How to get your business ready for bill 96, coming into effect June 1st 2025

Bill 96 is changing how businesses in Quebec operate. Starting June 1, 2025, companies with 25+ employees must prioritize French in workplace communication, customer interactions, and public materials - or face fines up to $30,000 for violations. Here's what you need to know to comply:

• Key Requirements:

  • Internal communications, contracts, and training materials must be available in French
  • Job postings must appear in French first, and French must dominate workplace interactions
  • Customer-facing materials, websites, and signage must prioritize French, with specific size rules for text
  • In the context of businesses, the focus is on ensuring that employees can use French effectively in the workplace.

• Deadlines:

  • Register with the OQLF by June 1, 2025
  • Submit a francisation program within three months of registration
  • Compliance audits and ongoing reporting will follow

• Penalties:

  • Fines range from $3,000 to $30,000 for a first offense, doubling for repeat violations
  • Non-compliance can lead to public listing, reputational damage, and loss of government contracts
  • Potential loss of productivity due to communication challenges between employees

Act now: Conduct a language audit, train employees in French, update signage, and prepare your francisation program to avoid penalties and ensure smooth compliance.

While there isn't a one-size-fits-all French class requirement, businesses are encouraged to provide training that aligns with the francization requirements set by the Office québécois de la langue française (OQLF). Therefore, businesses can choose French classes that are tailored to their employees' needs and the company's operations, as long as they contribute to maintaining or improving French language proficiency in the workplace. Contact us for a free consultation

Bill 96: Complying with Quebec's Strengthened French Language Protections

Understanding Bill 96 and Its Effects on Businesses

Bill 96 is reshaping Quebec's business environment with new language requirements that affect organizations across the board. Here's a breakdown of the key rules, timelines, and how they may impact businesses as the June 2025 deadline approaches.

Main Requirements of Bill 96

Workplace Communication

• Internal communications, such as contracts and agreements, must be available in French.
• Job postings must be published in French before appearing in any other language.
• Training materials and employee handbooks must also be provided in French.

Documentation and Legal Compliance

• Public contracts must be issued in French, though translations can be provided.
• Any communication with Quebec government agencies must be conducted in French [1].

Understanding these rules is just the beginning - businesses must also align their processes with the implementation timeline.

Implementation Schedule

Timeline	Key Requirements
January 2025	Begin registration process with OQLF
March 2025	Conduct internal language audit
May 2025	Finalize francisation program implementation
June 1, 2025	Full compliance required for companies with 25+ employees

Business Impacts

Human Resources and Recruitment
HR teams must adapt hiring practices, job descriptions, promotions, and training to meet French language requirements.

Operational Adjustments

• Business documentation must be available in French.
• Customer service, marketing, and advertising must prioritize French.
• IT systems and software may need updates to include French interfaces.

Financial Risks
Non-compliance can result in heavy fines, with penalties increasing for repeated violations [3].

"The OQLF will conduct audits to assess whether the use of French is sufficiently generalized throughout a company's business activities" [5].

Ongoing Compliance Monitoring

• Non-compliant businesses must submit francisation programs within three months [3].
• Regular audits will evaluate the integration of French in operations.
• Francisation certificates must be maintained, with progress reports submitted every three years [3].
• Companies failing to comply may be publicly listed and barred from government contracts [7][3].

For businesses with 25-99 employees, additional considerations include the potential need to form a francisation committee, as determined by the OQLF [1][3].

Given these sweeping changes, businesses must assess their current practices and take proactive steps to meet the new requirements.

Evaluating Current Language Practices

With the implementation of Bill 96 on the horizon, businesses in Quebec need to take a hard look at their language practices. According to the Office québécois de la langue française (OQLF), 71% of Quebecers prefer to be served in French, making this step critical for staying competitive and compliant.

Conducting a Language Audit

A language audit helps pinpoint areas where improvements are needed. Focus on these three main areas:

• Internal communications: emails, training materials, and employee handbooks
• External communications: marketing materials, signage, and website content
• Customer interactions: service protocols and support documentation

Keep thorough records of your findings. These will not only help you track progress but also serve as proof of compliance during OQLF audits. Recent data from the Conseil du patronat du Québec shows that 60% of businesses have already started adopting francisation measures [1].

Some common compliance issues include:

• Missing French translations for employee contracts, safety procedures, and workplace policies
• Websites, social media posts, and customer portals without French versions
• Signage and product labels that don't meet language standards

Evaluating Employee French Skills

Assessing your team's French proficiency is another key step. Tools like the DELF (Diplôme d'Études en Langue Française) offer a reliable way to measure language skills, especially for employees in customer-facing roles or critical positions [2].

