{"id":1717,"date":"2026-02-03T23:03:10","date_gmt":"2026-02-04T04:03:10","guid":{"rendered":"https:\/\/employmenthero.com\/fr-ca\/?post_type=post-qc&#038;p=1717"},"modified":"2026-02-03T23:03:11","modified_gmt":"2026-02-04T04:03:11","slug":"conges-de-maladie-quebec","status":"publish","type":"post-qc","link":"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/conges-de-maladie-quebec\/","title":{"rendered":"Guide \u00e0 l\u2019intention des employeurs sur les cong\u00e9s de maladie au Qu\u00e9bec"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--5)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"hide-home-page blog-template-breadcrumb 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   <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 style=\"padding-bottom:var(--wp--preset--spacing--4);\" class=\"blog-template-title wp-block-post-title\">Guide \u00e0 l\u2019intention des employeurs sur les cong\u00e9s de maladie au Qu\u00e9bec<\/h1><\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--10)\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Publi\u00e9<\/span>&nbsp;<time datetime=\"2026-02-03T23:03:10-05:00\">Feb 3, 2026<\/time>\n<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"601\" src=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-1024x601.webp\" alt=\"Guide for employers on sick leave in Quebec Thumbnail\" class=\"wp-image-1718\" style=\"aspect-ratio:16\/9;object-fit:cover;width:864px\" srcset=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-440x258.webp 440w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail.webp 1728w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-10 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">Vous pensez que g\u00e9rer une entreprise au Qu\u00e9bec ne demande que de la paperasse? D\u00e9trompez-vous. Lorsque vous embauchez du personnel au Qu\u00e9bec, vous ne faites pas que constituer une \u00e9quipe, vous devez \u00e9galement vous conformer \u00e0 la Loi sur les normes du travail. Il s\u2019agit du r\u00e8glement, du guide strat\u00e9gique, du manuel indispensable \u00e0 tout employeur qui souhaite poursuivre ses activit\u00e9s et prot\u00e9ger son \u00e9quipe. (Loi sur les normes du travail).<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Et les cong\u00e9s de maladie? C\u2019est l\u00e0 que les choses se compliquent. Des nouvelles lois? Oui. Des calculs qui ressemblent plut\u00f4t \u00e0 du Sudoku qu\u2019\u00e0 la gestion de paie? Effectivement. Des r\u00e8gles qui changent d\u00e8s que vous commencez \u00e0 les ma\u00eetriser? Bien s\u00fbr. La bonne nouvelle, c\u2019est que vous n\u2019avez pas besoin d\u2019\u00eatre un fin juriste ou un sp\u00e9cialiste de la paie pour vous y retrouver.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Nous avons pass\u00e9 au crible les \u00e9l\u00e9ments importants afin d\u2019\u00e9tablir clairement vos obligations, l\u2019impact des derni\u00e8res r\u00e8gles concernant les certificats m\u00e9dicaux et les moyens d\u2019\u00e9viter les tracas administratifs sans rien oublier.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Exigences minimales\u00a0: cong\u00e9s pay\u00e9s et non pay\u00e9s<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Examinons d\u2019abord la norme de base. En vertu de la Loi sur les normes du travail du Qu\u00e9bec, un employ\u00e9 ayant travaill\u00e9 sans interruption (emploi continu) pendant au moins trois mois a le droit de <a href=\"https:\/\/www.legisquebec.gouv.qc.ca\/fr\/document\/lc\/N-1.1\" target=\"_blank\" rel=\"noreferrer noopener\">s\u2019absenter du travail pendant une p\u00e9riode d\u2019au plus 26\u00a0semaines sur une p\u00e9riode de 12\u00a0mois<\/a> pour cause de maladie ou d\u2019accident.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Il s\u2019agit d\u2019une protection g\u00e9n\u00e9rale. Autrement dit, si un membre de votre \u00e9quipe tombe malade ou se blesse (en dehors du travail), vous ne pouvez g\u00e9n\u00e9ralement pas le cong\u00e9dier simplement pour cause d\u2019absence pendant cette p\u00e9riode de convalescence.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Cependant, la loi \u00e9tablit une distinction nette entre le <em>droit \u00e0 l\u2019absence<\/em> et le <em>droit \u00e0 la r\u00e9mun\u00e9ration<\/em>. La majeure partie de cette p\u00e9riode de 26&nbsp;semaines est <strong>sans solde<\/strong>. Le gouvernement ne vous oblige pas \u00e0 continuer de verser leur salaire pendant six mois d\u2019absence. Toutefois, il existe une exception cruciale qui prend de nombreux employeurs au d\u00e9pourvu&nbsp;: les deux premiers jours.