establishment of that other employer situated in Québec where\na\n) \n \nat the time the service is ","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:21:35
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-25
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{"jurisdiction":"CA","document_name":"Labour Standards Act","chroma:document":"e remuneration is paid to the employee, to an employee of the other employer who reports for work at an establishment of that other employer situated in Québec where\na\n) \n \nat the time the service is supplied, the other employer has an establishment situated in Québec;\nb\n) \n \nthe service supplied by the employee\ni\n. \n \nis performed by the employee in the ordinary performance of their duties with the employer,\nii\n. \n \nis supplied to or for the benefit of the other employer in the course of regular and ongoing activities of an enterprise carried on by that other employer, and\niii\n. \n \nis in the nature of the services supplied by employees of employers carrying on the same type of enterprise as the enterprise referred to in subparagraph ii; and\nc\n) \n \nthe amount is not otherwise included in remuneration subject to contribution paid by the other employer that is determined for the purposes of this chapter;\n8\n° \n \nsubparagraph 7 does not apply in respect of a pay period of any other employer referred to therein if the Minister of Revenue is of the opinion that a reduction in the contribution payable under this chapter by the employers referred to in that subparagraph 7 is not one of the objectives or anticipated results arising from the making or maintaining in force of\na\n) \n \nthe agreement pursuant to which the service is supplied by the employee referred to in that subparagraph 7 to or for the benefit of the other employer; or\nb\n) \n \nany other agreement affecting the amount of r","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:21:35
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-26
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{"jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","chroma:document":"eement pursuant to which the service is supplied by the employee referred to in that subparagraph 7 to or for the benefit of the other employer; or\nb\n) \n \nany other agreement affecting the amount of remuneration subject to contribution paid by the other employer in the pay period for the purposes of this chapter and where the Minister of Revenue considers the agreement to be related to the agreement for the supply of services referred to in subparagraph \na.\n\n\n1994, c. 46, s. 6\n; \n1995, c. 63, s. 280\n; \n1996, c. 2, s. 744\n; \n1997, c. 85, s. 362\n; \n1999, c. 40, s. 196\n; \n2000, c. 8, s. 242\n; \n2000, c. 56, s. 218\n; \n2002, c. 9, s. 144\n; \n2002, c. 75, s. 33\n; \n2002, c. 80, s. 7\n; \n2003, c. 2, s. 303\n; \n2002, c. 80, s. 7\n; \n2005, c. 32, s. 308\n; \n2005, c. 38, s. 347\n; \n2007, c. 3, s. 72\n; \n2010, c. 31, s. 148\n; \n2017, c. 29\n2017, c. 29\n, \ns. \n225\n1\n; \n2020, c. 1\n2020, c. 1\n, \ns. \n290\n1\n; \n2021, c. 27\n2021, c. 27\n, \ns. \n235\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n; \n2023, c. 34\n2023, c. 34\n, \ns. \n1146\n1\n.\nDIVISION \nII\nCONTRIBUTIONS AND PAYMENTS\n\n\n1994, c. 46, s. 6\n.\n39.0.2\n.\n \nEvery employer subject to contribution shall, in respect of a calendar year, pay to the Minister of Revenue a contribution equal to the product obtained by multiplying by the rate fixed by regulation made under paragraph 7 of section 29 the remuneration subject to contribution paid by the employer in the year and the remuneration the employer is deemed to pay in respect of the year to or in respect of t","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:21:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-27
encoding: FLOAT32
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{"verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","citation_type":"industry_standard","chroma:document":"nder paragraph 7 of section 29 the remuneration subject to contribution paid by the employer in the year and the remuneration the employer is deemed to pay in respect of the year to or in respect of the employer’s employee working in Québec.\nEvery employer subject to contribution who would be governed by a decree referred to in the third paragraph, had the decree not expired, shall, in respect of a calendar year, pay to the Minister of Revenue a supplementary contribution equal to the product obtained by multiplying, by the rate fixed for that purpose by a regulation under paragraph 7 of section 29, that portion of any amount referred to in the first paragraph on which the employer is required to pay the contribution provided for therein and which, had the decree not expired, would come under paragraph 3 of the definition of “remuneration subject to contribution” in the first paragraph of section 39.0.1.\nThe decrees referred to in the second paragraph are\n1\n° \n \nthe Decree respecting the men’s and boys’ shirt industry (R.R.Q., 1981, c. D-2, r.11);\n2\n° \n \nthe Decree respecting the women’s clothing industry (R.R.Q., 1981, c. D-2, r.26);\n3\n° \n \nthe Decree respecting the men’s clothing industry (R.R.Q., 1981, c. D-2, r.27);\n4\n° \n \nthe Decree respecting the leather glove industry (R.R.Q., 1981, c. D-2, r.32).\nFor the purposes of this chapter, the contribution of an employer subject to contribution means the contribution payable under the first paragraph and, where applicable, the ","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-28
encoding: FLOAT32
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":".Q., 1981, c. D-2, r.32).\nFor the purposes of this chapter, the contribution of an employer subject to contribution means the contribution payable under the first paragraph and, where applicable, the contribution payable under the second paragraph.\n\n\n1994, c. 46, s. 6\n; \n1997, c. 85, s. 363\n; \n1999, c. 57, s. 2\n; \n2005, c. 38, s. 348\n.\n39.0.3\n.\n \nPayment to the Minister of Revenue of the contribution provided for in section 39.0.2 in respect of a calendar year shall be made on or before the day on which the employer subject to contribution must file the return provided for in Title XL of the Regulation respecting the Taxation Act (chapter I-3, r. 1) in respect of the payments required under section 1015 of the Taxation Act (\nchapter I-3\n) in relation to the wages paid by him in that year.\nThe employer shall forward his payment to the Minister of Revenue, together with the prescribed form.\n\n\n1994, c. 46, s. 6\n; \n1997, c. 14, s. 313\n; \n2009, c. 15, s. 474\n.\n39.0.4\n.\n \nAn employer subject to contribution shall file each year a statement in prescribed form in respect of all remuneration subject to contribution on which he is required to pay a contribution under section 39.0.2.  Title XL of the Regulation respecting the Taxation Act (chapter I-3, r. 1), with the necessary modifications, applies to the statement.\n\n\n1994, c. 46, s. 6\n; \n1995, c. 63, s. 282\n; \n2009, c. 15, s. 475\n.\nDIVISION \nIII\nMISCELLANEOUS PROVISIONS\n\n\n1994, c. 46, s. 6\n.\n39.0.5\n.\n \nThe Minister of Revenue shall r","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","verification_status":"verified","jurisdiction":"CA","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:21:37
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-29
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","chroma:document":"s, applies to the statement.\n\n\n1994, c. 46, s. 6\n; \n1995, c. 63, s. 282\n; \n2009, c. 15, s. 475\n.\nDIVISION \nIII\nMISCELLANEOUS PROVISIONS\n\n\n1994, c. 46, s. 6\n.\n39.0.5\n.\n \nThe Minister of Revenue shall remit, each year, to the Commission the sums he is required to collect as contribution under section 39.0.2, after deduction of the refunds and collection expenses agreed upon.\n\n\n1994, c. 46, s. 6\n.\n39.0.6\n.\n \nThis chapter constitutes a fiscal law within the meaning of the Tax Administration Act (\nchapter A-6.002\n).\nThe provisions applicable under this section take precedence over the provisions of sections 115 and 144 of this Act.\n\n\n1994, c. 46, s. 6\n; \n2010, c. 31, s. 175\n.\nCHAPTER \nIV\nLABOUR STANDARDS\nDIVISION \nI\nWAGES\n39.1\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 12\n; \n1999, c. 40, s. 196\n; \n2002, c. 6, s. 236\n; \n2002, c. 80, s. 8\n.\n40\n.\n \nThe minimum wage payable to an employee shall be determined by regulation of the Government.\nAn employee is entitled to be paid a wage that is at least equivalent to the minimum wage.\n\n\n1979, c. 45, s. 40\n; \n2002, c. 80, s. 9\n.\n40.1\n.\n \n(Repealed).\n\n\n1997, c. 20, s. 15\n; \n2007, c. 3, s. 64\n.\n41\n.\n \nNo benefit having pecuniary value may be taken into account in computing the minimum wage.\n\n\n1979, c. 45, s. 41\n.\n41.1\n.\n \nNo employer may remunerate an employee at a lower rate of wage than that granted to his other employees performing the same tasks in the same establishment solely because of the employee’s employment status, and in particular because","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:37
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-30
encoding: FLOAT32
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"loyee at a lower rate of wage than that granted to his other employees performing the same tasks in the same establishment solely because of the employee’s employment status, and in particular because the employee usually works fewer hours each week.\n\n\n1990, c. 73, s. 13\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n4\n1\n2\n.\n41.2\n.\n \nNo personnel placement agency may remunerate an employee at a lower rate of wage than that granted to the employees of the client enterprise who perform the same tasks in the same establishment solely because of the employee’s employment status, and in particular because the employee is remunerated by such an agency or usually works fewer hours each week.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n5\n1\n.\n42\n.\n \nWages must be paid in cash in a sealed envelope, by cheque or by bank transfer.\nAn employee is deemed not to have received payment of the wages due to the employee if the cheque delivered to the employee is not cashable within the two working days following its issue.\n\n\n1979, c. 45, s. 42\n; \n1980, c. 5, s. 2\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n6\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n43\n.\n \nWages must be paid at regular intervals of not over sixteen days, or one month in the case of managerial personnel or of workers contemplated in subparagraphs i, ii, and iii of paragraph 10 of section 1. However, any amount in excess of the regular wages, such as a bonus or premium for overtime, earned during the week preceding payment of the wages may be paid with the ","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_type":"industry_standard","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","jurisdiction":"CA","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:21:38
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-31
encoding: FLOAT32
metadata:
