CDD and CDI in Quebec: a security guard's employment statuses
CDD and CDI do not exist under those names in Quebec. What matters for a guard: status A-01, A-02, A-03 or A-04, and what each one changes.
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"CDD" and "CDI" are terms from French labour law. They are not used in Quebec, but both realities exist: the fixed-term contract and the contract for an indeterminate term. For a security guard, another label matters even more: the status given by the Decree respecting security guards, from A-01 to A-04. Here is how it all translates, and what each status changes for you.
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CDI and CDD: the Quebec equivalent
The Civil Code of Québec simply says that a contract of employment is "for a fixed term or an indeterminate term" (art. 2086).
| In France | In Quebec | What it is |
|---|---|---|
| CDI | Contract for an indeterminate term (contrat à durée indéterminée) | No end date is set |
| CDD | Fixed-term contract (contrat à durée déterminée) | The end date, or the event that ends it, is known from the start |
In both cases, the minimum wage under the Decree is the same. The hourly rate depends on your class, not on the length of your contract.
What really matters: your status under the Decree
The Decree respecting security guards, which applies to the guards of security agencies, places each employee in one of four statuses (s. 1.01).
| Status | Who it is |
|---|---|
| Regular A-01 | An employee who has completed the trial period and worked an average of 30 hours per week between November 1 and October 31, taking vacations and authorized absences into account. A regular A-01 employee is available to work at all times, up to 40 hours per week |
| Part-time A-02 | An employee who has completed the trial period but does not meet the conditions to be A-01 |
| Trial A-03 | An employee who has not completed the trial period of 480 hours actually worked or 150 days |
| Casual employee A-04 | An employee hired to replace an absent employee, to work during a strike or a lock-out, to work at a sporting, cultural, economic or social event for no more than 4 consecutive weeks, or during a pandemic with a licence other than a regular licence |
If you are looking for the closest equivalent: a regular A-01 guard resembles a full-time employee on a CDI, and a casual A-04 guard resembles an employee on a CDD. It is only a comparison. A part-time A-02 employee can also have a contract for an indeterminate term.
What about Class A, Class A on call and Class B?
The class is another label, which describes your work and sets your hourly rate.
- Class A: a guard who performs security work. Minimum rate of $20.60 an hour since June 28, 2026
- Class A on call: the same work, but without a fixed work schedule
- Class B: a guard entrusted with directing or supervising other guards. Minimum rate of $20.85 an hour since June 28, 2026
"On call" does not mean "fixed term". An on-call guard can have a contract with no end date: it is the schedule that is not fixed.
What the status changes in practice
| Benefit | Who is entitled | Source |
|---|---|---|
| Minimum hourly rate and premiums | All employees | Decree, s. 4.07 |
| Paid annual vacation | All employees, according to their continuous service | Decree, s. 5.02 |
| Employer contribution to the collective RRSP ($0.20 per hour worked) | A-01 and A-02, once the enrolment form is completed. If the employer cannot prove that the form was given to you, the contribution is owed from the date you acquired your status | Decree, ss. 4.1.02, 4.1.05 and 4.1.06 |
| Sick leave bank (2% of wages earned) | A-01 only | Decree, s. 7.02 |
| Hours paid at the overtime rate from the 7th consecutive workday (15th in the mining sector with accommodation) | A-01 only | Decree, s. 3.04 |
| Uniform renewed each year with new clothing | A-01 only | Decree, s. 8.02 |
| At least one week's written notice before a layoff of less than 6 months, unless there are circumstances beyond the employer's control | Everyone, except A-04 and an employee with less than 3 months of continuous service | Decree, s. 3.11 |
For an employee who is not A-01, the rules of the Act respecting labour standards apply in case of illness, under section 7.02 of the Decree. The details are in our article on security guard leave.
The end of a fixed-term contract
This is the most important difference between the two types of contract.
- Contract for an indeterminate term. An employer who ends it must give written notice: 1 week with less than one year of continuous service, 2 weeks from 1 to 5 years, 4 weeks from 5 to 10 years and 8 weeks after 10 years (Decree, s. 3.08).
- Fixed-term contract. When the contract expires, no notice is required (Decree, s. 3.08.1). The employment ends on the planned date.
The notice also does not apply to an employee with less than 3 months of continuous service, to one who has committed a serious fault, or in the case of a fortuitous event.
Two rules protect an employee whose contracts follow one another:
- If you keep working for five days after the end date, without objection from the employer, the contract is renewed for an indeterminate term (Civil Code, art. 2090).
- Fixed-term contracts that succeed one another without a real interruption count toward your continuous service (Decree, s. 1.01). Continuous service gives the right to notice, and to the recourse against dismissal without good and sufficient cause after two years of what the Act respecting labour standards calls uninterrupted service (s. 124).
For the recourses, read dismissed or laid off: a security guard's recourses.
How to go from trial to regular status
The trial period is 480 hours actually worked or 150 days. Once the trial is over, you become A-01 if you have worked an average of 30 hours per week and are available up to 40 hours. Otherwise, you become A-02.
Shifts worked as a casual employee A-04 do not count toward obtaining another status.
How to find out your status
Look at your pay slip, which the Decree calls an earnings statement. The Decree requires the employer to show your status on it, A-01, A-02, A-03 or A-04 (s. 4.06). If it is not there, or if it seems wrong, ask the employer for an explanation. In case of disagreement, the Comité paritaire des agents de sécurité, the parity committee that enforces the Decree, can be reached at 514-493-9105 or 1-800-361-5442.
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Frequently asked questions
Does the CDI exist in Quebec?
Yes, under the name contract for an indeterminate term. The Civil Code provides for both types of contract.
Is an on-call guard on a CDD?
Not necessarily. "On call" describes the schedule, which is not fixed. The contract itself can be for an indeterminate term.
Is a casual guard paid less?
Not on the hourly rate: the minimum rate and the premiums in the Decree apply to all employees, whatever their status. However, a casual employee does not get the benefits reserved for A-01 and A-02 employees, as the table above shows.
How long does the trial period last?
The Decree sets it at 480 hours actually worked or 150 days. Past that point, you are no longer a trial A-03 employee.
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