Departure Agreement / Severance Agreement (Quebec)
Entente de cessation d'emploi — Province de Québec
Entente de cessation d'emploi — Province de Québec
Conclue conformément aux articles 2091-2092 du Code civil du Québec (C.c.Q.) et aux articles 82 et suivants de la Loi sur les normes du travail (LNT, RLRQ c. N-1.1), et sous réserve des droits fondamentaux garantis par la Charte des droits et libertés de la personne du Québec (RLRQ c. C-12).
1. PARTIES À LA CONVENTION
D'UNE PART :
L'EMPLOYEUR : [Nom de l'employeur], personne morale légalement constituée ayant son siège social au [Adresse de l'employeur], numéro d'entreprise du Québec (NEQ) : [NEQ], représentée aux présentes par [Nom du représentant], agissant à titre de [Titre du représentant] (ci-après « l'Employeur »).
D'AUTRE PART :
L'EMPLOYÉ(E) : [Nom de l'employé(e)], domicilié(e) au [Adresse de l'employé(e)], ci-après désigné(e) « l'Employé(e) ».
L'Employeur et l'Employé(e) sont ci-après collectivement désignés les « Parties ».
2. HISTORIQUE DE L'EMPLOI
L'Employé(e) a été embauché(e) par l'Employeur le [Date d'embauche] pour occuper le poste de [Poste occupé]. Les Parties conviennent de mettre fin à la relation d'emploi conformément aux modalités de la présente convention.
La cessation d'emploi prend effet à compter du [Date de cessation], le dernier jour de travail effectif étant le [Dernier jour de travail].
Motif de la cessation d'emploi : [Motif de cessation].
3. DÉLAI DE PRÉAVIS (LNT art. 82 et C.c.Q. art. 2091)
Conformément à l'article 82 de la Loi sur les normes du travail et à l'article 2091 du Code civil du Québec, l'Employeur accorde à l'Employé(e) un préavis de [Durée du préavis] semaine(s).
Mode d'exécution du préavis : [Type de préavis].
L'article 2091 C.c.Q. prévoit que la partie qui désire résilier un contrat à durée indéterminée doit donner à l'autre partie un délai de congé raisonnable, dont la durée est évaluée notamment en regard de la nature de l'emploi, des circonstances particulières dans lesquelles il s'exerce et de la durée de la prestation de travail. Les Parties conviennent que le préavis accordé satisfait ou excède ces exigences légales.
4. INDEMNITÉS DE DÉPART
En contrepartie de la présente entente et en règlement complet et final de toutes obligations découlant de la relation d'emploi, l'Employeur versera à l'Employé(e) les sommes suivantes :
a) Indemnité tenant lieu de préavis (art. 83 LNT) : [Indemnité de préavis] $.
b) Indemnité de licenciement / départ (montant négocié) : [Indemnité de licenciement] $.
c) Indemnité de vacances accumulées et non prises (art. 74-80 LNT) : [Indemnité de vacances] $.
d) Autres avantages convenus : [Autres indemnités].
L'ensemble de ces sommes sera versé par [Mode de paiement] au plus tard le [Date de paiement]. Les Parties reconnaissent que ces montants sont assujettis aux retenues fiscales et sociales applicables en vertu des lois fédérales et provinciales.
5. MAINTIEN DES AVANTAGES SOCIAUX
Assurance collective : L'Employeur s'engage à maintenir la couverture d'assurance collective de l'Employé(e) pour une période de [Prolongation assurance collective] mois suivant la date effective de cessation, après quoi l'Employé(e) assumera seul(e) la responsabilité de son assurance personnelle.
REER / Régime de retraite : [Traitement REER].
Tout avantage non mentionné aux présentes cesse à la date effective de cessation d'emploi.
6. RETOUR DES BIENS DE L'ENTREPRISE
Au plus tard à la date effective de cessation d'emploi, l'Employé(e) s'engage à remettre à l'Employeur l'ensemble des biens, équipements et documents appartenant à l'Employeur, notamment : [Biens à retourner].
L'Employé(e) s'engage également à supprimer toute donnée confidentielle de ses appareils personnels et à remettre tous les mots de passe et codes d'accès aux systèmes de l'Employeur.
7. QUITTANCE ET DÉCHARGE MUTUELLE
Quittance mutuelle : [Quittance mutuelle].