{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"i of paragraph 10 of section 1. However, any amount in excess of the regular wages, such as a bonus or premium for overtime, earned during the week preceding payment of the wages may be paid with the subsequent regular payment or, where that is the case, at the time prescribed by a particular provision of a collective agreement or decree.\nNotwithstanding the first paragraph, an employer may pay an employee within one month following the commencement of their employment.\n\n\n1979, c. 45, s. 43\n; \n1990, c. 73, s. 14, s. 66\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n44\n.\n \nThe wages of an employee must be paid directly to the employee, at the employee's place of employment and on a working day, except where the payment is made by bank transfer or is sent by mail.\nThe wages of an employee may also, at the employee's written request, be remitted to a third person.\n\n\n1979, c. 45, s. 44\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n45\n.\n \nIf the usual day of payment of wages falls on a general statutory holiday, the wages are paid to the employee on the working day preceding that day.\n\n\n1979, c. 45, s. 45\n.\n46\n.\n \nThe employer must remit to the employee, together with their wages, a pay sheet containing sufficient information to enable the employee to verify the computation of their wages. That pay sheet must include, in particular, the following information, where applicable:\n1\n° \n \nthe name of the employer;\n2\n° \n \nthe name of the employee;\n3\n° \n \nthe identification of the employe","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:21:39
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-32
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{"local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"ges. That pay sheet must include, in particular, the following information, where applicable:\n1\n° \n \nthe name of the employer;\n2\n° \n \nthe name of the employee;\n3\n° \n \nthe identification of the employee’s occupation;\n4\n° \n \nthe date of the payment and the work period corresponding to the payment;\n5\n° \n \nthe number of hours paid at the prevailing rate;\n6\n° \n \nthe number of hours of overtime paid or replaced by a leave with the applicable premium;\n7\n° \n \nthe nature and amount of the bonuses, indemnities, allowances or commissions that are being paid;\n8\n° \n \nthe wage rate;\n9\n° \n \nthe amount of wages before deductions;\n10\n° \n \nthe nature and amount of the deductions effected;\n11\n° \n \nthe amount of the net wages paid to the employee;\n12\n° \n \nthe amount of the tips reported by the employee pursuant to section 1019.4 of the Taxation Act (\nchapter I-3\n);\n13\n° \n \nthe amount of the tips he has attributed to the employee under section 42.11 of the Taxation Act.\nThe Government, by regulation, may require any other particular it deems pertinent. It may also exempt a category of employers from the application of any of the above particulars.\n\n\n1979, c. 45, s. 46\n; \n1983, c. 43, s. 10\n; \n1990, c. 73, s. 15\n; \n1997, c. 85, s. 364\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n47\n.\n \nNo signing formality other than that establishing that the sum remitted to the employee corresponds to the amount of net wages indicated on the pay sheet may be required upon payment of the wages.\n\n\n1979, c. 45, s.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard"}


created_at: 2025-11-28 03:21:40
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-33
encoding: FLOAT32
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{"chroma:document":"mality other than that establishing that the sum remitted to the employee corresponds to the amount of net wages indicated on the pay sheet may be required upon payment of the wages.\n\n\n1979, c. 45, s. 47\n.\n48\n.\n \nAcceptance of a pay sheet by an employee does not entail the employee's renunciation of the payment of all or part of the wages that are due to the employee.\n\n\n1979, c. 45, s. 48\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n49\n.\n \nNo employer may make deductions from wages unless he is required to do so pursuant to an Act, a regulation, a court order, a collective agreement, an order or decree or a mandatory supplemental pension plan.\nThe employer may make deductions from wages if the employee consents thereto in writing, for a specific purpose mentioned in the writing.\nThe employee may at any time revoke that authorization, except where it pertains to membership in a group insurance plan, or a supplemental pension plan. The employer shall remit the sums so withheld to their intended receiver.\n\n\n1979, c. 45, s. 49\n; \n1989, c. 38, s. 274\n; \n2002, c. 80, s. 10\n.\n50\n.\n \nAny gratuity or tip paid directly or indirectly by a patron to an employee who provided the service belongs to the employee of right and must not be mingled with the wages that are otherwise due to the employee. The employer must pay at least the prescribed minimum wage to the employee without taking into account any gratuities or tips the employee receives.\nAny gratuity or tip collected by the employer","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:41
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-34
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"oyee. The employer must pay at least the prescribed minimum wage to the employee without taking into account any gratuities or tips the employee receives.\nAny gratuity or tip collected by the employer shall be remitted in full to the employee who rendered the service. The words gratuity and tip include service charges added to the patron’s bill but do not include any administrative costs added to the bill.\nThe employer may not impose an arrangement to share gratuities or a tip-sharing arrangement. Nor may the employer intervene, in any manner whatsoever, in the establishment of an arrangement to share gratuities or a tip-sharing arrangement. Such an arrangement must result solely from the free and voluntary consent of the employees entitled to gratuities or tips.\nHowever, an indemnity provided for in any of sections 58, 62, 74, 76, 79.7, 79.16, 80, 81, 81.1, 83 and 84.0.13 is computed, in the case of an employee who is an employee referred to in section 42.11 or 1019.4 of the Taxation Act (\nchapter I-3\n), on the basis of the wages increased by the tips attributed under that section 42.11 or reported under that section 1019.4.\n\n\n1979, c. 45, s. 50\n; \n1983, c. 43, s. 11\n; \n1997, c. 85, s. 365\n; \n2002, c. 80, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n7\n1\n.\n50.1\n.\n \nNo employer may require an employee to pay credit card costs.\n\n\n1997, c. 85, s. 366\n; \n2002, c. 80, s. 12\n.\n50.2\n.\n \nNo employer may refuse to receive a written report made pursuant to section 1019.4 of the Taxation Act","jurisdiction":"CA","document_name":"Labour Standards Act","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified"}


created_at: 2025-11-28 03:21:42
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-35
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","jurisdiction":"CA","verification_status":"verified","chroma:document":"uire an employee to pay credit card costs.\n\n\n1997, c. 85, s. 366\n; \n2002, c. 80, s. 12\n.\n50.2\n.\n \nNo employer may refuse to receive a written report made pursuant to section 1019.4 of the Taxation Act (\nchapter I-3\n).\n\n\n1997, c. 85, s. 366\n.\n51\n.\n \nThe maximum amount that an employer may require for room and board from one of his employees is that which is fixed by regulation of the Government.\n\n\n1979, c. 45, s. 51\n.\n51.0.1\n.\n \nNotwithstanding section 51, an employer may not require an amount for room and board from a domestic who is housed or takes meals in the employer’s residence.\n\n\n1997, c. 72, s. 4\n.\n51.1\n.\n \nNo employer may, directly or indirectly, be reimbursed by an employee for the contribution provided for in Chapter III.1.\n\n\n1994, c. 46, s. 7\n.\nDIVISION \nII\nHOURS OF WORK\n52\n.\n \nFor the purposes of computing overtime, the regular workweek is 40 hours except in the cases where it is fixed by regulation of the Government.\n\n\n1979, c. 45, s. 52\n; \n1997, c. 45, s. 1\n; \n2002, c. 80, s. 13\n.\n53\n.\n \nAn employer may, with the authorization of the Commission, stagger the working-hours of his employees on a basis other than a weekly basis, provided that the average of the working-hours is equivalent to the standard provided for in the law or the regulations.\nA collective agreement or a decree may provide, on the same conditions, without the authorization provided for under the first paragraph being necessary, for the staggering of working hours on a basis other than a weekly b","citation_type":"industry_standard","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:21:43
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-36
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","document_name":"Labour Standards Act","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":" or a decree may provide, on the same conditions, without the authorization provided for under the first paragraph being necessary, for the staggering of working hours on a basis other than a weekly basis.\nThe employer and the employee may also agree, on the same conditions, on the staggering of working hours on a basis other than a weekly basis, without the authorization provided for in the first paragraph being necessary. In such a case, the following conditions also apply:\n1\n° \n \nthe agreement must be evidenced in writing and provide for the staggering of working hours over a maximum period of four weeks;\n2\n° \n \na work week may not exceed the standard provided for in the law or the regulations by more than 10 hours; and\n3\n° \n \neither the employee or the employer may resiliate the agreement with notice of at least two weeks before the expected end of the staggering period agreed upon.\n\n\n1979, c. 45, s. 53\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n8\n1\n1\n.\n54\n.\n \nThe number of hours of the regular workweek determined in section 52 does not apply, as regards the computing of overtime hours for the purpose of the increase in the usual hourly wage, to the following employees:\n1\n° \n \n(subparagraph repealed)\n;\n2\n° \n \na student employed in a vacation camp or in a social or community non-profit organization such as a recreational organization;\n3\n° \n \nthe managerial personnel of an undertaking;\n4\n° \n \nan employee who works outside an establishment whose working-hours cannot be controlled;\n5\n","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:44
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-37
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{"local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":" organization such as a recreational organization;\n3\n° \n \nthe managerial personnel of an undertaking;\n4\n° \n \nan employee who works outside an establishment whose working-hours cannot be controlled;\n5\n° \n \nan employee assigned to canning, packaging and freezing fruit and vegetables during the harvesting period;\n6\n° \n \nan employee of a fishing, fish processing or fish canning industry;\n7\n° \n \na farm worker;\n8\n° \n \n(subparagraph repealed)\n;\n9\n° \n \nan employee whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, in that person’s dwelling, including, where so required, the performance of domestic duties that are directly related to the immediate needs of that person, unless the work serves to procure profit to the employer.\nHowever, the Government may, by regulation, prescribe the number of hours it determines as the regular workweek for the categories of employees mentioned in subparagraphs 2, 5 to 7 and 9 of the first paragraph.\n\n\n1979, c. 45, s. 54\n; \n1986, c. 95, s. 202\n; \n1990, c. 73, s. 16, s. 66\n; \n1999, c. 40, s. 196\n; \n2002, c. 6, s. 236\n; \n2002, c. 80, s. 14\n.\n55\n.\n \nAny work performed in addition to the regular work-week entails a premium of 50% of the prevailing hourly wage paid to the employee except premiums computed on an hourly basis.\nNotwithstanding the first paragraph, the employer may, at the request of the employee or in the cases provided for by a collective agreement or decree, replace the payment of ove","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:21:44
