Anti-Discrimination Policy (Quebec)
Province de Québec — Charte des droits (RLRQ c C-12) · LNT art. 81.19
**POLITIQUE DE PRÉVENTION DU HARCÈLEMENT PSYCHOLOGIQUE ET DE LA DISCRIMINATION AU TRAVAIL**
[Nom Employeur]
En vigueur à compter du : [Date Effet]
1. OBJECTIF ET BASE LÉGALE
[Nom Employeur] s'engage à offrir un milieu de travail exempt de harcèlement psychologique et de toute forme de discrimination, conformément à : (a) la Charte des droits et libertés de la personne (RLRQ c C-12), notamment les articles 10 (motifs de discrimination prohibés), 16 (discrimination dans l'emploi), et 49 (dommages-intérêts); (b) la Loi sur les normes du travail (LNT, RLRQ c N-1.1), articles 81.18 à 81.20 imposant à tout employeur l'obligation d'adopter une politique de prévention du harcèlement psychologique et de traitement des plaintes; (c) le Code civil du Québec (C.c.Q.), article 2087, imposant à l'employeur de protéger la dignité des salariés.
2. CHAMP D'APPLICATION
La présente politique s'applique à tous les salariés, gestionnaires, dirigeants, contractants, stagiaires et bénévoles de [Nom Employeur], quel que soit leur statut d'emploi ou leur lieu de travail, incluant le télétravail.
3. DÉFINITIONS
**Harcèlement psychologique :** [Definition Harcèlement]
**Harcèlement sexuel :** Toute conduite à caractère sexuel non désirée, incluant les commentaires, gestes, regards ou contacts physiques non souhaités, qui crée un environnement de travail hostile ou qui conditionne une décision liée à l'emploi à l'acceptation de tels comportements.
**Discrimination :** Toute distinction, exclusion ou préférence fondée sur l'un des 17 motifs prohibés par l'article 10 de la Charte des droits et libertés de la personne : la race, la couleur, le sexe, l'identité ou l'expression de genre, la grossesse, l'orientation sexuelle, l'état civil, l'âge (sauf dans la mesure prévue par la loi), la religion, les convictions politiques, la langue, l'origine ethnique ou nationale, la condition sociale, le handicap ou l'utilisation d'un moyen pour pallier ce handicap, ainsi que les antécédents judiciaires dans les cas où une réhabilitation a été accordée. Motifs supplémentaires reconnus par [Nom Employeur] : [Motifs Supplémentaires].
4. DROITS ET OBLIGATIONS
**Droits des employés :** Tout employé a le droit de travailler dans un milieu exempt de harcèlement et de discrimination, de déposer une plainte sans crainte de représailles, et d'être traité avec respect et dignité conformément à l'article 4 de la Charte.
**Obligations des gestionnaires :** Les gestionnaires ont l'obligation d'intervenir rapidement dès qu'ils sont témoins ou informés d'une situation de harcèlement ou de discrimination, d'en informer la direction des ressources humaines, et de collaborer à toute enquête.
**Obligation de [Nom Employeur] :** [Nom Employeur] s'engage à enquêter promptement sur toute plainte déposée en vertu de la présente politique et à prendre les mesures correctives appropriées.
5. PROCESSUS DE TRAITEMENT DES PLAINTES
**Dépôt de la plainte :** L'employé qui se croit victime de harcèlement ou de discrimination peut déposer une plainte écrite auprès de : [Responsable R H]. La plainte doit décrire les faits allégués avec suffisamment de précision pour permettre une enquête.
**Enquête :** Une enquête impartiale sera conduite par une personne désignée par [Nom Employeur] ou un enquêteur externe. L'enquête sera complétée dans un délai de [Delai Enquete]. L'employé mis en cause aura la possibilité de présenter sa version des faits.
**Confidentialité :** Toutes les informations recueillies dans le cadre de la plainte et de l'enquête seront traitées de façon confidentielle dans la mesure du possible.
**Recours externes :** L'employé peut également déposer une plainte auprès de la CNESST (délai de 2 ans) ou de la Commission des droits de la personne et des droits de la jeunesse (CDPDJ).
6. MESURES CORRECTIVES
Les mesures correctives disponibles incluent : [Mesures Correctives]. Tout comportement de représailles contre une personne ayant déposé une plainte de bonne foi constitue lui-même un manquement grave à la présente politique.
7. ENTRÉE EN VIGUEUR
La présente politique entre en vigueur le [Date Effet]. Elle sera communiquée à tous les employés et affichée dans les lieux de travail de [Nom Employeur], [Adresse Employeur].
Responsable : [Responsable R H]
Employeur
________________
Signature
What Is a Anti-Discrimination Policy (Quebec)?
