Termination in Québec: What Employers Need to Know Beyond Legal Requirements

In Québec, the rules governing termination are well established. But beyond legal obligations lies a broader set of cultural expectations, sensitivities, and workplace practices that shape how a termination is perceived and experienced. Following the law is one thing; acting with human and cultural coherence is another.

In this article, we explore the key elements Québec employers should consider to handle terminations with respect and organizational intelligence — without offering legal advice, but grounded in the lived realities of the workplace.

1. A Labour Market Built on Proximity

Québec’s labour market — especially in regions or within small and mid-sized businesses — is built on close relationships. Managers are familiar figures, employees often know each other well, and reputations travel quickly. In this context, how a termination is handled directly impacts employer branding and the internal work climate.

Acting with respect, even in challenging situations, helps preserve relationships — and avoids being seen as disconnected or misaligned with the organization’s values.

2. Communication Is a Cultural Priority

In Québec, clear, honest, and empathetic communication is highly valued. It’s not just about delivering the right message — it’s about how it’s delivered.

That means:

• Naming things clearly, without excessive detours
• Leaving space for emotion — without avoiding it or overplaying it
• Encouraging listening and recognition throughout the conversation

At Leduc RH, we help organizations structure internal communication during sensitive moments, with full awareness of Québec’s cultural expectations.

3. Support Matters — Even if Not Legally Required

While Québec law does not mandate career transition support, it’s increasingly expected — both by employees and managers. Providing support (coaching, outplacement, psychological assistance) helps individuals navigate the transition and reduces the risk of tension or reputational fallout.

Our programs at Leduc RH are built to meet this growing expectation for structured, human, and locally relevant support.

4. Adapting Messaging to Regional Realities

What works in Montréal may not resonate in Chicoutimi or Drummondville. Language, tone, and employee expectations vary by region, company size, and industry.

Employers who understand these nuances show respect. Tailoring the message to the audience is key to maintaining connection — even when announcing a departure.

5. The Critical Role of Front-Line Managers

In Québec, first-level managers often have strong, direct relationships with their teams. They’re not just messengers — they’re trusted figures. Preparing them to deliver the message, respond to questions, and support employees afterwards is essential.

Leduc RH supports managers through preparatory coaching, announcement guides, and post-meeting assistance.

6. In Collective Terminations, Coordination Is Key

In Québec, collective terminations (10 or more employees within a short time frame) are subject to strict regulations, including those overseen by the CNESST. But legal compliance isn’t enough — clear communication, human-centered planning, and follow-up support are essential to maintaining a healthy workplace climate.

We help companies build comprehensive communication plans, align with legal requirements, and guide HR teams through every step of the process.

7. Staying True to Organizational Values

A well-managed termination is not only about avoiding mistakes or following norms — it must align with the organization’s values. Too often, employees perceive a disconnect between stated values (respect, transparency, care) and the way terminations are handled.

Returning to the company’s core values helps guide tone, decisions, and support actions. Organizations that act according to their principles earn greater trust, even in moments of rupture.

At Leduc RH, we help companies align transition management with their internal culture — so that every action reflects what they truly stand for.

Conclusion

Managing a termination in Québec isn’t just about following legal requirements. It’s about understanding local culture, expectations, and workplace dynamics. Employees, managers, peers, and partners all take note of how an organization handles these pivotal moments.

At Leduc RH, we believe every employment ending can be managed with dignity, structure, and humanity — starting with an approach rooted in Québec’s unique context.