Here’s how to approach it:

• Use standardized tools like DELF for consistent assessments
• Focus on evaluating employees in roles that interact with customers
• Document the results to identify training needs
• Allocate resources to address the most pressing gaps

These evaluations will help you design targeted training programs, ensuring your team meets the language requirements set by Bill 96.

Setting Up Francisation Programs

With the deadline for Bill 96 approaching, businesses need to act fast to establish francisation programs that meet compliance requirements while supporting their employees. According to OQLF guidelines, these programs must be up and running by June 1, 2025, when the new rules take effect.

Creating a Francisation Plan

The OQLF provides financial support to help companies get started - up to $25,000 for setup costs and $75,000 for employee training time [4]. A solid francisation plan should include:

• Setting clear objectives and timelines to ensure everything is in place by June 2025.
• Allocating resources for training materials, software, and instruction to make the process smooth.

Using AI-Powered Language Tools

AI tools can make francisation easier while keeping your business aligned with Bill 96. For example, solutions like Francoflex provide personalized learning paths and generate OQLF-compliant reports. These tools not only track progress but also help businesses stay on top of regulatory requirements efficiently.

Forming a Francisation Committee

If your business has 100 or more employees, Bill 96 requires you to form a francisation committee [3]. For companies with 25–99 employees, the OQLF may also require one depending on specific circumstances.

The committee’s duties include:

• Overseeing the program and keeping detailed records.
• Acting as the main contact for the OQLF and handling reporting.
• Ensuring French is integrated into all aspects of the business.

"The francisation committee is responsible for drafting the francisation program, overseeing its implementation, and writing reports for the OQLF. They should also ensure that French is used at all levels of the company and in communications with clients and suppliers." [2][3]

To make the program effective, include representatives from both management and employees. Once the program is established, the focus shifts to meeting OQLF requirements to maintain certification.

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Complying with OQLF Requirements

Adhering to OQLF requirements is essential for businesses to avoid penalties and stay compliant with Bill 96. With the June 1, 2025 deadline on the horizon, companies should take clear steps to align with the new regulations.

Registering with the OQLF

If your business has 25 or more employees, you must register with the OQLF by June 1, 2025 [5][6]. The registration process involves submitting formal documentation that outlines your current language practices and your plans to meet French language standards. This includes:

• A self-evaluation form assessing French language use in your business
• Documentation of existing language practices
• A proposed timeline for implementing French language standards

Once registered, businesses have three months to submit a complete francisation proposal to the OQLF [2][3].

Submitting a Francisation Program

Your francisation program builds on the initial plan and must show how you will integrate French into all areas of your business operations. The OQLF evaluates these programs based on specific criteria:

Program Component	Required Elements
Language Training and Monitoring	Employee skill assessments, training schedules, progress tracking
Communication Strategy	Plans for internal and external communications
Implementation Timeline	Key milestones and progress checkpoints

"Businesses must submit reports to the OQLF every 12 months during the implementation phase. Once the francisation program is complete and approved, reporting frequency changes to every three years to maintain certification." [2]

Preparing for OQLF Inspections

OQLF inspections can happen at any time after registration. Inspectors will assess how well French is integrated into daily operations, including signage, communications, and customer interactions.

To prepare for inspections, focus on these areas:

1. Documentation Review

   • Employee training records
   • Internal communication policies
   • Customer service language protocols

2. Implementation Verification

   • Workplace signage
   • Internal communications
   • Customer-facing materials
   • Employee language proficiency

3. Compliance Monitoring
   Penalties for non-compliance include:

   • First offense: $3,000 to $30,000
   • Second offense: Double the initial fine
   • Subsequent offenses: Triple the initial fine [3]

Keep detailed records and conduct regular internal audits to ensure your business stays compliant. These steps will help you adjust your operations and meet the required standards with confidence.

Adjusting Business Operations for Compliance

As the deadline for Bill 96 approaches, businesses need to make specific changes to ensure they meet French language requirements in every part of their operations.

Updating Signage and Marketing

Make sure all signage and marketing materials follow OQLF rules, with French being the most prominent language. This applies to physical signs, online platforms, and promotional content. Areas to review include:

• Website language settings: French should be the default language.
• Marketing materials: Brochures, ads, and campaigns must prioritize French.
• Social media: Posts and interactions should be primarily in French.
• Public-facing communications: Ensure all external messaging complies.

Changing Customer Communication

French must be the standard language for all customer interactions, whether in-person, online, or through support channels. This requirement applies to every stage of the customer journey, from initial contact to after-sales service.

"Businesses must serve customers in French when providing goods and services, and French must be the default language for communications and services" [1].

