Domestic Worker Employment Contract (Quebec)
Province de Québec — Arts. 2085-2097 C.c.Q. | Loi sur les normes du travail (RLRQ c. N-1.1) | Règlement sur les normes du travail | Art. 1375 C.c.Q.
Province de Québec
Arts. 2085-2097 C.c.Q. | Loi sur les normes du travail (RLRQ c. N-1.1) | Règlement sur les normes du travail | LATMP (RLRQ c. A-3.001) | Art. 1375 C.c.Q.
(ci-après le « Contrat »)
Le présent Contrat de travail domestique est conclu en date du [Date du contrat].
**ENTRE :**
[Nom de l'employeur], domicilié(e) au [Adresse de l'employeur], téléphone : [Téléphone de l'employeur] (ci-après l'« Employeur »)
**ET :**
[Nom du travailleur], domicilié(e) au [Adresse du travailleur], téléphone : [Téléphone du travailleur] (ci-après le « Travailleur »)
(collectivement désignés les « Parties »)
ATTENDU QUE
L'Employeur désire retenir les services du Travailleur à titre de salarié domestique pour effectuer principalement les tâches suivantes : [Type de fonction principale];
Le Travailleur accepte d'exercer ces fonctions domestiques aux conditions prévues par le présent Contrat, conformément aux articles 2085 et suivants du Code civil du Québec (C.c.Q.) et aux dispositions de la Loi sur les normes du travail (LNT, RLRQ c. N-1.1) applicables aux salariés domestiques;
**LES PARTIES CONVIENNENT DE CE QUI SUIT :**
**FONCTIONS ET LIEU DE TRAVAIL.** L'Employeur embauche le Travailleur à titre de salarié domestique à compter du [Date de début d'emploi], au domicile de l'Employeur situé au [Adresse de l'employeur]. Le Travailleur effectuera principalement : [Type de fonction principale]. Les tâches détaillées comprennent notamment : [Tâches détaillées]. L'Employeur se réserve le droit d'ajuster raisonnablement les tâches du Travailleur en fonction des besoins du ménage, dans les limites du travail domestique convenu et dans le respect de la dignité du Travailleur.
**HORAIRE DE TRAVAIL.** Le Travailleur effectuera ses fonctions domestiques selon l'horaire suivant : [Jours travaillés], de [Horaire quotidien], pour un total de [Heures par semaine] heures par semaine. Conformément à l'article 52 de la LNT, les heures travaillées au-delà de 40 heures par semaine seront rémunérées à un taux majoré de 50% du taux horaire régulier. Conformément à l'article 78 de la LNT (applicable aux salariés domestiques), le Travailleur bénéficiera d'une période de repos hebdomadaire de : [Repos hebdomadaire]. Les Parties conviennent de respecter les limites d'heures de travail prévues par la LNT pour les salariés domestiques.
**RÉMUNÉRATION.** En contrepartie de l'exécution de ses fonctions domestiques, l'Employeur versera au Travailleur un salaire horaire de [Taux horaire] $ CAD. Ce taux respecte ou dépasse le salaire minimum applicable en vertu de la LNT (art. 40). Le Travailleur sera rémunéré [Fréquence de paiement], [Mode de paiement], conformément à l'article 43 de la LNT. L'Employeur effectuera les retenues à la source obligatoires (impôt sur le revenu, cotisations au Régime de rentes du Québec (RRQ), primes du Régime québécois d'assurance parentale (RQAP)) et remettra au Travailleur un bulletin de paie à chaque période de paie indiquant les heures travaillées, le salaire brut, les déductions et le salaire net, conformément à l'article 46 LNT.
**VACANCES, JOURS FÉRIÉS ET CONGÉS.** Le Travailleur bénéficiera de vacances payées conformément à la LNT : [Vacances payées]. Les jours fériés reconnus sont les suivants : [Jours fériés], conformément à l'article 60 LNT. Si le Travailleur est requis de travailler un jour férié, il recevra une majoration de rémunération conformément aux articles 62 et 63 LNT. Congés de maladie : [Congés de maladie]. Le Travailleur bénéficie également de tous les congés prévus par la LNT, notamment le congé pour obligations familiales (art. 79.7 LNT), le congé pour violence familiale (art. 79.8 LNT), et le congé parental selon les dispositions de la LNT et du Régime québécois d'assurance parentale (RQAP).
