Employment Contract — Contrat (Quebec)
Province de Québec
(ci-après le « Contrat »)
Le présent Contrat de travail est conclu en date du [Date du contrat].
**ENTRE :**
[Nom de l’employeur], ayant son siège social au [Adresse de l’employeur], [Ville de l’employeur], Québec, [Code postal de l’employeur], Canada, représenté par [Représentant de l’employeur], [Titre du représentant] (ci-après l’« Employeur »)
**ET :**
[Nom du salarié], domicilié au [Adresse du salarié], [Ville du salarié], Québec, [Code postal du salarié], Canada (ci-après le « Salarié »)
(collectivement désignés les « Parties »)
ATTENDU QUE
L’Employeur désire retenir les services du Salarié et le Salarié désire fournir ses services à l’Employeur selon les conditions établies aux présentes;
Le présent Contrat est régi par le Code civil du Québec (C.c.Q.), articles 2085 à 2097, ainsi que par la Loi sur les normes du travail (RLRQ, c. N-1.1) et ses règlements;
**LES PARTIES CONVIENNENT DE CE QUI SUIT :**
**ENGAGEMENT ET FONCTIONS.** L’Employeur engage le Salarié au poste de [Titre du poste]. Le Salarié s’engage à exercer les fonctions suivantes : [Description des fonctions]. Le lieu de travail principal est le suivant : [Lieu de travail]. L’Employeur se réserve le droit de modifier les fonctions du Salarié, sous réserve des dispositions de l’article 2087 C.c.Q.
**DURÉE DU CONTRAT.** Le présent Contrat entre en vigueur le [Date de début]. Le contrat est conclu pour une [Type Contrat]. Si le Contrat est à durée déterminée, il prend fin le [Date de fin], sous réserve de renouvellement par accord écrit des Parties. Si le Contrat est à durée indéterminée, il peut être résilié par l’une ou l’autre des Parties moyennant un délai de congé raisonnable, conformément à l’article 2091 C.c.Q.
**RÉMUNÉRATION.** L’Employeur s’engage à verser au Salarié un salaire annuel brut de [Salaire annuel] $ CAD, payable [Frequence Paiement], sous réserve des déductions prévues par la loi (impôt fédéral et provincial, cotisations au Régime de rentes du Québec, assurance-emploi, RQAP). Le salaire ne pourra en aucun cas être inférieur au salaire minimum prescrit par la Loi sur les normes du travail et ses règlements.
**HORAIRE DE TRAVAIL.** La semaine normale de travail du Salarié est de [Heures par semaine] heures. L’horaire régulier est le suivant : [Détails de l’horaire]. Conformément à la Loi sur les normes du travail, toute heure travaillée au-delà de quarante (40) heures par semaine sera rémunérée à un taux égal à une fois et demie (1,5) le taux horaire habituel du Salarié, ou compensée par un congé équivalent, au choix des Parties.
**VACANCES ET CONGÉS.** Le Salarié a droit aux vacances annuelles prévues par la Loi sur les normes du travail, soit : (a) deux (2) semaines de vacances continues après une (1) année de service continu (indemnité de 4 %); (b) trois (3) semaines de vacances continues après trois (3) années de service continu (indemnité de 6 %). Le Salarié a également droit aux huit (8) jours fériés chargés et payés prévus par la LNT, y compris la Fête nationale du Québec (24 juin) et la fête du Canada (1er juillet).
**AVANTAGES SOCIAUX.** L’Employeur offre au Salarié les avantages sociaux suivants : [Avantages sociaux]. Les avantages sociaux sont sujets aux conditions et modalités des polices et régimes applicables, tels que modifiés de temps à autre par l’Employeur.
**OBLIGATIONS DE L’EMPLOYEUR.** Conformément à l’article 2087 C.c.Q., l’Employeur s’engage à : (a) fournir au Salarié le travail convenu; (b) payer la rémunération fixée; (c) prendre les mesures appropriées à la nature du travail pour protéger la santé, la sécurité et la dignité du Salarié, incluant la prévention du harcèlement psychologique conformément à l’article 81.19 LNT. L’Employeur est inscrit auprès de la CNESST et respecte ses obligations en matière de santé et sécurité au travail.
