The complete guide to outplacement in Québec in 2026
During a group termination, outplacement supports your employees toward new opportunities and reflects responsible, caring human resources management.
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In the context of Québec businesses, outplacement assistance is a key element during periods of group termination. This service softens the negative effects of layoffs, for employers and employees alike. By offering structured, tailored support, the organization guides the people affected toward new opportunities while meeting the obligations set out in Québec's labour standards.
This guide covers the whole picture: what outplacement is, its services, its benefits, its legal framework, the available formats, how to choose a provider and what costs to expect. It is for information purposes and does not constitute legal advice.
In this guide
- What is outplacement assistance?
- The benefits of outplacement
- When should this service be offered?
- Who should this service be offered to?
- What the law says
- The outplacement assistance committee
- Putting the services in place
- Announcing the termination with consideration
- Supporting the remaining teams
- Outplacement or career transition
- The formats at Leduc HR
- How a program unfolds
- Choosing a provider
- Costs and factors
- Your other HR challenges
- Going further: our articles
- Frequently asked questions
What is outplacement assistance?
Outplacement assistance refers to a set of services and resources made available to laid-off employees to ease their transition toward new professional opportunities. These services include skills assessments, career coaching, job-search workshops, psychological support and access to professional networks.
The services at the heart of a program
An outplacement program combines several forms of support, adjusted to each person's profile and pace.
On top of these services comes access to professional networks, which lets people meet recruiters and potential employers.
Related terms
The benefits of outplacement
Offering outplacement benefits both the people affected and the organization. It is a gesture of consideration that also has concrete effects on the workplace climate and reputation.
For employers
For employees
When should this service be offered?
Outplacement services can be offered regardless of the number of people affected. In some cases, when the number of laid-off employees reaches a threshold set by law, the organization may be required to provide them and must notify the minister. The Act respecting labour standards governs these situations.
The right timing
Outplacement is best offered as soon as group terminations are announced. Early, transparent communication prepares people and softens the shock. It helps to quickly make them aware of the available services and the resources they will have access to, which reduces the uncertainty and stress tied to the period ahead.
The importance of rapid access
Rapid access helps absorb the initial shock and makes it possible to start the process as soon as the person is ready. Making resources available without delay, for example through information sessions, ensures that each person benefits from full support from the very start of their transition.
Who should this service be offered to?
Outplacement services should be offered to everyone affected by a group termination, regardless of hierarchical level, seniority, department or function. By supporting all the people concerned, the organization demonstrates its commitment to the well-being of its staff and to responsible management.
Equal treatment
Ensuring that each person receives appropriate support minimizes the negative impacts of layoffs and makes the transition smoother for everyone. It is also the sign of an ethical, responsible way of handling group-termination situations.
Outplacement: what the law says
In Québec, the legislative framework around group termination is set out in the Act respecting labour standards. When a group termination is being considered, several obligations may apply to employers. Here are the main lines, for information purposes. To understand the terms, see our definitions of the Act respecting labour standards and the CNESST.
The notice to the minister
In a group termination, the employer must send a notice to the minister of Employment and Social Solidarity if at least 10 employees are affected over a period of two consecutive months. This notice states, among other things, the number of people concerned, the categories of positions affected, the reasons and the expected date of the end of employment. This procedure lets the authorities coordinate the necessary assistance measures.
Group termination of 10 people or more
A group termination is defined as a termination of employment, including a layoff of six months or more, affecting at least 10 employees of the same establishment over a period of two consecutive months. When this threshold is reached, the employer must notify the minister, which makes it possible to put measures in place to soften the effects of the termination.
Group termination of 50 people or more
Québec legislation may require outplacement assistance services to be put in place when the number of laid-off employees exceeds a set threshold. These services can include career advice, training and job-search workshops, to offer structured support toward new opportunities.
Beyond the thresholds, local context matters. For an overview of the obligations and best practices by region, see our article on group termination in Montréal, and avoid common pitfalls with the 5 frequent mistakes in group terminations in Québec.
Please note: the exact thresholds, deadlines and obligations depend on the situation and can change. This guide is for information purposes and does not constitute legal advice. Interpreting the applicable law and the resulting decisions are the responsibility of the organization's legal advisors. When in doubt, it is prudent to confirm your obligations with a legal professional or the competent authorities.
