Notice period

# Quebec Notice Period Requirements

Quebec's notice period rules establish mandatory advance notification periods that employers must provide to employees before termination of employment. The required notice duration depends entirely on the employee's length of service at the time of dismissal.

Employees with less than three months of service require no notice. Those employed for three months or longer but under one year must receive one week's notice. Employees with one year or more but fewer than five years of service are entitled to two weeks' notice. Workers employed for five years or longer but under ten years require four weeks' notice. Employees with ten or more years of service must receive eight weeks' notice before termination.

These requirements are established under Quebec's Act respecting Labour Standards (Loi sur les normes du travail). The notice periods represent the minimum statutory obligation; employment contracts may specify longer notice periods, which would supersede the statutory minimums.

Employers must provide written notice within the prescribed timeframe before the termination date takes effect. The notice period allows employees reasonable opportunity to seek alternative employment. Failure to provide adequate notice typically obligates the employer to pay the employee wages for the notice period not given, calculated at the employee's regular rate of pay.

Payroll teams managing Quebec operations must track each employee's hire date precisely to determine the correct notice obligation upon termination. Documentation of notice delivery is essential for compliance verification. While Ontario introduced job-seeking leave and extended layoff provisions effective November 27, 2025, Quebec's notice period framework remains distinct and governed by its own provincial legislation.