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-38
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"d on an hourly basis.\nNotwithstanding the first paragraph, the employer may, at the request of the employee or in the cases provided for by a collective agreement or decree, replace the payment of overtime by paid leave equivalent to the overtime worked plus 50%.\nSubject to a provision of a collective agreement or decree, the leave must be taken during the 12 months following the overtime at a date agreed between the employer and the employee; otherwise the overtime must be paid.  However, where the contract of employment is terminated before the employee is able to benefit from the leave, the overtime must be paid at the same time as the last payment of wages.\n\n\n1979, c. 45, s. 55\n; \n1990, c. 73, s. 17\n.\n56\n.\n \nFor the purposes of computing overtime, annual leave and statutory general holidays with pay are counted as days of work.\n\n\n1979, c. 45, s. 56\n.\n57\n.\n \nAn employee is deemed to be at work\n1\n° \n \nwhile available to the employer at the place of employment and required to wait for work to be assigned;\n2\n° \n \nsubject to section 79, during the break periods granted by the employer;\n3\n° \n \nwhen travel is required by the employer;\n4\n° \n \nduring any trial period or training required by the employer.\n\n\n1979, c. 45, s. 57\n; \n2002, c. 80, s. 15\n.\n58\n.\n \nAn employee who reports for work at their place of employment at the express demand of their employer or in the regular course of their employment and who works fewer than three consecutive hours, except in the case of superior f","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:44
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-39
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{"document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"ork at their place of employment at the express demand of their employer or in the regular course of their employment and who works fewer than three consecutive hours, except in the case of superior force, is entitled, to an indemnity equal to three hours’ wages at the prevailing hourly rate except where the application of section 55 entitles the employee to a greater amount.\nThis provision does not apply in the case where the nature of the work or the conditions of its execution require the employee to be present several times in the same day, for less than three hours each time, such as that of a school crossing guard or a bus driver.\nNeither does it apply where the nature of the work or the conditions of execution are such that it is ordinarily completed within a three hour period, such as the work of a school-crossing guard or usher.\n\n\n1979, c. 45, s. 58\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n59\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 59\n; \n2002, c. 80, s. 16\n.\n59.0.1\n.\n \nAn employee may refuse to work\n1\n° \n \nmore than two hours after regular daily working hours or more than 14 working hours per 24 hour period, whichever period is the shortest or, for an employee whose daily working hours are flexible or non-continuous, more than 12 working hours per 24 hour period;\n2\n° \n \nsubject to section 53, more than 50 working hours per week or, for an employee working in an isolated area or carrying out work in the James Bay territory, more than 60 working hours per week;\n3\n° \n \ni","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:45
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-40
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{"citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","chroma:document":"ubject to section 53, more than 50 working hours per week or, for an employee working in an isolated area or carrying out work in the James Bay territory, more than 60 working hours per week;\n3\n° \n \nif the employee was not informed at least five days in advance that the employee would be required to work, unless the nature of their duties requires the employee to remain available, the employee is a farm worker, or the employee's services are required within the limits set out in subparagraph 1.\nThis section does not apply where there is a danger to the life, health or safety of employees or the population, where there is a risk of destruction or serious deterioration of movable or immovable property or in any other case of superior force, or if the refusal is inconsistent with the employee’s professional code of ethics.\n\n\n2002, c. 80, s. 17\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n9\n1\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\nDIVISION \nIII\nSTATUTORY GENERAL HOLIDAYS AND NON-WORKING DAYS WITH PAY\n59.1\n.\n \nThis division does not apply to an employee who, under a collective agreement or decree, is entitled to a number of non-working days with pay, in addition to the National Holiday, equal to or greater than the number of days to which employees to whom this division applies are entitled, nor to an employee in the same establishment who is entitled to a number of non-working days with pay, in addition to the National Holiday, equal to or greater than the number stated in the coll","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:21:45
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-41
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{"jurisdiction":"CA","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","chroma:document":"tled, nor to an employee in the same establishment who is entitled to a number of non-working days with pay, in addition to the National Holiday, equal to or greater than the number stated in the collective agreement or decree.\nHowever, notwithstanding any provision contrary to the collective agreement or decree, the indemnity for a non-working day with pay shall be computed, in the case of an employee referred to in section 42.11 or 1019.4 of the Taxation Act (\nchapter I-3\n), on the basis of the wages increased by the tips attributed under that section 42.11 or reported under that section 1019.4.\n\n\n1990, c. 73, s. 18\n; \n2002, c. 80, s. 18\n.\n60\n.\n \nThe following days are statutory general holidays:\n1\n° \n \n1 January;\n2\n° \n \nGood Friday or Easter Monday, at the option of the employer;\n3\n° \n \nthe Monday preceding 25 May;\n4\n° \n \n1 July, or 2 July where the 1\nst\n falls on a Sunday;\n5\n° \n \nthe first Monday in September;\n6\n° \n \nthe second Monday in October;\n7\n° \n \n25 December.\n\n\n1979, c. 45, s. 60\n; \n1980, c. 5, s. 3\n; \n1990, c. 73, s. 18\n; \n1992, c. 26, s. 10\n; \n1995, c. 16, s. 1\n; \n2002, c. 80, s. 19\n.\n61\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 61\n; \n1990, c. 73, s. 19\n.\n62\n.\n \nFor each statutory general holiday, the employer must pay the employee an indemnity equal to 1/20 of the wages earned during the four complete weeks of pay preceding the week of the holiday, excluding overtime. However, the indemnity paid to an employee remunerated in whole or in part on a commission basis must b"}


created_at: 2025-11-28 03:21:46
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-42
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"ned during the four complete weeks of pay preceding the week of the holiday, excluding overtime. However, the indemnity paid to an employee remunerated in whole or in part on a commission basis must be equal to 1/60 of the wages earned during the 12 complete weeks of pay preceding the week of the holiday.\n\n\n1979, c. 45, s. 62\n; \n1990, c. 73, s. 20\n; \n2002, c. 80, s. 20\n.\n63\n.\n \nIf an employee must work on one of the days indicated in section 60, the employer, in addition to paying to the employee working on that general holiday the wages for the work done, must pay to such employee the indemnity provided for in section 62, or grant the employee a compensatory holiday of one day. In this case, the holiday must be taken within three weeks before or after that day, unless a collective agreement or a decree provides for a longer period.\n\n\n1979, c. 45, s. 63\n; \n1981, c. 23, s. 55\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n64\n.\n \nIf an employee is on annual leave on one of the holidays contemplated in section 60 or if such a holiday does not coincide with the employee’s regular work schedule, the employer shall pay the employee the indemnity provided for in section 62 or grant the employee a compensatory holiday of one day on a date agreed upon between the employer and the employee or fixed by a collective agreement or a decree.\n\n\n1979, c. 45, s. 64\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n10\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n65\n.\n \nTo benefit from a statutory general hol","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:46
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-43
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"or fixed by a collective agreement or a decree.\n\n\n1979, c. 45, s. 64\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n10\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n65\n.\n \nTo benefit from a statutory general holiday, an employee must not have been absent from work without the employer’s authorization or without valid cause on the working day preceding or on the working day following the holiday.\n\n\n1979, c. 45, s. 65\n; \n1990, c. 73, s. 21\n; \n2002, c. 80, s. 21\n.\nDIVISION \nIV\nANNUAL LEAVE WITH PAY\n66\n.\n \nThe reference year is a period of twelve consecutive months during which an employee progressively acquires entitlement to an annual leave.\nThat period extends from 1 May of the preceding year to 30 April of the current year unless an agreement or decree fixes a different starting date for that period.\n\n\n1979, c. 45, s. 66\n.\n67\n.\n \nAn employee who, at the end of a reference year, is credited with less than one year of uninterrupted service with the same employer during that period, is entitled to an uninterrupted leave for a duration determined at the rate of one working day for each month of uninterrupted service, for a total leave not exceeding two weeks.\n\n\n1979, c. 45, s. 67\n.\n68\n.\n \nAn employee who, at the end of a reference year, is credited with one year of uninterrupted service with the same employer during that period is entitled to an annual leave of a minimum duration of two consecutive weeks.\n\n\n1979, c. 45, s. 68\n; \n1990, c. 73, s. 22\n.\n68.1\n.\n \nAn employee to whom section 68 a","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:21:46
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-44