**COUVERTURE CNESST ET SANTÉ-SÉCURITÉ.** [Couverture CNESST]. En vertu de la Loi sur les accidents du travail et les maladies professionnelles (LATMP, RLRQ c. A-3.001), le Travailleur domestique est couvert par le régime d'assurance obligatoire contre les accidents du travail et les maladies professionnelles administré par la Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST). Les cotisations sont assumées exclusivement par l'Employeur. En cas d'accident du travail, le Travailleur est tenu d'en informer immédiatement l'Employeur et de remplir les formulaires requis par la CNESST. L'Employeur s'engage à maintenir un environnement de travail sécuritaire, à fournir les équipements de protection nécessaires et à respecter les dispositions de la Loi sur la santé et la sécurité du travail (LSST, RLRQ c. S-2.1) applicables aux salariés domestiques.
**PRÉAVIS DE FIN D'EMPLOI.** Le présent Contrat à durée indéterminée peut être résilié par l'une ou l'autre des Parties, sous réserve des préavis suivants. En cas de résiliation par l'Employeur : [Préavis de l'employeur], conformément aux articles 82 et 83.1 de la LNT et à l'article 2091 du C.c.Q. En cas de démission du Travailleur : [Préavis du travailleur], conformément à l'article 2091 C.c.Q. En cas de cessation pour faute grave (art. 2094 C.c.Q.), la résiliation peut être immédiate et sans préavis ni indemnité. Advenant une résiliation avec préavis, si un logement est fourni (clause 4), le Travailleur dispose d'un délai raisonnable pour le quitter.
**CONFIDENTIALITÉ ET VIE PRIVÉE.** En raison de la nature intime du travail domestique et de la proximité avec la vie privée de l'Employeur et de sa famille, le Travailleur s'engage à respecter strictement la vie privée de l'Employeur et des membres de son ménage. [Obligation de confidentialité]. Cette obligation de confidentialité survit à la cessation du présent Contrat et s'applique indéfiniment. Toute violation de cette obligation constitue une faute grave pouvant entraîner une cessation immédiate de l'emploi, sans préjudice des recours en dommages-intérêts disponibles en vertu du C.c.Q. et de la Charte des droits et libertés de la personne (RLRQ c. C-12).
**BONNE FOI ET RESPECT MUTUEL.** Conformément à l'article 1375 C.c.Q., les Parties s'engagent à se conduire de bonne foi dans l'exécution du présent Contrat. L'Employeur s'engage à traiter le Travailleur avec dignité et respect, à lui fournir les équipements et produits nécessaires à l'exécution de ses tâches, à lui assurer un environnement de travail sécuritaire, et à respecter ses droits garantis par la LNT, la Charte des droits et libertés de la personne et les autres lois applicables. Le Travailleur s'engage à exécuter ses tâches avec compétence et diligence, à respecter les biens de l'Employeur, et à signaler sans délai toute situation anormale ou urgente. Les Parties reconnaissent l'importance du respect mutuel dans une relation de travail se déroulant au domicile de l'Employeur, et s'engagent à communiquer ouvertement et respectueusement en cas de difficulté.
**LOI APPLICABLE ET JURIDICTION.** Le présent Contrat est régi par les lois de la Province de Québec, notamment le Code civil du Québec (arts. 2085-2097), la Loi sur les normes du travail (RLRQ c. N-1.1) et ses règlements, la Loi sur les accidents du travail et les maladies professionnelles (RLRQ c. A-3.001), la Loi sur la santé et la sécurité du travail (RLRQ c. S-2.1), et la Charte des droits et libertés de la personne (RLRQ c. C-12). Tout différend découlant du présent Contrat sera soumis à la compétence exclusive des tribunaux du district judiciaire de [District judiciaire], Québec, sous réserve des recours disponibles devant la CNESST et le Tribunal administratif du travail (TAT).
**INTÉGRALITÉ DE L'ENTENTE ET MODIFICATIONS.** Le présent Contrat constitue l'intégralité de l'entente entre les Parties relativement aux conditions de ce travail domestique et remplace tout accord verbal ou écrit antérieur portant sur le même objet. Toute modification au présent Contrat doit être faite par écrit et signée par les deux Parties. La nullité d'une clause n'affecte pas la validité des autres clauses. Le présent Contrat a été rédigé en français conformément à la Loi sur la langue officielle et commune du Québec, le français (Loi 96) et à la Charte de la langue française (RLRQ c. C-11). Les Parties confirment avoir reçu chacune un exemplaire du présent Contrat.