Sous réserve des obligations survivant aux présentes (confidentialité, non-sollicitation), les Parties se donnent mutuellement et réciproquement pleine et entière quittance de toutes réclamations, actions, causes d'action, dommages, intérêts, frais et honoraires découlant de la relation d'emploi ou de sa cessation, qu'ils soient connus ou inconnus à la date de la présente convention, y compris toute plainte en vertu de la Loi sur les normes du travail, de la Charte des droits et libertés de la personne et du Code civil du Québec.
L'Employé(e) reconnaît avoir bénéficié d'un délai raisonnable pour consulter un conseiller juridique avant de signer la présente convention, et signe celle-ci librement et sans contrainte.
8. BONNE FOI ET DISPOSITIONS GÉNÉRALES (C.c.Q. art. 1375)
Conformément à l'article 1375 du Code civil du Québec, la présente convention a été négociée et est conclue de bonne foi. Les Parties s'engagent à exécuter leurs obligations respectives avec loyauté, honnêteté et dans le respect des droits de l'autre partie.
Si une disposition de la présente convention est jugée invalide ou inapplicable, elle sera modifiée dans la mesure minimale nécessaire pour la rendre valide et applicable, et les autres dispositions demeureront en vigueur. La présente convention constitue l'entente complète entre les Parties relativement à la cessation d'emploi et remplace toute entente antérieure portant sur le même objet.
9. LOI APPLICABLE ET JURIDICTION
La présente convention est régie par les lois de la Province de Québec, notamment la Loi sur les normes du travail (LNT, RLRQ c. N-1.1), le Code civil du Québec, la Charte des droits et libertés de la personne du Québec, et la Loi sur l'équité salariale (RLRQ c. E-12.001). Tout litige découlant des présentes sera soumis à la juridiction exclusive des tribunaux compétents du Québec, et plus particulièrement au Tribunal administratif du travail (TAT) pour les matières relevant de la LNT.
10. SIGNATURES
EN FOI DE QUOI, les Parties ont signé la présente convention de départ le [Date de signature], à [Lieu de signature], après en avoir pris connaissance et compris la portée et les effets juridiques.
L'Employé(e) reconnaît expressément avoir eu l'opportunité de consulter un conseiller juridique avant de signer la présente convention.
Employeur
[Nom du représentant]
Signature
Date: ________________
Employé(e)
[Nom de l'employé(e)]
Signature
Date: ________________
What Is a Departure Agreement / Severance Agreement (Quebec)?
A Quebec Departure Agreement (Convention de départ or Entente de cessation d'emploi) is a thorough legal contract negotiated between an employer and an employee to govern the full terms and consequences of ending an employment relationship. Unlike a simple notice of termination, a departure agreement is a bilateral document that both parties negotiate, sign, and are bound by, typically providing financial compensation above the statutory minimum in exchange for a mutual release of all employment-related claims. In Quebec, the legal framework governing departure agreements is primarily found in the Code civil du Québec (C.c.Q.) and the Loi sur les normes du travail (LNT, RLRQ c. N-1.1), administered by the Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST). Article 2091 of the C.c.Q. establishes the general obligation to provide reasonable notice of termination for indefinite-term employment contracts, while articles 2088 and 2089 govern post-employment obligations including confidentiality and non-compete clauses. Articles 82 and 83 of the LNT set out the mandatory minimum notice periods and the option of paying an indemnity in lieu of notice. A well-drafted convention de départ provides legal certainty for both parties by documenting the effective date of termination, all financial entitlements, benefit continuation terms, return of company property, surviving confidentiality and non-solicitation obligations, and a mutual release of claims. The agreement is particularly important in Quebec because it establishes a clear record of what was agreed, which can prevent costly disputes before the Tribunal administratif du travail (TAT) or civil courts. Under Quebec law, Section 79.1 of the Act Respecting Labour Standards (CQLR c N-1.1) and Article 1385 of the Civil Code of Québec (CCQ) govern the core requirements for this type of document.
The legal framework governing the Departure Agreement / Severance Agreement (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 Departure Agreement / Severance Agreement (Quebec) in Quebec should confirm the document reflects current law, including any amendments enacted since the original drafting date. The Act Respecting Labour Standards (CQLR, c. N-1.1) sets the foundational requirements. Under Quebec law, Article 35 of the Code of Civil Procedure (CQLR c C-25.01) and Section 4 of the Business Corporations Act (CQLR c S-31.1) govern the core requirements for this type of document.
When Do You Need a Departure Agreement / Severance Agreement (Quebec)?