**OBLIGATIONS DU SALARIÉ.** Conformément à l’article 2088 C.c.Q., le Salarié s’engage à : (a) exécuter son travail avec prudence et diligence; (b) agir avec loyauté et ne pas faire usage de l’information à caractère confidentiel obtenue dans l’exécution ou à l’occasion de son travail; (c) ne pas faire concurrence à l’Employeur pendant la durée du Contrat. Ces obligations survivent pendant un délai raisonnable après la cessation du Contrat et de façon permanente en ce qui concerne l’information confidentielle.
**BONNE FOI.** Conformément à l’article 1375 C.c.Q., les Parties s’engagent à agir de bonne foi dans l’exécution de toutes les obligations découlant du présent Contrat. L’exercice des droits prévus aux présentes ne saurait être fait de manière excessive ou déraisonnable, allant à l’encontre des exigences de la bonne foi, au sens de l’article 6 C.c.Q.
**RÉSILIATION.** Le présent Contrat peut être résilié : (a) par le Salarié, moyennant un délai de congé raisonnable donné par écrit à l’Employeur; (b) par l’Employeur, moyennant un délai de congé raisonnable ou une indemnité en tenant lieu, conformément à l’article 2091 C.c.Q. et aux articles 82 et 83 de la Loi sur les normes du travail; (c) pour cause juste et suffisante par l’une ou l’autre des Parties, conformément à l’article 2094 C.c.Q.
**LOI APPLICABLE.** Le présent Contrat est régi par les lois de la Province de Québec et les lois fédérales du Canada qui s’y appliquent, incluant le Code civil du Québec, la Loi sur les normes du travail (RLRQ, c. N-1.1) et la Loi sur la santé et la sécurité du travail (RLRQ, c. S-2.1). Tout litige sera soumis à la compétence exclusive des tribunaux du district judiciaire de [District judiciaire], Québec.
**DIVISIBILITÉ.** Si une stipulation du présent Contrat est déclarée invalide ou inexécutoire par un tribunal compétent, les autres stipulations demeurent en pleine vigueur et effet.
**INTÉGRALITÉ.** Le présent Contrat constitue l’intégralité de l’entente entre les Parties concernant l’emploi du Salarié et remplace toute entente, négociation ou discussion antérieure. Toute modification doit être faite par écrit et signée par les deux Parties.
EN FOI DE QUOI, les Parties ont signé le présent Contrat aux date et lieu indiqués ci-dessus.
L’EMPLOYEUR
Nom : [Nom de l’employeur]
Par : [Représentant de l’employeur], [Titre du représentant]
Adresse : [Adresse de l’employeur], [Ville de l’employeur], Québec [Code postal de l’employeur]
LE SALARIÉ
Nom : [Nom du salarié]
Adresse : [Adresse du salarié], [Ville du salarié], Québec [Code postal du salarié]
Employeur
[Nom de l’employeur]
Signature
Date: ________________
Salarié
[Nom du salarié]
Signature
Date: ________________
What Is a Employment Contract — Contrat (Quebec)?
A Quebec Employment Contract (Contrat de travail) is a legally binding agreement between an employer and an employee governed by the Code civil du Québec (CCQ), specifically articles 2085 through 2097. Article 2085 defines the employment contract as one whereby a person, the employee, undertakes to perform work for a limited period under the direction or control of another person, the employer, in return for remuneration. This subordination relationship is the defining characteristic that distinguishes employment from independent service contracts.
Quebec's employment framework operates under a civil law system fundamentally different from the common law regime used in all other Canadian provinces. While common law relies heavily on judicial precedent, Quebec's contractual obligations flow from the CCQ codified provisions. The employer's obligations under article 2087 include providing agreed-upon work, paying remuneration, and taking appropriate measures to protect the employee's health, safety, and dignity. The employee's obligations under article 2088 include performing work prudently and diligently, acting with loyalty, and not using confidential information obtained during employment.
The Loi sur les normes du travail (LNT, RLRQ, c. N-1.1) establishes minimum employment standards that cannot be contracted away, including minimum wage, maximum work hours, vacation entitlements, statutory holidays, and protections against unjust dismissal. The CNESST (Commission des normes, de l'équité, de la santé et de la sécurité du travail) enforces these standards and administers workplace health and safety obligations.
Bill 96 (2022) reinforced French as Quebec's official language, making French the primary language for employment contracts. This template is drafted entirely in French to confirm compliance with the Charter of the French Language and reflects Quebec's civil law legal tradition. 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 Employment Contract (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 Employment Contract (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.
