This bill would set clear rules for telework (working from home) in Quebec’s labor standards law. It gives most workers a right to do some of their hours from outside the workplace when their job allows it. It also sets limits, cost sharing, privacy rules, and a way to settle disputes.
Key changes:
Workers could telework up to 40% of their hours if the job can be done remotely.
Employers could require up to 40% telework for new hires if this was stated at hiring and used within three months.
More than 40% telework would be allowed only by mutual agreement or, if the employer wants to require it, with approval from the CNESST (Quebec’s labor standards agency).
Each worker (or union) and employer would agree on a telework plan that sets duties, schedules, and limits.
Employers must cover necessary costs (at least internet, ergonomic gear, and training): 50% if the worker chooses telework, 100% if the employer requires it at hiring.
Employers could not use monitoring software; they may visit the home workspace only with consent, 24-hour notice, and between 9 a.m. and 5 p.m. Employers must publish a telework policy that includes a right to disconnect and supports for victims of domestic violence. Disputes could go to the CNESST and then to the labor tribunal.
You could work from home up to 40% of your hours if your tasks can be done remotely.
When teleworking, you can set your own schedule unless clear, legitimate business needs are listed in your telework plan.
If you choose to telework, your employer must pay 50% of necessary costs, like part of your internet, ergonomic equipment, or training. If the employer requires telework at hiring, they must pay 100% of those costs.
Your employer cannot use spyware or other monitoring software to track you. They can visit your home workspace only with your consent, with 24-hour notice, and during daytime hours.
Your workplace must have a written telework policy. It must cover the right to disconnect, how to use work tools, and support if you face domestic violence.
If you think the rules or your telework plan are not being respected, you can file a complaint with the CNESST. A labor tribunal would decide within a set time if the case goes that far.
Note: This right applies only if your job can be done remotely. Some jobs will not qualify.
New hires
An employer may require up to 40% telework if they told you at hiring and apply it within three months. This does not apply to people hired before the law takes effect.
Unionized workers
Your union and employer would agree on a telework plan for your workplace. The plan must spell out any needed schedule limits.
Employers
You must create and share a telework policy and agree on telework plans with workers or their union.
You cannot use employee monitoring software. You may request home visits only with consent and notice.
You must reimburse telework costs as set in the bill and in the telework plan.
To require more than 40% telework, you need the worker’s or union’s agreement, or approval from the CNESST based on your sector.
You should define any legitimate operational limits on schedules in each telework plan.
Estimated public fiscal impact: No publicly available information.
Employers would face ongoing costs to reimburse telework expenses (50% when worker-initiated, 100% when employer-required at hiring) and to set up policies and plans.
The government may face added costs for the CNESST and the labor tribunal to handle complaints and to make regulations.
Workers may save commuting time and costs; workers who choose to telework may still pay part of home setup costs.