Human Resources — HR Compliance with IT Component
HR compliance (Law 25), Law 27, pay equity — coordinated by Factero between your HR and IT challenges.
Factero's Human Resources service coordinates HR and IT challenges within a single engagement — Law 25 employee compliance, IT-HR policies, pay equity, and French Language Charter (Bill 96) obligations. Our HR partners (30+ years of experience) work in tandem with our IT team to eliminate inconsistencies between your systems and your policies.
One point of contact, zero parallel mandates to manage. Three tracks available depending on your situation: HR compliance (Law 25, policies, remote work, BYOD), language compliance (Bill 96), and pay equity.
Who is it for?
Municipalities needing to comply with Bill 25, Bill 27, and pay equity simultaneously. Factero Advisory Services is registered on the SEAO (Quebec) and the Ontario Tenders Portal (Ontario).
Growing SMEs without a structured HR department.
Organizations coming out of a Factero audit with HR gaps to address.
When does it help?
If you recognize yourself in any of these situations, this service is designed for you.
- You need to comply with Bill 25 (HR component), Bill 27 or pay equity.
- Your HR policies are missing, outdated, or inconsistent with your IT reality.
- You're struggling to recruit and want to validate your salary positioning.
- You've just completed a Factero audit and HR gaps were identified.
What will you receive?
One HR and IT coordination point.
Consistency verified between HR policies and your actual IT infrastructure.
HR partners with 30+ years of combined experience — municipal, SME and non-profit sectors.
Not a good fit?
- This service is designed for issues at the intersection of HR and IT — compliance, policies, pay equity, IT-HR recruitment. If your need is strictly legal (labor law, grievance arbitration, union representation), a specialized labor lawyer will be better suited.
How does the process work?
A rigorous and transparent approach, step by step.
HR Compliance — Law 25 and IT-HR Policies
A data incident involving employees can expose your organization to fines up to $25M or 4% of global revenue under Law 25. The service covers policies, PPO charter and Law 25 employee compliance — validated against your actual IT infrastructure. → See the HR Compliance service.
Law 27 — Language of Work and IT Tools
Your IT tools, software or work interfaces are primarily in English — and your organization is subject to the French Language Charter. An OQLF-imposed francization program is more costly than a voluntary one. → See the Law 27 Compliance service.
Pay Equity and Compensation
If your pay equity exercise has never been done — or is more than 5 years old — you may be carrying an unprovisioned liability. If you're losing employees you can't replace, your compensation may not be competitive. One service covers both: mandatory compliance exercise and market salary benchmarking. → See the Pay Equity service.
IT and HR Coordination
Two mandataries who don't communicate means rework, inconsistent deliverables and often double the invoice to fix. One coordinated mandate reduces internal management burden and exposure surface.
Frequently Asked Questions
Answers to the questions our clients ask before reaching out.
Which service for my situation?
The right service depends on the main challenge you need to address. If your need involves Law 25 employee data, PPO designation, or IT-HR policies (remote work, BYOD, confidentiality), the HR Compliance service is the right entry point. If your IT tools, software, or internal communications aren't compliant with the French Language Charter, the Law 27 Compliance service is more appropriate — tool inventory, linguistic compliance plan, OQLF support. If you need to complete a mandatory pay equity exercise or a compensation study with market benchmarks, the Pay Equity service is designed for that. All three mandates can be carried out in parallel or sequentially depending on your priorities and internal capacity. Factero coordinates our HR partners and our IT team through a single point of contact. The free 20-minute discovery call helps prioritize and sequence based on what's urgent, mandatory, and manageable.
Can we engage only the HR side, without the IT side?
Yes — the HR component can be mandated on its own, without an IT component. If your need is purely HR — pay equity exercise, internal policies, Law 27 compliance — our HR partners can work on that track independently. Deliverables are produced autonomously, without the Factero IT team intervening. The advantage of going through Factero even for a strictly HR mandate is that IT-HR coordination is already in place if a technical issue surfaces along the way — remote work policy that depends on your VPN, BYOD rules that touch your device management tools, Law 25 obligations that span employee data and systems. You don't have to launch a separate mandate or coordinate two providers. But that's an advantage, not a requirement — the HR mandate alone is complete and deliverable independently.
