How to make your business comply with Bill 96 without losing your international talent?

For any manager in Montreal, the challenge is twofold: attracting the best international talent while navigating the requirements of the Charter of the French Language, strengthened by Bill 96. The pressure is palpable. On one hand, there is the fear of financial penalties and administrative complexities. On the other, the fear of seeing key employees, often allophones, feel excluded or leave the company due to a linguistic transition perceived as an insurmountable barrier.

The most common approach is to view Bill 96 as a simple checklist of constraints: translate the website, review contracts, and hope it’s enough. This reactive vision is not only stressful but misses the point. It creates a culture of compliance through fear, often at the expense of team spirit and productivity. The real question is not just “how to be compliant?” but “how to use this compliance to strengthen your company?”.

What if the key wasn’t to endure francization, but to lead it? The guiding angle of this guide is to transform this legal obligation into a strategic lever. It’s not about eradicating English from coffee breaks, but about building an inclusive linguistic climate where French becomes the common language of work, valued and supported. We will see that proactive compliance, far from being a burden, can become a competitive advantage to solidify talent retention and attract those seeking true integration in Quebec.

This article will guide you through immediate obligations, human integration strategies, funded training options, and crucial deadlines. You will discover how to make francization a positive corporate project rather than an administrative constraint.

Why your website and contracts must be in French by default right now?

The urgency of complying with Bill 96 is no longer a matter of foresight, but an immediate legal reality, particularly for businesses with 25 to 49 employees. The illusion that these obligations only concern large corporations is dangerous. Indeed, recent data is alarming: according to the Office québécois de la langue française (OQLF), only 15% of the approximately 20,000 companies of this size were compliant with the new legislation by Spring 2024. This figure highlights a widespread delay that exposes a majority of SMEs to imminent sanctions.

The two most visible and urgent fronts of this compliance are your external communications and your contractual documents. Your website and digital platforms must now offer a French experience of quality at least equivalent to any other language. As for contracts of adhesion (those that are not negotiable, such as service contracts or standard employment contracts), the rule is strict: since June 2023, a French version must be presented to the client or employee before they can consent to be bound by a version in another language. Ignoring this rule invalidates the language choice clause.

Examples of major brands sued for non-compliance, such as Best Buy, Walmart, or even Air Canada, should serve as a warning. If these giants with extensive legal departments were sanctioned, SMEs are all the more vulnerable. The first step is therefore a systematic audit and update of all public and contractual touchpoints to ensure the predominance of French. This is the non-negotiable basis of your francization process.

This initial compliance is not just legal protection; it is the first strong signal you send about your company’s commitment to its Quebec ecosystem.

How to create a climate conducive to French without banning other languages during breaks?

The greatest fear of managers is creating a divided work environment or alienating allophone talent by imposing French rigidly. The goal of Bill 96 is not to eradicate other languages from the workspace, but to ensure that French is the common and normal language of work. The nuance is vital. It is about building a positive and encouraging linguistic climate rather than a linguistic surveillance regime.

Rather than issuing bans, the most effective strategy is to make French a tool for integration and collaboration. This involves concrete and positive actions. For example, the OQLF offers a simple self-assessment tool named Mémo, which allows you to get a diagnosis and practical advice in less than 10 minutes. The idea is to support, not to punish. Similarly, initiatives like the pilot project launched by the OQLF in 2024 to simplify the francization process for businesses with 25 to 99 employees show a desire to ease administrative procedures.

The role of human resources is central to establishing this climate. This involves:

• Adopting clear, respectful communication practices primarily in French for official information (memos, internal policies, evaluations).
• Actively encouraging the use of French in team meetings while remaining flexible.
• Valuing learning efforts through mentoring programs or linguistic pairing between French-speaking and allophone employees.
• Obtaining a “Commitment to the French Language” from competent bodies to formalize and communicate the company’s approach.

The goal is for the use of French to become a natural reflex and a vector for cohesion, rather than a constraint. English or other languages will keep their place in informal conversations, but the language of work—the one that unites all teams—must unequivocally be French.

Ultimately, a healthy linguistic climate is one where an allophone employee sees learning French not as an obligation, but as an opportunity to fully integrate into the team and Quebec society.

Online courses or in-company tutors: which method unlocks speaking the fastest?

