Elizabeth Bourgeois Lawyer


  • Montréal

Phone number

514 397-2146

Bar Admission

  • Québec, 2017


  • English
  • French



Elizabeth is an associate with the firm's Employment and Labour Law Group.

She has acted as a lawyer-investigator and has specific experience in the prevention and treatment of psychological harassment and incivility in the workplace. Since 2018, Elizabeth has also been a mediator certified with the Barreau du Québec in, among other areas, labour relations.

In her practice, she also advises employers in the public, para-public and private sectors on matters relating to human resources management and labour relations.

Elizabeth is a graduate of the Faculty of Law of the Université de Montréal and has also completed the Short Graduate Program in Labour and Law. While in university, Elizabeth worked with a professor as a research assistant in industrial relations.


  • Prevention of psychological and sexual harassment in the workplace, 2020 to 2022
  • Management Rights and Disciplinary Case Management, December 2021
  • Workplace investigation : practical training, July 2020 to August 2021
  • Trends in termination of employment: good practices and pitfalls to avoid (translation), May 2020
  • Telework and COVID-19: legal issues and practical advice (translation), April 2020
  • The new collective bargaining and dispute arbitration regime for fire safety services: Understanding it and preparing for it (translation), November 2019
  •  Absenteeism, incompetence and discipline: traps to avoid and best practices, presentation given to the Québec Trucking Association Inc. (translation), November 2019
  •  Recent developments in employment law and issues related to telework (translation), November 2019


  • Short Graduate Program in Law and Labour (Master's level), Université de Montréal, 2017
  • Bachelor of Law, Université de Montréal, 2016
  1. COVID-19 and Telework: A Common HR Solution but not Without Risk!

    Due to the ongoing pandemic and the resulting suspension of many company activities, certain employers are maintaining their operations by means of telework. Employers have had to swiftly redeploy their human resources to an extent that would have been unimaginable just a few weeks ago. The redeployment of resources now working from home was done in a time of crisis, without the benefit of advanced planning, training, and strategic evaluation that usually accompanies changes of this magnitude. With no prediction yet available on how long the current crisis will last, employers must take steps now to ensure that the measures implemented to promote the continuity of their operations do not result in negative consequences, disputes or claims from their employees, clients or partners. In Quebec, thousands of employees are currently using new technological tools in a new environment (their homes), often without supervision.  The boundary between private life and work has never been more blurred. The magnitude of the current context can artificially obscure the importance of employers adapting their operational methods and associated human resource policies to avoid the risks associated with working remotely. Employers must remember that legal action could be taken after the crisis to address any problematic situations in play now. It is important to act now in order to avoid exposure to significant liability in a post-Covid environment. To that end, we have identified the following four areas of concern. These have been highlighted so that employers can take any required measures to ensure that the telework performed is not only appropriate and safe, but also of sufficient quality to satisfy client and company needs: Concerns Related to Health and Safety while at Work The employer’s obligations in terms of health and safety and its responsibility to take preventive measures continue during this period of telework; The idea that the workplace can include the employee’s home must be taken into account, as well as associated workstation ergonomics Concerns Related to Psychological and Sexual Harassment The need to preserve civility while using new methods of communication; The feeling of familiarity engendered by these new methods of communication can be fertile ground for misconduct or a failure to engage in proper teamwork; The employer’s legal responsibility to prevent and address psychological and sexual harassment situations; Events that occur outside the usual workplace and are related to work; The application and adaptation of administrative policies and codes of conduct; Reviewing complaint and inquiry procedures so that they can take place outside of the usual workplace. Concerns related to the Act Respecting Labour Standards1 Respecting and modifying work schedules; Managing overtime; Costs associated with working from home; Concerns related to Privacy and Confidentiality The contractual performance of work in the employee's home; Transporting and storing work documents; Setting up a workspace to ensure that documents are kept confidential and ethical obligations are respected ; Our Labour and Employment team will be happy to help you implement best practices for telework.   Act respecting labour standards, chapter N-1.1.

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  1. A team of five professionals joins Lavery’s Labour Law group

    Lavery is pleased to announce that a team of five new professionals is joining its Labour and Employment Law group. Richard Gaudreault, Partner Richard Gaudreault’s practice focuses on the negotiation of collective agreements and strategy advising in human resources planning and reorganization for private companies and public institutions.   Benoit Brouillette, Partner Benoit Brouillette serves a clientele that includes private, public and parapublic organizations and assists them in their daily and strategic management of human resources and labour relations.   Ariane Pasquier, Partner Ariane Pasquier regularly represents her clients in court. Thanks to her negotiating skills, she also represents parties in collective agreement negotiations, particularly in municipal matters. In addition, she has specific expertise in public safety for police forces and fire services.   Elizabeth Bourgeois, Associate Elizabeth Bourgeois has gained experience in conflict prevention and resolution, and frequently advises public and private organizations regarding problematic situations that arise in the workplace.   Camille Rioux, Associate Camille Rioux advises employers in the public, parapublic and private sectors on issues related to human resources and the development of good labour relations.

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