Layoffs, Dismissals, Terminations: Understanding the Different Types of Employment Endings in Québec

Terms like layoff, dismissal, termination, or end of contract are often used interchangeably in everyday language. However, in Québec, each of these terms refers to a distinct reality — with specific human, legal, and organizational implications.

In a context where employment decisions are particularly sensitive, it’s crucial — for both employers and managers — to understand these distinctions. Calling a situation by its proper name helps guide the transition, clarify everyone’s role, and reduce the risk of confusion or frustration.

Here’s a clear and accessible overview of the main types of employment endings in Québec — and the best practices for handling each one.

1. Layoff (Licenciement): An Organizational Decision

A layoff is initiated by the employer for organizational reasons. It is not a judgment of the employee, but rather a result of job abolishment, downsizing, or restructuring.

It requires clear messaging and thorough planning. Providing career transition support in this context is a meaningful way to honour the employment relationship and support the employee’s next step.

At Leduc RH, we assist employers with both the announcement and follow-up, offering confidential, people-centered services tailored to each situation.

2. Temporary Layoff (Mise à pied): A Pause, Not a Severance

A  mise à pied (temporary layoff) occurs when an employer suspends employment temporarily — often due to external factors such as seasonal slowdowns or temporary closures.

Even when the intent is to rehire, clear communication is key. Employers should:

• Explain the context without ambiguity
• Clearly state the expected duration
• Offer regular check-ins and points of contact

These types of pauses can cause uncertainty. Small gestures of appreciation and regular updates can go a long way in preventing voluntary departures.

3. Dismissal (Congédiement): Linked to Conduct or Performance

Dismissal is a disciplinary action, often the result of unacceptable behavior or poor performance, typically following a documented process and corrective steps.

It must be well-documented, proportionate, and aligned with internal policies. Most importantly, it should be handled with dignity. Even in tense situations, respect remains essential.

Leduc RH supports managers in preparing for these announcements, helping to minimize relational fallout and maintain professionalism.

4. End of a Fixed-Term Contract: Handle With Care

When an employment contract is fixed-term — for example, covering a maternity leave or a specific project — it ends automatically on the agreed-upon date. Still, it’s best to mark the end formally:

• Schedule an end-of-employment meeting
• Acknowledge the individual’s contribution
• Provide clear documentation (e.g., record of employment, T4 slip)

Even when an ending is expected, the employee deserves a respectful and structured closure. A good exit matters as much as a good onboarding.

5. End of Probation: Avoid Ambiguity

During the probationary period, an employer may end employment without citing a specific cause. Still, if not communicated clearly, this kind of separation can be difficult for both parties.

Best practices include:

• Providing structured feedback, even if employment is not continued
• Explaining the reasons simply and respectfully
• Avoiding vague or impersonal statements

6. Resignation or Voluntary Departure: Support Still Matters

A voluntary resignation doesn’t mean the organization has no role to play. Supporting this transition helps maintain strong relationships, reinforce employer brand, and celebrate the learning experience.

You can:

• Offer an exit interview
• Acknowledge the employee’s contribution
• Ensure a smooth handover of responsibilities

Conclusion

Being able to distinguish between different types of employment endings is an act of clarity, leadership, and respect. For Québec employers, understanding these distinctions helps meet both legal and cultural expectations — and above all, strengthens human relationships within the organization.

At Leduc RH, we believe that every employment ending — no matter the form — can be a moment of structure, recognition, and meaningful support.