Once the right climate is established, the question of “how” becomes paramount. Investing in the linguistic training of your employees is not just a cost, but an investment in their retention and performance. Francisation Québec and Services Québec offer a range of solutions adapted to the workplace, transforming this obligation into a professional development opportunity. As Francisation Québec points out, the goal is to allow “workers to learn French during paid hours, in person at the workplace, in a classroom, or remotely.”

These training sessions allow workers to learn French during paid hours, in person at the workplace, in a classroom, or remotely

– Francisation Québec, Quebec French Learning Program 2024-2027

The choice of method depends on your objectives and your employees’ level. To quickly unlock speaking and confidence, a mixed approach is often the most effective. Online courses offer flexibility, while in-company tutoring allows for practical and immediate application of learning in a real professional context. Fortunately, the financial burden is lightened by government programs, as up to 50% of francization costs can be reimbursed by Services Québec, under certain conditions.

To help you choose, here is an overview of the main training formulas available in the workplace.

Comparison of training formulas in the workplace

Type of Training	Duration	Target Audience	Advantages
Short-term training (FMT)	Maximum 80 hours	Workers with basic skills	Workplace safety, immediate performance
Qualifying training	Longer duration	All levels	Full progression, sustainable integration
Courses during paid hours	Variable	All employees	No loss of salary, better participation

The best strategy often consists of combining qualifying training to build solid foundations with internal practical workshops led by a tutor to focus on professional vocabulary and concrete communication situations. This could be called an employee’s “francization capital”: an asset that values them and strengthens their integration.

The message is clear: funded and flexible solutions exist. Not using them would be not only a missed opportunity to comply with the law but also to strengthen your teams’ skills.

The mistake of translating all meetings that prevents real immersion

When faced with a multilingual team, the first instinct might be to translate everything systematically. A meeting is held in English, then a summary is made in French, or worse, an interpreter translates in real-time. While this approach seems inclusive at first glance, it is actually a major strategic error that slows down, or even prevents, real immersion and the acquisition of linguistic reflexes. By acting as a permanent crutch, systematic translation signals to allophone employees that the effort to learn and use French is not fundamentally necessary, as information will always reach them in their comfortable language.

The key to success lies in a strategy of controlled and progressive immersion. It is not about switching all communications to French overnight, but about creating a plan where French takes up more and more space in a structured way. For example, a firm like Casacom, committed to inclusive writing since 2021, demonstrates that a progressive and thoughtful approach to language is a success factor. You must move from a “translation” mode to a “facilitation” mode.

The meeting facilitator, if bilingual, should not be a translator. Their role is to facilitate understanding in French. If a participant speaks in English, the facilitator can rephrase their point in French for the benefit of all, saying, for example: “So, if I understand correctly, what John is proposing is to…” This technique validates the contribution while reinforcing French as the language of exchange. Automatic transcription tools can serve as a safety net for note-taking but should not replace the effort of active listening in French.

Ultimately, the goal is to make your teams collectively stronger in French, rather than creating linguistic silos where information is simply duplicated.

When to start the certificate process: the calendar to avoid penalties

For companies with between 25 and 49 employees, the time for reflection is over; it’s time for action. Bill 96 has established a precise schedule, and any procrastination could be very costly. Sanctions for non-compliance are severe and designed to be deterrents. We are talking about fines that can reach up to $30,000 for a first offense, an amount that can double or triple in the event of a repeat offense. Beyond fines, non-compliance can deprive you of access to public contracts and certain government grants, a major commercial risk.

The francization process is a procedure overseen by the OQLF that follows clear steps. The first deadline, and the most critical, is your company’s registration with the Office. Proactive compliance is your best insurance against penalties. Not waiting until the deadline to act will give you the necessary leeway to set up a solid francization program if the OQLF analysis reveals gaps.

Here is the compliance calendar to imperatively integrate into your strategic planning:

1. Before June 1, 2025: This is the deadline to register with the OQLF and initiate the process.
2. Within 3 months following registration: The OQLF will send you an analysis of your linguistic situation.
3. If the situation is deemed non-compliant: You must develop and have approved by the OQLF a detailed francization program.
4. After obtaining the certificate: You must submit a report every three years to demonstrate the maintenance and progression of the use of French.

The message is simple: the countdown has begun. Waiting until the last minute means exposing yourself to intense administrative stress and real financial risks.

Starting the process today positions you as a forward-thinking and responsible manager, protecting the company while calmly preparing for the future.

Non-profit or Cooperative: which structure better protects your mission social?

