What is a Notice to the Minister?

Definition of a Notice to the Minister

A notice to the Minister is an official declaration that an employer must submit to Québec’s Ministry of Labour when planning a collective layoff. This requirement is designed to inform the government and trigger certain protection mechanisms for the affected employees.

The notice must be sent before layoffs begin and must respect specific timelines depending on the number of employees affected.

When Is a Notice to the Minister Required?

An employer must file a notice to the Minister when planning to lay off or terminate 10 or more employees in the same establishment within a two-month period, without the possibility of recall.

The minimum timelines are as follows:

Content of the Notice

The notice to the Minister must be written and signed, and include the following information:

• The number of employees affected
• The reasons for the collective layoff
• The planned date of termination
• The employer’s contact details

An official form template is provided by the Ministry of Labour.

Penalties for Non-Compliance

An employer who fails to comply with this obligation may:

• Be required to pay compensation equivalent to the missing notice period to each employee
• Face penalties under the Act Respecting Labour Standards
• Undermine the implementation of employee support measures

Why Does This Requirement Exist?

The notice to the Minister makes it possible to:

• Prepare public services (employment, training, and support)
• Enable coordinated support with partners (adaptation committees, employment centers, etc.)
• Ensure fair treatment for affected employees

In Summary

A notice to the Minister is a legal declaration that employers in Québec must provide when planning a collective layoff. It is a requirement under the Act Respecting Labour Standards, designed to protect workers and enable quick coordination of support measures.

Important Notice - The information presented in this article is for general informational purposes only. It does not constitute legal advice or personalized professional guidance. Each employment or termination situation may involve specific circumstances. We recommend consulting a lawyer, legal advisor, or qualified HR professional before making any decision.