What's the difference between you and an HR firm or a specialized lawyer?
Factero works at the intersection of HR and IT — where an HR firm alone or a lawyer alone doesn't naturally cover. An HR firm handles policies, processes, and compensation. A lawyer handles labour law, contracts, and representation. Factero coordinates both disciplines when HR issues have a direct IT component or vice versa. Law 25 HR compliance, Bill 96 applied to digital tools, pay equity in an IT environment — that's exactly where the two disciplines need to speak the same language.
Our HR partners handle HR deliverables — including pay equity reports (produced under the Pay Equity Act framework and verified by the CNESST) and internal policies.
Law 27 (linguistic obligations on IT tools) doesn't require HR partner intervention — this track is coordinated directly by the Factero team.
What sets Factero apart from an HR firm alone: direct coordination between the HR track and the IT track. Policies reflect your actual technical environment, and Law 25 obligations are covered on both sides — HR and IT — without you having to bridge two providers who don't talk to each other.
How does the team stay current on Quebec HR and IT laws?
Both tracks — HR and IT — are subject to active, ongoing monitoring. On the HR side: our HR partners track decisions from the Commission des droits de la personne, CNESST publications, and legislative changes (Pay Equity Act, French Language Charter, labor standards). On the IT and data side: the Factero team tracks Commission d'accès à l'information (CAI) guidelines, ISACA practices, and NIST-CSF framework updates. The principal associate, CISA-certified, maintains this certification through a mandatory continuing education program of 120 hours over 3 years — ensuring that applied practices reflect the current state of regulations and threats. We don't apply 2019 practices to 2024 laws. Each mandate is calibrated to the most recent version of applicable legislation.
Can Factero manage all three services at the same time?
Yes — all three tracks (HR compliance, Law 27, pay equity) can be managed simultaneously or sequentially depending on your priorities and internal capacity. Coordination is already in place — our HR partners and the Factero IT team communicate directly, which avoids back-and-forth between providers if you have multiple obligations running. Some organizations combine all three because an audit revealed gaps on multiple fronts. Others start with the most urgent — often Law 25 or pay equity if the CNESST has sent a notice — and plan the rest afterward. The free 20-minute discovery call is exactly for sequencing based on what's urgent, what's mandatory, and what your team can absorb. One point of contact, one calendar, and deliverables that complement rather than contradict each other.
We don't have an HR department. Is that a problem?
That's precisely the situation this service is designed for. The majority of Factero's HR mandates involve a GM, administrative director, or manager wearing multiple hats — not a structured HR department. Our HR partners (30+ years of combined experience) adapt to this reality: they structure deliverables to be adoptable without a dedicated HR department, and they train the responsible person for ongoing management. Concretely, this means policies written in accessible language (not legal jargon), step-by-step documented processes, and support through the first real-world applications. For Law 25 employee compliance, the designated PPO receives a clear mandate charter and targeted training. The goal is autonomy — so your organization can maintain compliance after the mandate ends, without recurring dependency.
Is Factero neutral with respect to existing HR vendors?
Yes — Factero is 100% neutral with respect to your existing HR vendors. We have no interest in replacing your tools, payroll software, HR platforms, or external advisors. If you already have a system in place — Desjardins Paie, ADP, BambooHR, or any other — we work with what exists. Our charter of independence guarantees we receive no commission, no kickback, and no commercial advantage from any vendor. Factero's role is to fill gaps, ensure consistency between your IT tools and your HR obligations, and coordinate the tracks that neither your payroll system nor your legal advisor covers. If a tool change is recommended — which is rare — it's because the current tool doesn't meet your legal obligations, not because we have a partnership with the alternative.
Need to move forward on this?
Let's discuss your specific situation. No commitment, just expert advice.