Editing Charter of the French Language (section)

===Labour relations===
Nineteen articles of the ''Charter'' provide for the general goal of making French the language of labour relations and ensuring each worker's right to work in French.

Employers are to draw up written communications to all or part of their staff, including after termination of the employment relationship, in French. They are also required to publish offers of employment, transfer or promotion in the official language. An employment contract must be provided in French first to a candidate if it falls under the definition of [[contracts of adhesion]] (i.e., a contract whose main provisions are not negotiable). It is only after the parties have examined the contract's French version that they may choose to be bound by its version in another language. Freely negotiated employment contracts may be drawn up in another language than French at the parties' express wish.

In particular, an employer cannot dismiss, lay off, demote, transfer or take reprisals against, or impose any other penalty on, a staff member on the sole account of he or she being exclusively French-speaking or of possessing insufficient knowledge of a non-official language, or because that member demanded the respect of his or her right to work in French. As a job requirement, knowledge or a specific level of knowledge of a language other than French is prohibited, unless the nature of the duties require it.

The {{lang|fr|i=|Commission des normes, de l’équité, de la santé et de la sécurité du travail}} (Employment Standards, Equity, Health and Safety Commission) arbitrates in case of disagreement over the necessity of knowing a non-official language to perform a given work. The burden of the proof is on the employer, who must satiety each the following criteria in order to meet the requirement of having taken all reasonable means to avoid requiring knowledge or a specific level of knowledge of a language other than the official language:

# The employer assessed the actual language needs associated with the duties to be performed; 
# The employer made sure that the language knowledge already required from other staff members was insufficient for the performance of those duties; and
# The employer restricted as much as possible the number of positions involving duties whose performance requires knowledge or a specific level of knowledge of a language other than the official language.<ref>Charter of the French Language, [https://www.legisquebec.gouv.qc.ca/en/document/cs/c-11]<nowiki> |date=December 11, 2022 }}</nowiki></ref>