The outplacement assistance committee
When a group termination affects a large number of people, the Act respecting labour standards provides for a specific mechanism: the outplacement assistance committee, often abbreviated CAR in French. Here is how it works, for information purposes. Our article on section 84.0.10 of the Act respecting labour standards explores the topic in depth.
What is the outplacement assistance committee?
When the number of employees affected by a group termination reaches 50 or more, the minister may ask the employer to form an outplacement assistance committee. This committee is joint: it brings together representatives of the employer and of the employees, or of the certified association where applicable, who must form it and collaborate on its mission. Its objective is clear: help laid-off people re-enter the job market. This mechanism is part of a long Québec tradition, as retraced in the history of the outplacement committee in Québec.
The committee's mandate
The committee has three main responsibilities: assess the needs of the people affected, develop an outplacement plan to ease their return to work, then oversee the delivery of services. These services include, among other things, information, support, workshops, assessments, training and job-search assistance. The committee acts as a link between the employer, the people affected and the available resources, including Services Québec.
Funding
The employer bears part of the costs tied to the committee's operation and to carrying out the plan. Government financial assistance, through Services Québec, can cover part of the eligible expenses, generally around half, and sometimes more when the company's financial situation warrants it. The contribution of the employees' representatives is considered part of the employer's. The precise parameters are set by the government program.
The exemption: offering equivalent services
An employer that already offers equivalent support services can request an exemption from setting up a formal committee. This is often the case when an agreement is reached with a firm specialized in transition and outplacement. It must then be shown that the services pursue the same objectives as those set out in the law. This route offers greater simplicity while ensuring quality support for the people affected.
The role of a specialized partner
A partner like Leduc HR can support the committee or provide the outplacement services that stand in for it: running workshops, skills assessments, career coaching, job-search support and coordination with public resources. Discover our outplacement services or talk with an expert about your situation.
Please note: the committee's thresholds, operation and funding can change and involve particularities. This guide is for information purposes and does not constitute legal advice. For your precise obligations, rely on your legal advisors and the competent authorities.
Putting outplacement assistance services in place
Even when legal obligations do not apply, many organizations choose to offer outplacement services. This proactive approach supports people through a period of change and demonstrates the organization's commitment to the well-being of its staff. By offering outplacement services, you soften the negative impacts of layoffs, preserve the morale of the remaining teams and reduce the risk of disputes.
The right time to involve a partner is often upstream. Our article on business reorganization explains when and how to call on a career-transition partner, and another answers the question: should you offer support during a termination? Compliance and risk management remain, moreover, a pillar of responsible terminations.
Announcing the termination with consideration
The quality of the announcement shapes everything that follows. A meeting handled with respect and preparation softens the shock and sets the stage for successful outplacement. Several decisions deserve thought: the place, the timing, the tone and the words used.
At the time of the announcement, it helps to be ready to answer the first 10 questions employees ask, and to know how to announce that a transition program will be offered, to quickly point the person to the available support. You can also tell them where to turn after a termination.
A successful announcement is prepared upstream. See how to avoid planning mistakes, why you should structure the termination with an organizational strategy, and how to align messages to preserve trust. The day of the announcement remains a moment to handle with care. And when a person reacts strongly, our articles help you step in when they are in shock or when they put themselves down.
Supporting the remaining teams
A group termination does not only affect the people who leave. The remaining teams also live through the event: uncertainty, overload, loss of bearings. Taking care of them protects engagement and productivity, and is one of the often-underestimated benefits of a well-run process.
A poorly handled process leaves lasting marks: see the real impacts of a poorly managed termination. Conversely, simple gestures help rebuild trust: communicating transparently, acknowledging emotions and restoring clarity about what comes next. Our article on how to support the remaining employees after a wave of layoffs offers concrete avenues.
Outplacement or career transition
Both approaches aim to support people through a period of transition, but they do not meet the same need. The distinction mainly comes down to scale: a group affected by a group termination, or a person supported individually.
Outplacement
- A collective approach, for several people at once
- Designed to manage the impacts of a group termination
- Group workshops, collective advice and shared resources
- Fast, effective support at scale
Ideal for minimizing career interruptions across a group and easing a smooth transition.