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"e same employer during that period is entitled to an annual leave of a minimum duration of two consecutive weeks.\n\n\n1979, c. 45, s. 68\n; \n1990, c. 73, s. 22\n.\n68.1\n.\n \nAn employee to whom section 68 applies is also entitled, if the employee applies therefor, to an additional annual leave without pay equal to the number of days required to increase the employee's annual leave to three weeks.\nSuch additional leave need not follow immediately a leave under section 68 and, notwithstanding sections 71 and 73, it may not be divided, or be replaced by a compensatory indemnity.\n\n\n1997, c. 10, s. 1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n69\n.\n \nAn employee who, at the end of a reference year, is credited with three years of uninterrupted service with the same employer is entitled to an annual leave for a minimum duration of three consecutive weeks.\n\n\n1979, c. 45, s. 69\n; \n1990, c. 73, s. 23\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n11\n1\n1\n.\n70\n.\n \nThe annual leave must be taken within 12 months following the end of the reference year, except where a collective agreement or a decree allows it to be deferred until the following year.\nNotwithstanding the first paragraph, the employer may, at the request of the employee, allow the annual leave to be taken, in whole or in part, during the reference year.\nIn addition, if at the end of the 12 months following the end of a reference year, the employee is absent for any of the reasons set out in section 79.1 or is absent or on leave for family o"}


created_at: 2025-11-28 03:21:47
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-45
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"nce year.\nIn addition, if at the end of the 12 months following the end of a reference year, the employee is absent for any of the reasons set out in section 79.1 or is absent or on leave for family or parental matters, the employer may, at the request of the employee, defer the annual leave to the following year. If the annual leave is not so deferred, the employer must pay the indemnity for the annual leave to which the employee is entitled.\nSimilarly, if the employee is a reservist of the Canadian Forces and at the end of the 12 months following the end of a reference year, the employee is absent for one of the reasons set out in section 81.17.1, the employer may either defer the annual leave until the following year or pay the indemnity for that leave.\nNotwithstanding any contrary clause of a collective agreement, decree or contract, any period of salary insurance, sickness insurance or disability insurance interrupted by a leave taken in accordance with the first paragraph is continued, where applicable, after the leave, as if it had never been interrupted.\n\n\n1979, c. 45, s. 70\n; \n1980, c. 5, s. 4\n; \n2002, c. 80, s. 22\n; \n2007, c. 36, s. 2\n; \n2008, c. 30, s. 2\n; \n2010, c. 38, s. 4\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n12\n1\n.\n71\n.\n \nThe annual leave may be divided into two periods where so requested by the employee.  However, the employer may refuse the request if he closes his establishment for a period equal to or greater than that of the employee’s annual leave.\nNotwithsta","citation_type":"industry_standard"}


created_at: 2025-11-28 03:21:47
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-46
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","citation_type":"industry_standard","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"s where so requested by the employee.  However, the employer may refuse the request if he closes his establishment for a period equal to or greater than that of the employee’s annual leave.\nNotwithstanding section 69, any employer who, before 29 March 1995, closed his establishment for the period of annual leave, may divide the annual leave of an employee referred to in that section into two periods, one being the closing period.  One of those periods must, however, last for a minimum of two consecutive weeks.\nThe annual leave may also be divided into more than two periods where so requested by the employee, provided the employer consents thereto.\nA leave not exceeding one week shall not be divided.\n\n\n1979, c. 45, s. 71\n; \n1982, c. 58, s. 57\n; \n1990, c. 73, s. 24\n; \n1995, c. 16, s. 2\n.\n71.1\n.\n \nNotwithstanding sections 68, 69 and 71, a collective agreement or a decree may include a clause providing for, or prohibiting, the division of an annual leave into two or more periods.\n\n\n1995, c. 16, s. 3\n.\n72\n.\n \nAn employee is entitled to know the date of their annual leave at least four weeks in advance.\n\n\n1979, c. 45, s. 72\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n73\n.\n \nEmployers are prohibited from replacing a leave contemplated in section 67, 68 or 69 by a compensatory indemnity, unless a special provision is contained in a collective agreement or decree.\nAt the request of the employee, the third week of leave may, however, be replaced by a compensatory indemnity if the est","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified"}


created_at: 2025-11-28 03:21:48
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-47
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"y, unless a special provision is contained in a collective agreement or decree.\nAt the request of the employee, the third week of leave may, however, be replaced by a compensatory indemnity if the establishment closes for two weeks on the occasion of the annual leave.\n\n\n1979, c. 45, s. 73\n; \n1982, c. 58, s. 58\n.\n74\n.\n \nThe indemnity relating to the annual leave of the employee contemplated in sections 67 and 68 is equal to 4% of the gross wages of the employee during the reference year.  In the case of the employee contemplated in section 69, the indemnity is equal to 6% of the gross wages of the employee during the reference year.\nShould an employee be absent for any of the reasons listed in the first paragraph of section 79.1 or if the employee took the leave provided for in section 81.2 or 81.4 during the reference year and should that absence result in the reduction of that employee’s annual leave indemnity, the employee is then entitled to an indemnity equal, as the case may be, to twice or three times the weekly average of the wage earned during the period of work.  An employee contemplated in section 67 whose annual leave is less than two weeks is entitled to that amount in proportion to the days of leave credited to the employee’s account.\nThe Government may, by regulation, determine a higher indemnity than that provided for in this section for an employee who took the leave provided for in section 81.2 or 81.4.\nNotwithstanding the second and third paragraphs, the ann","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:48
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-48
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{"verification_status":"verified","jurisdiction":"CA","citation_type":"industry_standard","chroma:document":"n, determine a higher indemnity than that provided for in this section for an employee who took the leave provided for in section 81.2 or 81.4.\nNotwithstanding the second and third paragraphs, the annual leave indemnity shall not exceed the indemnity to which the employee would have been entitled if the employee had not been absent or on leave owing to a reason mentioned in the second paragraph.\n\n\n1979, c. 45, s. 74\n; \n1980, c. 5, s. 5\n; \n1983, c. 22, s. 103\n; \n1990, c. 73, s. 25, s. 71\n; \n2002, c. 80, s. 23\n; \n2007, c. 36, s. 3\n; \n2010, c. 38, s. 5\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n13\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n153\n1\n2\nb\n.\n74.1\n.\n \nNo employer may reduce the annual leave of an employee referred to in section 41.1, or change the way in which the indemnity pertaining to it is computed, in comparison with what is granted to his other employees performing the same tasks in the same establishment, solely because of the employee’s employment status, and in particular because the employee usually works fewer hours each week.\n\n\n1990, c. 73, s. 26\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n14\n1\n1\n.\n75\n.\n \nSubject to a provision of a collective agreement or decree, the indemnity pertaining to the annual leave of an employee must be paid to the employee in a lump sum before the beginning of the leave or in the manner applicable for the regular payment of the employee's wages.\nHowever, where it is warranted by the seasonal or otherwise intermittent activities of an employer, the indemni","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:21:48
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"f the leave or in the manner applicable for the regular payment of the employee's wages.\nHowever, where it is warranted by the seasonal or otherwise intermittent activities of an employer, the indemnity may be added to the employee's wages and be paid in the same manner.\n\n\n1979, c. 45, s. 75\n; \n1990, c. 73, s. 27\n; \n2002, c. 80, s. 24\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n15\n1\n2\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n76\n.\n \nIf a contract of employment is cancelled before the employee is able to benefit by all the days of leave to which the employee is entitled, the employee shall receive, in addition to the compensatory indemnity determined in accordance with section 74 and attaching to the fraction of the leave that the employee did not enjoy, an indemnity equal to 4% or 6%, as the case may be, of the gross wages earned during the current reference year.\n\n\n1979, c. 45, s. 76\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n77\n.\n \nSections 66 to 76 do not apply to the following persons:\n1\n° \n \n(subparagraph repealed);\n2\n° \n \na student employed in a vacation camp or in a social or community non-profit organization such as a recreational organization;\n3\n° \n \nthe holder of a broker’s licence issued under the Real Estate Brokerage Act (\nchapter C-73.2\n), remunerated entirely by commission;\n4\n° \n \na representative of a dealer or adviser within the meaning of section 56 of the Derivatives Act (\nchapter I-14.01\n) or of section 149 of the Securities Act (\nchapter V-1.1\n), entirely re","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","jurisdiction":"CA","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:21:49
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-50
