La Loi sur les normes du travail fixe le minimum garanti à presque tous les salariés.
1. A guaranteed minimum for almost every employee
In Quebec, the Act respecting labour standards sets the minimum conditions almost every employer must respect: wages, hours, vacation, leaves, end of employment. It's a floor: your employer can offer more, never less. Most employees are covered — full-time, part-time, paid hourly, on commission or by output. The body that enforces these rules is the CNESST. Key point: you cannot waive a labour standard, even in writing — a clause that makes you accept less than the legal minimum has no value.
2. Minimum wage and how you're paid
Since May 1, 2026, the general minimum wage is $16.60 an hour. Employees who receive tips have a separate, lower rate of $13.30 an hour, because tips top up the income. These rates change almost every year on May 1: check the current rate on the CNESST site. Your employer must pay you at regular intervals — at least every two weeks for most jobs — and give you a detailed pay stub. To understand each line of your pay stub, see our dedicated guide.
3. Working hours and overtime
The standard workweek is 40 hours. Beyond that, hours worked are paid as overtime — one and a half times your regular hourly rate. With your agreement, those hours can sometimes be taken as time off instead of money. You're also entitled to breaks: a meal period of at least 30 minutes after five continuous hours of work, and a weekly rest of at least 32 consecutive hours. A right to refuse work exists in certain situations, for example well beyond your usual hours. The exact rules depend on your sector.
4. Vacation and statutory holidays
Your vacation grows with seniority. After one year of continuous service, you're entitled to two weeks of vacation and an indemnity of 4% of your annual wages. After three years, that rises to three weeks and 6%. Quebec also has several statutory holidays, off and paid — such as January 1, the Fête nationale and Christmas. The details and exact list are in our statutory holidays guide. An employer cannot replace your vacation with money while you're still employed there: the point is that you actually rest.
5. Leaves: illness, family duties and more
The law provides several leaves. You can be absent up to 10 days a year for illness or family duties, such as a sick child. After three months of continuous service, the first two of those days are paid. Other leaves exist: death of a loved one, marriage, birth or adoption. Parental leave itself is financially supported by the QPIP, a separate plan. To use a leave, tell your employer as early as possible and keep a written record of your request.
6. End of employment: notice and final pay
When an employer ends your job without serious fault on your part, they must give you written notice, or pay the equivalent. The length depends on your seniority, as the table shows. This notice is on top of the vacation indemnity still owed to you. Careful: this legal notice is a minimum. A contract, a collective agreement or a court decision can give more — especially for managers and long service. After two years of continuous service, you can also challenge a dismissal you consider without good and sufficient cause.
| Continuous service | Minimum notice |
|---|---|
| 3 months to 1 year | 1 week |
| 1 to 5 years | 2 weeks |
| 5 to 10 years | 4 weeks |
| 10 years or more | 8 weeks |
7. Harassment and your recourse
Every employee has the right to a workplace free of psychological or sexual harassment. Your employer has a duty to prevent these situations and to act when they arise. If your rights aren't respected — unpaid wages, unfair dismissal, reprisals for asserting a right, or harassment — you can file a complaint with the CNESST. The process is free and confidential, and there are deadlines, often short. Write everything down: dates, amounts, witnesses. When in doubt, call the CNESST before the deadline expires.
8. Frequently asked questions
Here are the most common questions about labour standards in Quebec: who is covered, unpaid overtime, and whether a probation period removes your rights.
Do labour standards apply if I'm part-time or paid on commission?
Yes, in general. The standards cover most employees regardless of how they're paid — hourly, on commission, by output — and regardless of full-time or part-time status. A few groups have special rules (for example some managers, or the self-employed, who aren't 'employees'). If you're unsure whether you're covered, the CNESST can confirm your situation.
My employer won't pay my overtime. What can I do?
First, keep your own record of hours worked — dates and start/end times. Raise it in writing with your employer; sometimes it's an error. If it isn't fixed, file a complaint with the CNESST for unpaid wages: it's free, and the CNESST can recover the amounts owed. Do it within the deadline — claims have time limits — and keep every pay stub and message as evidence.
During my 'probation period', do I have no rights?
No — that's a myth. A probation period does not suspend labour standards. You're still owed at least the minimum wage, overtime, paid breaks where they apply, and protection against harassment and reprisals from day one. What a probation period can affect is the notice for termination early in the job — but even that follows the legal minimums once you pass three months of service.
9. See also
These related guides may be useful:
- Understanding your pay stub — to read every deduction on your slip.
- Statutory holidays in Quebec — the list of paid days off.
- Employment Insurance — if you lose your job.
- Your rights as a temporary foreign worker — the specific protections if you hold a closed permit.
10. Official sources
For up-to-date rules and rates, see:
Author's note: labour standards are your safety net, but they don't defend themselves. The most useful habit is simple: keep records. Note your hours, keep your pay stubs and written exchanges. The day something goes wrong, it's that evidence — and a free, on-time call to the CNESST — that makes all the difference.
