In Quebec, an employer may fire an employee with “reasonable notice” of termination or pay in lieu of notice unless there’s a contract dealing with termination or there’s “just cause” for dismissal (and save for specific statutory regimes). Like the rest of Canada, reasonable notice is determined on a case-by-case basis taking into account factors such as the position, age, and length of service of the employee.
The purpose of a notice period is to compensate an employee while looking for comparable employment. With mandatory retirement not allowed in many provinces, courts are being asked to determine the reasonable notice period for older employees more often. The Superior Court of Quebec recently dealt with this issue in McBrearty v. Cerescorp Company, 2009 QCCS 3134 (CanLII), where a 69-year-old employee was fired after 39 years of service.