Career transition
- An individualized approach, centred on one person
- Detailed assessment of skills and objectives
- One-on-one coaching and tailored advice
- Support adapted to each person's path
Ideal for meeting the unique needs of one person throughout their career change.
In short, individual career transition adjusts to the needs of a single person, while outplacement meets the collective needs of a group affected by a termination. For a more detailed overview, read our article Outplacement vs career transition, or the one that helps you choose which approach to keep depending on your situation. Also discover our career transition services.
Some profiles call for particular attention. Supporting executives meets specific challenges, while other people are approaching a new stage of life: think of retirement planning. And to reassure on outcomes, see what becomes of a person after a transition program.
The types of outplacement assistance services at Leduc HR
We offer several formats to meet the different needs of people affected by a termination. Each is designed to offer support suited to the circumstances of each situation.
Individual format
Personalized meetings that respect each person's pace and needs: tailored support, adjusted sessions and a complete toolkit (resume, interviews, skills development). Recommended for specific needs, for example senior executives or more sustained support.
Group format
Interactive professional workshops where participants gain skills and knowledge collectively. Structured content, shared resources and small groups that encourage exchange. Ideal for supporting a large number of people at similar levels or in similar departments.
Hybrid format
The combination of one-on-one coaching and group workshops: personalized attention and group dynamics together. A flexible approach, recommended to maximize a program's effectiveness when people benefit from both individual follow-up and the group.
The individual and group formats can be adjusted, or even combined, depending on the size of the group and the profiles supported.
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How an outplacement program unfolds
Beyond the formats, an outplacement program follows a logical progression, from the first contact to the new opportunity. Here are the main steps, which adapt to each person's pace and needs.
Welcome and information
As soon as the announcement is made, information sessions present the services offered and reassure people. This is the moment to absorb the shock and understand the support available.
Assessment and direction
A skills assessment takes stock of strengths, interests and aspirations, to clarify a realistic and promising direction.
Action plan
The person and their coach set objectives, a target role and a structured search strategy, step by step.
Tools and workshops
Resume writing, interview preparation, professional online presence and networking: the toolkit is built concretely.
Active search
The person moves into action, supported in accessing both the visible and the hidden job market, with the backing of a professional network.
Follow-up and integration
Support continues until a new opportunity is secured, and sometimes beyond, to ease integration.
The duration varies with the profile and the market. At the end of the process, most people find a path that suits them: see what becomes of a person after a transition program. For profiles that require it, supporting executives provides for more advanced steps.
At the heart of the process, human coaching makes the difference. Our articles explain how AI and career coaching complement each other, and why it helps to put career management at the heart of the support.
Choosing an outplacement services provider
Choosing a provider is an important decision for any organization facing a group termination. The offering is varied, from the small structure to the large firm, in person or virtual. A few criteria help select the one that best suits your organization and your employees.
The approach
The provider must ensure that each person feels supported in a personalized way. A person-centred approach, carried by a dedicated team of experienced professionals, makes all the difference to the success of transitions.
Flexibility
Paths and needs vary. Favour programs that are flexible in duration and available hours, able to adapt to the circumstances of each termination rather than rigid formulas.
Experience
Find out about time in business, size and scope of services. Ask for references, testimonials and case studies, and explore the provider's website to understand its history, culture and values.
A few simple questions say a lot: what is your approach? Who makes up the team and what is their experience? Can you provide references in my sector? How do you adapt your programs? How does follow-up work? The answers let you compare on concrete grounds. To go further, see our essential criteria for choosing a career-transition partner in Québec in 2026.
The cost of outplacement services
Costs vary with several factors: the size of the organization, the number of people concerned and the type of services offered. Fees also fluctuate with the chosen format, individual, group or hybrid.
The factors that influence costs
- Number of people concerned: the larger the group, the higher the total cost can be, but the cost per person often drops thanks to the economies of scale of group programs.
- Type of service offered: individual services (personalized coaching, in-depth assessments) tend to cost more than group workshops, which offer a more economical solution while maintaining quality.
- Program duration: longer support, with continuous follow-up, means a higher cost than a short program.
- Provider expertise and reputation: an established provider, offering specialized expertise and proven tools, may justify higher fees.