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{"local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"ssion;\n4\n° \n \na representative of a dealer or adviser within the meaning of section 56 of the Derivatives Act (\nchapter I-14.01\n) or of section 149 of the Securities Act (\nchapter V-1.1\n), entirely remunerated by commission;\n5\n° \n \na representative within the meaning of the Act respecting the distribution of financial products and services (\nchapter D-9.2\n) remunerated entirely by commission;\n6\n° \n \n(subparagraph repealed)\n;\n7\n° \n \na trainee within the framework of a vocational training program recognized by law.\nHowever, the Government may, by regulation, render all or some of the provisions of sections 66 to 76 applicable to the employees described in subparagraph 2 of the first paragraph.\n\n\n1979, c. 45, s. 77\n; \n1980, c. 5, s. 6\n; \n1982, c. 58, s. 59\n; \n1986, c. 95, s. 203\n; \n1990, c. 73, s. 28\n; \n1989, c. 48, s. 251\n; \n1991, c. 37, s. 173\n; \n1998, c. 37, s. 529\n; \n2002, c. 80, s. 25\n; \n2009, c. 58, s. 89\n; \n2018, c. 23\n2018, c. 23\n, \ns. \n778\n1\n.\nDIVISION \nV\nREST PERIODS\n\n\n1990, c. 73, s. 29\n.\n78\n.\n \nSubject to the application of paragraph 12 of section 39 or of section 53, an employee is entitled to a weekly minimum rest period of 32 consecutive hours.\nIn the case of a farm worker, that day of rest may be postponed to the following week if the employee consents thereto.\n\n\n1979, c. 45, s. 78\n; \n2002, c. 80, s. 26\n.\n79\n.\n \nUnless otherwise provided in a collective agreement or a decree, the employer must grant to an employee a rest period of thirty minutes, without pay, for","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","verification_status":"verified"}


created_at: 2025-11-28 03:21:49
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-51
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{"chroma:document":"9, c. 45, s. 78\n; \n2002, c. 80, s. 26\n.\n79\n.\n \nUnless otherwise provided in a collective agreement or a decree, the employer must grant to an employee a rest period of thirty minutes, without pay, for meals, for a period of five consecutive hours of work.\nThat period shall be remunerated if the employee is not authorized to leave their work station.\n\n\n1979, c. 45, s. 79\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\nDIVISION \nV.0.1\nABSENCES OWING TO SICKNESS, AN ORGAN OR TISSUE DONATION, AN ACCIDENT, DOMESTIC VIOLENCE, SEXUAL VIOLENCE OR A CRIMINAL OFFENCE\n\n\n2002, c. 80, s. 27\n; \n2007, c. 36, s. 4\n; \n2010, c. 38, s. 6\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n16\n1\n.\n79.1\n.\n \nAn employee may be absent from work for a period of not more than 26 weeks over a period of 12 months, owing to sickness, an organ or tissue donation for transplant, an accident, domestic violence or sexual violence of which the employee has been a victim.\nHowever, an employee may be absent from work for a period of not more than 104 weeks if the employee suffers serious bodily injury during or resulting directly from a criminal offence that renders the employee unable to hold their regular position. In that case, the period of absence shall not begin before the date on which the criminal offence was committed, or before the expiry of the period provided for in the first paragraph, where applicable, and shall not end later than 104 weeks after the commission of the criminal offence.\nHowever, this section does not ","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard"}


created_at: 2025-11-28 03:21:50
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-52
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified","citation_type":"industry_standard","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"ore the expiry of the period provided for in the first paragraph, where applicable, and shall not end later than 104 weeks after the commission of the criminal offence.\nHowever, this section does not apply in the case of an employment injury within the meaning of the Act respecting industrial accidents and occupational diseases (\nchapter A-3.001\n).\n\n\n2002, c. 80, s. 27\n; \n2007, c. 36, s. 5\n; \n2010, c. 38, s. 7\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n17\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n79.1.1\n.\n \nThe second paragraph of section 79.1 applies if it may be inferred from the circumstances of the event that the employee’s serious bodily injury is probably the result of a criminal offence.\nHowever, an employee may not take advantage of such a period of absence if it may be inferred from the circumstances that the employee was probably a party to the criminal offence or probably contributed to the injury by a gross fault.\n\n\n2007, c. 36, s. 6\n.\n79.1.2\n.\n \nThe second paragraph of section 79.1 applies if the employee suffered the injury\n1\n° \n \nwhile lawfully arresting or attempting to arrest an offender or suspected offender or assisting a peace officer making an arrest; or\n2\n° \n \nwhile lawfully preventing or attempting to prevent the commission of an offence or suspected offence, or assisting a peace officer who is preventing or attempting to prevent the commission of an offence or suspected offence.\n\n\n2007, c. 36, s. 6\n.\n79.2\n.\n \nAn employee must advise the employer as soon a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:50
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-53
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{"chroma:document":"or assisting a peace officer who is preventing or attempting to prevent the commission of an offence or suspected offence.\n\n\n2007, c. 36, s. 6\n.\n79.2\n.\n \nAn employee must advise the employer as soon as possible of a period of absence from work, giving the reasons for it. If it is warranted by the duration of the absence or its repetitive nature, for instance, the employer may request that the employee furnish a document attesting to those reasons.\nHowever, no employer may request the document referred to in the first paragraph for the first three periods of absence not exceeding three consecutive days taken over a period of 12 months.\nDuring a period of absence under the second paragraph of section 79.1, the employee may return to work intermittently or on a part-time basis if the employer consents to it.\n\n\n2002, c. 80, s. 27\n; \n2007, c. 36, s. 7\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n18\n1\n; \n2024, c. 29\n2024, c. 29\n, \ns. \n7\n1\n.\n79.3\n.\n \nAn employee’s participation in the group insurance and pension plans recognized in the employee’s place of employment shall not be affected by the absence from work, subject to regular payment of the contributions payable under those plans, the usual part of which is paid by the employer.\nThe Government shall determine, by regulation, the other advantages available to an employee during a period of absence.\n\n\n2002, c. 80, s. 27\n; \n2007, c. 36, s. 8\n.\n79.4\n.\n \nAt the end of the period of absence, the employer shall reinstate the employee in the emp","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","citation_type":"industry_standard","jurisdiction":"CA","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:50
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"ages available to an employee during a period of absence.\n\n\n2002, c. 80, s. 27\n; \n2007, c. 36, s. 8\n.\n79.4\n.\n \nAt the end of the period of absence, the employer shall reinstate the employee in the employee’s former position with the same benefits, including the wages to which the employee would have been entitled had the employee remained at work. If the position held by the employee no longer exists when the employee returns to work, the employer shall recognize all the rights and privileges to which the employee would have been entitled if the employee had been at work at the time the position ceased to exist.\nNothing in the first paragraph shall prevent an employer from dismissing, suspending or transferring an employee if, in the circumstances, the consequences of any of the events mentioned in section 79.1 or the repetitive nature of the absences constitute good and sufficient cause.\n\n\n2002, c. 80, s. 27\n; \n2007, c. 36, s. 9\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n19\n1\n.\n79.5\n.\n \nIf the employer makes dismissals or layoffs that would have included the employee had the employee remained at work, the employee retains the same rights with respect to a return to work as the employees who were dismissed or laid off.\n\n\n2002, c. 80, s. 27\n.\n79.6\n.\n \nThis division shall not grant to an employee any benefit to which the employee would not have been entitled if the employee had remained at work.\n\n\n2002, c. 80, s. 27\n.\nDIVISION \nV.1\nFAMILY OR PARENTAL LEAVE AND ABSENCES\n\n\n1990, c. 73, s.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:21:51
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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{"chroma:document":"ployee any benefit to which the employee would not have been entitled if the employee had remained at work.\n\n\n2002, c. 80, s. 27\n.\nDIVISION \nV.1\nFAMILY OR PARENTAL LEAVE AND ABSENCES\n\n\n1990, c. 73, s. 30\n; \n2002, c. 80, s. 28\n.\n79.6.1\n.\n \nFor the purposes of sections 79.7 to 79.8.1, \n“\nrelative\n”\n \nmeans, in addition to the employee’s spouse, the child, father, mother, or one of the parents, brother, sister and grandparents of the employee or the employee’s spouse as well as those persons’ spouses, their children and their children’s spouses.\nThe following are also considered to be an employee’s relative for the purposes of those sections:\n1\n° \n \na person having acted, or acting, as a foster family for the employee or the employee’s spouse;\n2\n° \n \na child for whom the employee or the employee’s spouse has acted, or is acting, as a foster family;\n3\n° \n \na tutor of the employee or the employee’s spouse or a person under the tutorship of the employee or the employee’s spouse;\n4\n° \n \nan incapable person having designated the employee or the employee’s spouse as mandatary; and\n5\n° \n \nany other person in respect of whom the employee is entitled to benefits under an Act for the assistance and care the employee provides owing to the person’s state of health.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n20\n1\n; \n2020, c. 11\n2020, c. 11\n, \ns. \n254\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n154\n1\n1\n.\n79.7\n.\n \nAn employee may be absent from work for 10 days per year to fulfil obligations relating to the car","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified"}


created_at: 2025-11-28 03:21:51
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-56
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"s. \n20\n1\n; \n2020, c. 11\n2020, c. 11\n, \ns. \n254\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n154\n1\n1\n.\n79.7\n.\n \nAn employee may be absent from work for 10 days per year to fulfil obligations relating to the care, health or education of the employee’s child or the child of the employee’s spouse, or because of the state of health of a relative or a person for whom the employee acts as a caregiver, as attested by a professional working in the health and social services sector and governed by the Professional Code (\nchapter C-26\n).\nThe leave may be divided into days. A day may also be divided if the employer consents thereto.\nIf it is warranted, by the duration of the absence for instance, the employer may request that the employee furnish a document attesting to the reasons for the absence, with the exception of a medical certificate.\nThe employee must advise the employer of the employee’s absence as soon as possible and take the reasonable steps within the employee’s power to limit the leave and the duration of the leave.\nThe first two days taken annually shall be remunerated according to the calculation formula described in section 62, with any adjustments required in the case of division. The employee becomes entitled to such remuneration on being credited with three months of uninterrupted service, even if the employee was absent previously.\n\n\n2002, c. 80, s. 29\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n21\n1\n1\nb\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n155\n1\n3\nb\n; \n2024, c. 29\n2024, c. 29\n, \ns. \n8\n1","citation_type":"industry_standard","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:52
