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Questions to ask an employer before accepting a job

By · Published · 8 min read

Job candidate asking questions to a foreman on a renovation site, notebook in hand

How many days can an employer let pass between two paydays? In Quebec, the answer is 16, and most people find out after they are hired. The bad surprises of a new job rarely come from the work itself: they come from the schedule, the pay, the equipment, the travel and the first few months. Here are the questions to ask an employer before accepting, what the law already provides, and how to ask without sounding demanding.

Why ask these questions before saying yes

Before you are hired, you have a power you will not have afterwards: the power to say no without losing anything. Once you are in the job, a question about pay or hours becomes a negotiation. Before, it is a simple check. And the answers tell you a lot about the company: an organized employer answers right away, with numbers.

The Act respecting labour standards sets a floor for employees: minimum wage, pay frequency, paid time, notice of termination. Everything above that floor, such as the actual rate, the number of hours or the equipment provided, is settled between you and the employer. Your questions check both: that the floor is respected, and what is offered on top of it.

To avoid sounding demanding, ask them as planning questions, not conditions: "So I can plan, what time does a typical day start?" goes over much better than "I won't start before 8 a.m." And keep a written record. On GPP Emploi, conversations happen on the platform; before a contact is accepted, phone numbers and email addresses written in a message are masked, to protect everyone. What happens when you accept an invitation is explained in Answering an employer's invitation: accept, decline or ask your questions.

The real schedule

The advertised schedule and the lived schedule are not always the same. In snow removal, "nights" can mean 10 p.m. to 6 a.m., or "whenever it snows". In commercial cleaning, the work is often done in the evening, after closing. Questions to ask:

  • What time does a typical day start and end, and where?
  • How many hours per week, on average and in peak season?
  • Is the schedule fixed, or how far in advance is it known?
  • Is there overtime, weekend work or on-call duty?

What the law provides: under section 59.0.1 of the Act respecting labour standards, an employee may refuse to work more than 2 hours beyond their usual daily hours, or more than 14 hours in any 24-hour period (12 hours if their hours are variable or non-continuous), or more than 50 hours a week. They may also refuse if they were not told at least 5 days in advance that they would have to work, unless their duties require them to remain on standby. These rights have exceptions, for example a danger to life or safety, or a case of force majeure.

Remember the practical consequence: if the job is "on call", as is often the case in snow removal, the 5-day rule does not apply. Better to know that before signing, and to ask how many call-outs there were last winter.

Pay: how much, how and when

This is the question people hesitate to ask the most, and the one that causes the most regret. A serious employer expects it. Ask about:

  • the exact hourly rate, and whether it changes with the season, night or weekend premiums;
  • the payment method (direct deposit, cheque) and frequency;
  • the date of your first pay;
  • whether you will be an employee, with a pay stub, or a self-employed contractor.

What the law provides for employees: wages are paid at regular intervals of no more than 16 days (one month for managers and certain categories). A useful exception: for a new employee, the employer may make the first payment within one month of the start date (s. 43). With each payment, the employer provides a pay stub that lets you check the calculation: the employer's name and yours, your job, the work period, regular and overtime hours, rate, gross wages, each deduction and net wages (s. 46).

The last item on the list is the most important. A "contract" where the employer sets your hours, supplies the tools and directs your work often looks like salaried employment, with the protections that come with it. The criteria are explained in Employee or self-employed? The criteria that matter in Quebec. On GPP Emploi, every job posting is checked automatically before publication, including for compliance with the minimum wage.

Equipment and travel

In service trades, equipment and driving can cost a lot to whoever pays for them. Questions to ask:

  • What is provided: tools, products, vacuum, ladders, boots, work clothes?
  • What do I have to bring myself?
  • Where does the day start: at the company garage, or at the first client's?
  • Who supplies the vehicle? If it is mine, how is mileage reimbursed?

What the law provides: under section 85.1 of the Act respecting labour standards, an employer who requires materials, equipment or goods to do the work must provide them free of charge to an employee paid minimum wage, and cannot make them pay for buying or maintaining them if that would bring them below minimum wage. It cannot require any employee to pay the company's operating costs.