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">La r\u00e8gle des deux jours pay\u00e9s<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">C\u2019est ici que <a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/resources\/liste-de-verification-pour-la-paie-de-fin-dannee-au-quebec\/\" data-type=\"link\" data-id=\"https:\/\/employmenthero.com\/fr-ca\/qc\/resources\/liste-de-verification-pour-la-paie-de-fin-dannee-au-quebec\/\">la paie<\/a> entre en jeu. Au Qu\u00e9bec, un employ\u00e9 n\u2019a pas seulement droit \u00e0 des cong\u00e9s sans solde. Apr\u00e8s avoir travaill\u00e9 <strong>trois mois cons\u00e9cutifs<\/strong>, les employ\u00e9s ont droit \u00e0 <strong>deux jours<\/strong> d\u2019absence pay\u00e9s par ann\u00e9e civile pour cause de maladie ou d\u2019accident.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">En bref&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Moins de 3\u00a0mois de service\u00a0:<\/strong> Les employ\u00e9s peuvent prendre un cong\u00e9 sans solde.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>3 mois ou plus de service\u00a0:<\/strong> Les deux premiers jours de cong\u00e9 de maladie sont pay\u00e9s.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Ces jours de cong\u00e9 ne sont pas perdus \u00e0 la fin de l\u2019ann\u00e9e s\u2019ils ne sont pas utilis\u00e9s. Ils sont sp\u00e9cifiquement destin\u00e9s aux impr\u00e9vus de la vie. Il s\u2019agit d\u2019un minimum l\u00e9gal, ce qui signifie que vous pouvez en offrir davantage si vous souhaitez vous distinguer en tant qu\u2019employeur, mais vous ne pouvez pas en accorder moins.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Si un employ\u00e9 s\u2019absente une semaine en raison d\u2019une grippe et qu\u2019il remplit les exigences d\u2019anciennet\u00e9, vous le r\u00e9mun\u00e9rez pour les deux premiers jours. Les jours restants de cette absence sont sans solde (\u00e0 moins que vous offriez une politique interne ou un r\u00e9gime d\u2019assurance plus g\u00e9n\u00e9reux).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Admissibilit\u00e9 \u00e0 la protection de 26\u00a0semaines<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">La p\u00e9riode de 26&nbsp;semaines vise principalement \u00e0 <strong>prot\u00e9ger l\u2019emploi<\/strong>. Si un employ\u00e9 doit s\u2019absenter du travail pour cause de maladie ou d\u2019accident non li\u00e9 au travail, la loi lui accorde une p\u00e9riode pendant laquelle son emploi est prot\u00e9g\u00e9 afin qu\u2019il puisse se concentrer sur son r\u00e9tablissement.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">En termes pratiques, cela signifie que l\u2019employeur est tenu de soutenir le retour au travail des employ\u00e9s et de ne pas utiliser la maladie comme motif de cong\u00e9diement. Ainsi, d\u00e8s lors que l\u2019employ\u00e9 est en mesure de retourner au travail, l\u2019employeur doit lui r\u00e9int\u00e9grer son poste, sauf si une raison l\u00e9gitime ind\u00e9pendante du cong\u00e9 (telle qu\u2019une restructuration ou la suppression du poste) s\u2019y oppose.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Cette protection s\u2019applique que le cong\u00e9 soit pay\u00e9 ou non. Elle emp\u00eache les employeurs d\u2019utiliser une maladie comme pr\u00e9texte pour cong\u00e9dier un employ\u00e9. Elle reconna\u00eet que les gens peuvent tomber malades et que leur sant\u00e9 ne devrait pas les priver de leur gagne-pain.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Demande de certificats m\u00e9dicaux (nouvelles r\u00e8gles en vertu du projet de loi\u00a068)<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Voici une situation qui a consid\u00e9rablement chang\u00e9. Autrefois, les employeurs r\u00e9agissaient souvent au m\u00eame titre&nbsp;: \u00ab&nbsp;Tu es malade? J\u2019ai besoin d\u2019un certificat m\u00e9dical.&nbsp;\u00bb Il s\u2019agissait d\u2019une m\u00e9thode courante pour d\u00e9courager l\u2019absent\u00e9isme.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Cependant, le projet de loi&nbsp;68 a chang\u00e9 la donne afin de r\u00e9duire la charge administrative qui p\u00e8se sur le syst\u00e8me de sant\u00e9. Le gouvernement a r\u00e9alis\u00e9 que les m\u00e9decins passaient trop de temps \u00e0 signer des billets pour des grippes b\u00e9nignes au lieu de traiter leurs patients.