A Quebec Disciplinary Notice (Avis disciplinaire, also called Mesure disciplinaire) is a formal written document issued by an employer to an employee recording a specific incident of misconduct, policy violation, or performance failure, imposing a specific disciplinary measure, and establishing the corrective actions required and the consequences of non-compliance. In Quebec's employment law framework, a disciplinary notice serves as both a formal record of the employer's response to the misconduct and as a key element of the progressive discipline process that governs the employment relationship.

Quebec's disciplinary framework is governed by several legal sources. The Loi sur les normes du travail (LNT, RLRQ c. N-1.1) establishes minimum rights for employees, including the right not to be dismissed without just cause after two years of uninterrupted service (LNT art. 124), the right not to be subjected to disciplinary measures for exercising rights under the LNT (art. 122), and the right to a workplace free of psychological harassment (arts. 81.18–81.20). The Code civil du Québec (CCQ) governs the employment contract, including the employee's duties of loyalty and diligence during employment (art. 2088), the employer's right to terminate for serious cause (art. 2094), and the obligation to provide reasonable notice for termination without cause (art. 2091). The Charte des droits et libertés de la personne du Québec prohibits disciplinary measures based on prohibited grounds of discrimination.

The principle of progressive discipline (discipline progressive) is not codified in a single statute but is firmly established in Quebec labour jurisprudence. The Tribunal administratif du travail (TAT), which adjudicates unjust dismissal complaints under LNT art. 124, and arbitration tribunals under collective agreements both apply the principle that disciplinary measures must be graduated, proportionate, and corrective rather than punitive. An employer who dismisses an employee without first applying a series of progressively more serious disciplinary measures — unless the misconduct constitutes a serious cause justifying immediate dismissal — may have the dismissal overturned by the TAT, with orders of reinstatement, back pay, and other remedies.

A properly drafted disciplinary notice thus serves multiple legal functions: it creates an unambiguous written record of the incident and the employer's response; it formally notifies the employee of the expectations and consequences; it demonstrates that the employer has followed the progressive discipline process required by Quebec labour law; and it provides the evidentiary foundation for any subsequent, more severe disciplinary measures up to and including dismissal.

The good faith obligation under article 1375 CCQ applies to the disciplinary process. Employers must exercise their disciplinary authority in good faith, consistently with the management rights recognized under Quebec law, but without abusing those rights or applying discipline in a discriminatory, arbitrary, or excessive manner. This template is drafted entirely in French in compliance with Bill 96 and the Charter of the French Language.

A Quebec Disciplinary Notice is needed whenever an employer needs to formally document and respond to an employee's misconduct, policy violation, or performance deficiency in a way that creates a clear written record and initiates the progressive discipline process required by Quebec labour law.

Attendance and punctuality violations are among the most common reasons for issuing disciplinary notices. Repeated unexplained absences, chronic tardiness, or leaving work without authorization disrupt team operations and can justify progressive discipline if they continue after informal warnings. A written disciplinary notice following verbal warnings creates the evidentiary record needed to justify a suspension or dismissal if the pattern persists.

Workplace misconduct including disrespectful behaviour toward colleagues, customers, or supervisors, inappropriate language, or creating a hostile work environment requires documented disciplinary response. Under LNT arts. 81.18–81.20, employers have an obligation to investigate and address psychological harassment complaints. A disciplinary notice issued to an aggressor following a harassment investigation demonstrates that the employer has taken its obligations seriously and taken corrective action.

Failure to follow employer directives or policies — such as misusing company property, disregarding safety protocols, failing to follow data security procedures, or repeatedly ignoring reasonable management instructions — justifies written disciplinary measures. The notice must identify the specific directive or policy violated to establish that the employee was aware of the expectation.

Performance deficiencies that persist despite coaching, training, and informal feedback may escalate to formal disciplinary notices when the performance gap is significant and documented. A disciplinary notice for performance must clearly describe the gap between expected and actual performance, reference prior feedback, and specify measurable improvement targets with a defined timeline.

Where an employer is considering termination for cause following accumulated misconduct, a properly documented progressive disciplinary file — including dated written notices, employee acknowledgements, and follow-up reviews — is essential to defend the dismissal before the Tribunal administratif du travail under LNT art. 124. The TAT will examine the entire disciplinary file to assess whether dismissal was proportionate and whether the employee was given a genuine opportunity to correct the conduct.

For episodes of serious misconduct that may constitute serious cause under CCQ art. 2094 — such as theft, assault, or deliberate fraud — an avis disciplinaire documenting the incident may still be appropriate if the employer wishes to conduct an investigation before deciding on the appropriate response, or if the decision is made to suspend pending investigation rather than immediately dismiss.

Date and Identification — Date the notice is issued, full legal name of the employer and name of the issuing HR representative or manager, and full name, position, department, hire date, and immediate supervisor of the employee.

Incident Description — Date of the incident, nature of misconduct (attendance, workplace behaviour, failure to follow directives, performance deficiency, safety violation, confidentiality breach), and a detailed, factual, and specific description of what occurred. Reference to the specific policy or rule violated.

Prior Disciplinary History — Documentation of prior verbal warnings, written warnings, suspensions, or other disciplinary measures for similar conduct. The progressive discipline principle requires that prior steps be documented to justify escalating measures.

Type of Disciplinary Measure — One of the four main types: (1) written warning — first formal disciplinary step creating a permanent record; (2) unpaid suspension — temporary removal from duties without pay, specifying exact dates; (3) demotion — assignment to a lower position with potential pay reduction; (4) final warning before dismissal — explicit notice that the next occurrence may result in termination.

CorrectIve Actions Required — Specific, measurable actions the employee must take to remedy the conduct, and a defined improvement period with a deadline.

Consequences of Non-Compliance — Clear, explicit statement of what will happen if the employee fails to correct the conduct within the improvement period. If this is a final warning, explicit reference to potential dismissal under CCQ art. 2094 and the employee's rights under LNT art. 124.

Procedural Fairness — Record of the disciplinary meeting (date, participants), summary of the employee's explanations or responses, and confirmation that the employer considered the responses before making the disciplinary decision.

Good Faith and Management Rights — Employer's commitment to exercise disciplinary authority in good faith (CCQ art. 1375), proportionately, and consistently with Quebec's labour law framework.

Disciplinary File Retention — Specified period during which the notice will remain in the employee's disciplinary file, and conditions under which it may no longer be relied upon in subsequent disciplinary proceedings.

Employee Acknowledgement — Signature line confirming the employee received the notice. Expressly states that signature is acknowledgement of receipt only, not admission of guilt.

LNT art. 124 Rights Notice — For employees with 2+ years of service, explicit reference to their right to file an unjust dismissal complaint with the CNESST within 45 days of any termination.

Bill 96 Compliance — Notice drafted entirely in French as required by the Charter of the French Language for workplace documents in Quebec.