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-57
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","jurisdiction":"CA","chroma:document":"d service, even if the employee was absent previously.\n\n\n2002, c. 80, s. 29\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n21\n1\n1\nb\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n155\n1\n3\nb\n; \n2024, c. 29\n2024, c. 29\n, \ns. \n8\n1\n.\n79.8\n.\n \nAn employee may be absent from work for a period of not more than 16 weeks over a period of 12 months where the employee must stay with a relative or a person for whom the employee acts as a caregiver, as attested by a professional working in the health and social services sector and governed by the Professional Code (\nchapter C-26\n), because of a serious illness or a serious accident. Where the relative or person is a minor child, the period of absence is not more than 36 weeks over a period of 12 months.\nHowever, if a minor child of the employee has a serious and potentially mortal illness, attested by a medical certificate, the employee is entitled to an extension of the absence, which shall end at the latest 104 weeks after the beginning thereof.\n\n\n2002, c. 80, s. 29\n; \n2005, c. 13, s. 82\n; \n2007, c. 36, s. 10\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n22\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n156\n1\n1\nb\n.\n79.8.1\n.\n \nAn employee may be absent from work for a period of not more than 27 weeks over a period of 12 months where the employee must stay with a relative, other than the employee’s minor child, or a person for whom the employee acts as a caregiver, as attested by a professional working in the health and social services sector and governed by the Professional Code (\nchapt","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:52
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"loyee’s minor child, or a person for whom the employee acts as a caregiver, as attested by a professional working in the health and social services sector and governed by the Professional Code (\nchapter C-26\n), because of a serious and potentially mortal illness, attested by a medical certificate.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n23\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n157\n1\n2\n.\n79.9\n.\n \nAn employee is entitled to an extension of the period of absence under the first paragraph of section 79.8, which shall end not later than 104 weeks after the beginning of that period, if the employee must stay with their minor child who suffered serious bodily injury during or resulting directly from a criminal offence that renders the child unable to carry on regular activities.\n\n\n2007, c. 36, s. 11\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n79.10\n.\n \nAn employee may be absent from work for a period of not more than 104 weeks if the employee’s minor child has disappeared. If the child is found before the expiry of the period of absence, that period shall end on the eleventh day that follows the day on which the child is found.\n\n\n2007, c. 36, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n24\n1\n.\n79.10.1\n.\n \nAn employee may be absent from work for a period of not more than 104 weeks by reason of the death of the employee’s minor child.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n25\n1\n.\n79.11\n.\n \nAn employee may be absent from work for a period of not more than 104 weeks if the employee’s spouse, child of ful","document_name":"Labour Standards Act","citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:53
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{"citation_type":"industry_standard","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"eath of the employee’s minor child.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n25\n1\n.\n79.11\n.\n \nAn employee may be absent from work for a period of not more than 104 weeks if the employee’s spouse, child of full age, father, mother or one of the employee’s parents commits suicide.\n\n\n2007, c. 36, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n26\n1\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n158\n1\n.\n79.12\n.\n \nAn employee may be absent from work for a period of not more than 104 weeks if the death of the employee’s spouse or child of full age occurs during or results directly from a criminal offence.\n\n\n2007, c. 36, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n27\n1\n.\n79.13\n.\n \nSections 79.9, 79.10, 79.11 and 79.12 apply if it may be inferred from the circumstances of the event that the serious bodily injury is probably the result of a criminal offence, the death is probably the result of such an offence or of a suicide, or the person who has disappeared is probably in danger.\nHowever, an employee may not take advantage of these provisions if it may be inferred from the circumstances that the employee or, in the case of section 79.12, the deceased person was probably a party to the criminal offence or probably contributed to the injury by a gross fault.\n\n\n2007, c. 36, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n28\n1\n1\n.\n79.14\n.\n \nSections 79.9 and 79.12 apply if the injury or death occurs in one of the situations described in section 79.1.2.\n\n\n2007, c. 36, s. 11\n.\n79.15\n.\n \nA period of absence under sections 79.9 ","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:21:53
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-60
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","chroma:document":"\n.\n79.14\n.\n \nSections 79.9 and 79.12 apply if the injury or death occurs in one of the situations described in section 79.1.2.\n\n\n2007, c. 36, s. 11\n.\n79.15\n.\n \nA period of absence under sections 79.9 to 79.12 shall not begin before the date on which the criminal offence that caused the serious bodily injury was committed or before the date of the death or disappearance and shall not end later than 104 weeks after that date. However, during the period of absence, the employee may return to work intermittently or on a part-time basis if the employer consents to it.\nIf, during the same 104-week period, a new event occurs, affecting the same child and giving entitlement to a new period of absence, the maximum period of absence for those two events may not exceed 104 weeks from the date of the first event.\n\n\n2007, c. 36, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n29\n1\n1\n.\n79.16\n.\n \nThe first and third paragraphs of section 79.2, the first paragraph of section 79.3 and sections 79.4, 79.5 and 79.6 apply to periods of absence under sections 79.8 to 79.12, with the necessary modifications.\nThe right provided for in the fifth paragraph of section 79.7 applies in the same manner to absences authorized under section 79.1. However, the employer is not required to pay remuneration for more than two days of absence during the same year, when the employee is absent from work for any of the reasons set out in those sections.\n\n\n2007, c. 36, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n30\n1\n; \n2024, c"}


created_at: 2025-11-28 03:21:53
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-61
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"two days of absence during the same year, when the employee is absent from work for any of the reasons set out in those sections.\n\n\n2007, c. 36, s. 11\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n30\n1\n; \n2024, c. 29\n2024, c. 29\n, \ns. \n9\n1\n.\n80\n.\n \nAn employee may be absent from work for two days without reduction of wages by reason of the death or the funeral of the employee’s spouse or child, the child of the employee’s spouse, the employee’s brother, sister, father, mother or one of the employee’s parents. The employee may also be absent from work, without pay, for three more days on such occasion.\n\n\n1979, c. 45, s. 80\n; \n1990, c. 73, s. 31\n; \n2002, c. 6, s. 236\n; \n2002, c. 80, s. 30\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n31\n1\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n159\n1\n.\n80.1\n.\n \nAn employee may be absent from work for one day, without pay, by reason of the death or the funeral of a son-in-law, daughter-in-law, one of the employee’s grandparents or grandchildren, or of a brother, a sister, the father, the mother or one of the parents of the employee’s spouse.\n\n\n1990, c. 73, s. 32\n; \n2002, c. 6, s. 236\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n160\n1\n2\n.\n80.2\n.\n \nIn the circumstances referred to in section 80 or 80.1, the employee must advise the employer of their absence as soon as possible.\n\n\n1990, c. 73, s. 32\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n81\n.\n \nAn employee may be absent from work for one day without reduction of wages, on the day of the employee’s wedding or civil union.\nAn emplo","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:21:54
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-62
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{"verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"73, s. 32\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n81\n.\n \nAn employee may be absent from work for one day without reduction of wages, on the day of the employee’s wedding or civil union.\nAn employee may also be absent from work, without pay, on the day of the wedding or civil union of the employee’s child, brother, sister, father, mother, or of one of the employee’s parents, or of a child of the employee’s spouse.\nThe employee must advise the employer of such an absence not less than one week in advance.\n\n\n1979, c. 45, s. 81\n; \n1990, c. 73, s. 33\n; \n2002, c. 6, s. 145\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n161\n1\n1\nb\n.\n81.1\n.\n \nAn employee may be absent from work for five days at the birth of the employee’s child, including a child born in the context of a surrogacy project, the adoption of a child or where there is a termination of pregnancy in or after the twentieth week of pregnancy. The first two days of absence shall be remunerated.\nThe employee who gave birth to a child in the context of a surrogacy project is entitled to the leave provided for in the first paragraph.\nThe leave may be divided into days at the request of the employee. It may not be taken more than 15 days after the child arrives at the residence of his father or mother or of one of his parents or, if applicable, after the termination of pregnancy. In the case of a surrogacy project, the 15-day period applies, for the employee who gave birth to the child, from the birth of the child and, for the employee w","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:21:54
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-63