A Quebec departure agreement is appropriate and often essential in a wide variety of employment termination scenarios. It is most commonly used when an employer and employee are negotiating the terms of a dismissal (licenciement), restructuring (restructuration), or mutual resignation (démission par entente mutuelle), where both parties wish to resolve their differences and obligations without resort to litigation. A departure agreement is particularly important when the employer is offering a severance package that exceeds the statutory LNT minimums, as it provides the legal basis for the employee's waiver of additional claims in return for the enhanced compensation. Senior employees with long service records, who may have substantial civil law reasonable notice entitlements well above LNT statutory minimums under article 2091 C.c.Q., frequently benefit from negotiated departure agreements that reflect their enhanced entitlements. The agreement is also critical in cases where the employee has potential complaints or claims — such as a complaint for dismissal without just cause under article 124 LNT (available to employees with two or more years of service), or a claim under the Quebec Charter of Human Rights and Freedoms. A properly negotiated convention de départ, signed knowingly and with the benefit of legal advice, provides the employer with protection against such claims while compensating the employee fairly. The document is equally valuable in cases of voluntary mutual separation, where both parties agree to terminate the relationship but wish to clearly document the financial settlement and surviving obligations to avoid future disputes. Under Quebec law, Section 79.1 of the Act Respecting Labour Standards (CQLR c N-1.1) and Article 1385 of the Civil Code of Québec (CCQ) govern the core requirements for this type of document.
Parties in Quebec should prepare a Departure Agreement / Severance Agreement (Quebec) proactively rather than waiting for a dispute to arise. Courts interpret agreements based on the written terms rather than oral representations. 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. Where the transaction involves regulated activities, prior approval from the relevant authority may be required before execution.
What to Include in Your Departure Agreement / Severance Agreement (Quebec)
The key elements of a Quebec departure agreement include numerous critical components required for legal validity, enforceability, and protection of both parties. First, clear identification of the parties must include the employer's full legal name, registered address, NEQ (Quebec Enterprise Number), and the name and title of the authorized signatory, as well as the employee's full legal name and address. Second, the employment history section must document the start date, position held, and the effective date and reason for termination, establishing the employee's seniority for calculating statutory notice entitlements under article 82 LNT. Third, the notice period provisions must explicitly state the duration of the notice, whether it will be worked or replaced by an indemnity (pay in lieu of notice under article 83 LNT), and confirm compliance with both LNT minimums and article 2091 C.c.Q. reasonable notice requirements. Fourth, the financial compensation package must itemize all amounts payable, including any pay in lieu of notice, negotiated severance, accrued vacation indemnity (articles 74-80 LNT), and any other benefits, specifying the payment method and date. Fifth, benefits continuation terms must address group insurance coverage, RRSP contributions, and any other employer-provided benefits. Sixth, post-employment obligations including confidentiality under article 2088 C.c.Q. and non-solicitation provisions must be clearly defined, limited in time, scope, and geography as required by article 2089 C.c.Q. Seventh, return of company property must be itemized. Eighth, the mutual release clause (quittance mutuelle) must be clearly drafted to define the scope of claims being released. Ninth, a bonne foi clause pursuant to article 1375 C.c.Q. confirms the agreement was negotiated honestly. Finally, the governing law clause confirms Quebec jurisdiction. Under Quebec law, Section 79.1 of the Act Respecting Labour Standards (CQLR c N-1.1) and Article 1385 of the Civil Code of Québec (CCQ) govern the core requirements for this type of document. Under Quebec law, Article 35 of the Code of Civil Procedure (CQLR c C-25.01) and Section 4 of the Business Corporations Act (CQLR c S-31.1) govern the core requirements for this type of document.
Additional compliance elements for a Departure Agreement / Severance Agreement (Quebec) used in Quebec include: 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. Forms-legal.com provides this template as a starting point for Quebec-compliant documentation.
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Forms Legal. (2026). Departure Agreement / Severance Agreement (Quebec) (Quebec) [Legal document template]. Forms Legal. https://forms-legal.com/quebec/employment/contracts/departure-agreement-quebec
"Departure Agreement / Severance Agreement (Quebec) (Quebec)." Forms Legal, 2026, https://forms-legal.com/quebec/employment/contracts/departure-agreement-quebec.