Revising Contracts and Documents

All key workplace documents must be available in French, though versions in other languages may be allowed in certain cases [1]. Key areas to address include:

• Employment-related materials: Contracts, policies, and training documents.
• Business agreements: Service contracts, purchase orders, and other legal documents.
• Internal communication: Memos, project notes, and other workplace documentation.

The OQLF will conduct inspections to ensure compliance, and businesses that fail to meet these standards could face fines between $3,000 and $30,000 for a first offense [7]. To avoid penalties, companies should document their transition efforts thoroughly and perform regular compliance audits.

Additionally, businesses can consider using AI tools to help simplify and manage these compliance tasks effectively.

Comparing AI-Powered French Language Learning Solutions

AI-driven language tools have become a key part of effective strategies for francisation, offering scalable options for training employees and ensuring compliance. With Bill 96 on the horizon, choosing the right platform can simplify the shift to French as the primary workplace language.

Language Learning Platforms Comparison

Francoflex stands out by providing customized learning and compliance tracking tailored to Bill 96 requirements. Its AI tools adjust to each employee's skill level and job role.

Here’s a quick look at some top platforms:

Platform	Specialization	Key Features
Francoflex	Workplace French with OQLF compliance, Industry-specific French training	AI-based conversations, automated reporting
Rosetta Stone Enterprise	General business French	Virtual tutoring, scalable for enterprises

Other notable options include Speexx, which blends AI with expert coaching, and OuiCommunicate, focusing on practical communication skills for English-speaking professionals.

When choosing a platform, consider the following factors:

• Compliance Integration: Ensure the platform supports OQLF-aligned reporting.
• Scalability: Look for tools that can grow alongside your business needs.
• Industry Relevance: Opt for content tailored to your sector.
• Support Features: Check for access to native speakers and interactive practice tools.

Additionally, government funding can help offset costs, offering up to $25,000 for setup and $75,000 for employee training [7].

"For the corporate French language training your employees require, you can confidently turn to Francoflex to provide tailor-made education solutions" [3].

These AI-powered tools work alongside traditional francisation methods, helping businesses efficiently meet Bill 96 requirements. Regularly tracking employee progress and ensuring alignment with OQLF standards will keep your organization on course for the June 2025 deadline.

Incorporating these platforms into your workflow not only ensures compliance but also supports employee growth and development.

Conclusion: Steps for Business Readiness

With just four months left until Bill 96 takes effect, businesses need to act quickly to ensure compliance across several critical areas.

Internal Operations and Documentation
Start by performing a language audit and setting a clear timeline to incorporate French into all operations. This includes making sure employment documents, contracts, and internal communications are available in French. Businesses with 25 or more employees must submit formal documentation to the OQLF by June 1, 2025 [2].

Employee Language Development
Roll out a French language training program for your team. Tools like Francoflex, which use AI, can scale to fit teams of any size and provide reporting aligned with OQLF standards. By 2028, businesses will need a workforce where 75% of employees are French-speaking, up from the current 50% [1].

Customer-Facing Communications
Update all external-facing materials, including websites, marketing content, and customer service protocols. Signage must also comply, with French text being twice the size of other languages [1].

Compliance Documentation
Create a detailed francisation program and keep track of all efforts to comply, including training and language initiatives. These records will be essential for OQLF inspections [2].

"Understanding and adhering to the Quebec Language Law and Bill 96 is a vital path for businesses aiming for compliance and assimilation into Quebec's thriving French-speaking community."

Government funding is available to help businesses through this transition. Acting now will prevent last-minute stress and ensure you're ready to meet the June 2025 deadline.

FAQs

Here are answers to some common questions about Bill 96, its requirements, and the potential penalties for non-compliance.

What are the consequences and penalties for non-compliance with Bill 96?

Failing to comply with Bill 96 can result in both financial and operational setbacks:

Financial Penalties

• Fines range from $3,000 to $30,000 for first offenses. These fines double for second offenses and triple for further violations [3].
• Businesses must cover the cost of removing any non-compliant signage [3].

Operational Challenges

• Quebec government-issued permits and certificates can be suspended or even revoked [3].
• Non-compliant businesses may be publicly listed by the OQLF, damaging their reputation and limiting access to government contracts [3].
• Individuals whose French language rights are violated could pursue civil action.

To steer clear of these penalties, businesses need to:

• Register with the OQLF if they have 25 or more employees.
• Complete language evaluations within three months of registration.
• Submit progress reports every three years [3].
• Ensure French is the primary language used in workplace communications and customer interactions [3].

Doing business in or with Quebec without a team that is highly proficient in French could be a costly and risky endeavor. [3]

AI-powered tools can assist businesses in meeting these requirements. Structured language training programs tailored to OQLF standards can help organizations stay compliant while navigating Quebec's regulations effectively.