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{"citation_type":"industry_standard","chroma:document":"le, after the termination of pregnancy. In the case of a surrogacy project, the 15-day period applies, for the employee who gave birth to the child, from the birth of the child and, for the employee who is a party to the parental project involving surrogacy, from the moment the child was entrusted to the employee.\nThe employee must advise the employer of such an absence as soon as possible.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 6, s. 236\n; \n2002, c. 80, s. 31\n; \n2005, c. 13, s. 83\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n32\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n56\n1\n.\n81.2\n.\n \nAn employee is entitled to a paternity leave or leave for the non-birthing parent of not more than five consecutive weeks, without pay, on the birth of the employee’s child, including a child born in the context of a parental project involving surrogacy.\nAn employee who adopts a child is entitled to the leave provided for in the first paragraph in connection with that adoption.\nThe leave shall not begin before the week of the birth of the child or, in the case of a parental project involving surrogacy or of an adoption procedure, the week the child is entrusted to the employee or the week the employee leaves work to travel outside Québec to be entrusted with the child. The leave shall not end later than 78 weeks after the week of the birth or, in the case of an adoption or a parental project involving surrogacy, 78 weeks after the week the child is entrusted to the employee.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 32","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","jurisdiction":"CA"}


created_at: 2025-11-28 03:21:55
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-64
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","chroma:document":"e week of the birth or, in the case of an adoption or a parental project involving surrogacy, 78 weeks after the week the child is entrusted to the employee.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 32\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n26\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n57\n1\n.\n81.2.1\n.\n \nA leave provided for in section 81.2 may be taken after giving written notice of not less than three weeks to the employer, stating the expected date of the leave and that of the return to work.\nHowever, the notice may be shorter if the birth of the child or the moment the child is entrusted to the employee occurs before the expected date of birth or of that moment.\n\n\n2008, c. 30, s. 3\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n58\n1\n1\n.\n81.3\n.\n \nAn employee may be absent from work without pay for a medical examination related to the employee’s pregnancy or for an examination related to the employee’s pregnancy carried out by a health professional authorized for that purpose.\nThe employee shall advise the employer as soon as possible of the time at which the employee will be absent.\n\n\n1990, c. 73, s. 34\n; \n1999, c. 24, s. 21\n; \n2022, c. 2\n2022, c. 2\n, \ns. \n38\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n81.4\n.\n \nA pregnant employee is entitled to a maternity leave or personal leave in connection with pregnancy or delivery without pay of not more than 18 consecutive weeks unless, at the employee’s request, the employer consents to a longer leave.\nThe employee may spread the leave as the employee w","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:21:56
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-65
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","chroma:document":" pregnancy or delivery without pay of not more than 18 consecutive weeks unless, at the employee’s request, the employer consents to a longer leave.\nThe employee may spread the leave as the employee wishes before or after the expected date of delivery. However, where the leave begins on the week of delivery, that week shall not be taken into account in calculating the maximum period of 18 consecutive weeks.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 33\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n162\n1\n1\na\n.\n81.4.1\n.\n \nIf the delivery takes place after the expected date, the employee is entitled, after the delivery, to at least two weeks of maternity leave or personal leave in connection with pregnancy or delivery.\n\n\n2002, c. 80, s. 34\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n163\n1\n.\n81.5\n.\n \nThe leave provided for in section 81.4 shall not begin before the sixteenth week preceding the expected date of delivery and shall not end later than 20 weeks after the week of delivery.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 35\n; \n2005, c. 13, s. 84\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n27\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n164\n1\n.\n81.5.1\n.\n \nWhere there is a risk of termination of pregnancy or a risk to the health of the mother or the pregnant person or the unborn child, caused by the pregnancy and requiring a work stoppage, the employee is entitled to a special leave, without pay, for the duration indicated in the medical certificate attesting the existing risk and indicating the expected date of delivery.\n","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","verification_status":"verified"}


created_at: 2025-11-28 03:21:57
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-66
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{"document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","chroma:document":"ork stoppage, the employee is entitled to a special leave, without pay, for the duration indicated in the medical certificate attesting the existing risk and indicating the expected date of delivery.\nThe leave is, where applicable, deemed to be the leave provided for in section 81.4 from the beginning of the fourth week preceding the expected date of delivery.\n\n\n2002, c. 80, s. 36\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n165\n1\n1\na\n.\n81.5.2\n.\n \nWhere there is termination of pregnancy before the beginning of the twentieth week preceding the expected date of delivery, the employee is entitled to a special leave, without pay, for a period of no longer than three weeks, unless a medical certificate attests that the employee needs an extended leave.\nIf the termination of pregnancy occurs in or after the twentieth week, the employee is entitled to the leave provided for in section 81.4. Section 81.5 applies to that leave, with the necessary modifications.\n\n\n2002, c. 80, s. 36\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n28\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n166\n1\n1\n.\n81.5.3\n.\n \nIn the case of a termination of pregnancy or a premature birth, the employee must, as soon as possible, give written notice to the employer informing the employer of the event and the expected date of the employee's return to work, accompanied with a medical certificate attesting to the event.\n\n\n2002, c. 80, s. 36\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nc\n.\n81.6\n.\n \nThe leave provided for in section 81.4 may be taken after ","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:21:57
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-67
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"k, accompanied with a medical certificate attesting to the event.\n\n\n2002, c. 80, s. 36\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nc\n.\n81.6\n.\n \nThe leave provided for in section 81.4 may be taken after giving written notice of not less than three weeks to the employer, stating the date on which the leave will begin and the date on which the employee will return to work. The notice must be accompanied with a medical certificate attesting to the pregnancy and the expected date of delivery. Where applicable, the medical certificate may be replaced by a written report signed by a health professional authorized to provide pregnancy care.\nThe notice may be of less than three weeks if the medical certificate attests that the employee needs to stop working within a shorter time.\n\n\n1990, c. 73, s. 34\n; \n1999, c. 24, s. 22\n; \n2022, c. 2\n2022, c. 2\n, \ns. \n39\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n167\n1\n1\n.\n81.7\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 37\n.\n81.8\n.\n \nFrom the sixth week preceding the expected date of delivery, the employer may, in writing, require a pregnant employee who is still at work to produce a medical certificate attesting that the employee is fit to work.\nIf the employee refuses or neglects to produce the certificate within eight days, the employer may oblige the employee to take the leave provided for in section 81.4 immediately by sending the employee a written notice to that effect giving reasons.\n\n\n1990, c. 73, s. 34\n; \n2022, c. 22\n2022, c. 22\n, \ns. ","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard"}


created_at: 2025-11-28 03:21:58
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-68
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","chroma:document":"e the employee to take the leave provided for in section 81.4 immediately by sending the employee a written notice to that effect giving reasons.\n\n\n1990, c. 73, s. 34\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n168\n1\n1\nb\n.\n81.9\n.\n \nNotwithstanding the notice provided for in section 81.6, the employee may return to work before the expiry of the leave provided for in section 81.4. However, the employer may require a medical certificate from an employee who returns to work within the two weeks following delivery, attesting to the fact that the employee is fit to work.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 38\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n169\n1\n2\n.\n81.10\n.\n \nThe father and the mother or the parents of a newborn child, including a child born in the context of a parental project involving surrogacy, and a person who adopts a child, are entitled to parental leave without pay of not more than 65 consecutive weeks.\n\n\n1990, c. 73, s. 34\n; \n1997, c. 10, s. 2\n; \n2002, c. 6, s. 236\n; \n2002, c. 80, s. 39\n; \n2005, c. 13, s. 85\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n29\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n59\n1\n.\n81.11\n.\n \nParental leave may not begin before,\n1\n° \n \nin the case of a birth, the week of the newborn’s birth or, if the birth occurs in the context of a parental project involving surrogacy, the week the child is entrusted to the employee who is a party to the project or the week the employee leaves work to travel outside Québec to be entrusted with the child; or\n2\n° \n \nin the case of an adop","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:21:58
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-69