While the title of this section evokes the legal status of the company, in the context of Bill 96, the real structural question is internal: how to organize the francization process within your SME? Should you appoint a single person in charge or create a dedicated committee? For companies with 100 or more employees, the law mandates the creation of a francization committee of at least six people. Although not mandatory for SMEs with 25-49 employees, this structure can be a very relevant source of inspiration.

For an SME, creating a cross-functional committee, even a small one (3-4 people), offers several advantages. It allows you to:

• Share the load: Francization is not just an HR matter. Involving a representative from operations, one from marketing, and a motivated employee helps spread the tasks and ensures that solutions are adapted to the reality on the ground.
• Increase buy-in: A project supported by several ambassadors will always have more weight and acceptance than a directive coming from a single person.
• Ensure continuity: If the single person in charge leaves the company, the entire project risks collapsing. A committee guarantees better sustainability of efforts.

The alternative is to appoint a dedicated francization manager. This option is more agile and can be effective if the person has the time, resources, and, above all, the authority necessary to implement the action plan. It is often a good solution for starting the process and centralizing communication with the OQLF.

A third path, often overlooked, is partnership. Partnering with local non-profits specialized in the integration of newcomers can offer access to cultural and linguistic immersion workshops that go beyond the purely professional framework. This reinforces your company’s social commitment while achieving your francization goals.

Whether you opt for a committee, a single manager, or a hybrid model, the essential thing is that the structure is clearly defined, provided with means, and unequivocally supported by management.

When to plan integration: the first 3 days that determine retention

The integration of a new employee, especially if they are an allophone, is decided in the very first days. This is when their perception of the company, its culture, and its commitment to its employees is formed. In the context of Bill 96, clarity and transparency right from the start are fundamental for long-term retention. Any anxiety related to the language barrier must be defused immediately. As lawyer Brittany Carson points out in an interview for Les Affaires, the basic principle is simple: “Employees here have the right to work in French, and it is with this in mind that the OQLF will conduct its analysis”. Presenting this reality not as a threat but as a fundamental right changes the entire perspective.

From day one, the company’s francization plan should be presented to the new employee as an advantage and a professional development program. Instead of discovering linguistic requirements over the weeks, they must immediately understand that the company is committed to supporting them. This includes:

• A clear presentation of the linguistic training program offered (courses, tutoring).
• Concrete enrollment in the program, if necessary, by submitting their name to Francisation Québec via the Arrima platform.
• Designating a French-speaking “buddy” or “mentor” who can help them in their first weeks.

This proactive approach transforms a potential source of stress into a powerful welcome message: “We recruited you for your skills, and we are going to invest to help you fully integrate into our team and Quebec society.”

Linguistic integration must be an integral part of the onboarding process. Administrative documents, safety instructions, and team presentations must be exemplary in their use of French. These first three days are a decisive test of the consistency between the company’s discourse and its actions. Successful integration on this front is the best antidote to talent drain.

Ultimately, an employee who feels supported and accompanied in their learning from the start is an employee who is more likely to invest and stay for the long term.

How to recruit a qualified employee in less than 30 days despite the shortage in Quebec?

In a Quebec labor market marked by labor shortages, attracting qualified talent is a daily battle. Paradoxically, Bill 96, often perceived as an obstacle to international recruitment, can be turned into a powerful competitive advantage. Companies that approach francization in a transparent, structured, and generous way stand out clearly from those that endure or ignore it. A clear and well-funded francization plan becomes a strong argument in your job offer.

Instead of seeing francization as a footnote in the contract, highlight it right from the recruitment process. Clearly indicate in your job offers that you offer a complete linguistic support program. For an international talent hesitating to settle in Quebec, knowing they will be supported, trained on their work hours, and accompanied in their integration can be the deciding factor. You are not just selling a position, but a successful integration project.

Targeting Francophile talent through programs like the Quebec Experience Program (PEQ) is also a wise strategy. But even for non-French-speaking candidates, transparency is king. Collaborating with legal experts and trainers to build a solid plan and presenting it as an investment in the professional development of your future employees transforms the perception of constraint into a tangible benefit. This is the ultimate stage of proactive compliance: no longer just protecting yourself from risks, but using the law to attract the best.

To put these strategies into practice and ensure peaceful compliance, the next step is to initiate your self-assessment process with the OQLF right now and build your francization plan. This is the surest way to protect and grow your business in Quebec.