EN FOI DE QUOI, les Parties ont signé le présent Contrat de travail domestique en deux (2) exemplaires, chacun reconnaissant avoir reçu un exemplaire, en date du [Date du contrat].
L'EMPLOYEUR
Nom : [Nom de l'employeur]
Adresse : [Adresse de l'employeur]
Téléphone : [Téléphone de l'employeur]
LE TRAVAILLEUR DOMESTIQUE
Nom : [Nom du travailleur]
Adresse : [Adresse du travailleur]
Téléphone : [Téléphone du travailleur]
Employeur
[Nom de l'employeur]
Signature
Date: ________________
Travailleur domestique
[Nom du travailleur]
Signature
Date: ________________
What Is a Domestic Worker Employment Contract (Quebec)?
A Quebec Domestic Worker Employment Contract (Contrat de travail domestique) is a written employment agreement between a household employer and a person hired to perform work within a private home, such as housekeeping, childcare, elder care, cooking, gardening, or general household maintenance. The contract formalizes the legal relationship between the parties in compliance with the Code civil du Québec (C.c.Q.), particularly articles 2085 to 2097 governing employment contracts, and the Loi sur les normes du travail (LNT, RLRQ c. N-1.1) which provides specific protections for domestic workers.
Article 2085 C.c.Q. defines the employment contract as one by which a person undertakes, for a limited or indeterminate period, to do work for remuneration, under the direction or control of another person. Domestic workers clearly meet this definition: they work under the direction of the household employer, perform specific domestic duties, and receive wages. The key legal distinction between a domestic worker and an independent service provider (such as a cleaning company) is the element of subordination and direction — if the household controls how, when, and where the work is performed, an employment relationship exists, regardless of how it is labelled.
The LNT applies to virtually all Quebec employees, including domestic workers, with some modifications to reflect the nature of domestic employment. The law defines a domestic employee (salarié domestique) as a person who performs, for an employer, work related to the maintenance of the private dwelling or who provides care to a person living there. This definition covers a wide range of domestic roles: housecleaners, nannies, babysitters, au pairs, care attendants for elderly family members, housekeepers, chauffeurs who also perform household duties, and general household assistants.
The Règlement sur les normes du travail (RLRQ c. N-1.1, r. 3) complements the LNT by providing specific rules applicable to domestic workers, particularly regarding deductions from wages for accommodation and meals provided by the employer. These regulations protect domestic workers from having their effective wages reduced below minimum wage through excessive deductions for room and board.
The Loi sur les accidents du travail et les maladies professionnelles (LATMP, RLRQ c. A-3.001) requires employers of domestic workers to register with the CNESST and pay the required contributions, providing domestic workers with mandatory workers' compensation coverage. This requirement applies to individual household employers, not just commercial enterprises — a private family employing a nanny or housekeeper must register with the CNESST.
Bill 96 (Loi sur la langue officielle et commune du Québec, le français) requires that employment contracts offered to employees in Quebec be drafted in French. The good faith principle under article 1375 C.c.Q. is particularly important in domestic employment, given the intimate nature of the work environment and the power imbalance that can exist between a household employer and a domestic worker. This template is written entirely in French to comply with these requirements.
A domestic worker employment contract also serves a critical function in clarifying the privacy obligations of the domestic worker. Because domestic work is performed within the employer's private home, the worker is necessarily exposed to the personal life, daily routines, financial situation, health information, and family relationships of the employer and household members. A thorough confidentiality clause protects the employer's privacy interests, while the good faith obligation under article 1375 C.c.Q. confirms that the relationship is conducted with mutual respect and dignity. For live-in domestic workers — particularly nannies and elder care attendants — the contract must also address the boundary between working hours and personal time, any shared use of household facilities, and the process for resolving misunderstandings before they escalate into formal disputes before the CNESST or the Tribunal administratif du travail.
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 Domestic Worker Employment Contract (Quebec)?
A Quebec Domestic Worker Employment Contract is needed whenever a household employs a person to perform domestic work on a regular basis, regardless of the number of hours worked per week. The contract is legally advisable in all the following situations.