Article 1375 of the Civil Code of Quebec imposes a duty of good faith in contractual performance. Article 1379 of the Civil Code of Quebec defines contracts of adhesion. Article 1432 of the Civil Code of Quebec governs interpretation against the drafter. Article 1457 of the Civil Code of Quebec establishes extra-contractual liability. Article 1458 of the Civil Code of Quebec addresses contractual liability. Section 6 of the Act Respecting Labour Standards of Quebec mandates minimum employment conditions. Section 10 of the Charter of Human Rights and Freedoms of Quebec prohibits discrimination. The Superior Court of Quebec and the Court of Quebec have jurisdiction over civil disputes arising from agreements governed by Quebec law.
When Do You Need a Employment Contract — Contrat (Quebec)?
A Quebec employment contract is essential when hiring any employee who will work in Quebec, whether the position is full-time, part-time, fixed-term, or indefinite. Because Quebec operates under civil law rather than common law, using a generic Canadian employment contract may not adequately address the specific requirements of the CCQ and LNT.
Employers hiring for positions that involve access to proprietary information, trade secrets, or client relationships need a written contract to include enforceable non-competition and confidentiality clauses under article 2089 CCQ. Without written and express terms, non-competition restrictions are not enforceable in Quebec.
Companies establishing new operations in Quebec need contracts that reference the proper legal framework: CCQ provisions on employment (arts. 2085-2097), LNT minimum standards, CNESST health and safety obligations, and the Loi sur l'équité salariale for pay equity compliance.
When offering executive or senior positions with complex compensation structures, benefits packages, or restrictive covenants, a detailed written contract protects both parties by clearly establishing the terms of engagement, grounds for termination, and post-employment obligations. The CCQ requirement of reasonable notice for termination (art. 2091) makes clear contractual terms particularly important for senior employees, where courts may award lengthy notice periods based on position, length of service, and other factors. 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 Employment Contract (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 Employment Contract — Contrat (Quebec)
Identification of Parties — Full legal names and addresses of the employer and employee, with the employer's representative name and title. Under Quebec civil law, precise identification of contracting parties is essential for enforceability under articles 1385-1386 CCQ.
Position and Duties — A clear description of the job title, primary responsibilities, and work location. Article 2087 CCQ requires the employer to provide the agreed-upon work, making specific duty descriptions important for defining the scope of employment.
Duration and Term — Whether the contract is for a fixed term (durée déterminée) or indefinite term (durée indéterminée). This distinction is critical because it affects termination rights under articles 2090-2091 CCQ and notice requirements under articles 82-83 LNT.
Probation Period — While the CCQ does not specifically address probation, the LNT provides that employees gain protection against dismissal without just and sufficient cause after three months of continuous service (art. 124 LNT). The probation period should be clearly stated.
Compensation and Benefits — Annual salary, payment frequency, and benefits. The LNT sets a minimum wage that cannot be contracted below. Overtime must be compensated at 1.5 times the regular rate for hours exceeding 40 per week.
Vacation and Statutory Holidays — The LNT mandates minimum vacation entitlements: two weeks after one year (4% indemnity), three weeks after three years (6% indemnity). Quebec has eight statutory paid holidays including the Fête nationale du Québec (June 24).
Non-Competition Clause — Article 2089 CCQ requires non-competition clauses to be in writing, expressly stated, and limited in time, territory, and type of work to protect legitimate employer interests. The employer bears the burden of proving validity. Under article 2095, the clause is void if the employer terminates without serious cause.
Bonne Foi (Good Faith) — Article 1375 CCQ requires good faith in the formation, performance, and extinction of all obligations. This overarching principle affects how all contract terms are interpreted and enforced.
Termination Provisions — Article 2091 CCQ requires reasonable notice for termination of indefinite contracts. The LNT sets statutory minimums ranging from one to eight weeks depending on length of service. Article 2094 allows termination for serious cause without notice.
Governing Law — Explicit reference to the laws of the Province of Quebec, the CCQ, the LNT, and applicable federal laws of Canada, with jurisdiction in a specified Quebec judicial district. 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 Employment Contract (Quebec) used in Quebec include: Data Protection — applicable privacy legislation requires a lawful basis for processing personal data; Governing Law — specify Quebec law and jurisdiction; Dispute Resolution — parties may refer disputes to the appropriate tribunal or court. 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.
