Human Resources Management
Legal Compliance
Staying compliant with various employment laws is often a tedious task that Iceberg Management successfully transforms into opportunities for continuous improvement for its clients. Our experts help organizations in implementing laws such as the Pay Equity Act (PEA), the Skills Act (1%), the Personal Information Protection Act (Law 25), and the Act Respecting the Prevention of Occupational and Psychosocial Risks (Law 27).
Pay Equity Act
First adopted in 1996, this law aims to eliminate the wage gap between male and female job categories by ensuring equal pay for work of equal value.
For a deeper dive
Recommendations for internal pay equity
Monitoring of salaries in the market
Positioning of compensation competitiveness
Improvement of the salary structure
Recommendations for indexing pay scales
Review of salary policy
Skills Act (1%)
Also known as the 1% Act, this law requires employers with a payroll of more than $2 million to invest 1% of that total in workforce training to maintain the competitiveness of employee skills.
Learn more about Skills Act (1%)
*Training Investment Qualification Certificate (CQIF)
For a deeper dive
Identifying skills needs
Aligning training expenditures with strategic directions
Obtaining the CQIF*
Overseeing management of continuing education
Reviewing training programs
Developing a skills matrix
Personal Information Protection Act (Law 25)
The Act to Modernize Legislative Provisions for the Protection of Personal Information builds on businesses’ obligations for collecting, using, and safeguarding personal data.
For a deeper dive
Audit of your current compliance
Recommendations for improvements
Optimization of your internal processes
Web support (Reptile)
IT support (InfoVirtuel)
Legal advice (Loranger Marcoux)
Act Respecting the Prevention of Occupational and Psychosocial Risks (Law 27)
The Act to Modernize the Occupational Health And Safety Regime, currently better known as the Act Respecting the Prevention of Occupational and Psychosocial Risks (Bill 27), introduces enhanced preventive measures to ensure the health and safety of workers.
In particular, it introduces the implementation of mechanisms for prevention and employee participation, based on the size of the establishment. As of October 1, 2025, these mechanisms will become mandatory for all workplaces.
For a deeper dive
Awareness workshops on the Act
Co-creation workshops for prevention tools
Health and wellness policy
Prevention action plan
Written inventory of employee risks
Establishment of an OHS committee
Support Options Offered
Either entrust your entire legal compliance file to us or choose to build your independence through workshops led by an Iceberg Management expert: the decision is yours.
Simply select from the support options available or, if you prefer, receive a recommendation after a more in-depth analysis of your needs.
01
Delegate the Project
02
Develop Your Skills
03
Urgence RH
Statistics
29,931
Employers must have completed an initial pay equity assessment.
29,931
End of December 2023 – CNESST
Compliance with pay equity applies to all companies with more than 10 workers.
4
Number of disciplines affected by Act 25 on the Protection of Personal Information.
4
Law 25 requires input from four key areas of expertise – human resources, legal, IT and web – making compliance even more complex for companies.
3 %
Number of companies complying with Law 25.
3 %
February 2024 – Le Devoir (daily newspaper)
With little time and expertise to implement the law, many organizations are struggling to adapt to the new requirements.
313
Number of employers holding the CQIF certificate in 2023.
313
2023-2024 – CPMT Activity Report
The CQIF is a continuous improvement process that allows employers with a payroll of more than $2 million to be exempt from certain obligations arising from the skills law.
Bonus Benefits of Legal Compliance
One Mandate, Double the Impact. At Iceberg Management, a legal compliance mandate goes beyond a simple regulatory obligation: It creates lasting value for the organization.
By protecting employees from injustices and reducing social inequalities, the mandate positions the company as a leader of positive change.
In addition, legal compliance mandates also help audit HR practices and launch continuous improvements that are often put on the back burner.
Thus, the mandates contribute to a high-performance, healthy, and more equitable environment.
Our AI assistant will quickly identify your biggest HR concerns and schedule you promptly with an expert who can solve them.
Noellie Dias, CRHA
Human Resources Consultant
Testimonials
What Our Clients Love About Working With Us
Beyond Consulting
The Time-Tested Iceberg Methodology™
We follow a unique three-phase methodology to ensure the lasting success of your HR projects.
From initial scoping to measuring your final satisfaction, we support you at every stage of a structured and proven cycle of sound project management: Clarify, Conduct, and Conclude.
Clarify
Définissez et planifiez dans une charte de projet, les objectifs, les échéanciers, les ressources et la gestion des risques pour assurer la réussite convoitée.
Conduct
Exécutez les actions planifiées en respectant les jalons, les méthodes, les ressources, les délais et les résultats attendus.
Conclude
Ancrez les changements, évaluez les résultats lors d’un post-mortem et garantissez la durabilité des solutions mises en place.
Finding This Confusing?
Don’t worry: Without exception, we were all beginners on Day 1. An expert will contact you by phone and make the process easier for you. Just leave us your contact information.
Frequently Asked Questions
Helpful Answers
Do you have questions about our services or how we can help you?
Browse our FAQ and discover clear, practical, and insightful answers. These resources are designed to help you make an informed decision about entrusting us with your legal compliance matters.
Which option should I choose: outsourcing or developing my skills?
It all depends on your short- and long-term goals.
Outsourcing has the advantage of taking this burden off your shoulders and moving your file forward very quickly. Only data validation and decision-making meetings will be on your calendar.
The option to develop your skills with an expert from our team will require more involvement on your part, but it will help you gain independence and ensure better sustainability of the improvements you make during the process.
What are the consequences (or penalties) if I’m late with my compliance requirements?
Failing to achieve pay equity in Quebec can lead to several consequences: legal (fines and administrative sanctions, prosecutions and complaints), financial (retroactive payment of salary adjustments in the event of discrepancies and interest to be paid), and organizational (poor working climate, difficulties in recruiting and retaining staff, damage to the company’s reputation).
Can I get a government grant to cover your fees?
Yes and No.
Grant applications are available for all strategic support services that can complement a legal compliance mandate, such as the various options we outlined above.
However, consulting services used to help a company comply with its legal obligations are not eligible for any grant.
How much does support cost to comply with the law?
It’s difficult to standardize the number of hours required because it depends on the size of the organization, the number of stakeholders involved, the availability of data to be processed, and the company’s decision-making process.
In addition, work can be carried out independently by the client, both before and after the work sessions with the consultant.
A complete assessment of your situation is required to develop a work plan, including a timeline and cost estimate.
Is my business subject to the Skills Act (1%)?
Any company in Quebec with an annual payroll of $2 million or more must invest 1% of this amount annually in training for its employees.
What are the new obligations of employers regarding psychosocial risk management?
The Act to Modernize the Occupational Health and Safety Regime (Law 27) requires Quebec employers to prevent psychosocial risks by assessing these risks and implementing appropriate measures, by October 6, 2025.
What are the main obligations of companies regarding the protection of personal information?
The key obligations for companies regarding the protection of personal information include, but are not limited to the following: appointment of a designated representative, consent upon data collection, data security, incident reporting, structured governance, and an assessment of the impact on privacy.