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title = {Departure Agreement / Severance Agreement (Quebec) (Quebec)},
year = {2026},
howpublished = {\url{https://forms-legal.com/quebec/employment/contracts/departure-agreement-quebec}},
note = {Free legal document template. Based on Act Respecting Labour Standards (CQLR, c. N-1.1)}
}Frequently Asked Questions
A convention de départ (departure agreement or severance agreement) is a negotiated legal contract between an employer and an employee that governs the terms of the end of the employment relationship. In Quebec, this agreement is primarily governed by the Code civil du Québec (C.c.Q.), specifically articles 2085 to 2097 defining the employment contract, articles 2088 and 2089 regarding post-employment obligations, and articles 2091 and 2092 on the right of termination and reasonable notice. The Loi sur les normes du travail (LNT, RLRQ c. N-1.1), administered by the Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST), establishes mandatory minimum standards for notice (art. 82) and pay in lieu of notice (art. 83) that the agreement cannot diminish. A convention de départ typically includes a financial settlement negotiated above the statutory minimum, a mutual release (quittance) of all claims, and survival provisions for confidentiality and non-solicitation obligations. The agreement provides legal certainty for both parties by clearly documenting their respective rights and obligations at the conclusion of the employment.
Under article 82 of the Loi sur les normes du travail (LNT), an employer must provide written notice before terminating an employment contract of indeterminate duration or laying off an employee for six months or more. The minimum statutory notice periods based on continuous service are: less than 1 year of service — 1 week; 1 to 5 years — 2 weeks; 5 to 10 years — 4 weeks; 10 years or more — 8 weeks. These are absolute minimums. Article 2091 of the Code civil du Québec adds a civil law requirement of reasonable notice, which may be considerably longer depending on factors such as the employee's age, seniority, remuneration, level of responsibility, specialization, and prospects for comparable employment. Courts regularly award notice periods significantly exceeding LNT minimums for senior employees. Under article 83 LNT, an employer may pay an indemnity in lieu of notice instead of requiring the employee to work during the notice period. This indemnity equals the employee's regular wages for the notice period or remaining portion thereof.
Yes, a mutual release of claims (quittance mutuelle) in a departure agreement is generally enforceable in Quebec, provided certain conditions are met. The release must be free and informed, meaning the employee must have had adequate time and opportunity to understand the terms and consult legal counsel before signing. A release obtained under duress, misrepresentation, or undue influence may be set aside by a court under the general principles of consent to contracts in articles 1398 to 1408 of the Code civil du Québec. Importantly, a release cannot waive rights that are of public order under the Loi sur les normes du travail — however, a financial settlement that meets or exceeds statutory minimums generally provides a valid consideration for a broad release. For a release to be enforceable with respect to LNT rights, the settlement amount must genuinely compensate the employee for what they are releasing, and the employee must have signed knowingly and voluntarily.
Yes. Unlike non-compete clauses, which are strictly regulated by article 2089 of the Code civil du Québec, non-solicitation clauses (clauses de non-sollicitation) are also subject to reasonableness requirements but are generally viewed more favourably by Quebec courts. A valid non-solicitation clause must be limited in time, geographic scope (if applicable), and the type of clients or employees targeted. It must protect a legitimate business interest proportionate to the restriction imposed. Non-solicitation clauses in departure agreements are typically upheld when they are narrowly tailored — for example, prohibiting an employee from soliciting clients they personally served during the last 12 months of employment, for a period of 6 to 12 months post-departure. Overly broad clauses risk being entirely invalidated under Quebec law, as courts cannot rewrite the clause to make it reasonable (unlike some other Canadian jurisdictions).
Severance and termination payments made under a Quebec departure agreement are generally subject to both federal income tax (Income Tax Act) and provincial income tax (Loi sur les impôts, RLRQ c. I-3). The employer must withhold income tax at source on most termination payments. Certain eligible retiring allowances may be eligible for a tax-sheltered transfer to an RRSP under the Income Tax Act, which can reduce the tax burden. The amount eligible for RRSP transfer is generally limited to years of service before 1996 at $2,000 per year. Payments for accrued vacation (indemnité de vacances) are treated as regular employment income and are subject to full deductions. Parties are strongly advised to consult a tax professional (comptable professionnel agréé, CPA) to structure the departure agreement in the most tax-efficient manner for both the employer and the employee.
Yes. A departure agreement is inherently a negotiated document, and employees are absolutely entitled to negotiate the terms. While the LNT establishes non-waivable minimum standards, anything above those minimums is subject to negotiation. An employee may negotiate for a larger financial severance package, longer benefit continuation, a favourable reference letter, outplacement counselling services, accelerated vesting of stock options or pension benefits, and payment of legal fees for consulting a lawyer. Before signing any departure agreement, employees should strongly consider consulting an employment lawyer (avocat en droit du travail) to understand their rights, evaluate whether the proposed package is fair given their circumstances, and ensure the release clause does not unknowingly waive significant claims. Many Quebec employment lawyers offer initial consultations at reasonable rates for exactly this purpose.
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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