Notice of Termination of Employment (Quebec)
Province de Québec
Province de Québec
Conformément aux articles 82 et 83 de la Loi sur les normes du travail (LNT, RLRQ c. N-1.1) et à l'article 2091 du Code civil du Québec (C.c.Q.) relatif au délai de congé raisonnable.
1. IDENTIFICATION DE L'EMPLOYEUR
L'employeur : [Nom de l'employeur], dont l'établissement est situé au [Adresse de l'employeur], représenté par [Nom du représentant], [Titre du représentant].
2. IDENTIFICATION DE L'EMPLOYÉ(E)
L'employé(e) : [Nom de l'employé(e)], domicilié(e) au [Adresse de l'employé(e)], occupant le poste de [Poste occupé] depuis le [Date d'embauche].
3. OBJET DE L'AVIS
Par le présent avis, l'employeur informe [Nom de l'employé(e)] de la cessation de son emploi pour le motif suivant : [Motif de cessation].
[Précisions sur le motif]
La cessation d'emploi prend effet à compter du [Date de fin effective]. La dernière journée de travail effectif est le [Dernière journée de travail].
4. PRÉAVIS — ARTICLE 82 LNT
Conformément à l'article 82 de la Loi sur les normes du travail (LNT), le délai de préavis applicable est de [Durée du préavis]. Le mode de préavis choisi est : [Mode de préavis].
À titre de référence, les délais minimaux prévus à l'article 82 LNT sont les suivants : — Moins d'un an de service continu : 1 semaine — De 1 an à moins de 5 ans : 2 semaines — De 5 ans à moins de 10 ans : 4 semaines — 10 ans ou plus : 8 semaines Ces délais constituent des normes minimales. Un délai de congé plus long peut être exigé en vertu de l'article 2091 C.c.Q. selon les circonstances de l'emploi (ancienneté, nature des fonctions, âge, possibilités de remploi).
5. INDEMNITÉS ET COMPENSATION
L'employeur s'engage à verser les montants suivants à l'employé(e) :
a) Indemnité tenant lieu de préavis (art. 83 LNT) : [Indemnité tenant lieu de préavis] $
b) Indemnité de départ / de fin d'emploi : [Indemnité de départ] $
c) Indemnité de vacances non prises : [Vacances non prises] $
Mode de paiement : [Mode de paiement]
Ces sommes seront versées conformément aux dispositions de la LNT et du C.c.Q. L'indemnité de vacances est calculée conformément aux articles 74 à 80 de la LNT.
6. AVANTAGES SOCIAUX
Assurance collective : [Fin de l'assurance collective]
Autres avantages sociaux : [Autres avantages sociaux]
7. REMISE DES BIENS DE L'ENTREPRISE
L'employé(e) s'engage à remettre les biens de l'entreprise suivants avant le [Date limite de remise des biens] :
[Biens à remettre]
Tout bien de l'entreprise non remis dans le délai imparti pourra faire l'objet de déductions conformément à la loi applicable.
8. OBLIGATIONS POST-EMPLOI
Obligation de confidentialité maintenue après la cessation d'emploi : [Confidentialité maintenue]. Conformément à l'article 2088 du Code civil du Québec, l'employé(e) demeure tenu(e) à une obligation de loyauté et de discrétion à l'égard des informations confidentielles de l'employeur, même après la fin de l'emploi.
9. DROITS ET RECOURS
L'employé(e) est informé(e) qu'il/elle peut, s'il/elle estime que ses droits n'ont pas été respectés, déposer une plainte auprès de la Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST) dans les délais prévus par la loi. Un salarié ayant deux ans de service continu peut également déposer une plainte pour congédiement sans cause juste et suffisante en vertu de l'article 124 de la LNT.
10. BONNE FOI
Conformément à l'article 1375 du Code civil du Québec, les parties s'engagent à agir de bonne foi dans l'exécution de leurs obligations réciproques découlant de la présente cessation d'emploi. L'employeur certifie que les renseignements contenus dans le présent avis sont exacts et complets au meilleur de sa connaissance.
11. LOI APPLICABLE
Le présent avis est régi par les lois de la Province de Québec, notamment la Loi sur les normes du travail (LNT, RLRQ c. N-1.1) et le Code civil du Québec (C.c.Q.). Tout litige relatif à la présente cessation d'emploi sera soumis aux autorités compétentes de la Province de Québec, y compris la CNESST et le Tribunal administratif du travail (TAT).
12. SIGNATURES
EN FOI DE QUOI, le présent avis de cessation d'emploi a été émis à [Lieu d'émission] le [Date de l'avis].
La remise de cet avis à l'employé(e) constitue la notification formelle requise par la Loi sur les normes du travail.
