On June 1, 2022, the Québec National Assembly passed Bill 96, An Act respecting French, the official and common language of Québec, introducing significant changes to the Charter of the French Language and other laws. The Bill aims to reinforce the use of French in business, services, communications, education, and the workplace by strengthening existing French language requirements and imposing new ones.

Below we have summarized the significant employment-related changes and offer some key takeaways.

Employment-related Changes

The key employment law changes introduced by Bill 96 are as follows:

• Mandatory Employment Documentation and Written Communications in French: Employers must provide offers of employment, transfer or promotion; documents relating to conditions of employment, such as manuals and policies; job application forms; group benefits information; and training documents in French, with no exception. Employers are also required to draw up written communications to their employees in French, unless an employee requests that such communications be in a language other than French.
• Individual Employment Contracts in French: Bill 96 divides individual employment contracts into two categories: those that are a contract of adhesion (i.e. a contract where its terms are imposed and are non-negotiable) and those that are not (i.e. the terms are individually negotiated by the parties).
• • All employment contracts that are contracts of adhesion must be provided in...

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