If your company operates in Quebec — or is planning to — you have probably heard about Bill 96. Since it came into force, it has fundamentally changed the rules for doing business in the province. Contracts must now be provided in French. Job offers must be issued in French first. Employees have the right to work entirely in French, even in multinational companies.
For many businesses outside Quebec, the law feels overwhelming. The obligations are broad, the timeline has already started, and the penalties for non-compliance are real.
This guide explains what Bill 96 actually is, what it requires from your business, which deadlines have passed and which are still ahead, and what you need to do right now to stay on the right side of the law.
What Is Bill 96?
Bill 96 — officially known as An Act respecting French, the official and common language of Québec — is a sweeping reform of Quebec’s language legislation. Adopted in June 2022, it significantly strengthens the existing Charter of the French Language (Bill 101), which has governed language use in Quebec since 1977.
The goal of the legislation is straightforward: to protect and promote the French language as the common language of public life, the workplace, commerce, and government in Quebec. In practical terms, this means that French must now be the default language of communication in virtually every aspect of business — not just a secondary option.
Bill 96 applies to all businesses that have employees or clients in Quebec, regardless of where the company is headquartered. A company based in Toronto, Vancouver, Calgary, or New York with operations, employees, or customers in Quebec is subject to the law.
How Does Bill 96 Differ from the Original Bill 101?
Bill 101 already required businesses in Quebec with 50 or more employees to operate in French — a requirement that many large companies had long adapted to. Bill 96 goes much further.
The key differences are:
Scope is wider. Bill 96 extends several obligations to businesses with as few as 25 employees, not just those with 50 or more. This brings many small and mid-sized businesses into the regulatory framework for the first time.
Contracts and legal documents must be in French. Under the original Bill 101, contracts between businesses could be written in another language by mutual agreement. Bill 96 restricts this significantly, particularly when one party is a Quebec consumer.
Employment documents must be in French by default. Job postings, offer letters, employment contracts, internal policies, HR handbooks, performance evaluations — all must now be provided in French. An employer may only use another language if the employee explicitly requests it in writing, and only after the French version has been offered.
Knowledge of a language other than French cannot be a hiring requirement unless the employer can demonstrate that the nature of the position genuinely requires it and that no existing employee already has that language skill.
Websites must be available in French. Any business that offers products or services to Quebec consumers must have a French-language version of its website that is at least as complete and prominent as its English version.
Software and technology must be available in French. Computer systems, software, and interfaces used by employees in Quebec must be available in French.
Which Businesses Are Affected?
Bill 96 affects a broader range of businesses than many companies initially assumed. You are subject to the law if any of the following apply:
- You have one or more employees based in Quebec
- You sell products or services to consumers in Quebec
- You have a physical presence in Quebec, even a small office or satellite location
- You operate a website that targets Quebec consumers
- You issue contracts, invoices, or documentation to Quebec-based clients
This means the law is not limited to large Quebec corporations. An Ontario-based manufacturer with a Quebec sales representative, an Alberta technology company with a Montreal development team, or a BC logistics firm with clients across the province — all of these businesses have obligations under Bill 96.
What Documents Must Be Translated into French?
This is the question most businesses ask first — and for good reason. The list is extensive.
Employment and HR documents
- Job postings and recruitment advertisements
- Offer letters and employment contracts
- Employee onboarding materials
- HR policies and employee handbooks
- Workplace health and safety procedures
- Performance review forms and disciplinary notices
- Internal communications addressed to employees in Quebec
All of these must be provided in French. If your company issues them in English only, you are not compliant. If you provide a bilingual version, the French text must be at least as prominent and complete as the English text — it cannot be a summary or a shortened version.
Contracts and commercial documents
Contracts entered into with Quebec consumers must be drafted in French. This includes sales contracts, service agreements, subscription terms, and standard-form contracts — the kind of pre-written agreements that consumers sign without negotiating individual terms.
Contracts between businesses (B2B) have slightly more flexibility: both parties may agree to use another language. However, the default must be French, and any waiver of that right must be explicit and informed.
Invoices, receipts, order forms, and other commercial documents addressed to Quebec clients must also be in French.
Marketing and public-facing content
Product packaging sold in Quebec must include French labelling that is at least as prominent as any other language. This requirement is not new — it existed under Bill 101 — but Bill 96 increases enforcement and penalties.
Advertising and promotional materials, including digital advertising, must be in French. If your company runs bilingual advertising campaigns, the French content must be equivalent to the English content in terms of size, visibility, and placement.
Websites, social media accounts, and digital interfaces targeting Quebec consumers must be available in French.
Internal software and technology
Any software, platform, or digital tool used by employees working in Quebec must be available in a French-language version. This includes project management tools, HR platforms, CRM systems, and internal portals. If a French-language version exists in the market, the employer is expected to use it or make it available.
Key Deadlines: Where Does Your Business Stand?
Bill 96 was adopted in June 2022, but its obligations came into effect in stages. Here is a summary of the key dates:
June 2022 — Law adopted. The act came into force, establishing the new framework and beginning the transition period.