Employeur
[Nom du représentant]
Signature
Date: ________________
Employé
[Nom de l'employé(e)]
Signature
Date: ________________
What Is a Notice of Termination of Employment (Quebec)?
A Quebec Notice of Termination of Employment (Avis de cessation d'emploi) is a formal written document issued by an employer to notify an employee that their employment relationship is being brought to an end. In Quebec, this notice is primarily governed by two legal frameworks: the Loi sur les normes du travail (LNT, RLRQ c. N-1.1), administered by the Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST), and the Code civil du Québec (C.c.Q.), which governs the general law of obligations and contracts including the employment contract. Article 82 of the LNT establishes the minimum statutory notice periods an employer must provide before terminating an employment contract or laying off an employee for six months or more, while article 83 provides the employer's option to pay an indemnity in lieu of notice. Article 2091 of the C.c.Q. adds a supplementary civil law requirement of reasonable notice, which may exceed the statutory LNT minimums depending on the circumstances of the employment. The termination notice covers a broad range of employment endings, including individual dismissal (licenciement), temporary or permanent layoff (mise à pied), expiry of a fixed-term contract (fin de contrat à durée déterminée), and organizational restructuring involving position elimination (restructuration). The document provides legal certainty by formally documenting the employer's compliance with notice requirements, the financial compensation offered, benefit continuation terms, obligations regarding the return of company property, and any surviving post-employment obligations such as confidentiality and non-compete clauses under article 2089 C.c.Q. 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 Notice of Termination of Employment (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 Notice of Termination of Employment (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.
When Do You Need a Notice of Termination of Employment (Quebec)?
A Quebec Notice of Termination of Employment is required whenever an employer decides to end an employment relationship for any reason other than the employee's resignation. It is mandatory for individual dismissals and layoffs of six months or more under article 82 of the Loi sur les normes du travail. The notice must be given in writing, as a verbal notice does not satisfy the legal requirements of the LNT. This document is essential when an employer is conducting a performance-based dismissal, reorganizing or downsizing the workforce, eliminating a position due to business reasons, terminating a fixed-term contract upon expiry, or laying off an employee temporarily or permanently. It is also critical when the employer wishes to pay an indemnity in lieu of working notice under article 83 LNT, which allows the employer to immediately release the employee from their duties. The notice is equally important for employees, as it creates a formal record of the termination date, notice period, and financial entitlements, which is necessary for filing for employment insurance benefits through Service Canada. A written termination notice also establishes the starting point for any statutory limitation period for complaints under article 124 LNT (wrongful dismissal, 45-day deadline) or under the Quebec Charter of Human Rights and Freedoms. The document should be provided directly to the employee, either in person or by registered mail, to confirm proper legal notification. 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 Notice of Termination of Employment (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 Notice of Termination of Employment (Quebec)
The key elements of a Quebec Notice of Termination of Employment include several critical components required for legal validity and compliance with the Loi sur les normes du travail and the Code civil du Québec. First, complete identification of the employer is essential, including the company name, address, and the name and title of the authorized representative issuing the notice. Second, full identification of the employee must include their legal name, address, job title, and hiring date, which establishes their length of service for calculating the applicable notice period under article 82 LNT. Third, the reason for termination must be clearly stated, distinguishing between dismissal, layoff, end of fixed-term contract, restructuring, or other grounds, as the reason may affect the employee's legal recourse options. Fourth, the notice period must be explicitly stated and must comply with the minimums set out in article 82 LNT based on the employee's years of uninterrupted service: one week for less than one year, two weeks for one to five years, four weeks for five to ten years, and eight weeks for ten or more years. Fifth, the financial compensation package must be detailed, including any pay in lieu of notice under article 83 LNT, severance or termination pay negotiated beyond the statutory minimum, and accrued vacation indemnity under articles 74 to 80 LNT. Sixth, the fate of employee benefits such as group insurance and registered retirement savings plan contributions must be addressed. Seventh, an itemized list of company property to be returned by the employee should be included. Eighth, any surviving post-employment obligations, particularly confidentiality under article 2088 C.c.Q. and non-compete obligations under article 2089 C.c.Q., must be referenced. Finally, a bonne foi clause under article 1375 C.c.Q. and references to the employee's right to file a CNESST complaint confirm the notice is thorough and legally sound. 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 Notice of Termination of Employment (Quebec) used in Quebec include: Under Quebec law, the Civil Code of Quebec (CCQ) governs contractual obligations and property rights. The Act Respecting Labour Standards (CQLR c N-1.1) and the Commission des normes, de l'equite, de la sante et de la securite du travail (CNESST) regulate employment. The Consumer Protection Act (CQLR c P-40.1) and the Office de la protection du consommateur (OPC) protect consumer rights. The Act Respecting the Protection of Personal Information in the Private Sector governs data privacy through the Commission d'acces a l'information (CAI). Revenu Quebec administers provincial tax obligations. Forms-legal.com provides this template as a starting point for Quebec-compliant documentation.
