Part-Time Employment Contract — Contrat (Quebec)
Province de Québec — Arts. 2085-2097 C.c.Q. | Loi sur les normes du travail
Province de Québec — Arts. 2085-2097 C.c.Q. | Loi sur les normes du travail, RLRQ c. N-1.1
(ci-après le « Contrat »)
Le présent Contrat de travail à temps partiel est conclu en date du [Date du contrat].
**ENTRE :**
[Nom de l'employeur], ayant son établissement au [Adresse de l'employeur], [Ville de l'employeur], Québec, [Code postal de l'employeur], 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] (ci-après le « Salarié »)
(collectivement désignés les « Parties »)
ATTENDU QUE
L'Employeur désire embaucher le Salarié à titre de [Titre du poste] au sein du département [Département], à temps partiel, aux conditions établies ci-après;
Le Salarié accepte d'occuper ce poste aux conditions énoncées dans le présent Contrat;
Les Parties souhaitent établir par écrit les conditions de cet emploi à temps partiel 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);
**LES PARTIES CONVIENNENT DE CE QUI SUIT :**
**POSTE ET LIEU DE TRAVAIL.** L'Employeur embauche le Salarié à titre de [Titre du poste], au sein du département [Département], à compter du [Date d'entrée en fonction]. Le lieu principal de travail du Salarié est : [Lieu de travail]. Le Salarié exercera les principales tâches et responsabilités suivantes : [Description des tâches]. L'Employeur se réserve le droit de modifier raisonnablement les tâches du Salarié en fonction des besoins opérationnels, sous réserve du respect des normes minimales de la LNT et des dispositions du C.c.Q.
**HORAIRE DE TRAVAIL À TEMPS PARTIEL.** Le Salarié travaillera [Heures par semaine] heures par semaine, les jours suivants : [Jours travaillés], de [Heure de début] à [Heure de fin]. [Horaire Variable]. L'emploi à temps partiel est distinct de l'emploi à temps plein; le Salarié ne bénéficiera pas automatiquement d'heures supplémentaires à moins que ses heures hebdomadaires n'excèdent 40 heures, conformément à l'article 52 de la LNT. Tout temps supplémentaire devra être préalablement autorisé par l'Employeur.
**RÉMUNÉRATION.** En contrepartie de l'exécution de ses fonctions, l'Employeur versera au Salarié [Type Remuneration] de [Montant de la rémunération] $ CAD. Le Salarié sera rémunéré [Frequence Paie], conformément à l'article 43 de la LNT. Le taux de rémunération respecte en tout temps le salaire minimum applicable en vertu de la LNT et des règlements pris sous son empire. Le Salarié reçoit un relevé d'emploi (bulletin de paie) à chaque période de paie indiquant les heures travaillées, le salaire brut, les déductions applicables et le salaire net.
**VACANCES ET AVANTAGES SOCIAUX.** Le Salarié bénéficiera de vacances payées conformément à la LNT : [Vacances payées], calculé sur la base du salaire brut gagné au cours de l'année de référence (art. 66-72 LNT). Les vacances s'accumulent au prorata des heures travaillées. Les autres avantages accordés, le cas échéant, sont les suivants : [Autres avantages]. Conformément à la LNT, le Salarié à temps partiel bénéficie des mêmes droits par heure travaillée qu'un salarié à temps plein, notamment en ce qui a trait aux jours fériés (art. 60 LNT) et à l'indemnité de maladie (art. 79.1 LNT).
**PÉRIODE DE PROBATION.** Le Salarié est soumis à une période de probation de [Durée de la probation] à compter de la date d'entrée en fonction. Au cours de cette période, l'Employeur évalue les aptitudes, les compétences et la conduite du Salarié. Durant la période de probation, le Salarié est soumis aux droits minimaux de la LNT, incluant le droit au salaire minimum et aux jours fériés. À la fin de la période de probation, si l'Employeur est satisfait de la prestation du Salarié, le Salarié est confirmé dans son poste. Le cas échéant, l'Employeur peut mettre fin à l'emploi du Salarié, sous réserve des exigences minimales de préavis applicables selon la LNT.