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>La nouvelle r\u00e8gle&nbsp;:<\/strong><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Les employeurs ne peuvent d\u00e9sormais plus exiger de certificats m\u00e9dicaux m\u00e9dicaux ou d\u2019autres documents justificatifs pour les absences de courte dur\u00e9e. Plus pr\u00e9cis\u00e9ment, vous <a href=\"https:\/\/www.publicationsduquebec.gouv.qc.ca\/fileadmin\/Fichiers_client\/lois_et_reglements\/LoisAnnuelles\/fr\/2024\/2024C29F.PDF\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>ne pouvez pas<\/strong> exiger de certificat m\u00e9dical<\/a> pour les trois premi\u00e8res absences d\u2019une p\u00e9riode de 3\u00a0journ\u00e9es cons\u00e9cutives ou moins prises sur une p\u00e9riode de 12\u00a0mois. Une p\u00e9riode d\u2019absence d\u00e9signe <strong>une p\u00e9riode continue d\u2019absence du travail<\/strong> pour une raison admissible. Les trois absences \u00ab\u00a0sans certificat\u00a0\u00bb sont comptabilis\u00e9es sur une p\u00e9riode de 12\u00a0mois. \u00c0 chaque absence de courte dur\u00e9e, les employeurs examinent les 12\u00a0mois pr\u00e9c\u00e9dents pour v\u00e9rifier le nombre d\u2019absences similaires.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Autrement dit,&nbsp; si un employ\u00e9 se fait porter malade pendant un jour ou deux, vous ne pouvez pas exiger qu\u2019il passe quatre heures \u00e0 la clinique pour obtenir un certificat attestant son rhume. Vous devez lui faire confiance.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Ce changement incite les employeurs \u00e0 instaurer une culture de confiance plut\u00f4t que de contr\u00f4le. En exigeant un certificat pour chaque petit rhume, vous ne faites pas que contrarier votre employ\u00e9, vous enfreignez peut-\u00eatre la loi.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quand pouvez-vous exiger une preuve?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Cette loi signifie-t-elle que vous ne pouvez jamais demander de preuve? Absolument pas. Vous avez toujours une entreprise \u00e0 g\u00e9rer et l\u2019assiduit\u00e9 reste un \u00e9l\u00e9ment important. La loi vous autorise \u00e0 demander un certificat m\u00e9dical dans certains cas pr\u00e9cis&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Absences de plus de trois jours\u00a0:<\/strong> Si un employ\u00e9 s\u2019absente pendant quatre jours ou plus, vous avez le droit de lui demander un justificatif.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Absences r\u00e9p\u00e9t\u00e9es de courte dur\u00e9e\u00a0:<\/strong> Si un employ\u00e9 \u00e9puise ses trois premiers jours d\u2019absence \u00ab\u00a0sans certificat\u00a0\u00bb au cours de l\u2019ann\u00e9e, vous pouvez exiger une preuve pour les absences subs\u00e9quentes, m\u00eame de courte dur\u00e9e.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Tendance douteuse\u00a0:<\/strong> Bien que vous deviez faire preuve de prudence, si vous constatez un abus manifeste (p. ex., toujours malade le vendredi pr\u00e9c\u00e9dant une longue fin de semaine), vous pouvez avoir des motifs valables d\u2019enqu\u00eater, mais vous devriez consulter un conseiller juridique ou des sp\u00e9cialistes en RH avant d\u2019exiger une preuve fond\u00e9e uniquement sur un soup\u00e7on.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">L\u2019objectif n\u2019est pas de vous emp\u00eacher de g\u00e9rer votre \u00e9quipe, mais plut\u00f4t de vous emp\u00eacher d\u2019utiliser les m\u00e9decins comme contr\u00f4leurs de l\u2019assiduit\u00e9 pour des probl\u00e8mes mineurs.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Calcul de l\u2019indemnit\u00e9 de maladie et r\u00e9percussions fiscales<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Votre employ\u00e9 travaille dans votre entreprise depuis six mois et prend un jour de cong\u00e9 de maladie pay\u00e9. Combien devez-vous lui verser?<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Le calcul de l\u2019indemnit\u00e9 de maladie est pr\u00e9cis. Chaque jour f\u00e9ri\u00e9 est \u00e9gal \u00e0 <strong>1\/20 du salaire gagn\u00e9 au cours des 4&nbsp;semaines compl\u00e8tes de paie pr\u00e9c\u00e9dant la semaine du cong\u00e9<\/strong>, conform\u00e9ment aux normes du travail du Qu\u00e9bec.