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Forms Legal. (2026). Notice of Termination of Employment (Quebec) (Quebec) [Legal document template]. Forms Legal. https://forms-legal.com/quebec/employment/termination/notice-termination-employment-quebec
"Notice of Termination of Employment (Quebec) (Quebec)." Forms Legal, 2026, https://forms-legal.com/quebec/employment/termination/notice-termination-employment-quebec.
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author = {{Forms Legal}},
title = {Notice of Termination of Employment (Quebec) (Quebec)},
year = {2026},
howpublished = {\url{https://forms-legal.com/quebec/employment/termination/notice-termination-employment-quebec}},
note = {Free legal document template. Based on Act Respecting Labour Standards (CQLR, c. N-1.1)}
}Frequently Asked Questions
Under article 82 of the Loi sur les normes du travail (LNT), employers must provide written notice before terminating an employee's contract or laying them off for six months or more. The minimum notice periods are: one week for less than one year of uninterrupted service; two weeks for one to five years of service; four weeks for five to ten years; and eight weeks for ten or more years of service. These are statutory minimums. Under article 2091 of the Civil Code of Quebec (C.c.Q.), a longer reasonable notice period may be required based on factors such as the employee's age, seniority, position held, and likelihood of finding comparable employment. The employer may also pay an indemnity in lieu of notice under article 83 LNT, relieving the employee of the obligation to work during the notice period.
Pay in lieu of notice (indemnité tenant lieu de préavis) is a financial compensation an employer pays to an employee instead of requiring them to work through the notice period. Under article 83 of the Loi sur les normes du travail (LNT), an employer who fails to give the required notice under article 82, or who gives insufficient notice, must pay the employee an indemnity equal to their regular wage (excluding overtime) for the notice period or the remaining portion thereof. This means the employer can choose to immediately release the employee from work by paying the equivalent salary for the notice period. This indemnity is in addition to accrued vacation pay and any negotiated severance package. 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. An employee in Quebec with two or more years of uninterrupted service who believes they were dismissed without just and sufficient cause may file a complaint under article 124 of the Loi sur les normes du travail (LNT) with the Commission des normes, de l'équité, de la santé et de la sécurité du travail (CNESST). The CNESST will attempt conciliation, and if unsuccessful, the matter is referred to the Tribunal administratif du travail (TAT). Additionally, an employee may have recourse under the Quebec Charter of Human Rights and Freedoms if the dismissal was discriminatory, or under the C.c.Q. for breach of the employment contract. Complaints under art. 124 LNT must generally be filed within 45 days of the dismissal. 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.
Upon termination of employment, the employer must pay the employee all accrued vacation pay (indemnité de congé annuel) that has not yet been paid. Under articles 74 to 80 of the Loi sur les normes du travail (LNT), the vacation indemnity is calculated as a percentage of the employee's wages earned during the reference year: 4% for employees with less than three years of service (two weeks of vacation), and 6% for employees with three or more years of service (three weeks of vacation). This indemnity must be paid on the regular pay day following termination or on the last day of employment, whichever comes first. Failure to pay this indemnity may give rise to a CNESST complaint. 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.
Non-compete clauses in Quebec are subject to strict conditions under article 2089 of the Civil Code of Quebec (C.c.Q.). To be valid and enforceable, a non-compete clause must be expressly stipulated in writing in the employment contract, and must be limited as to time, place, and type of employment in a manner consistent with the legitimate interests that must be protected. Quebec courts apply strict scrutiny to non-compete clauses and will not enforce clauses that are overly broad in scope, duration, or territory. Unlike other provinces, Quebec does not allow courts to modify an overly broad clause — the entire clause may be invalidated if any part exceeds what is reasonably necessary. 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.
Collective dismissal (licenciement collectif) in Quebec occurs when an employer terminates the employment of ten or more employees from the same establishment within a two-month period. Under sections 84.0.4 to 84.0.15 of the Loi sur les normes du travail (LNT), employers must provide prior notice to the Minister of Employment before proceeding with a collective dismissal. The notice period ranges from 8 weeks (10 to 49 employees) to 16 weeks (300 or more employees). The employer must also establish a redeployment committee to assist affected workers and notify the CNESST. These obligations are in addition to the individual notice or pay in lieu requirements under article 82 LNT. 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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