**RÉSILIATION ET PRÉAVIS.** Le présent Contrat peut être résilié par l'une ou l'autre des Parties, sous réserve des préavis suivants. En cas de résiliation par l'Employeur : [Préavis par 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 Salarié : le Salarié s'engage à donner [Préavis par le salarié] de préavis. Le Salarié bénéficie de la protection contre le congédiement sans cause juste prévue à l'article 124 de la LNT après deux (2) ans de service continu auprès de l'Employeur. En cas de congédiement pour faute grave (art. 2094 C.c.Q.), l'Employeur peut mettre fin à l'emploi sans préavis ni indemnité.
**LOYAUTÉ ET OBLIGATIONS DU SALARIÉ.** Pendant la durée du Contrat, le Salarié s'engage à : (a) exécuter ses fonctions avec prudence et diligence, conformément à l'article 2088 C.c.Q.; (b) ne pas utiliser les ressources de l'Employeur, incluant le matériel, le temps de travail et les informations confidentielles, à des fins personnelles; (c) signaler sans délai à l'Employeur tout conflit d'intérêts réel ou potentiel; (d) se conformer aux politiques et aux règlements internes de l'Employeur, y compris le règlement intérieur s'il existe. Le Salarié peut exercer un autre emploi à temps partiel à condition que cela n'affecte pas ses obligations envers l'Employeur et qu'il n'y ait pas de conflit d'intérêts.
**BONNE FOI.** 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 Salarié à temps partiel de manière équitable, en lui accordant les mêmes droits par heure travaillée qu'à ses salariés à temps plein, conformément au principe de non-discrimination prévu à la LNT. Le Salarié reconnaît avoir eu l'occasion de prendre connaissance du présent Contrat et de consulter un conseiller juridique avant sa signature.
**LOI APPLICABLE ET JURIDICTION.** Le présent Contrat est régi par les lois de la Province de Québec et les lois fédérales du Canada qui s'y appliquent, notamment le Code civil du Québec (arts. 2085-2097) et la Loi sur les normes du travail (RLRQ c. N-1.1). En cas de conflit entre les dispositions du présent Contrat et les normes minimales de la LNT, les normes minimales de la LNT prévalent. 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 Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST).
**INTÉGRALITÉ DE L'ENTENTE.** Le présent Contrat constitue l'intégralité de l'entente entre les Parties relativement aux conditions de cet emploi à temps partiel. Il 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 ou l'inapplicabilité d'une clause n'affecte pas la validité des autres clauses du Contrat.
EN FOI DE QUOI, les Parties ont signé le présent Contrat de travail à temps partiel en date indiquée 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]
Poste : [Titre du poste]
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 Part-Time Employment Contract — Contrat (Quebec)?
A Quebec Part-Time Employment Contract (Contrat de travail à temps partiel) is a written agreement between an employer and an employee establishing the terms and conditions of a part-time working relationship in the province of Quebec. Unlike full-time employment, part-time employment involves fewer hours than the standard established by the employer or industry custom, typically below 35 to 40 hours per week. The contract is governed by articles 2085 to 2097 of the Code civil du Québec (CCQ) and the Loi sur les normes du travail (LNT, RLRQ c. N-1.1), which together establish the mandatory minimum standards applicable to all employees in Quebec regardless of their employment status.
At its foundation, article 2085 CCQ defines an 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. This definition applies equally to part-time employees, who benefit from the same statutory protections as full-time employees on a per-hour basis. The LNT explicitly prohibits any distinction in the application of the Act based on the number of hours worked — part-time employees are entitled to the same minimum wage, holiday pay, vacation pay, and overtime protections as their full-time counterparts.
The Code civil du Québec governs the formation and performance of employment contracts through articles 2085 to 2097. Article 2086 distinguishes fixed-term contracts from indeterminate-term contracts; part-time employment may be structured as either. Article 2088 imposes on employees duties of loyalty, confidentiality, and diligent performance during employment. Article 2091 requires that either party wishing to terminate an indeterminate-term contract give reasonable notice. Article 2094 allows termination without notice for serious cause. These provisions interact with the LNT's own rules on termination notice, creating a layered framework that protects part-time employees from arbitrary dismissal.