A Anti-Discrimination Policy is a formal legal document used in Quebec for business operations, corporate governance, and commercial transactions. Create a Quebec Anti-Discrimination and Harassment Policy compliant with the Quebec Charter of Human Rights and Freedoms (CQLR c C-12), the Act Respecting Labour Standards (LNT, CQLR c N-1.1) psychological harassment provisions, and the Civil Code of Québec. Covers 17 prohibited grounds, psychological harassment, employer investigation obligations, complaint procedures, and remedies through the Tribunal des droits de la personne and the CNESST. This document operates within Quebec's civil law (Civil Code of Quebec) framework and is designed to provide clear legal protection and certainty for all parties involved. In Quebec, this type of document is governed by several key pieces of legislation, including Civil Code of Quebec (CCQ), Act respecting labour standards (LNT), Act respecting the protection of personal information in the private sector (Law 25/LPRPSP), and Charter of Human Rights and Freedoms. These laws establish the legal requirements for valid agreements, the rights and obligations of the parties, and the remedies available in case of breach or dispute. Understanding the applicable legal framework is essential for drafting an effective Anti-Discrimination Policy that will be enforceable under Quebec law. The importance of having a properly drafted Anti-Discrimination Policy cannot be overstated. Without a clear, written agreement, parties risk misunderstandings, disputes, and potential legal liability. A well-drafted Anti-Discrimination Policy sets out the terms and conditions that govern the relationship between the parties, including their respective rights, obligations, and the procedures for resolving any disagreements that may arise. It serves as the primary reference point should any questions or disputes occur during the course of the arrangement. In today's regulatory environment in Quebec, compliance with legal requirements is increasingly important. Government bodies such as REQ, CNESST, TAL may require certain documentation to be in place, and failure to comply with applicable regulations can result in penalties, fines, or other adverse consequences. A Anti-Discrimination Policy helps confirm that all parties are meeting their legal obligations and provides a clear record of the agreed terms for future reference. Using a standardized Anti-Discrimination Policy template offers several practical advantages. It confirms that all essential clauses are included, reduces the time and cost of drafting from scratch, and provides a professional framework that can be customized to suit specific needs. Whether you are an individual, a small business owner, or a large corporation operating in Quebec, having access to a well-structured template confirms consistency and completeness in your legal documentation. Under Quebec law, Section 4 of the Business Corporations Act (CQLR c S-31.1) and Article 35 of the Code of Civil Procedure (CQLR c C-25.01) govern the core requirements for this type of document.
The legal framework governing the Anti-Discrimination Policy (Quebec) in Quebec draws on several key statutes and regulatory bodies. Under Quebec law, the Civil Code of Quebec (CCQ) governs contractual obligations and property rights. The Act Respecting Labour Standards (CQLR c N-1.1) and the Commission des normes, de l'equite, de la sante et de la securite du travail (CNESST) regulate employment. The Consumer Protection Act (CQLR c P-40.1) and the Office de la protection du consommateur (OPC) protect consumer rights. The Act Respecting the Protection of Personal Information in the Private Sector governs data privacy through the Commission d'acces a l'information (CAI). Revenu Quebec administers provincial tax obligations. Parties executing a Anti-Discrimination Policy (Quebec) in Quebec should confirm the document reflects current law, including any amendments enacted since the original drafting date. The Civil Code of Québec (CCQ), Book Five: Obligations sets the foundational requirements.
Article 1385 of the Civil Code of Quebec establishes the foundation of contractual obligations, while Article 1590 of the Civil Code of Quebec governs remedies for non-performance. Section 40 of the Consumer Protection Act of Quebec (CQLR c P-40.1) regulates unfair contract terms. The Commission des normes de l equite de la sante et de la securite du travail (CNESST) enforces the Act Respecting Labour Standards of Quebec (CQLR c N-1.1). Section 49 of the Charter of Human Rights and Freedoms of Quebec protects fundamental civil liberties. The Tribunal administratif du Quebec (TAQ) hears administrative disputes under Section 14 of the Act Respecting Administrative Justice of Quebec (CQLR c J-3). The Regie du logement du Quebec (now Tribunal administratif du logement) adjudicates residential tenancy disputes under Section 28 of the Act Respecting the Regie du logement of Quebec. The Autorite des marches financiers du Quebec (AMF) regulates financial services under Section 4 of the Act Respecting the Autorite des marches financiers of Quebec. Revenu Quebec administers the Taxation Act of Quebec (CQLR c I-3) and the Act Respecting the Quebec Sales Tax of Quebec (CQLR c T-0.1). The Barreau du Quebec and the Chambre des notaires du Quebec regulate legal professionals under Section 1 of the Professional Code of Quebec (CQLR c C-26).
When Do You Need a Anti-Discrimination Policy (Quebec)?
