Law 27 Compliance — French Language Charter and IT Tools
Inventory of subject IT tools, linguistic compliance plan — led by the Factero IT team.
Law 27 compliance is an engagement that covers the linguistic obligations imposed by Quebec's French Language Charter on IT tools, software, internal communications, and employment contracts. Factero leads compliance on the IT side: inventory of subject tools, gap assessment, compliance plan, and corrective follow-up. Our HR partners contribute to the communications and internal policy components.
This service is designed for companies with 25+ employees in Quebec — whether you're anticipating an OQLF inspection or simply want to comply proactively.
Who is it for?
Companies with 25+ employees in Quebec subject to the French Language Charter.
Quebec municipalities and public bodies required to demonstrate linguistic compliance of their IT tools.
Organizations whose IT tools, software or work interfaces are primarily in English.
When does it help?
If you recognize yourself in any of these situations, this service is designed for you.
- You've received a request from the OQLF or are anticipating an inspection.
- Your IT tools, software or work interfaces are primarily in English.
- Your employment contracts or internal communications don't meet linguistic obligations.
What will you receive?
Complete inventory of IT tools, software and platforms subject to Law 27.
Prioritized and actionable linguistic compliance plan.
Internal language-of-work policies adapted to your IT reality.
Not a good fit?
- If your organization has fewer than 25 employees, you're generally not subject to Law 27.
- If you need legal advice on the French Language Charter, a language law specialist will be more appropriate.
How does the process work?
A rigorous and transparent approach, step by step.
Law 27 — French Language Charter
French Language Charter obligations: IT tools, software, internal communications, employment contracts. An OQLF-imposed francization program is more costly and constraining than a voluntary plan — and it's auditable. The plan Factero produces creates a documented file demonstrating good faith before any inspection. Typical duration: 2 to 4 weeks.
Pay Equity — Related Service
Law 27 and the Pay Equity Act often apply to the same organizations. Coordinating both mandates allows shared data collection — one scoping, two deliverables, and reduced scoping fees for the second mandate. See the Pay Equity service.
IT and HR Coordination
Law 27 compliance touches both IT tools and HR practices. A language policy written without considering employment contracts will need to be fully redone under OQLF pressure — with the delays and urgent fees that entails. One mandate, two areas of expertise — not two invoices to reconcile.
Frequently Asked Questions
Answers to the questions our clients ask before reaching out.
Which organizations are subject to Law 27?
All organizations operating in Quebec have baseline language obligations regardless of size. Obligations intensify by threshold:
— All companies: must communicate with staff in French, post job offers in French, and cannot require knowledge of another language without valid justification.
— 25+ employees: mandatory OQLF registration and linguistic situation analysis (francization process). This threshold has been in effect since June 1, 2025 — previously set at 50 employees.
— 100+ employees: mandatory francization committee.
Public bodies — municipalities, MRCs, government agencies — are also subject. Factero leads compliance on the IT side: inventory of subject tools, gap assessment, compliance plan. The free 20-minute discovery call confirms your specific obligations based on your size and sector.
How long does Law 27 compliance take?
Typical duration is 2 to 4 weeks for a mid-sized organization with a standard software portfolio. The determining factor is the number of IT tools to inventory and the volume of internal communications to assess. For organizations with many English-language tools — ERP, CRM, collaboration tools, specialized SaaS platforms — or extensive internal communications, the timeline can extend to 6 to 8 weeks. Factero leads compliance on the IT side: inventory of subject tools, gap assessment between available French versions and versions in use, prioritized compliance plan. Our HR partners contribute in parallel on the communications and internal language policy components. The exact timeline is confirmed in the proposal after an initial scoping of your environment — the free 20-minute discovery call is sufficient to estimate the scope.
Does Law 27 apply to SaaS or cloud-based tools?
Yes — the French Language Charter applies to digital tools used by employees at work, regardless of the deployment model. Whether the tool is installed locally on a workstation, hosted on an internal server, or accessed via SaaS (cloud), it is potentially covered as soon as it constitutes a daily work tool. Microsoft 365, Salesforce, Slack, Teams, Jira, HubSpot, QuickBooks, and any other English-language tool used as a primary tool is concerned. The inventory that Factero conducts covers the entire software portfolio: business applications, collaboration tools, project management platforms, ERP/CRM systems, internal communication tools. For each tool, we verify whether a French version of similar quality exists — that's the key criterion under Law 27. Specialized tools without a viable French equivalent may be subject to documented accommodations.
Do we have to francize all our IT tools?
No — not necessarily, and that's precisely what the inventory conducted by Factero determines. Law 27 distinguishes tools for which a French version of similar quality exists from those for which it doesn't. An office suite like Microsoft 365 has a complete French version — it must be configured in French. Conversely, a specialized ERP without a viable French interface can be subject to a documented accommodation in your francization file. The inventory identifies precisely which tools are covered, which can be maintained in English, and under what conditions — with documented justification for each exception. This documentation is essential if the OQLF requests to review your francization process. The compliance plan that Factero produces prioritizes actions by impact: tools used daily by the greatest number of employees are addressed first.
Can our employees work in English if it's their mother tongue?
The French Language Charter recognizes employees' right to work in French — it is not an obligation to work exclusively in French. An anglophone employee can continue working in English if their employer accepts it. What Law 27 regulates is making work tools available in French and ensuring any employee who wishes can work in French. The obligation falls on the employer, not the employee: you must offer the possibility, not impose it. Our HR partners clarify these nuances in the language-of-work policies drafted with Factero. The policy clearly distinguishes employer obligations (tools available in French, official communications in French) from employee rights (choice of working language within permitted limits). This clarity protects the organization during a potential OQLF inspection while respecting the linguistic diversity of your team.
What are the penalties for non-compliance?
The OQLF can issue notices and corrective orders, with fines of $3,000 to $30,000 per first-offense violation. For repeat violations, amounts can reach $90,000. Directors and officers may also be personally exposed — a particularity often unknown to SMEs. Organizations that ignore repeated OQLF requests also risk exclusion from government programs and public contracts, which can have a financial impact far greater than the fines themselves. An OQLF-imposed francization program is more costly and constraining than a voluntary plan — and it's auditable. The compliance plan that Factero produces creates a documented file demonstrating good faith before any inspection. Factero cannot guarantee the outcome of OQLF proceedings — our role is to put you in a position to demonstrate a serious and documented compliance effort. For legal advice on your specific situation, a language law specialist will be more appropriate.
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