Labour & Employment Law Services in Quebec
A dismissal moves fast. The employer shows up prepared, with an offer, a release and a deadline to sign; the employee learns the rules in real time. The protections set out in the Act respecting labour standards are real, but they operate within short deadlines, sometimes 45 days.
OLS, a boutique labour and employment law firm, has been advising executives, professionals and employers across Quebec for over 75 years. The initial assessment is free.
Dismissal and Termination
Negotiated departures, contested terminations, and severance work for executives and senior professionals.
Executive Dismissal
Representation of senior executives, VPs and C-suite officers in negotiated departures or contested terminations. Severance, non-compete waivers, equity acceleration. See related issue: executive dismissal specific issues.
Wrongful Dismissal
Dismissals without just and sufficient cause – the most common dispute in Quebec employment law. Article 124 of the LSA gives a 45-day window. Hundreds of files run at the TAT and in court.
Constructive Dismissal
The Farber c. Cie Trust Royal (SCC, 1997) framework applied to current files. Substantial change in conditions, demotion in fact, forced relocation, salary reduction.
Severance Pay
Negotiation using the Bardal factors. Common recovery ranges from 6 to 30 months of total compensation depending on the executive profile and any restrictive covenants.
Which recourse, and how much time do you have?
The right recourse depends on three things: your situation, your years of service and the time elapsed since the events. For a contested dismissal, the most common entry point is filing a complaint with the CNESST, but it is not always the most advantageous route. The table below sums up the main scenarios the firm handles. One case can open several doors at once; that is exactly what a lawyer assesses in a first consultation.
| Your situation | Main recourse | Deadline to act | Forum |
|---|---|---|---|
| Dismissal without good and sufficient cause (2 years of uninterrupted service) | Complaint under s. 124 of the Act respecting labour standards (ALS) | 45 days | CNESST, then TAT |
| Constructive dismissal (substantial change to your position) | S. 124 complaint or civil action | 45 days for the complaint | CNESST/TAT or civil courts |
| Severance package deemed insufficient (executive, professional) | Negotiation, then civil action based on art. 2091 C.C.Q. | 3 years (civil prescription) | Civil courts |
| Psychological harassment at work | Complaint under s. 123.6 ALS | 2 years from the last incident | CNESST, then TAT |
| Age discrimination or another ground under the Quebec Charter | Complaint to the CDPDJ or civil action | Varies by recourse; act quickly | CDPDJ, courts |
| Workplace accident or occupational disease | Claim under the AIAOD | 6 months | CNESST |
| Unpaid wages, overtime or vacation pay | Monetary complaint under the ALS | 1 year | CNESST |
A missed deadline closes the door, whatever the case is worth. Our rule is simple: nobody should sign a release the same day it is handed to them. If your situation seems to match more than one row of this table, do not choose alone: the recourse strategy is decided with the documents in hand.
Workplace Conduct and Health
Harassment, discrimination and occupational health – the recurring conflicts inside the workplace.
Psychological Harassment
Article 81.18 LSA, including the 2026 reform under Bill 42. Two-year deadline to file with CNESST.
Age Discrimination
Quebec Charter, Article 10. Frequent in restructurings and forced retirements. We focus on documentation and comparable analysis.
CSST / CNESST
Workplace accidents, occupational illnesses, complex cost recovery for employers. Includes cost optimization.
Why executives and employers retain OLS
Labour and employment law is our only practice. Not one department among many: the whole firm. That focus brings two concrete advantages. First, a close knowledge of the decision-makers, because the TAT, the CNESST and the civil courts do not weigh a case the same way. Second, a volume of comparable files that lets us situate a severance offer within minutes rather than weeks.
The firm’s 85 Google reviews (4.7 out of 5) keep coming back to the same points: fast answers, fees explained up front, tightly scoped mandates. OLS works in English and in French from its Peel Street office in downtown Montreal, and represents executive employees as well as SMB employers. Never both sides of the same case.
A labour and employment lawyer near you
Montreal head office, dedicated practice across Quebec.
Sherbrooke · Longueuil · Laval · Lévis · All Service Areas
Frequently asked questions about labour and employment lawyers
How much does an employment lawyer cost in Quebec?
At OLS, the first assessment costs nothing: you lay out your situation, the lawyer tells you whether a recourse exists and what it could be worth. The mandate’s fees are then set out in advance, based on the nature of the file. In a severance negotiation, the improvement obtained frequently exceeds the cost of the mandate, which changes the math entirely.
When should you consult a labour and employment lawyer?
Before signing anything. A signed release extinguishes your recourses, even if the offer sat well below what the law would have given you. Other good moments: a summons to a disciplinary meeting, an imposed change to your duties or salary, a departure offer, a harassment situation taking hold. The earlier the consultation, the more room there is to act.
Does OLS represent employees or employers?
Both, by design. The firm defends executives and professionals through their departures, and advises SMBs on managing their labour relations. That dual practice gives a realistic reading of what the other side will accept. No file ever pits two of the firm’s clients against each other: conflicts are checked before any mandate opens.
What should you bring to a first consultation?
Your employment contract, the termination letter or departure offer if there is one, your last three pay statements, and any relevant written exchanges with your employer. No complete file? Come anyway: the 45-day deadline under section 124 runs while you gather your documents.
Talk to a Labour and Employment Lawyer
Free initial assessment. Call +1 (514) 700-6753 or use the contact form on the home page.
