Québec’s Bill 96: Navigating with Clarity, Confidence, and Compliance with Libera HR

As of June 1, 2025, Quebec businesses with 25 or more employees must pay closer attention to French language requirements. These requirements fall under the Charter of the French Language, as amended by Bill 96.

For many small and mid-sized businesses, this creates new operational pressure. HR teams must now review recruitment, onboarding, policies, contracts, employee communications, and workplace tools.

If your organization has not yet adapted, now is the time to act. With Libera HR as your consulting partner, you do not have to manage these requirements alone.

Understanding Bill 96—And Its Impact on HR

Quebec introduced Bill 96 in 2022 to reinforce the use of French in public life and business. The law builds on the Charter of the French Language. It also strengthens French language obligations for employers operating in Quebec.

However, this is not just a legal update. Bill 96 affects how businesses communicate, hire, train, and support employees.

For HR teams, this means reviewing employee-facing materials and workplace practices.

Key Bill 96 Requirements for Quebec Employers

Bill 96 affects many areas of workplace communication. Employers should review the following areas.

1. Written Communications

Employers must provide internal and external written communications in French. This includes emails, memos, policies, notices, and other workplace documents.

2. Employment Contracts and HR Documents

Employers must draft employment contracts and HR documentation in French by default. This includes onboarding materials, policies, HR emails, newsletters, and employee handbooks.

An employer may provide another language version only after making the French version available. The employee must also expressly request the other version.

3. Job Postings and Recruitment Materials

Employers must write job postings in French. They must also promote French postings as prominently as any English version.

In addition, employers must justify any language requirement in a job posting. If a role requires knowledge of a language other than French, the employer must explain why. The employer should also document that justification.

4. Training Materials and HR Resources

Employers must provide mandatory training, e-learning modules, workplace safety guides, and HR resources in French.

This helps employees access important workplace information in the required language.

5. Public Signage and Brand Presence

Businesses must make French the dominant language on public signage in the workplace.

They must also prioritize French on banners, brochures, promotional materials, corporate websites, and online services targeting Quebec residents.

6. Software and Internal Systems

Organizations should review internal systems used by Quebec employees. These tools should be available in French when employees use them for onboarding, training, HR administration, or daily work.

Businesses should also review computer software used by Quebec employees. This includes operating systems and application software, unless no French version exists.

How Does Bill 96 Affect HR Processes?

Compliance with Bill 96 requires more than basic translation. It requires a strategic review of how French appears throughout the employee experience.

Review Employee-Facing Materials

HR teams should review:

• Job postings and recruitment platforms
• Employment contracts and offer letters
• Employee handbooks and policies
• Onboarding documents
• Training and safety materials
• HR emails, newsletters, and notices

Review Systems and Public-Facing Materials

Organizations should also review:

• Internal software and employee systems
• Website content
• Public-facing employer brand materials
• Promotional materials targeting Quebec residents

Focus on Accessibility and Consistency

A strong compliance approach should consider tone, accessibility, and consistency. French versions should not feel like an afterthought.

They should be clear, complete, and easy for employees to access.

Where Libera HR Comes In

Implementing Bill 96 standards doesn’t have to be overwhelming. At Libera HR, we specialize in turning complex HR challenges into manageable, strategic solutions. As your consulting partner, we work alongside your leadership and HR teams to ensure your workplace is fully compliant—while keeping your employee experience top of mind.

Here’s how we can support your success:

Bilingual Onboarding Packages
We create fully customized onboarding kits and employee documents in both French and English—so you’re not just translating, you’re engaging.

Bill 96-Compliant Contracts
Our contracts are drafted to meet Bill 96 requirements while maintaining clarity for your employees—no guesswork, no missed steps.

Business Impact Assessments
We assess your current materials, systems, and policies to identify where changes are needed and provide a clear action plan to align with the law.

Ongoing Support
We don’t just help you comply—we help you stay compliant. With ongoing updates and expert advice, you’ll always be prepared for what’s next.

Your Trusted Partner for Bill 96 Compliance

For businesses in Québec, the latest expansion of Bill 96 isn’t just a regulatory update—it’s a call to adapt, evolve, and operate with intention.

With Libera HR as your HR consulting partner, we’re here to remove the guesswork, reduce your risk, and help you build a workplace that thrives in both official languages. Whether you’re starting from scratch or just need to fine-tune your approach, we bring clarity, confidence, and compliance to your HR operations.

Let’s move forward together—because compliant workplaces are empowered workplaces.