Secularism minister says it's important 'to provide a neutral environment'
The Quebec government has announced plans to ban religious symbols for daycare workers, marking a new phase in its efforts to strengthen secularism across the province—a development with direct implications for HR leaders in the public sector and subsidised institutions.
Jean-François Roberge, Quebec’s secularism minister, announced on social media that the government intends to legislate “to ensure that the principles of secularism are respected in our childcare centres and subsidised daycares.”
The proposed legislation would prohibit all staff members from wearing religious symbols, though a grandfather clause will allow current daycare employees to continue wearing such symbols if they choose.
“Our children have the right to secular public services. It is for them that we are acting,” he said. He added, “There is a broad consensus, and we must acknowledge it: Quebecers want us to strengthen secularism. It is part of our identity.”
Nous confirmons aujourd’hui notre intention de légiférer pour que les principes de la laïcité soient respectés dans nos centres de la petite enfance et nos garderies subventionnées, notamment en interdisant le port de signes religieux pour tous les membres du personnel (avec…
— Jean-F. Roberge (@jfrobergeQc) October 23, 2025
Roberge further stated that it’s important "to provide a neutral environment for students. We know that Quebecers are behind us on this,” according to a report posted in CTV News.
Accommodating religion at work
Canadian employers have a legal duty to accommodate employees' religious beliefs and practices. This duty is enshrined in human rights legislation across all provinces and territories (except Quebec, which has its own specific laws). The obligation is to accommodate up to the point of “undue hardship," according to consulting firm Peninsula Canada, which provided examples:
- Flexible scheduling: Adjusting work hours to allow for prayer times or Sabbath observance.
- Dress code modifications: Allowing religious attire or symbols, even if they deviate from standard dress codes.
- Quiet spaces: Providing a designated area for prayer or reflection.
- Time off: Granting leave for religious holidays, even those not recognized as statutory holidays.
- Dietary considerations: Offering options that meet religious dietary requirements at company events.
Earlier this year, the Quebec government introduced legislation to expand its ban on religious symbols to school support staff—including lunchroom and after-school care monitors, administrative secretaries, and volunteer librarians—banning them from wearing religious symbols such as the hijab or kippa in the workplace, according to CBC News.
Secularism in Quebec workplaces
The proposed ban under Quebec's Bill 21 follows a major recommendation from a nearly 300-page report published this summer by a committee advising the province on secularism policy. The report, which included 50 recommendations, called for action to address what it described as a growing presence of religion in some Quebec institutions.
The government has also tabled legislation to extend the religious symbols ban to all public school staff and announced plans to ban prayer in public places. Last month, Roberge voted in favour of a proposal to ban face coverings in public spaces at all times, a measure passed by Coalition Avenir Québec members at a party convention in Gatineau. However, he would not confirm whether the government intends to move forward with that measure, saying, “The discussion is ongoing,” as noted by The Canadian Press.
For senior HR professionals, these developments underscore the importance of monitoring legislative changes that impact workplace policies, employee rights, and compliance obligations in Quebec’s public sector and subsidised environments. Understanding and preparing for these evolving requirements is critical to maintaining both legal compliance and effective employee relations.
