What is the difference between a layoff and a dismissal in Québec?

✓ Verified answer Written from official pages, with checked citations and a verification date.

General information, not legal advice. According to the CNESST, a layoff temporarily suspends the employment contract for economic, organizational or technical reasons: you can be recalled to work and your employment relationship is maintained. A dismissal (congédiement) ends the job permanently, for disciplinary reasons or reasons related to your ability to do your tasks. In both cases the employer generally has to give a written notice of termination of employment, otherwise you are entitled to an indemnity; for a layoff, this applies to one planned for more than 6 months.

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Key facts

Layoff: Temporary suspension of the employment contract (economic, organizational or technical reasons). The person can be recalled to work and the employment relationship is maintained.
Dismissal (congédiement): Permanent end of the job, for disciplinary reasons or reasons related to the ability to do the tasks.
Notice of termination of employment: Required in writing for a dismissal, a termination or a layoff of more than 6 months. Otherwise, an indemnity. Not required in some cases, for example less than 3 months of continuous service or a serious fault.
Amounts owed: Wages, overtime and vacation pay: maximum delay of 2 weeks if the job ends in the middle of a pay period.
Details and notice periods: See the official CNESST page (monCalcul tool, complaints and recourses).

Your procedure, step by step

Start the official procedure Official page: Termination, layoff, dismissal and resignation (CNESST) (opens in a new tab)https://www.cnesst.gouv.qc.ca/fr/conditions-travail/fin-demploi/licenciement-mise-pied-congediement-demission

Figure out what you are being told. A layoff suspends the employment contract and you can be recalled; a dismissal (congédiement) ends the job for good, for disciplinary reasons or reasons related to your ability to do your tasks. A termination (licenciement: a permanent end for economic, organizational or technical reasons) is a third situation, different from a dismissal.
If it is a layoff, remember that your employment relationship is maintained during that time. If it is planned for more than 6 months, your employer must give you a notice of termination of employment within the required time, otherwise you are entitled to an indemnity.
If the layoff is for an indefinite period, or planned for less than 6 months but goes past that limit, the employer must pay the indemnity when the 6 months end. This does not break your employment relationship.
If it is a dismissal, your employer must give you a notice of termination of employment in writing and within the required time. If they do not, or if they do not respect the time limit, you are entitled to an indemnity.
Check whether the notice is not required in your situation. The CNESST lists in particular: less than 3 months of continuous service, a serious fault justifying immediate dismissal, a fixed-term contract, force majeure or a completed task.
Whatever the reason the job ended, check that you receive all the amounts owed to you (wages, overtime, vacation pay). If the job ends in the middle of a pay period, the employer may finalize some payments on the next pay, with a maximum delay of 2 weeks.
For notice periods according to your years of service, to calculate your indemnity or to find out whether a recourse exists, see the official CNESST page (monCalcul tool, "Plaintes et recours" section).

Your progress is kept on this device only: nothing is sent to Demande au Québec. Some steps only apply in certain situations: skip the ones that do not concern you.

General information drawn from official sources. It does not replace legal, medical or financial advice. For your situation, contact the organization concerned or a professional.

Sources

Licenciement, mise à pied, congédiement et démission (CNESST)
Avis de cessation d’emploi et indemnité (CNESST)
Fin d'emploi (CNESST)

Checked on October 6, 2026. Rules, deadlines and fees can change: always confirm on the official page above. Demande au Québec is an independent website, not a government site.

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