First introduced in 2022, Bill 96 is part of Québec’s continued efforts to reinforce the French language in all spheres of public life. The law builds on the Charter of the French Language and declares French as the only common language in the province.
But this isn’t just a legal technicality—it’s a major operational shift for any business with employees in Québec. HR teams, in particular, must adjust their practices across several key areas.
What’s Required Under Bill 96?
Bill 96 significantly impacts all facets of workplace communication for businesses operating in Québec. Key requirements include:
- All written communications, both internal and external, must be available in French. This includes emails, memos, policies, and other documentation shared within the organization or with the public.
- Employment contracts and HR documentation must be drafted in French by default. This includes, but is not limited to, onboarding materials, policies, HR emails, and newsletters. Versions in other languages may only be provided if a French version is also made available and the employee expressly requests it.
- Job postings, public signage, and training materials must prioritize French, ensuring the French version is at least as visible, complete, and accessible as any other language.
- Corporate websites, online services, and promotional materials targeting Québec residents must be fully available in French. The French content must be equivalent in quality and visibility to other language versions.
These obligations go beyond basic translation; they demand a thoughtful, people-centred strategy rooted in compliance and cultural respect. Meeting Bill 96 standards is essential to maintaining trust and avoiding legal risk in Québec.
How Does Bill 96 Affect HR Processes?
Compliance with Bill 96 involves more than just translating a few documents. It requires a strategic review of HR operations and employee-facing materials to ensure French is fully integrated into day-to-day processes.
HR Vibe helps organizations recognize where they’re most impacted and where support is most critical. Below are some of the most affected areas:
Hiring and Recruitment
- Job postings must be written in French and promoted as prominently as any English versions.
- Recruitment platforms must display French job descriptions in a manner that’s equally accessible.
- Any assessments or pre-employment documents must be available in French.
- In addition, employers must now justify any language requirements stated in a job posting. If a position requires knowledge of a language other than French, businesses must clearly demonstrate why it’s essential for the role, and this justification must be documented. This measure aims to reduce unnecessary barriers to employment for French-speaking candidates and uphold the spirit of the law.
Employment Contracts
- Contracts must be provided in French by default.
- An English version may only be offered after the French version is reviewed and understood by the employee.
Internal and External Communications
- All communications intended for employees—whether onboarding materials, policies, HR emails, or newsletters—must be in French.
- Communication with Québec-based clients, partners, or vendors must also include a French option.
Training and HR Resources
- Mandatory training, e-learning modules, and workplace safety guides must be available in French.
Public Signage and Brand Presence
- French must be the dominant language on any public signage in the workplace.
- Banners, brochures, and other promotional materials used in Québec must prioritize French.
- Websites targeting Québec must offer French-language content.
- Organizations should ensure that internal systems used by employees in Québec are accessible in French, especially if those systems are part of the onboarding, training, or day-to-day work experience.
Software and Technology Requirements
- While not strictly HR-related, it’s important to note that computer software—including operating systems and application software—must be available in French for Québec users, unless no French version exists. This requirement has been in place for some time, but with Bill 96’s expanded enforcement, it’s now a priority for compliance audits.