A Anti-Discrimination Policy is needed whenever parties in Quebec wish to formalize their arrangement regarding business operations, corporate governance, and commercial transactions. There are numerous situations in which this document becomes essential for protecting the interests of all involved parties. In a business context, you may need a Anti-Discrimination Policy when entering into new commercial relationships, when formalizing existing arrangements that have previously been informal, when expanding your business operations, or when restructuring existing agreements. Companies registered with REQ should confirm proper documentation is maintained for all significant business transactions. You should also consider using a Anti-Discrimination Policy when there has been a change in circumstances that affects an existing arrangement, when you need to comply with new regulatory requirements, when you wish to update outdated documentation, or when professional advisors recommend formalizing certain aspects of your affairs. In Quebec, maintaining current and accurate legal documentation is considered best practice and can help prevent costly disputes. It is generally advisable to prepare a Anti-Discrimination Policy before any issues arise, rather than trying to document terms after a dispute has already begun. Proactive documentation provides clarity and reduces the potential for misunderstandings. If you are unsure whether you need this document for your specific situation in Quebec, consulting with a qualified legal professional can provide guidance tailored to your circumstances. The timing of executing a Anti-Discrimination Policy is also important. In Quebec, certain documents must be executed before specific actions are taken or within prescribed time periods to be effective. Delaying the preparation of necessary legal documents can result in complications, lost rights, or additional costs. Therefore, it is recommended to prepare this document as early as possible once the need has been identified. Under Quebec law, Section 4 of the Business Corporations Act (CQLR c S-31.1) and Article 1385 of the Civil Code of Québec (CCQ) govern the core requirements for this type of document.
What to Include in Your Anti-Discrimination Policy (Quebec)
A well-drafted Anti-Discrimination Policy for use in Quebec should contain several essential elements to confirm it is legally effective and provides adequate protection for all parties. Party Identification: The document should clearly identify all parties involved, including their full legal names, addresses, and relevant identification numbers. For individuals in Quebec, this may include identity card or passport numbers. For companies, registration numbers and registered addresses should be specified. Clear identification prevents disputes about who is bound by the agreement. Recitals and Background: The document should include background information explaining the context and purpose of the arrangement. This helps establish the parties' intentions and can be important in interpreting the terms of the document if any ambiguity arises later. The recitals section provides valuable context for the operative provisions that follow. Operative Terms: The core terms and conditions should be set out clearly and thoroughly. This includes the rights and obligations of each party, any conditions or prerequisites, the duration of the arrangement, and any limitations or restrictions. All key terms should be defined precisely to avoid ambiguity and potential disputes. Payment and Financial Terms: Where applicable, the document should specify any payments, fees, deposits, or other financial considerations. The amounts, currency (CAD), payment schedules, and methods of payment should be clearly stated. Any provisions for late payment, interest charges, or adjustments should also be included. Term and Termination: The document should specify its duration, including the start date, end date or conditions for expiry, and any provisions for renewal or extension. The circumstances under which either party may terminate the arrangement early should be clearly defined, along with any notice requirements and the consequences of termination. Dispute Resolution: The document should include provisions for resolving any disputes that may arise, such as negotiation, mediation, arbitration, or litigation. In Quebec, parties may choose to specify the jurisdiction of Quebec courts and the applicable law. Including a clear dispute resolution mechanism can save significant time and expense if disagreements occur. Governing Law and Jurisdiction: The document should specify that it is governed by the laws of Quebec and that disputes shall be subject to the jurisdiction of Quebec courts. This is particularly important in cross-border transactions or where parties are based in different jurisdictions. Signatures and Execution: The document must be properly signed by all parties or their authorised representatives. In Quebec, certain documents may need to be witnessed, notarised, or executed as deeds to be legally effective. The date of execution should be clearly recorded, and each party should retain an original signed copy for their records. Under Quebec law, Section 4 of the Business Corporations Act (CQLR c S-31.1) and Article 35 of the Code of Civil Procedure (CQLR c C-25.01) govern the core requirements for this type of document. Under Quebec law, Article 1385 of the Civil Code of Québec (CCQ) and Section 79.1 of the Act Respecting Labour Standards (CQLR c N-1.1) govern the core requirements for this type of document.
Under Quebec law, the Civil Code of Quebec (CCQ) governs contractual obligations and property rights. The Act Respecting Labour Standards (CQLR c N-1.1) and the Commission des normes, de l'equite, de la sante et de la securite du travail (CNESST) regulate employment. The Consumer Protection Act (CQLR c P-40.1) and the Office de la protection du consommateur (OPC) protect consumer rights. The Act Respecting the Protection of Personal Information in the Private Sector governs data privacy through the Commission d'acces a l'information (CAI). Revenu Quebec administers provincial tax obligations. The forms-legal.com Anti-Discrimination Policy (Quebec) template covers the mandatory elements under Civil Code of Québec (CCQ), Book Five: Obligations.