A particularly important aspect of Quebec part-time employment law is the LNT's prohibition on wage discrimination. Under LNT article 41.1, an employer cannot pay a part-time employee a lower wage rate than a full-time employee performing the same tasks in the same establishment, unless the difference is based on objective criteria such as seniority, experience, or merit. This prohibition confirms that part-time status alone cannot justify a wage penalty. Similarly, LNT article 87.3 prohibits scheduling practices that penalize employees for exercising their rights under the LNT.
The good faith obligation under article 1375 CCQ applies throughout the employment relationship. Both employer and employee must act in good faith in performing their respective obligations, which means the employer cannot use part-time scheduling manipulatively to avoid providing statutory benefits, and employees must honor their commitments to the employer. This template is drafted entirely in French in compliance with Bill 96 (An Act Respecting French, the Official and Common Language of Quebec) and the Charter of the French Language, which require that employment contracts offered to employees in Quebec be in French. 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.
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 Part-Time Employment Contract — Contrat (Quebec)?
A Quebec Part-Time Employment Contract is needed whenever an employer hires an individual to work a reduced schedule — typically fewer than the standard full-time hours at that workplace — and wishes to formalize the working arrangement in a legally binding written agreement. Having a written part-time employment contract is strongly recommended for all part-time workers, even though Quebec law does not mandate a written contract for all employment relationships.
Retail and hospitality businesses frequently rely on part-time employees to staff their operations during peak hours, weekends, or seasonal periods. A written contract confirms that the employer and employee have a clear, shared understanding of the expected schedule, the hourly rate, the overtime threshold, and the conditions under which the schedule may be modified — reducing the risk of disputes over unpaid wages or unauthorized schedule changes.
Healthcare and home care providers hire part-time nurses, personal support workers, and caregivers to supplement their full-time workforce. In these environments, a written employment contract that specifies the position, the work schedule, and the governing laws provides important protection for both the employer and the caregiver, and helps distinguish a true employment relationship from an independent contractor arrangement — a distinction with major implications for taxes, benefits, and liability.
Startups and small businesses that cannot afford full-time hires use part-time employment contracts to bring in specialized skills on a limited-hours basis. A written contract in this context is important to establish the employee's status (as opposed to a contractor or consultant), define the scope of duties, protect confidential information through a confidentiality clause, and set clear expectations around schedule flexibility.
Educational institutions, tutoring centres, and training organizations hire part-time instructors and tutors under employment contracts. A written contract specifying the number of teaching hours per week, the preparation time allocation, the hourly rate, and conditions for modifying the schedule is essential to avoid disputes and to confirm compliance with the LNT's minimum wage and overtime provisions.
Professional services firms including accounting, legal support, and marketing agencies hire part-time administrative and support staff under part-time employment contracts. In these environments, a confidentiality clause protecting client information and internal processes is particularly important. Non-competition clauses, when truly necessary given the employee's access to sensitive information, may also be included subject to art. 2089 CCQ scrutiny.
A Quebec Part-Time Employment Contract is also needed when an employer converts a full-time employee to part-time status following a mutual agreement — for example, when an employee requests a reduced schedule for family, health, or personal reasons. In this case, the new contract replaces the previous full-time arrangement and clearly establishes the revised schedule, remuneration, and benefits on a pro-rata basis.
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 Part-Time Employment Contract — Contrat (Quebec)
Identification of Parties — Full legal name, address, and signing authority of the employer, and full legal name and address of the part-time employee. For corporate employers, the name of the authorized representative and their title.
Position Description — Official job title, department, start date, primary place of work, and a detailed description of main duties and responsibilities. Specificity in the job description reduces disputes about scope of work and performance standards.
Part-Time Work Schedule — Number of hours per week, days of work, start and end times, and whether the schedule is fixed or variable. Must clarify that overtime pay (time and a half) applies only after 40 hours per week per LNT art. 52.
Remuneration — Hourly rate or weekly salary, must comply with the current Quebec minimum wage (LNT art. 40). Pay frequency (weekly, bi-weekly, or twice monthly) and method of payment. Payroll deductions for income tax, QPP contributions, and QPIP premiums.
Pro-Rata Benefits — Vacation pay calculated as a percentage of gross wages (4% after 1 year, 6% after 3 years per LNT arts. 66–72). Statutory holiday indemnities (LNT art. 60–62). Any additional employer-provided benefits such as group insurance or employee discounts, expressed on a pro-rata basis.
