Labour and Employment Law

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    Labour and Employment Law

    Labour and employment conditions are undergoing massive changes. To keep their businesses on a sustainable footing, employers must adapt to artificial intelligence and innovative technologies, demographic shifts, and immigration and labour mobility issues.

    Our Labour and Employment Law group provides a full range of custom services to medium-sized to large private and public corporations, as well as public and parapublic bodies. Our team can advise you on managing everyday HR issues, as well as crises.

    Regardless of the level of strategic support you require, our renowned professionals will provide you with industry-leading personalized service. Engaged in furthering your organizational goals and addressing your key challenges, our professionals offer outstanding availability to forge a genuine partnership with your organization.

    Our best-in-class service is underpinned by a tight focus on communicating, conferring, delegating, and sharing and transferring knowledge with you.

    Headlines

    Publications
    November 11th, 2024

    Employers and insurers: New rules on absence and disability management on the horizon
    Bill 68, An Act mainly to reduce the administrative burden of physicians (the “Act”), which is primarily aimed at reducing non-value-added medical appointments, was assented to by the Lieutenant Governor on October 9. The Act introduces amendments to the Act to promote access to family medicine and specialized medicine services and the Act respecting labour standards (the “ALS”), which will significantly change the way both employers and insurers manage absence and disability. Some provisions will come into force on January 1, 2025, while others will come into force on a date to be determined. This article outlines the key changes introduced by the Act.
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    Publications
    October 23rd, 2024

    False statement to the CNESST: The court finds a worker guilty of an offence
    It’s common knowledge that a Québec worker who has suffered an employment injury is entitled to an income replacement indemnity from the CNESST under the Act respecting industrial accidents and occupational diseases if the employee can’t work because of the injury. What happens if a worker learns from their doctor that the injury has consolidated and returns to work (for their current employer or a new employer) but doesn’t immediately advise the CNESST?
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    Publications
    September 11th, 2024

    Psychological harassment and sexual violence in the workplace: Provisions effective September 28, 2024
    On March 21, 2024, the National Assembly of Québec unanimously adopted the long-awaited Bill 42, An Act to prevent and fight psychological harassment and sexual violence in the workplace. While some of its amendments took effect on March 27, 2024, when the Act received royal assent, other major changes to the Act respecting labour standards, Act respecting industrial accidents and occupational diseases, Act respecting occupational health and safety and the Labour Code are set to take effect on September 28, 2024. This article briefly summarizes the Act’s major legislative amendments and what they mean for employers.
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