When hiring a full-time or part-time housekeeper or cleaner to maintain a private home, including cleaning, laundry, ironing, grocery shopping, and general domestic organization, a written employment contract establishes the schedule, hourly rate, duties, and termination conditions, protecting both the employer from unexpected claims and the worker from precarious working conditions. Without a written agreement, both parties are exposed to disputes about hours worked, overtime entitlements, and termination notice, all of which are regulated by the LNT.
When hiring a nanny, babysitter, or au pair to care for children in the household, a domestic worker employment contract is essential for defining the childcare duties, working hours, compensation, accommodation arrangements (if the nanny lives in), and any educational or developmental responsibilities. For live-in childcare arrangements, the contract must address the accommodation, meal provisions, and the boundary between working hours and personal time — areas that commonly give rise to disputes without clear written terms. The contract also documents the employer's CNESST registration obligation for the nanny, which applies to all private household employers under the LATMP.
When hiring a care attendant or companion for an elderly, disabled, or ill family member living in the household, the employment contract provides clarity about care responsibilities, medical care procedures, emergency protocols, required qualifications, and confidentiality of the care recipient's health information. Elder care arrangements are particularly sensitive and benefit from thorough written documentation, including provisions about medication administration, personal hygiene assistance, medical appointments, and communication with family members.
When retaining the services of a cook, personal chef, or household meal preparer on a regular employment basis, the contract defines meal planning responsibilities, dietary requirements, food safety obligations, shopping authority, and compensation.
When hiring a gardener, groundskeeper, or general household maintenance person to work on a regular schedule at a private residence, a domestic work contract establishes the scope of outdoor and maintenance duties, equipment provided by the employer, seasonal schedule variations, and safety protocols.
When a household employs a person in a mixed domestic role combining several of the above functions — such as a housekeeper who also provides childcare assistance — the contract is particularly important for defining which duties take priority, what the hourly rate covers, and how to handle requests to expand the scope of work.
For all live-in domestic arrangements, the employment contract is critical because the employment and housing aspects of the relationship are intertwined. If the employment ends, the worker's right to housing also ends — and the contract must address the notice required to vacate and any transition support provided by the employer. The CNESST registration obligation, which applies to all Quebec household employers, should be addressed in the contract to confirm both parties understand this mandatory requirement.
Even for seasonal or temporary domestic arrangements — such as a summer nanny or a temporary housekeeper during a family member's recovery — a written contract reduces the risk of disputes about hours, compensation, and termination conditions. The LNT applies regardless of whether the arrangement is seasonal or permanent; both parties benefit from clearly documented terms from the outset. The good faith principle of CCQ art. 1375 requires that the contract be negotiated and performed honestly, with each party exercising their rights in a manner consistent with the expectations of the other.
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).
What to Include in Your Domestic Worker Employment Contract (Quebec)
A Quebec Domestic Worker Employment Contract should include the following key elements to be legally compliant and protective of both parties.
Party Identification — Full legal name and address of the employer (household), and full legal name, address, and contact information of the domestic worker. Employment start date.
Duties and Functions — Primary type of domestic work (housekeeping, childcare, elder care, cooking, gardening, mixed) and detailed itemized list of specific duties and responsibilities. A clear and thorough duty description prevents disputes about the scope of work and reduces the risk of claims that the employer unilaterally expanded the worker's duties beyond what was agreed.
Work Schedule — Days worked per week, total weekly hours, typical daily hours, and rest periods. Domestic workers in Quebec are entitled to at least 32 consecutive hours of rest per week (LNT art. 78). The schedule should distinguish between regular hours, on-call hours (for live-in arrangements), and any expected flexibility.
Remuneration — Hourly rate meeting or exceeding the Quebec minimum wage (LNT art. 40). Payment frequency per LNT art. 43. Payment method (direct bank transfer, cheque, or cash with signed receipt). Mandatory payroll deductions for income tax, QPP contributions, and QPIP premiums. Overtime at 150% for hours beyond 40 per week (LNT art. 52). Payslip issuance requirement.
Accommodation (if provided) — Description of the accommodation, whether provided free or subject to a deduction, the deduction amount per LNT regulations. Conditions for the accommodation, including privacy arrangements, shared spaces, and the process for vacating upon termination. Any deduction must comply with the Règlement sur les normes du travail maximum amounts and cannot reduce the effective wage below minimum wage.
Meals (if provided) — Description and value of meals provided, deduction rules per LNT regulations. Combined accommodation and meal deductions cannot reduce the effective wage below minimum wage.