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Dans le cas des employ\u00e9s \u00e0 temps plein standard travaillant 40&nbsp;heures par semaine et percevant un salaire fixe, le montant correspond g\u00e9n\u00e9ralement \u00e0 une journ\u00e9e de travail normale. Cependant, dans le cas des employ\u00e9s ayant des horaires variables ou travaillant \u00e0 temps partiel, cette formule assure que l\u2019indemnit\u00e9 refl\u00e8te leur salaire moyen r\u00e9cent.dard full-time employee working 40 hours a week with a consistent salary, this usually works out to a regular day&#8217;s pay. However, for employees with variable schedules or part-time hours, this formula ensures the pay reflects their average recent earnings.<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-regular has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\"><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\">Voici la m\u00e9thode de calcul :<\/p><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\"><strong>\u00c9tape 1 : Examinez les quatre derni\u00e8res semaines compl\u00e8tes de paie<\/strong><\/p><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\">Additionnez les salaires gagn\u00e9s au cours des quatre semaines compl\u00e8tes pr\u00e9c\u00e9dant la semaine d\u2019absence.<\/p><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\"><strong>\u00c9tape 2 : Divisez le total par 20<\/strong><\/p><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\">Quatre semaines \u00d7 cinq jours ouvrables par semaine = 20 jours ouvrables.Voil\u00e0 d\u2019o\u00f9 vient le chiffre 1\/20; il repr\u00e9sente une journ\u00e9e de travail moyenne.<\/p><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\"><strong>\u00c9tape 3 : Le r\u00e9sultat correspond \u00e0 l\u2019indemnit\u00e9 journali\u00e8re de maladie<\/strong><\/p><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\"><strong>Exemple:<\/strong><\/p><p class=\"has-paragraph-2-m-font-size\" style=\"margin-bottom: 1.5em;\">Un employ\u00e9 a gagn\u00e9 <strong>4,000 $<\/strong> au cours des quatre semaines compl\u00e8tes pr\u00e9c\u00e9dant son cong\u00e9 maladie pay\u00e9.<\/p><p class=\"has-paragraph-2-m-font-size\" style=\"text-align: center; margin-bottom: 1.5em;\">4,000 $ \u00f7 20 = 200 $<\/p><p class=\"has-paragraph-2-m-font-size\">\ud83d\udc49 L\u2019indemnit\u00e9 de maladie est de <strong>200 $<\/strong>.<\/p><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>I<\/strong><strong>Remarque importante concernant les imp\u00f4ts&nbsp;:<\/strong><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Cette indemnit\u00e9 de maladie est consid\u00e9r\u00e9e comme un revenu. Elle est imposable. Lorsque vous la traitez dans le cadre de la paie, vous devez effectuer les retenues suivantes&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">R\u00e9gime de rentes du Qu\u00e9bec (RRQ)<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">Assurance-emploi (AE)<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">R\u00e9gime qu\u00e9b\u00e9cois d\u2019assurance parentale (RQAP)<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">Imp\u00f4t sur le revenu<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Traitez-la exactement comme un salaire normal aux fins de retenue. Il ne s\u2019agit pas d\u2019une prestation non imposable.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Distinction entre les cong\u00e9s de maladie personnels et les autres types de cong\u00e9s<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Les employeurs confondent parfois les diff\u00e9rents types de cong\u00e9s. Pour g\u00e9rer efficacement la conformit\u00e9, il est important de distinguer les cat\u00e9gories suivantes&nbsp;:<\/p>\n\n\n\n<ol class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">Cong\u00e9s de maladie standard (<a href=\"https:\/\/www.cnesst.gouv.qc.ca\/fr\/conditions-travail\/conges\/accidents-maladies\/maladie-accident-non-lie-au-travail\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>normes de la CNESST<\/strong><\/a>)\u00a0: Il s\u2019agit des cas dont nous avons discut\u00e9, \u00e0 savoir les maladies personnelles ou les accidents non li\u00e9s au travail. (26 semaines sans solde, les deux premiers jours \u00e9tant pay\u00e9s, par ann\u00e9e apr\u00e8s trois mois de service continu).<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Accidents du travail selon la CNESST (LATMP)\u00a0:<\/strong> Si un employ\u00e9 subit une l\u00e9sion professionnelle, il s\u2019agit d\u2019un cas compl\u00e8tement diff\u00e9rent, r\u00e9gi par la Loi sur les accidents du travail et les maladies professionnelles. Cette situation ne correspond pas au cong\u00e9 de maladie standard. Elle n\u00e9cessite des formulaires sp\u00e9cifiques, des indemnit\u00e9s de remplacement du revenu souvent vers\u00e9es par la CNESST et des r\u00e8gles de retour au travail plus rigoureuses.