Contrat de stage (Québec)

A Quebec internship agreement (contrat de stage or convention de stage) is a formal legal document that establishes the terms and conditions governing an internship arrangement between a host organization, an intern (stagiaire), and optionally an educational institution in the Province of Quebec. This agreement is governed by several pieces of Quebec legislation, including the Civil Code of Quebec (articles 2085 to 2097 on employment contracts), the Act respecting Labour Standards (LNT, RLRQ c. N-1.1), and the Act to ensure the protection of trainees in the workplace (Loi P-39.3), which was adopted in 2022 to strengthen protections for all interns, whether paid or unpaid. The agreement defines the internship's duration, schedule, learning objectives, supervisor assignment, compensation terms (if applicable), confidentiality obligations, intellectual property provisions, insurance coverage, and end-of-internship procedures. Under Quebec civil law, the internship relationship may be characterized as an employment contract when the intern receives compensation, making the intern a salaried employee entitled to full labour standards protection. For unpaid internships linked to educational programs or professional licensing requirements, Loi P-39.3 provides a specific protective framework including the right to a harassment-free workplace, protection against reprisals, and the right to be absent for illness, family, or parental reasons.

An internship agreement is needed whenever an organization in Quebec hosts an intern, whether for a paid or unpaid internship. The most common scenario is when a student must complete a mandatory internship as part of their academic program at a CEGEP, university, or vocational training institution. Quebec educational institutions typically require a signed convention de stage before the student can begin the internship, as the agreement protects the interests of all three parties involved. Employers also need this agreement when offering voluntary internships that are not linked to an educational institution but provide practical work experience. Since the adoption of Loi P-39.3 in August 2022, the legal framework for internships in Quebec has been significantly strengthened, making it even more important for employers to have a formal written agreement that documents their compliance with the new statutory requirements. The agreement is also essential when the internship involves access to confidential information or proprietary technology, as it provides the contractual basis for confidentiality and intellectual property obligations. Additionally, employers in regulated industries, such as healthcare, engineering, or accounting, need this agreement when hosting interns who are completing internships required for professional licensure by their respective professional orders (ordres professionnels). The CNESST and the Ministry of Labour recommend having a clear written agreement to prevent misunderstandings and to ensure that both parties understand their respective rights and obligations throughout the internship.

A properly drafted Quebec internship agreement must contain several essential elements to provide comprehensive legal protection. First, complete identification of all parties is required: the host organization with its representative, the intern with their contact details, and the educational institution if applicable, including the academic coordinator. Second, the type of internship must be clearly specified as paid or unpaid, because this determination affects the applicable legal regime. Third, the agreement must define the compensation or stipend amount, payment frequency, and any additional benefits for paid internships. Fourth, the internship duration and schedule must be precisely stated, including start and end dates, weekly hours, daily schedule, and the physical location of the internship. Fifth, a designated workplace supervisor must be identified with their name, title, and contact information. Sixth, detailed learning objectives and a description of tasks and responsibilities ensure the internship maintains its educational character. Seventh, confidentiality obligations and intellectual property terms protect the organization's proprietary information. Eighth, insurance coverage details, including CNESST coverage and liability insurance, must be specified. Ninth, the agreement must reference the employer's harassment prevention policy in compliance with article 19 of Loi P-39.3. Tenth, the intern's rights under the law must be clearly stated, fulfilling the employer's obligation under article 5 of Loi P-39.3. Finally, end-of-internship procedures, including notice requirements for early termination and the issuance of a completion certificate, round out the essential provisions. The agreement must include a good faith clause under article 1375 CCQ and identify the applicable Quebec laws.