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Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Anti-Discrimination Policy (Quebec) (Quebec) [Legal document template]. Forms Legal. https://forms-legal.com/quebec/business/policies/anti-discrimination-policy-quebec
"Anti-Discrimination Policy (Quebec) (Quebec)." Forms Legal, 2026, https://forms-legal.com/quebec/business/policies/anti-discrimination-policy-quebec.
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year = {2026},
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note = {Free legal document template. Based on Civil Code of Québec (CCQ), Book Five: Obligations}
}Frequently Asked Questions
The Quebec Charter of Human Rights and Freedoms (CQLR c C-12) prohibits discrimination based on 17 grounds under article 10: race, colour, sex, gender identity or expression, pregnancy, sexual orientation, civil status, age (except as provided by law), religion, political convictions, language, ethnic or national origin, social condition, disability (including the use of any means to palliate a disability), and (in employment) criminal record where a pardon or record suspension has been granted. Quebec's Charter provides broader protection than the Canadian Human Rights Act, notably including social condition (condition sociale) as a prohibited ground — a unique feature of Quebec law that has been interpreted broadly by courts and the Commission des droits de la personne et des droits de la jeunesse (CDPDJ) to protect persons in precarious economic situations. The duty to accommodate extends to all these grounds up to the point of undue hardship (contrainte excessive), requiring employers to take positive steps to remove barriers for affected employees.
Articles 81.18 to 81.20 of the Act Respecting Labour Standards (LNT, CQLR c N-1.1) impose specific obligations on Quebec employers regarding psychological harassment. Psychological harassment is defined in art. 81.18 LNT as 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 integrity and that results in a harmful work environment. Under art. 81.19 LNT, every employer must adopt a psychological harassment prevention and complaint handling policy. The CNESST has published a model framework. The policy must: establish a clear definition of harassment; describe prohibited conduct with examples; set out the internal complaint process including confidentiality protections; specify the employer's investigation obligations; and define available remedies. An employer who fails to provide a harassment-free workplace can be held liable to pay damages (including punitive damages), compensate lost wages, and reinstate the affected employee. Complaints must be filed with the CNESST within two years of the last incident.
When a discrimination or harassment complaint is filed under the Quebec Charter or the LNT, employers have a duty to conduct a prompt, thorough, and impartial investigation. The investigation process must: (1) be initiated immediately upon receipt of the complaint; (2) be conducted by a trained, neutral investigator — either internal (HR or management not involved in the complaint) or external; (3) provide both the complainant and the respondent with the opportunity to present their account and respond to allegations (procedural fairness under art. 23 of the Quebec Charter); (4) gather all relevant evidence including witness statements, communications, and documents; (5) reach findings based on the balance of probabilities; and (6) result in a written report with specific findings and remedial recommendations. The employer must implement remedial measures where harassment or discrimination is established. Investigations must be completed in a reasonable timeframe (typically 30–60 days). Both parties must receive written notice of findings. The employer must maintain confidentiality throughout the process, except as necessary to conduct the investigation and implement remedies.
Quebec employees who experience workplace discrimination have access to multiple remedies through different forums. Under the Quebec Charter of Human Rights and Freedoms (art. 49), a victim of unlawful discrimination may claim compensatory damages for all actual losses including lost wages, medical expenses, and pain and suffering, as well as punitive (exemplary) damages under art. 49(2) of the Charter where the violation is intentional. Claims can be filed with the Commission des droits de la personne et des droits de la jeunesse (CDPDJ), which may investigate, attempt mediation, and refer the matter to the Tribunal des droits de la personne (TDP) — a specialized human rights tribunal. Under the LNT, employees experiencing psychological harassment may file a complaint with the CNESST within two years of the last incident. The CNESST can award back pay, moral damages, psychological support costs, and a return to work order. Unionized employees may file grievances under their collective agreement. Human rights complaints may also result in orders requiring the employer to adopt corrective policies, provide training, and implement systemic remedies.
A Anti-Discrimination Policy (Quebec) does not legally require a lawyer in Quebec, and individuals and businesses may draft and execute the document independently. The Civil Code of Québec (CCQ), Book Five: Obligations does not mandate legal representation for the creation or signing of this type of document. However, seeking independent legal advice from a qualified Quebec lawyer is recommended for transactions involving substantial financial value, complex regulatory requirements, or cross-border elements where multiple legal jurisdictions may apply. A lawyer can verify that the document complies with all applicable statutory requirements, identify potential risks specific to the transaction, and confirm that the terms adequately protect the interests of all parties involved. The Superior Court of Québec has jurisdiction over disputes arising from this type of document, and Registraire des entreprises du Québec may impose additional compliance obligations depending on the nature of the underlying transaction. Professional legal review is particularly advisable where the document will be submitted to government agencies or used as evidence in legal proceedings.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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