Probation Period — Duration and conditions of the probation period. Employee retains all LNT minimum rights during probation. Protection against dismissal without cause under LNT art. 124 applies only after 2 years of uninterrupted service.
Termination Notice — Minimum notice obligations under LNT arts. 82 and 83.1 (1 to 8 weeks depending on seniority), and reasonable notice under CCQ art. 2091. Notice required from the employee upon resignation. Termination without notice for serious cause under CCQ art. 2094.
Confidentiality Clause (Optional) — Description of confidential information the employee must protect during and after employment. Refers to the statutory duty of confidentiality under CCQ art. 2088 during employment.
Non-Competition Clause (Optional) — If included, must satisfy the three-part test of CCQ art. 2089: expressly stated, limited in time, territory, and type of activity. Void if employer terminates without serious cause per CCQ art. 2095. Courts apply heightened scrutiny to non-competition clauses in part-time employment contexts.
Loyalty Obligations — Employee duties of loyalty, diligence, and non-disclosure during employment per CCQ art. 2088. Employer's management rights balanced against employee's right to hold another part-time position without conflict of interest.
Good Faith — Mutual obligation to act in good faith throughout the employment relationship per CCQ art. 1375. Prevents abusive use of scheduling flexibility to circumvent statutory minimum benefits.
Governing Law and Jurisdiction — Province of Quebec law, CCQ arts. 2085–2097, LNT as applicable. CNESST complaints jurisdiction. Designated Quebec judicial district for contractual disputes.
Bill 96 Compliance — Contract written entirely in French as required by the Charter of the French Language and Bill 96 for employment contracts offered to employees in Quebec. 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.
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 Part-Time Employment Contract (Quebec) template covers the mandatory elements under Act Respecting Labour Standards (CQLR, c. N-1.1).
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.
Cite this page
Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Part-Time Employment Contract — Contrat (Quebec) (Quebec) [Legal document template]. Forms Legal. https://forms-legal.com/quebec/employment/contracts/part-time-employment-contract-quebec
"Part-Time Employment Contract — Contrat (Quebec) (Quebec)." Forms Legal, 2026, https://forms-legal.com/quebec/employment/contracts/part-time-employment-contract-quebec.
@misc{formslegal-part-time-employment-contract-quebec,
author = {{Forms Legal}},
title = {Part-Time Employment Contract — Contrat (Quebec) (Quebec)},
year = {2026},
howpublished = {\url{https://forms-legal.com/quebec/employment/contracts/part-time-employment-contract-quebec}},
note = {Free legal document template. Based on Act Respecting Labour Standards (CQLR, c. N-1.1)}
}Frequently Asked Questions
Quebec law does not define a precise threshold distinguishing part-time from full-time employment. In practice, part-time employment generally refers to any employment where the employee works fewer hours than the standard established by the employer or by industry custom, typically fewer than 35 to 40 hours per week. The Loi sur les normes du travail (LNT) does not apply different substantive rights based on this distinction — part-time and full-time employees have the same rights per hour worked, including minimum wage (art. 40 LNT), holiday pay (art. 60 LNT), vacation pay at 4% after one year of service (art. 69 LNT), and overtime after 40 hours per week (art. 52 LNT). However, benefits such as group insurance, pension plans, or other employer-provided perks may legitimately be provided on a pro-rata or proportional basis for part-time employees, as long as they are not completely excluded without justification, which could raise discrimination concerns under the Charter of Human Rights and Freedoms.
Yes. Under article 60 of the Loi sur les normes du travail (LNT), part-time employees in Quebec have the same right to statutory holidays as full-time employees — there are eight statutory holidays under the LNT. For a part-time employee who works on a holiday, they are entitled to time and a half plus an indemnity, or to a compensatory holiday. For a part-time employee who does not work on the holiday, they are entitled to an indemnity equal to 1/20 of the wages earned in the 4 complete weeks preceding the week of the holiday (art. 62 LNT). This amount is proportional to the hours actually worked, ensuring that the benefit is equitably calibrated to the employee's actual work pattern. Employers cannot deny statutory holiday benefits to part-time employees simply because of their part-time status.
