Canada: Droit des employés à des heures de congé pour voter aux élections municipales

Last Updated: November 6 2017
Article by Stéphane Fillion and Valérie McDuff

Le moment de passer aux urnes approche à grands pas. Les élections municipales se tiendront le dimanche 5 novembre prochain à travers le Québec. Les bureaux de vote seront ouverts de 10 h à 20 h.

Le vote par anticipation est prévu sept jours avant le scrutin (le 29 octobre 2017, de 12 h à 20 h). Par ailleurs, certaines municipalités prévoient un deuxième jour de vote par anticipation le 30 octobre 2017. Tout électeur inscrit sur la liste électorale peut voter par anticipation. 

Heures consécutives de congé pour aller voter

Les employés qui travaillent le 5 novembre ont le droit de se voir accorder du temps par leur employeur pour aller voter. C'est à l'article 213 de la Loi sur les élections et les référendums dans les municipalités, chapitre E-2.2, qu'est énoncée l'obligation de l'employeur quant au nombre d'heures que celui-ci doit accorder à ses employés pour aller voter aux élections municipales :

« Tout employeur doit accorder à la personne inscrite sur la liste électorale qui est à son emploi le congé nécessaire pour qu'elle ait, pendant la période de scrutin, au moins 4 heures consécutives pour voter, sans tenir compte du temps normalement accordé pour les repas. Aucune déduction de salaire ni aucune sanction ne peuvent être imposées à l'employé en raison de ce congé. »

L'employeur n'est pas tenu d'accorder des heures de congé lorsque le nombre prescrit d'heures consécutives (4 heures) n'entre pas en conflit avec les heures de travail de l'employé. À cet égard, ce sont les heures d'ouverture des bureaux de scrutin qui doivent être examinées afin de déterminer la présence d'un conflit avec l'horaire de l'employé.

Toutefois, lorsque les heures de travail de l'employé ne lui permettent pas de disposer du nombre prescrit d'heures consécutives pour aller voter, l'employeur doit accorder les heures de congé supplémentaires requises pour que l'employé qui en fait la demande dispose du nombre prescrit d'heures consécutives pour aller voter. Ces heures de congé supplémentaires peuvent être accordées à tout moment, à la convenance de l'employeur.


L'employé 1 travaille de 7 h à 15 h. Son employeur ne serait pas tenu de lui accorder des heures de congé rémunérées pour aller voter, même si l'employé en faisait la demande, car entre 15 h et 20 h l'employé dispose de quatre heures consécutives pour aller voter.

L'employé 2 travaille de 10 h à 18 h. Si l'employé en fait la demande, l'employeur doit lui accorder les heures de congé nécessaires pour que l'employé dispose de quatre heures consécutives pour aller voter. L'employeur pourrait permettre à l'employé 2 de commencer à travailler à 14 h, ce qui lui laisserait quatre heures consécutives, entre 10 h et 14 h, pour aller voter. L'employeur pourrait également permettre à l'employé 2 de quitter son travail à 16 h, ce qui lui laisserait quatre heures consécutives, entre 16 h et 20 h, pour aller voter.

Heures de congé rémunérées

Puisqu'un employeur est tenu d'accorder à un employé des heures de congé pour aller voter, l'employé ne peut subir une quelconque sanction ni une quelconque retenue sur son salaire de la part de l'employeur. Les heures de congé de travail accordées pour aller voter doivent donc être rémunérées dans le cas où l'employé ne disposerait pas de suffisamment d'heures consécutives pour aller voter. Dans l'exemple de l'employé 2, selon le premier scénario, l'employé serait rémunéré pour la période de 10 h à 14 h, comme s'il avait été au travail durant cette période. Dans le deuxième scénario, l'employé 2 serait rémunéré pour la seule période de 16 h à 18 h, comme s'il avait été au travail durant cette période.

Pour des renseignements complémentaires au sujet de vos obligations en vertu de la loi électorale, veuillez communiquer avec un membre de notre groupe de pratique Travail, emploi et droits de la personne.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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