Frequently Asked Questions

Yes. In most cases, you may work elsewhere during a strike or lockout. A labour dispute suspends your obligation to perform work for your employer, but you remain an employee protected under Québec’s Labour Code.

Taking on temporary employment may help reduce the financial impact of a labour dispute. However, if that job prevents you from participating in the mobilization or picketing activities required by your union, it may affect your eligibility for strike benefits, depending on the union’s policies.

If you are unsure about your situation, please contact your union representative, who can explain the rules that apply to you.

The end of a strike marks the employees’ return to work and the successful conclusion of collective bargaining.

When a tentative agreement is reached, union members are generally asked to vote on whether to accept it. If the agreement is ratified, the strike ends and employees return to work under the terms agreed upon by the union and the employer.

Once employees return to work, the new provisions of the collective agreement take effect in accordance with the negotiated settlement. The end of the strike also allows union members, the employer, and the union to move forward and resume their working relationship.

A strike vote is the process through which members of a bargaining unit democratically decide whether to authorize their union to obtain a strike mandate

Before the vote, members are informed about the status of negotiations, the key issues that remain unresolved, and the reasons why a strike may be necessary. They also have the opportunity to ask questions, discuss the situation with their bargaining committee, and make an informed decision.

Eligible members may then cast their vote by secret ballot. If the majority supports the proposal, the union is granted a strike mandate. The union may exercise that mandate at the appropriate time if negotiations remain at an impasse and the legal requirements have been met.

A strike mandate is a decision made democratically by union members that authorizes their union to call a strike, if necessary, during the negotiation of a collective agreement.

A strike mandate is a way to strengthen the union’s bargaining position at the negotiating table. Simply adopting a strike mandate does not mean that a strike will take place. In many cases, negotiations continue and an agreement is reached before the mandate is ever used.

If negotiations remain at an impasse, the union may then use the strike mandate to call a strike, in accordance with the conditions set out by law.

When a strike mandate has been democratically adopted, all members covered by it are expected to respect it. The strength of a strike depends on the participation of all affected members.

It is the collective participation of union members that demonstrates the group’s solidarity to the employer and creates the bargaining power needed to increase the likelihood of reaching a satisfactory agreement.

Depending on the union’s policies, participation in certain activities, including picketing or other mobilization efforts, may also be a requirement for receiving strike benefits.

If you have any questions about your rights, your responsibilities, or your specific situation during a strike, please contact your union representative.

Strike benefits are payments provided by the union to help members cope with the loss of income during a labour dispute. They reflect the solidarity among members and help support those who are exercising their legal right to take collective action.

Strike benefits are generally paid from the union’s strike fund, which is financed through union dues. They do not usually replace a member’s full wages, and the amount paid depends on the union’s rules and policies.

To be eligible, members are generally required to meet certain conditions, including participating in the mobilization or picketing activities organized by their union.

Eligibility requirements, benefit amounts, and payment procedures are communicated to members when a strike is called or a lockout is declared.

Workers directly affected by the strike or lockout are the first to take part in picketing activities. Their presence demonstrates their solidarity and makes their collective action visible throughout the bargaining process.

Depending on the circumstances, others may also join the picket line to show their support, including members of other union locals, family and friends, representatives of allied organizations, and members of the public. Participating in a picket line is about more than simply standing on a sidewalk, it’s a meaningful act of solidarity with workers who are standing up for their rights.

To ensure everyone’s safety and the smooth operation of the picket line, schedules, instructions, and picketing activities are coordinated by the individuals responsible on site.

A picket line is an organized gathering outside a workplace during a strike or lockout. It allows workers to make their collective action visible, inform the public about the reasons behind the labour dispute, and demonstrate their solidarity.

Picketing must be conducted in accordance with the law. The individuals responsible for coordinating the picket line help ensure that activities run smoothly, communicate instructions to participants, and make sure that all actions remain peaceful and respectful. They also ensure that picketing does not unlawfully block access to the workplace or compromise anyone’s safety.

Beyond its practical role, a picket line is also a powerful symbol of solidarity. It demonstrates that workers are united in defending their working conditions and share a common goal: reaching a negotiated agreement.

Even when a strike or lockout is underway, negotiations do not stop. The union and the employer continue to meet in an effort to find common ground and reach a new collective agreement.

Throughout the labour dispute, several rules set out in Québec’s Labour Code continue to apply:

• Both parties must continue bargaining in good faith
• A strike or lockout may only take place when the legal conditions have been met
• Essential services must be maintained where required to protect the public
• The employer may not use replacement workers (scabs) where prohibited by law

The purpose of a labour dispute is not to prolong tensions, but to create the conditions necessary to reach a negotiated agreement that reflects the interests of both parties.

A lockout is a legal bargaining tool that an employer may use when negotiations for a collective agreement have reached an impasse. Unlike a strike, where workers voluntarily stop working, a lockout occurs when the employer temporarily suspends work by preventing employees from accessing their workplace.

During a lockout, employees are generally unable to perform their duties or receive their wages. Negotiations, however, continue. As with a strike, the goal remains to reach a negotiated agreement.

In Québec, lockouts are strictly governed by the Labour Code. An employer may only declare a lockout at certain stages of the bargaining process and only when the legal requirements have been met. Like the right to strike, the right to lock out employees is intended to maintain a fair balance between the parties and encourage the negotiation of a collective agreement.

A strike is a legal form of collective action used as a last resort when negotiations between a union and an employer reach an impasse and it is no longer possible to reach a satisfactory agreement. It is also a fundamental right, recognized by the courts as an essential component of freedom of association.

Before a strike can take place, several conditions set out in Québec’s Labour Code must be met. Among other things, the parties must have bargained in good faith, and union members must generally approve a strike mandate through a vote. A strike may only begin once the legal right to strike has been acquired during the period permitted by law. As a general rule, strikes are prohibited while a collective agreement is in effect.

When a strike begins, workers temporarily stop performing their duties in order to put pressure on the employer. Negotiations, however, continue throughout the dispute. The goal remains to reach a negotiated agreement.

The purpose of a strike is not to prolong a labour dispute. Rather, it is to restore a fair balance between the parties and create the conditions necessary to reach a freely negotiated collective agreement.

A scab, also known as a strikebreaker, is a person who unlawfully replaces employees who are on strike or locked out in order to allow the employer to continue operating. By reducing the effectiveness of workers’ primary bargaining tool, the use of scabs weakens the balance of power needed for fair and meaningful collective bargaining.

For this reason, Québec’s Labour Code prohibits, in most circumstances, the use of replacement workers during a strike or lockout. These anti-scab provisions help preserve a fair balance between the parties and encourage negotiated settlements rather than outcomes imposed by one side.