Vacation and Leaves — Vacation pay per LNT arts. 66-72 (minimum 4% after 1 year, 6% after 3 years). Eight statutory holidays per LNT art. 60. Sick leave (LNT art. 79.1 provides 2 unpaid days minimum; employer may provide more). Family obligation leave, domestic violence leave, parental leave per LNT.
CNESST Registration — Employer's obligation to register the domestic worker with the CNESST and pay LATMP contributions. This protects the worker with income replacement at 90% of net income and full medical coverage in case of workplace accident or occupational disease.
Termination Notice — Minimum notice per LNT arts. 82-83 based on seniority (1 to 8 weeks). Reasonable notice per CCQ art. 2091. Employee resignation notice. Immediate termination for serious cause (CCQ art. 2094). For live-in domestic workers, the notice period for vacating the accommodation (minimum 7 days beyond employment end date).
Privacy and Confidentiality — The domestic worker's obligation to maintain strict confidentiality about the employer's private life, family relationships, financial matters, health information, and daily activities, during and after employment. This obligation is permanent and survives the end of the employment.
Good Faith — Mutual obligation per CCQ art. 1375. Employer's duty to treat the domestic worker with dignity and respect, provide necessary equipment, maintain a safe working environment, and comply with all applicable laws. Employee's duty to perform work with competence and diligence.
Governing Law — CCQ arts. 2085-2097, LNT, LATMP, LSST, Charte des droits et libertés de la personne. CNESST and TAT jurisdiction. Bill 96 French language compliance. 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, 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 Domestic Worker Employment Contract (Quebec) template covers the mandatory elements under Act Respecting Labour Standards (CQLR, c. N-1.1). 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.
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Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Domestic Worker Employment Contract (Quebec) (Quebec) [Legal document template]. Forms Legal. https://forms-legal.com/quebec/employment/contracts/domestic-worker-employment-contract-quebec
"Domestic Worker Employment Contract (Quebec) (Quebec)." Forms Legal, 2026, https://forms-legal.com/quebec/employment/contracts/domestic-worker-employment-contract-quebec.
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author = {{Forms Legal}},
title = {Domestic Worker Employment Contract (Quebec) (Quebec)},
year = {2026},
howpublished = {\url{https://forms-legal.com/quebec/employment/contracts/domestic-worker-employment-contract-quebec}},
note = {Free legal document template. Based on Act Respecting Labour Standards (CQLR, c. N-1.1)}
}Frequently Asked Questions
Yes, but with some modifications. Domestic workers (salariés domestiques) in Quebec are covered by the Loi sur les normes du travail (LNT), but certain provisions apply differently to reflect the nature of domestic work performed in a private household. Under the LNT, a domestic employee is defined as a person who performs, for an employer, work related to the maintenance of the private dwelling or who provides care to a person living there. Key LNT protections that apply to domestic workers include: minimum wage (art. 40), overtime pay at 150% for hours beyond 40 per week (art. 52), paid vacation (arts. 66-72, minimum 4% after 1 year or 6% after 3 years), 8 paid statutory holidays (art. 60), the right to refuse dangerous work, CNESST workplace accident insurance under the LATMP, notice of termination under arts. 82-83, and family and parental leaves. However, art. 78 of the LNT provides a specific rule for domestic workers: they are entitled to at least 32 consecutive hours of rest per week, rather than the 24-hour general rule. Domestic workers also have specific rules governing deductions for accommodation and meals provided by the employer, which are regulated by the Règlement sur les normes du travail to prevent these deductions from reducing the effective wage below minimum wage.
Under the Règlement sur les normes du travail (RLRQ c. N-1.1, r. 3), an employer may deduct from a domestic worker's wages the value of accommodation (room) and meals (board) provided as part of the employment arrangement, but these deductions are strictly regulated. The regulation sets maximum amounts that can be deducted per week for room and per meal, and these amounts are periodically updated. Key rules include: the total deductions for room and board cannot reduce the employee's effective hourly rate below the minimum wage; deductions can only be made for accommodation and meals that are actually provided and accepted by the employee; the employee must consent to the deductions in the employment contract; and the maximum allowable deduction amounts must be clearly disclosed. If the employer provides accommodation without any charge, no deduction applies and the accommodation is simply a non-taxable benefit (within limits). For domestic workers in live-in arrangements, it is essential that the employment contract clearly specify whether the accommodation is free or subject to deduction, the amount of the deduction, and how deductions are calculated to demonstrate LNT compliance.