June 2023 — Most provisions became enforceable. The majority of obligations for businesses — including the French-first requirement for employment documents, contracts with consumers, and public-facing communications — became legally binding.
June 2025 — Full compliance for medium-sized businesses. Businesses with 25 to 49 employees were required to complete their French-language analysis and begin the francization process — the formal assessment and improvement of French language use within the company.
If your business has not yet assessed its compliance posture, you are operating in a risk zone. The Office québécois de la langue française (OQLF), the body responsible for enforcement, has the authority to conduct audits, issue compliance orders, and impose penalties.
Penalties for non-compliance can reach $7,000 per day for a first offence and up to $30,000 per day for repeat violations for corporations. These are not theoretical numbers — enforcement has increased significantly since the law came into full effect.
The Francization Process: What Is It and Does It Apply to You?
If your company has 25 or more employees in Quebec, you are required to register with the OQLF and implement a francization program — a formal, documented process for evaluating and improving the use of French within your organization.
The francization program typically involves:
- Registration with the OQLF — submitting your company’s information and workforce data
- A French-language analysis — an internal audit of how French is used across all functions of the business: communications, documentation, management, technology
- A francization committee — if you have 100 or more employees, you must establish a joint employer-employee committee responsible for overseeing the program
- A francization certificate — once the OQLF is satisfied that your company operates in French, it issues a certificate confirming compliance
The process is not a one-time exercise. It requires ongoing monitoring and periodic renewal.
Common Mistakes Quebec Businesses — and Companies Entering Quebec — Make
After working with dozens of Canadian and international businesses navigating Bill 96, our team sees the same compliance gaps repeatedly.
Issuing bilingual contracts without a French-first version. A side-by-side bilingual contract is not sufficient if the French text is not the operative version. Courts in Quebec will apply the French text in cases of ambiguity.
Using English-only job postings. Even for positions that require English, the job posting itself must be in French. The language requirement for the role must be justified in the posting.
Assuming B2B contracts are exempt. They are not automatically exempt — the French-first default applies unless both parties explicitly agree in writing to use another language.
Failing to translate HR handbooks and policies. Many companies have decades-old employee handbooks that have never been translated. These are a direct compliance liability.
Treating packaging translation as optional. Quebec has strict requirements for French labelling on consumer products. A product sold in Quebec without compliant French labelling can be removed from shelves.
Believing the law only applies to large companies. The 25-employee threshold brings many mid-sized businesses into scope for the first time. If you have grown in recent years, it is worth reassessing where you stand.
What Should Your Business Do Right Now?
If you have not yet addressed your Bill 96 obligations, the following steps will help you prioritize.
Step 1 — Audit your current documents. Start with your employment contracts, offer letters, HR policies, and any standard-form contracts you use with Quebec clients. Identify which exist only in English.
Step 2 — Assess your workforce. Count how many employees you have in Quebec. If the number is at or approaching 25, you need to register with the OQLF and begin the francization process.
Step 3 — Review your website. If your website does not have a French version, or if the French version is materially less complete than the English version, this needs to be addressed — particularly if you actively market to Quebec consumers.
Step 4 — Translate priority documents. Employment contracts and consumer-facing contracts are the highest legal exposure. Prioritize these first, then work through HR documentation and marketing materials.
Step 5 — Work with certified french translators. Bill 96 compliance is not an area where machine translation or informal bilingual employees are adequate. Your documents need to be translated by certified professional translators who understand both Quebec French and the legal and regulatory context. Errors in translated contracts can have legal consequences.
Step 6 — Document everything. Keep records of when documents were translated, by whom, and when they were issued to employees or clients. In the event of an OQLF audit, your ability to demonstrate a good-faith compliance effort matters.
How Frenchside Can Help
Frenchside has been helping Canadian and international businesses navigate French translation requirements for over 10 years. Our certified translators are accredited by Canada’s leading provincial translation associations — OTTIAQ, ATIO, STIBC, ATIA, and others — and specialize in the legal, HR, and commercial document types that Bill 96 compliance requires.
We translate employment contracts, HR handbooks, job postings, service agreements, consumer contracts, product packaging, and websites — accurately, quickly, and with full awareness of Quebec’s regulatory requirements.
Whether you need a single document translated urgently or a structured program to bring your entire documentation library into compliance, our team can support you.
The Bottom Line
Bill 96 is not going away, and enforcement is only increasing. For businesses operating in Quebec, the question is no longer whether to comply — it is how quickly and how thoroughly you can address the gaps in your current documentation and processes.
The good news is that for most businesses, the core compliance work is manageable. A systematic audit of your employment and commercial documents, followed by professional translation of the priority items, gets you most of the way there.
The cost of non-compliance — in fines, legal exposure, and reputational risk with Quebec clients and employees — is far higher than the cost of getting it right.
Need to translate your employment contracts, HR policies, or commercial documents into French for Quebec compliance? Get your free quote in 30 minutes — our certified translators specialize in Bill 96 compliance documentation.