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Cong\u00e9 pour obligations familiales\u00a0:<\/strong> Le Qu\u00e9bec accorde 10\u00a0jours de cong\u00e9 par ann\u00e9e pour remplir des obligations li\u00e9es \u00e0 la garde, \u00e0 la sant\u00e9 ou \u00e0 l\u2019\u00e9ducation d\u2019un enfant ou d\u2019un proche. Comme pour les cong\u00e9s de maladie, les <strong>deux premiers jours de ces 10\u00a0jours sont pay\u00e9s<\/strong> (apr\u00e8s 3\u00a0mois de service continu).\n<ul class=\"wp-block-list\">\n<li><em>Distinction importante\u00a0:<\/em> Les deux jours pay\u00e9s pour cause de maladie et les deux jours pay\u00e9s pour obligations familiales sont distincts. En th\u00e9orie, un employ\u00e9 admissible aurait droit d\u2019au plus <strong>quatre<\/strong> jours pay\u00e9s\u00a0: deux pour une maladie personnelle et deux autres pour un enfant malade. Il est important de ne pas les regrouper dans une seule cat\u00e9gorie de \u00ab\u00a0jours personnels\u00a0\u00bb, \u00e0 moins que votre politique ne couvre explicitement les deux et respecte les exigences minimales pour chacun.\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">Pratiques exemplaires pour la gestion des cong\u00e9s de maladie au Qu\u00e9bec<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Un plan clair vous aidera \u00e0 ma\u00eetriser ces r\u00e8gles. Voici comment garder une longueur d\u2019avance&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Actualisez votre guide de l\u2019employ\u00e9\u00a0:<\/strong> Si votre politique stipule \u00ab\u00a0Certificat m\u00e9dical requis pour toute absence\u00a0\u00bb, elle est obsol\u00e8te. Modifiez-la afin de refl\u00e9ter les limites impos\u00e9es par le projet de loi\u00a068.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Assurez une communication claire\u00a0:<\/strong> Informez votre \u00e9quipe des r\u00e8gles en vigueur. Lorsque les employ\u00e9s connaissent leurs droits et les limites, ils sont moins susceptibles d\u2019abuser du syst\u00e8me tout en se sentant davantage soutenus.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>Instaurez la confiance et \u00e9liminez les obstacles\u00a0:<\/strong> Comme vous ne pouvez pas demander un certificat pour chaque absence de courte dur\u00e9e, mettez l\u2019accent sur l\u2019engagement. Des employ\u00e9s valoris\u00e9s et engag\u00e9s ne feignent pas la maladie.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\"><strong>G\u00e9rez la paie avec pr\u00e9cision\u00a0:<\/strong> Automatisez le calcul du 1\/20. Effectuer ce calcul manuellement chaque fois qu\u2019un employ\u00e9 est absent augmente le risque d\u2019erreur.\u00a0<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Suivi des soldes et des cumuls<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">La partie la plus difficile de la r\u00e8gle des \u00ab&nbsp;2&nbsp;jours pay\u00e9s&nbsp;\u00bb consiste \u00e0 surveiller la date de \u00ab&nbsp;service continu&nbsp;\u00bb. Vous devez savoir exactement quand un employ\u00e9 franchit ce seuil de trois mois.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Les tableurs ou les pense-b\u00eates sont vou\u00e9s \u00e0 l\u2019\u00e9chec. Vous pourriez accidentellement priver une personne admissible de son salaire (risque de non-conformit\u00e9) ou verser un salaire \u00e0 une personne inadmissible (perte financi\u00e8re).<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Il vous faut un syst\u00e8me qui&nbsp;:<\/p>\n\n\n\n<ol class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">signale automatiquement lorsqu\u2019un employ\u00e9 franchit les trois mois de service continu;<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">suit le nombre de cong\u00e9s \u00ab\u00a0sans certificat\u00a0\u00bb utilis\u00e9s (afin de d\u00e9terminer quand demander une justification);<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--0-5);padding-bottom:var(--wp--preset--spacing--0-5)\">distingue les cong\u00e9s de maladie des cong\u00e9s pour obligations familiales.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">Demeurez conforme et poursuivez vos activit\u00e9s<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">La gestion des cong\u00e9s de maladie au Qu\u00e9bec exige \u00e0 la fois empathie et pr\u00e9cision. Vous souhaitez soutenir votre \u00e9quipe dans les moments difficiles, mais vous devez \u00e9galement prot\u00e9ger votre entreprise et respecter scrupuleusement la Loi sur les normes du travail.