Yes. Under the Loi sur les accidents du travail et les maladies professionnelles (LATMP, RLRQ c. A-3.001), employers of domestic workers in Quebec are required to register their domestic employees with the Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST) and to pay the required LATMP contributions. This obligation extends to individuals who employ domestic workers in their private homes, not just commercial employers. The CNESST provides domestic workers with income replacement at 90% of net income if they are injured at work or develop an occupational disease, coverage of medical and rehabilitation expenses, and the right to return to work after recovery. Employers who fail to register their domestic workers with the CNESST may be personally liable for compensation payments that would otherwise be covered by the LATMP regime. The registration process involves declaring the worker, the nature of the domestic work, and the estimated annual wages, upon which the CNESST calculates the required premium. Failure to register is a violation of the LATMP and may result in penalties.
Domestic workers in Quebec enjoy the same privacy rights as other workers under the Charte des droits et libertés de la personne (RLRQ c. C-12) and the Loi sur la protection des renseignements personnels dans le secteur privé (RLRQ c. P-39.1). However, domestic work presents unique privacy dynamics because the worker operates within the employer's private home. Key privacy protections for domestic workers include: the employer cannot install surveillance cameras in private areas like the worker's bedroom or bathroom if accommodation is provided; any monitoring or recording of the worker's activities must be disclosed and have a legitimate business purpose proportionate to the privacy invasion; domestic workers have the right to dignity and respect in the workplace, which includes their living space if they reside with the employer; and background checks on domestic workers must comply with the private sector privacy law and the Charte. Conversely, domestic workers have significant confidentiality obligations regarding the employer's private life, which this contract addresses. The reciprocal nature of privacy in domestic employment — with both parties having privacy interests to protect — underscores the importance of clear contractual terms.
Domestic workers in Quebec are protected by the same minimum notice provisions as other employees under arts. 82 and 83.1 of the Loi sur les normes du travail (LNT): 1 week of notice for 3 months to less than 1 year of service; 2 weeks for 1 year to less than 5 years; 4 weeks for 5 years to less than 10 years; and 8 weeks for 10 or more years. The employer may pay an indemnity equal to the wages for the notice period instead of providing working notice. In addition to the LNT minimums, article 2091 of the Code civil du Québec requires that an employment contract of indeterminate duration be terminated with reasonable notice, taking into account all circumstances of the employment. For domestic workers who reside in the employer's home, the termination has an additional dimension because the worker must also find alternative housing. Quebec courts may take this fact into account when determining reasonable notice under art. 2091. If accommodation was provided as part of the employment, the employer must give the worker a reasonable time to vacate the premises — typically at least 7 days beyond the employment end date. An employer who terminates a live-in domestic worker abruptly without adequate notice may face claims both for pay in lieu of notice and for the costs associated with emergency housing.
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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Créez un contrat de travail du Québec rédigé en français conformément au Code civil du Québec (art. 2085 à 2097) et à la Loi sur les normes du travail. Comprend la conformité CNESST, la clause de bonne foi (art. 1375), les restrictions de non-concurrence (art. 2089), les droits aux vacances et aux congés fériés.
Accord de fin d'emploi (Québec)
Créez un accord de fin d'emploi québécois conforme aux arts. 2085-2097 C.c.Q., art. 2091 (délai raisonnable), art. 2092 (renonciation) et LNT arts. 82-83. Couvre calcul de l'indemnité, continuation des avantages, lettre de recommandation, quittance finale, confidentialité et non-concurrence post-emploi, non-dénigrement, retour du matériel et bonne foi (art. 1375 C.c.Q.). Conforme Loi 96.
Offre d'emploi (Quebec)
Creez une offre d'emploi complete pour le Quebec conforme au Code civil du Quebec (art. 2085-2097 C.c.Q.) et a la Loi sur les normes du travail (LNT). Ce modele couvre le poste, la remuneration, les avantages, l'horaire, la probation, la clause de non-concurrence et la confidentialite.
Convention de stage (Québec)
Formalisez un stage au Québec entre un employeur, un stagiaire et un établissement scolaire en vertu de la LNT (CQLR c N-1.1) et de la LSST (CQLR c S-2.1). Définit les objectifs d'apprentissage, la supervision, la confidentialité et la couverture CNESST.