Well designed, these services are a strategic investment. By choosing the right format and a reputable provider, the organization gives its employees the support they need, and the long-term benefits often outweigh the initial costs.
Outplacement and your other HR challenges
A group termination often takes place in a broader context. Depending on your situation, other services can complement outplacement.
- To plan a reorganization and carry it out with consideration, see our reorganization and termination consulting service.
- To support a person individually, discover career transition and management.
- To fill a key vacant position, our recruitment and headhunting team can support you.
- To structure your HR practices during the transition, explore HR consulting and interim.
Going further on outplacement
A selection of articles to explore every facet of outplacement and terminations, from strategy to the legal framework, including the announcement, team support and costs.
Frequently asked questions about outplacement
Concrete answers to the questions leadership teams and managers often ask during a group termination.
What is outplacement assistance?
It is a set of services offered to people who have been laid off to ease their transition toward new opportunities: skills assessment, career coaching, job-search workshops, psychological support and access to professional networks.
What is the difference with career transition?
Outplacement is a collective approach, designed for a group affected by a termination. Career transition is individualized and centred on a single person. Both aim to support people through change. See our article Outplacement vs career transition.
Is outplacement mandatory in Québec?
In certain group-termination situations, the law may require notifying the minister and putting assistance measures in place. The thresholds and obligations depend on the situation. This guide is for information purposes and does not replace legal advice.
What is a group termination?
It is a termination of employment, including a layoff of six months or more, affecting at least 10 employees of the same establishment over a period of two consecutive months, under the Act respecting labour standards.
What is the notice to the minister?
It is the notice the employer must send to the Minister of Employment and Social Solidarity in the event of a group termination affecting at least 10 employees over two consecutive months. It states, among other things, the number of people, the positions affected and the expected date of the end of employment. See the notice to the minister, explained.
What is the outplacement assistance committee?
It is a joint committee bringing together the employer and the employees, which the minister may require when a group termination affects 50 people or more. Its mission: assess needs, develop an outplacement plan and oversee services to ease the return to work. See our article on section 84.0.10 of the Act respecting labour standards.
Can you be exempted from forming an outplacement assistance committee?
Yes, in some cases. An employer that already offers equivalent support services, for example through an agreement with a specialized firm, may request an exemption. It must be shown that the services pursue the same objectives as those set out in the law.
When should outplacement services be offered?
Ideally as soon as the terminations are announced. Early communication and rapid access to services soften the shock and make it possible to start the process as soon as the person is ready.
Who should be offered outplacement?
All the people affected, regardless of hierarchical level, seniority or department. Equal treatment reduces the negative impacts and reflects responsible management.
What outplacement formats exist?
Three main ones: individual (personalized meetings), group (interactive workshops) and hybrid (a combination of the two). The choice depends on the number of people and their needs.
How much do outplacement services cost?
The cost varies with the number of people, the type of services, the duration and the provider. Group programs benefit from economies of scale. See our benchmarks on the cost of outplacement.
Can outplacement be delivered remotely?
Yes. Many programs run virtually or in hybrid mode, which offers flexibility and accessibility. A few points deserve attention before choosing virtual: see what to know before opting for a virtual solution.
How do you choose an outplacement provider?
By assessing its approach (person-centred), its flexibility (adjustable duration and hours) and its experience (references, testimonials, case studies). A dedicated, experienced team makes the difference.
Does outplacement also benefit the employer?
Yes. It reduces the risk of disputes, preserves the engagement of the remaining teams and strengthens the employer brand, while reflecting caring management.
Does outplacement replace legal advice?
No. Outplacement supports people; it does not interpret the law. For your legal obligations in a group termination, rely on your legal advisors. An outplacement provider can collaborate with them.
How do you announce a termination with consideration?
By preparing the meeting carefully: choose the right time and place, stay clear and human, welcome emotions and quickly point the person to the support offered. See our guide to planning a termination.
Should you take care of the remaining teams?
Yes. The people who stay also live through the event. Communicating transparently and acknowledging emotions protects engagement and productivity. See how to support the remaining teams.
Is outplacement suitable for executives?
Yes, with a tailored approach. Executives face particular challenges that call for a custom approach, often in an individual format. See executive career transition.
Need support during a termination?
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