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{"chroma:document":"week the child is entrusted to the employee who is a party to the project or the week the employee leaves work to travel outside Québec to be entrusted with the child; or\n2\n° \n \nin the case of an adoption, the week the child is entrusted to the employee in accordance with the adoption procedure or the week the employee leaves work to travel outside Québec to be entrusted with the child.\nIt shall end not later than 85 weeks after the week of the birth or, in the case of an adoption or of a parental project involving surrogacy, 85 weeks after the week the child was entrusted to the employee.\nHowever, in the cases and subject to the conditions prescribed by regulation of the Government, parental leave may end at the latest 104 weeks after the birth or, in the case of an adoption or of a parental project involving surrogacy, 104 weeks after the week the child was entrusted to the employee.\n\n\n1990, c. 73, s. 34\n; \n1997, c. 10, s. 3\n; \n2002, c. 80, s. 40\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n30\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n60\n1\n.\n81.12\n.\n \nParental leave may be taken after giving notice of not less than three weeks to the employer, stating the date on which the leave will begin and the date on which the employee will return to work. However, the notice may be shorter if the employee must stay with the newborn child, including a child born in the context of a parental project involving surrogacy if the child has been entrusted to the employee, with the newly adopted child or, if ","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:21:59
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-70
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","chroma:document":" must stay with the newborn child, including a child born in the context of a parental project involving surrogacy if the child has been entrusted to the employee, with the newly adopted child or, if applicable, with the mother or the person who gave birth, because of their state of health.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 41\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n61\n1\n1\n.\n81.13\n.\n \nAn employee may return to work before the date stated in the notice given pursuant to section 81.2.1, 81.6 or 81.12, provided the employee has given the employer written notice of not less than three weeks of the new date on which the employee will return to work.\nIf the employer consents thereto, the employee may return to work on a part-time basis or intermittently during the parental leave.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 42\n; \n2008, c. 30, s. 4\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n81.14\n.\n \nAn employee who does not report to work on the date stated in the notice given to the employer is presumed to have resigned.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 43\n.\n81.14.1\n.\n \nAt the request of the employee, a leave provided for in section 81.2, 81.4 or 81.10 shall be divided into weeks if the child is hospitalized or if the employee  may be absent under section 79.1 or any of sections 79.8 to 79.12, and in the cases, on the conditions, for the duration and within the time prescribed in the by-law.\nAt the request of the employee and provided the employer consents thereto, the leave ","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:21:59
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-71
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"79.8 to 79.12, and in the cases, on the conditions, for the duration and within the time prescribed in the by-law.\nAt the request of the employee and provided the employer consents thereto, the leave provided for in section 81.2 or 81.10 shall be divided into weeks.\n\n\n2005, c. 13, s. 86\n; \n2007, c. 36, s. 12\n; \n2020, c. 23\n2020, c. 23\n, \ns. \n31\n1\n1\n2020, c. 23\n2020, c. 23\n, \ns. \n31\n1\n2\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n170\n1\n1\na\n.\n81.14.2\n.\n \nIf the child is hospitalized during the leave taken under section 81.2, 81.4 or 81.10, the leave may be suspended, following an agreement with the employer, to allow the employee to return to work during the hospitalization.\nIn addition, an employee who, before the expiry date of the leave, sends the employer a notice accompanied by a medical certificate attesting that the state of health of the child or, in the case of the leave taken under section 81.4, that the state of health of the employee requires it, is entitled to an extension of the leave for the duration indicated in the medical certificate.\n\n\n2005, c. 13, s. 86\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n171\n1\n1\na\n.\n81.15\n.\n \nAn employee’s participation in the group insurance and pension plans recognized in the employee’s place of employment shall not be affected by the absence from work, subject to regular payment of the contributions payable under those plans, the usual part of which is paid by the employer.\nThe Government shall determine, by regulation, the other advantages availabl","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:00
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-72
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{"local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","chroma:document":"subject to regular payment of the contributions payable under those plans, the usual part of which is paid by the employer.\nThe Government shall determine, by regulation, the other advantages available to an employee during a leave provided for in section 81.2, 81.4 or 81.10.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 44\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n172\n1\n2\n.\n81.15.1\n.\n \nAt the end of a leave taken under section 81.2, 81.4 or 81.10, the employer shall reinstate the employee in the employee’s former position with the same benefits, including the wages to which the employee would have been entitled had the employee remained at work.\nIf the position held by the employee no longer exists when the employee returns to work, the employer shall recognize all the rights and privileges to which the employee would have been entitled if the employee had been at work at the time the position ceased to exist.\n\n\n2002, c. 80, s. 44\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n173\n1\n.\n81.16\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 45\n.\n81.17\n.\n \nSections 79.5 and 79.6 apply to leaves provided for in sections 81.2, 81.4 and 81.10, with the necessary modifications.\n\n\n1990, c. 73, s. 34\n; \n2002, c. 80, s. 46\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n174\n1\n.\nDIVISION \nV.1.1\nABSENCES OF RESERVISTS EMPLOYEES\n\n\n2008, c. 30, s. 5\n.\n81.17.1\n.\n \nAn employee who is also a reservist of the Canadian Forces may be absent from work, without pay, for one of the following reasons:\n1\n° \n \nif the employee is cred","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:00
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-73
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"YEES\n\n\n2008, c. 30, s. 5\n.\n81.17.1\n.\n \nAn employee who is also a reservist of the Canadian Forces may be absent from work, without pay, for one of the following reasons:\n1\n° \n \nif the employee is credited with 12 months of uninterrupted service, to take part in an operation of the Canadian Forces outside Canada, including preparation, training, rest and transportation from the reservist’s place of residence and back, for a maximum period of 18 months;\n2\n° \n \nto take part in an operation of the Canadian Forces in Canada whose purpose is to\na\n) \n \nprovide assistance in the case of a disaster within the meaning of the Act respecting civil protection to promote disaster resilience (\nchapter S-2.4\n);\nb\n) \n \naid the civil power, on request of the Attorney General of Québec under the National Defence Act (R.S.C. 1985, c. N-5); or\nc\n) \n \nintervene in any other emergency situation designated by the Government;\n3\n° \n \nto take part in the annual training for the period prescribed by regulation or, if no such period is prescribed, for a period of not more than 15 days; or\n4\n° \n \nto take part in any other operation of the Canadian Forces, in the cases, on the conditions and for the period prescribed by regulation.\nThe designation of an emergency situation under subparagraph \nc\n of subparagraph 2 of the first paragraph comes into force on the date set by the Government, which date may be earlier than the date of the designation, and is published in the \nGazette officielle du Québec\n.\n\n\n200","citation_type":"industry_standard","jurisdiction":"CA","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:22:01
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-74
encoding: FLOAT32
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"h 2 of the first paragraph comes into force on the date set by the Government, which date may be earlier than the date of the designation, and is published in the \nGazette officielle du Québec\n.\n\n\n2008, c. 30, s. 5\n; \n2024, c. 18\n2024, c. 18\n, \ns. \n12\n1\n.\n81.17.2\n.\n \nSection 81.17.1 does not apply if the absence of an employee could endanger the life, health or security of other employees or the population or cause the destruction or serious deterioration of certain property or in a case of superior force, or if the absence is inconsistent with the employee’s professional code of ethics.\n\n\n2008, c. 30, s. 5\n.\n81.17.3\n.\n \nTo take advantage of the right provided for in section 81.17.1, an employee must give to the employer advance written notice of not less than four weeks of the date on which the absence is to begin, the reason for it and its duration. However, the notice may be shorter for serious cause, in which case the employee must notify the employer as soon as possible.\nThe employee may return to work before the expected date after giving the employer written notice of not less than three weeks.\n\n\n2008, c. 30, s. 5\n.\n81.17.4\n.\n \nOn request, an employee must provide the employer with any document justifying the employee’s absence.\n\n\n2008, c. 30, s. 5\n.\n81.17.5\n.\n \nAn employee who is absent for one of the reasons set out in section 81.17.1 for a period greater than 12 weeks may not be absent again for one of those reasons before the expiry of a period of 12 months from th","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified"}


created_at: 2025-11-28 03:22:01
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-75
encoding: FLOAT32
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{"jurisdiction":"CA","chroma:document":"e who is absent for one of the reasons set out in section 81.17.1 for a period greater than 12 weeks may not be absent again for one of those reasons before the expiry of a period of 12 months from the date of the return to work.\n\n\n2008, c. 30, s. 5\n.\n81.17.6\n.\n \nSections 79.4, 79.5 and 79.6 apply to an employee who is absent for one of the reasons set out in section 81.17.1.\n\n\n2008, c. 30, s. 5\n.\nDIVISION \nV.2\nPSYCHOLOGICAL HARASSMENT\n\n\n2002, c. 80, s. 47\n.\n81.18\n.\n \nFor the purposes of this Act, “psychological harassment” means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee. For greater certainty, psychological harassment includes such behaviour in the form of such verbal comments, actions or gestures of a sexual nature.\nA single serious incidence of such behaviour that has a lasting harmful effect on an employee may also constitute psychological harassment.\n\n\n2002, c. 80, s. 47\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n33\n1\n.\n81.19\n.\n \nEvery employee has a right to a work environment free from psychological harassment.\nEmployers must take reasonable action to prevent psychological harassment from any person and, whenever they become aware of such behaviour, to put a stop to it. They must, in particular, adopt and make available to their employees a policy to prevent and mana","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