Under Quebec civil law and the LNT, an employer has a management right (droit de gérance) that allows for reasonable adjustments to an employee's schedule, provided the changes respect the essential terms of the employment contract. The hourly schedule and number of weekly hours agreed upon in the employment contract are generally considered essential terms. A unilateral and significant reduction in weekly hours, such as reducing a part-time employee from 24 hours to 10 hours per week without consent, could constitute a constructive dismissal under article 2091 CCQ and trigger the employee's right to claim reasonable notice or bring a complaint before the CNESST under LNT art. 84.1. Minor and temporary schedule adjustments with reasonable notice are generally permissible. Any permanent modification to the work schedule should ideally be agreed upon in writing by both parties.
Under article 52 of the LNT, overtime pay applies to all employees — including part-time — who work more than 40 hours in a single week. Overtime is compensated at a rate of time and a half (150% of the regular wage rate). Importantly, there is no daily overtime threshold in Quebec — only a weekly threshold of 40 hours. This means a part-time employee who normally works 20 hours per week will not receive overtime simply for working an additional shift bringing them to 30 hours — only hours beyond 40 in that week trigger overtime. Employers may offer compensatory leave instead of overtime pay, with the employee's consent, at a rate of 1.5 hours of leave per hour of overtime worked. Certain categories of employees are excluded from overtime entitlement under LNT regulations. 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.
A non-competition clause can be valid in a part-time employment contract in Quebec, but it is subject to the same strict requirements under article 2089 CCQ that apply to any employment agreement: the clause must be expressly stipulated in writing and limited as to time, territory, and type of activity to what is necessary to protect the employer's legitimate interests. Courts apply heightened scrutiny to non-competition clauses in part-time employment contexts, since part-time employees typically have more limited access to confidential information, fewer client relationships, and less specialized training compared to full-time senior employees. A non-competition clause for a part-time retail sales associate or barista would likely be struck down as disproportionate, while a clause for a part-time software developer with access to proprietary algorithms might be upheld if narrowly drafted. Under article 2095 CCQ, the clause is automatically void if the employer terminates the contract without serious cause.
Under articles 82 and 83.1 of the LNT, all employees — including part-time — are entitled to minimum notice of termination based on their years of uninterrupted service with the same employer: 1 week after 3 months but less than 1 year of service; 2 weeks after 1 year but less than 5 years; 4 weeks after 5 years but less than 10 years; 8 weeks after 10 or more years. These are minimum thresholds — article 2091 CCQ provides that reasonable notice may be required beyond the LNT minimums depending on the nature of the position, the employee's qualifications, and other circumstances. Employees with 2 or more years of continuous service also have the right to contest unjust dismissal under LNT art. 124. In lieu of notice, the employer may pay a compensatory indemnity equal to the wages the employee would have received during the notice period.
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
Found an error? Let us knowRelated Documents
You may also find these documents useful:
Contrat de travail (Québec)
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 non-concurrence (Québec)
Créez un accord de non-concurrence québécois conforme à l'art. 2089 C.c.Q., qui exige que les clauses de non-concurrence soient par écrit, expressément stipulées et limitées dans le temps, le territoire et le type d'activité. Inclut la règle obligatoire de nullité de l'art. 2095 C.c.Q. (résiliation sans motif sérieux), les obligations de bonne foi (art. 1375 C.c.Q.) et les dommages liquidés (arts. 1622-1625 C.c.Q.).
Entente de confidentialité employé (Québec)
Créez une entente de confidentialité employé québécoise régie par les articles 2088-2089 du Code civil du Québec. Inclut les obligations légales de loyauté et confidentialité, la cession de propriété intellectuelle, la conformité à la Loi 25 et les recours en injonction. Conforme à la Loi 96.
Attestation de fin de stage (Québec)
Créez une attestation de fin de stage conforme à la Loi sur les normes du travail (LNT) et aux articles 2085 et suivants du Code civil du Québec. Ce modèle permet à l'organisme d'accueil de certifier officiellement la fin d'un stage, incluant l'évaluation du rendement, les compétences acquises, les tâches effectuées et une recommandation.
Convention de départ / Entente de cessation d'emploi (Québec)
Créez une convention de départ conforme à la Loi sur les normes du travail (LNT arts. 82-83) et au Code civil du Québec (arts. 2088-2092). Ce modèle couvre le préavis, l'indemnité de départ, les vacances accumulées, le maintien des avantages, la confidentialité, la non-sollicitation et la quittance mutuelle.