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Fini les calculs manuels et le suivi sur papier. Vous pouvez g\u00e9rer la conformit\u00e9 et la paie en toute confiance gr\u00e2ce \u00e0 des outils adapt\u00e9s au contexte qu\u00e9b\u00e9cois.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/\"><strong>Humi par 91±¬ΑΟ<\/strong><\/a> est un outil con\u00e7u pour g\u00e9rer la complexit\u00e9 des lois canadiennes en mati\u00e8re d\u2019emploi. Du suivi des cumuls et des dates de service \u00e0 l\u2019automatisation des calculs de paie, nous vous aidons \u00e0 soutenir votre \u00e9quipe sans la surcharge administrative.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Souhaitez-vous d\u00e9couvrir comment nous pouvons faciliter la gestion de l\u2019emploi?<\/p>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size is-content-justification-center is-nowrap is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\" data-trigger-modal=\"request-a-demo-modal\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/demander-une-demo\/\"><strong><strong>Demander une d\u00e9mo<\/strong><\/strong><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-12 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Autres ressources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"http:\/\/employmenthero.com\/fr-ca\/qc\/blog\/\">Voir tout<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-1726 post-qc type-post-qc status-publish has-post-thumbnail hentry resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-quebec\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1920\" height=\"1080\" src=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-Quebec.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Guide complet \u00e0 l\u2019intention des employeurs sur\u00a0 l\u2019indemnit\u00e9 du cong\u00e9 annuel au Qu\u00e9bec\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-Quebec.webp 1920w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-Quebec-300x169.webp 300w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-Quebec-1024x576.webp 1024w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-Quebec-768x432.webp 768w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-Quebec-1536x864.webp 1536w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-Quebec-440x248.webp 440w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Resource-type-icon.png\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/resources\/blog\/\" rel=\"tag\">Blogues<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-quebec\/\" target=\"_self\" >Guide complet \u00e0 l\u2019intention des employeurs sur\u00a0 l\u2019indemnit\u00e9 du cong\u00e9 annuel au Qu\u00e9bec<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">L\u2019ann\u00e9e de r\u00e9f\u00e9rence de la CNESST vous laisse perplexe? D\u00e9couvrez comment calculer les indemnit\u00e9s de cong\u00e9 annuel au Qu\u00e9bec, g\u00e9rer&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-0e555cad6bbb09a837ad89e02ff1f530 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-quebec\/\" target=\"_self\">En lire plus<span class=\"screen-reader-text\">: Guide complet \u00e0 l\u2019intention des employeurs sur\u00a0 l\u2019indemnit\u00e9 du cong\u00e9 annuel au Qu\u00e9bec<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/guide-complet-a-lintention-des-employeurs-sur-lindemnite-du-conge-annuel-au-quebec\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-1717 post-qc type-post-qc status-publish has-post-thumbnail hentry resource-type-blog topic-workplace\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/conges-de-maladie-quebec\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Guide \u00e0 l\u2019intention des employeurs sur les cong\u00e9s de maladie au Qu\u00e9bec\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail.webp 1728w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/02\/Guide-for-employers-on-sick-leave-in-Quebec-Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Resource-type-icon.png\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/resources\/blog\/\" rel=\"tag\">Blogues<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/conges-de-maladie-quebec\/\" target=\"_self\" >Guide \u00e0 l\u2019intention des employeurs sur les cong\u00e9s de maladie