Article 1590 of the Civil Code of Quebec provides remedies including specific performance and damages. Article 1601 of the Civil Code of Quebec establishes compensatory damages principles. Article 1604 of the Civil Code of Quebec governs the right to resolution. Article 1613 of the Civil Code of Quebec limits damages to foreseeable losses. Article 1623 of the Civil Code of Quebec allows liquidated damages clauses. Article 2803 of the Civil Code of Quebec places the burden of proof on the claiming party. Section 41 of the Consumer Protection Act of Quebec regulates warranty obligations. Section 53 of the Consumer Protection Act of Quebec establishes merchant liability. The Autorite des marches financiers du Quebec supervises financial transactions. The Office de la protection du consommateur du Quebec enforces consumer rights. Forms-legal.com provides this Quebec-compliant template as a starting point.
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Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Employment Contract — Contrat (Quebec) (Quebec) [Legal document template]. Forms Legal. https://forms-legal.com/quebec/employment/contracts/employment-contract-quebec
"Employment Contract — Contrat (Quebec) (Quebec)." Forms Legal, 2026, https://forms-legal.com/quebec/employment/contracts/employment-contract-quebec.
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author = {{Forms Legal}},
title = {Employment Contract — Contrat (Quebec) (Quebec)},
year = {2026},
howpublished = {\url{https://forms-legal.com/quebec/employment/contracts/employment-contract-quebec}},
note = {Free legal document template. Based on Act Respecting Labour Standards (CQLR, c. N-1.1)}
}Frequently Asked Questions
Quebec employment law is governed by the Code civil du Québec (CCQ), specifically articles 2085 to 2097, rather than common law. The CCQ defines employment as a contract whereby an employee undertakes to perform work under the direction or control of an employer for remuneration (art. 2085). Key differences include: good faith obligations (art. 1375), specific rules on non-competition clauses (art. 2089), the requirement of reasonable notice or compensation for termination (art. 2091), and employee protections under the Loi sur les normes du travail (LNT) enforced by the CNESST. Under Quebec law, Act Respecting Labour Standards (CQLR, c. N-1.1), parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. 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. Forms-legal.com provides this template as a starting point for Quebec-compliant documentation.
Yes, but with strict limitations. Under article 2089 of the CCQ, a non-competition clause must be in writing, expressly stated, and limited in time, territory, and type of activities to what is necessary to protect the employer's legitimate interests. The employer bears the burden of proving the clause is valid and reasonable. Importantly, under article 2095, if the employer terminates the contract without serious cause, any non-competition clause is rendered void. Courts will strike down clauses that are overbroad in scope, duration, or geography. Under Quebec law, Act Respecting Labour Standards (CQLR, c. N-1.1), parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. 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. Forms-legal.com provides this template as a starting point for Quebec-compliant documentation.
Under the Loi sur les normes du travail (LNT), employees in Quebec are entitled to: two (2) weeks of continuous vacation after one (1) year of continuous service, with an indemnity of 4% of gross annual wages; and three (3) weeks of continuous vacation after three (3) years of continuous service, with an indemnity of 6%. The reference period for calculating vacation is from May 1 to April 30. Employers may offer more generous vacation than the statutory minimum. Under Quebec law, Act Respecting Labour Standards (CQLR, c. N-1.1), parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. 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. Forms-legal.com provides this template as a starting point for Quebec-compliant documentation.
The CNESST (Commission des normes, de l'équité, de la santé et de la sécurité du travail) is Quebec's labor standards, pay equity, and workplace health and safety commission. It administers and enforces the Loi sur les normes du travail, handles workplace injury and occupational disease claims, ensures pay equity compliance, and investigates complaints about minimum wage, overtime, vacation, and harassment. All Quebec employers must register with the CNESST and comply with its requirements. Under Quebec law, Act Respecting Labour Standards (CQLR, c. N-1.1), parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. 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. Forms-legal.com provides this template as a starting point for Quebec-compliant documentation.
Under article 2091 of the CCQ, either party may terminate an indefinite-term contract by giving reasonable notice. What constitutes reasonable notice depends on factors including length of service, position, age, and availability of comparable employment. The Loi sur les normes du travail (arts. 82-83) sets statutory minimums: one week for less than 1 year of service, two weeks for 1-5 years, four weeks for 5-10 years, and eight weeks for 10+ years. Courts may award notice periods exceeding these statutory minimums based on the circumstances. Under Quebec law, Act Respecting Labour Standards (CQLR, c. N-1.1), parties should seek independent legal advice from a qualified lawyer to confirm compliance with all applicable requirements. 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. Forms-legal.com provides this template as a starting point for Quebec-compliant documentation.
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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