For driving time, section 57 deems the employee to be at work during travel required by the employer. In a housecleaning route organized by the company, the drive between two clients is therefore paid. The line with commuting from home and the question of expenses are covered in Travel time between clients: is it paid?.

The trial period and the first few months

"We start with a trial day": the phrase is common, especially in painting, landscaping or moving. It calls for three questions: how long the trial lasts, what will be evaluated, and who will train you.

What the law provides: a trial or training period required by the employer is working time (s. 57). A 6-hour trial day is therefore paid as 6 hours, at least at the minimum wage rate. On the termination side, section 82 requires written notice before ending employment, with a length that depends on continuous service:

Continuous serviceMinimum notice
Less than 3 monthsNo notice required (s. 82.1)
3 months to less than 1 year1 week
1 to 5 years2 weeks
More than 5 years to 10 years4 weeks
10 years or more8 weeks

Notice also does not apply at the end of a fixed-term contract, or in cases of serious misconduct or force majeure (s. 82.1). Another threshold: the remedy against dismissal without good and sufficient cause requires 2 years of continuous service, and the complaint must be filed within 45 days (s. 124). These thresholds do not stop you from accepting a job; they help you understand what "probation" means in practice. For a specific case, the CNESST is the body to consult.

The list to keep handy, and the red flags

Here is the complete list, to copy into your phone before an interview or a call:

QuestionWhy ask it
What is a typical day's schedule, and how many hours per week?To compare real income, not just the rate.
Is the schedule known in advance, or is the job on call?The 5-day rule does not apply to standby duty.
What is the rate, the pay frequency and the date of the first pay?Intervals of no more than 16 days; first pay within a month.
Will I be an employee or a contractor?Labour standards protect employees.
What equipment is provided?Free at minimum wage if it is required.
Where does the day start, and is travel paid?Required travel is working time.
How long is the trial, and is it paid?A required trial is paid.

The red flags: an employer who will not give the rate before your first day, who talks about an "unpaid" trial, who wants to pay you "under the table" with no pay stub, or who asks you to buy your equipment before starting. A vague answer is not always bad faith, but three vague answers paint a picture.

To find out where to look, see Finding a job without a résumé in Quebec: the complete guide. Ready to compare? Browse the job offers: on GPP Emploi, the employer has 14 days to respond to an application, and their response time is displayed publicly on their postings. No profile yet? Create one for free in about 3 minutes, with no résumé.

In short

  • Ask your questions before saying yes: real schedule, pay, equipment, travel and trial period.
  • Employees are paid at least every 16 days, with a pay stub detailing the calculation; the first pay can come within a month of hiring.
  • A trial day and travel required by the employer are paid working time.
  • With less than 3 months of continuous service, no termination notice is required; the remedy for dismissal without cause requires 2 years.
  • Ask as planning questions, and keep a written record of the answers.

Frequently asked questions

What questions should I ask an employer before accepting a job?

Ask about a typical day's schedule and weekly hours, the hourly rate and pay frequency, the equipment provided, where the workday starts and whether travel is paid, and how long the trial period lasts. Also ask whether you will be an employee or a contractor.

Does a trial day have to be paid in Quebec?

Yes. Under section 57 of the Act respecting labour standards, an employee is deemed to be at work during a trial or training period required by the employer. Those hours are paid at least at minimum wage.

How often must an employer pay in Quebec?

Wages must be paid at regular intervals of no more than 16 days, or one month for managers and certain categories. For a new employee, the first pay can be made within one month of the start date.

Is it okay to ask about pay in an interview?

Yes, and it is even recommended. Ask it as a planning question, for example to compare a typical week's income. An organized employer answers with a precise number.

Can an employer fire me in the first few months?

The law requires no termination notice before 3 months of continuous service, and the remedy against dismissal without good and sufficient cause requires 2 years of continuous service. For your specific case, consult the CNESST.

Sources

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