au Qu\u00e9bec<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">Ma\u00eetrisez les lois qu\u00e9b\u00e9coises relatives aux cong\u00e9s de maladie, notamment le droit \u00e0 deux jours pay\u00e9s, les normes de la&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-0e555cad6bbb09a837ad89e02ff1f530 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/conges-de-maladie-quebec\/\" target=\"_self\">En lire plus<span class=\"screen-reader-text\">: Guide \u00e0 l\u2019intention des employeurs sur les cong\u00e9s de maladie au Qu\u00e9bec<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/conges-de-maladie-quebec\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-1689 post-qc type-post-qc status-publish has-post-thumbnail hentry resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"R\u00e9ponses aux 20 questions principales sur la saison des imp\u00f4ts 2025\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail.webp 1728w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025-thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/fr-ca\/wp-content\/uploads\/sites\/7\/2026\/01\/Resource-type-icon.png\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/resources\/blog\/\" rel=\"tag\">Blogues<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025\/\" target=\"_self\" >R\u00e9ponses aux 20 questions principales sur la saison des imp\u00f4ts 2025<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">Vous g\u00e9rez des feuillets T4 et des Relev\u00e9s 1 au Qu\u00e9bec? Consultez le guide de 2025 pour conna\u00eetre les dates&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-0e555cad6bbb09a837ad89e02ff1f530 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025\/\" target=\"_self\">En lire plus<span class=\"screen-reader-text\">: R\u00e9ponses aux 20 questions principales sur la saison des imp\u00f4ts 2025<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/fr-ca\/qc\/blog\/reponses-aux-20-questions-principales-sur-la-saison-des-impots-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Ma\u00eetrisez les lois qu\u00e9b\u00e9coises relatives aux cong\u00e9s de maladie, notamment le droit \u00e0 deux jours pay\u00e9s, les normes de la CNESST et les nouvelles r\u00e8gles concernant les certificats m\u00e9dicaux pour les employeurs. En savoir plus.<\/p>\n","protected":false},"author":430,"featured_media":1718,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_visual_mode":"business","exclude_from_algolia":false,"reading_time":"9 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"categories":[],"tags":[],"resource-type":[12],"topic":[30],"learn_topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"class_list":["post-1717","post-qc","type-post-qc","status-publish","has-post-thumbnail","hentry","resource-type-blog","topic-workplace"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/post-qc\/1717","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/post-qc"}],"about":[{"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/types\/post-qc"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/users\/430"}],"version-history":[{"count":2,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/post-qc\/1717\/revisions"}],"predecessor-version":[{"id":1720,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/post-qc\/1717\/revisions\/1720"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/media\/1718"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/media?parent=1717"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/categories?post=1717"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/tags?post=1717"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/resource-type?post=1717"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/topic?post=1717"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/learn_topic?post=1717"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/industry?post=1717"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/audience?post=1717"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/business-size?post=1717"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/product-tag?post=1717"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/funnel-stage?post=1717"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/region?post=1717"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/pain-point?post=1717"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/fr-ca\/wp-json\/wp\/v2\/persona?post=1717"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}