Quebec Requires Workplace Just Transition Committees

Summary#

This Quebec bill would require many larger employers to set up a joint workplace committee on a “just transition” to a greener economy. “Just transition” means cutting pollution while protecting jobs and helping workers gain new skills.

• Applies to employers in government‑set categories with 50 or more employees.
• Creates a joint committee where at least half the members are employees (not managers).
• Committee advises on lowering emissions and waste, creating green jobs, and fair retraining plans.
• Employer must consult the committee on related decisions, share requested information, file a report every two years, and reply to recommendations within three months.
• Members get paid time for meetings and training; the employer pays training costs and reasonable expert fees.
• The law starts once the government issues detailed rules (regulations).

What it means for you#

• Workers

  • You would have a formal voice on climate and job changes at your workplace.
  • At least half the committee are employee reps. Each rep gets up to 28 paid hours a year to do committee work, plus meeting time during work hours.
  • You can get training on green transition issues paid by your employer.
  • The committee can recommend retraining and fair job transfer plans if your job is affected.
  • You still keep the right to speak directly to your employer about these topics.

• Employers (in covered sectors, 50+ employees)

  • You must create the committee and meet at least once every three months.
  • You must consult the committee before decisions related to its mandate and agree on a reasonable timeline for feedback.
  • You must share requested information tied to the committee’s work. This can include funding sources, investments, gender equality stats, social and cultural activities, and environmental impacts.
  • If you have 50+ employees, you must produce a report every two years on topics the government will define and give it to the committee.
  • You must pay for member training and any expert the committee hires at a reasonable cost.
  • You must answer the committee’s recommendations with reasons within three months.
  • Committee recommendations need a “double majority” (most of all members and most of the employee reps). Recommendations are advisory; you must respond but do not have to agree.

• Unions and employee representation

  • In unionized workplaces, the accredited union names the employee representatives. If there are several unions, they are expected to agree on the choices.
  • If unions cannot agree, or some workers are not represented, the government will set the selection rules by regulation.
  • The number of employee representatives rises with workplace size (for example, 3 reps for 50–150 employees; 11 for more than 1,500).

• Small employers

  • Workplaces with fewer than 50 employees are not required to set up a committee under this bill.

• Timing and scope

  • The government will decide which categories of employers are covered and set more details in regulations. The law takes effect when the first regulation comes into force.

Expenses#

No publicly available information.

Proponents' View#

• Gives workers and employers a structured forum to plan climate actions that also protect jobs.
• Encourages practical steps to cut waste and emissions at the workplace level, where many decisions are made.
• Supports retraining so workers can move into stable, green jobs rather than be left behind.
• Brings more transparency by requiring employers to share relevant information and file regular reports.
• The double‑majority rule pushes both sides to find common ground and avoid conflict.
• Helps Quebec meet climate goals while keeping social and economic fairness in mind.

Opponents' View#

• Adds costs and red tape for mid‑size and large employers (paid time, training, expert fees, reporting).
• May duplicate existing committees or processes in some workplaces (for example, health and safety or environmental committees).
• Could slow down business decisions if consultations take time or if there are many information requests.
• Raises confidentiality concerns about sharing detailed financial or operational data with a committee.
• Leaves uncertainty until regulations define which employers are covered and what must be in the biennial report.
• The set number of employee reps and fixed time allowances may be rigid for some workplaces.