Notice period rules after transition from closed work permit to PR

[pattern.caffe]

Hello,

I was in Canada on a closed work permit and employed by a local subsidiary of a multinational company. Under my original employment contract with the parent company (in my home country), there was a 60-day notice period.

I have since become a permanent resident of Canada and continue working here. My question is:
• Which employment law framework applies to me now — the one tied to my original closed work permit and foreign contract, or the laws that apply to permanent residents/citizens in Canada?
• Specifically, for notice periods and termination, do Canadian labor standards fully override my old contract, or can the employer still rely on the 60-day clause?

Any references to Canadian (or Quebec, if it matters) government resources or legal texts would be greatly appreciated.

 

[ArianEllison]

Once you became a permanent resident and continued working in Canada, Canadian employment law applies to you. Immigration status does not change that. What matters is where you are working and which entity employs you day to day.


Canadian employment standards set minimum notice or pay in lieu. An employer cannot contract out of those minimums. However, a longer notice period in a contract, like 60 days, can still be valid if it is more generous than the statutory minimum.


Your old contract does not automatically disappear. Courts look at whether it was replaced, amended, or effectively continued under Canadian employment. If nothing new was signed, the 60-day clause may still apply, but it cannot reduce your Canadian rights.


In Quebec, the Civil Code and the Act respecting labour standards apply, and reasonable notice can exceed the statutory minimum depending on role and tenure. A local employment lawyer can assess how your specific contract would be treated.