The gouvernement du Québec is taking action to take care of staff in the health and social services network (HSSN). Its action plan includes exceptional measures aimed at nursing and cardio-respiratory care staff (current and retired staff, as well as those who have left the network). In addition to offering good working and practice conditions that improve work-life balance, these measures are designed to mitigate the effects of the labour shortage.
Implementation of exceptional and concrete measures starting now
Exceptional measures are currently in effect and others will be deployed in the coming months. They are aimed at staff and cover various aspects of their professional lives:
Measures to improve daily routines
The following measures are intended to have a positive impact on the daily routines of nursing and cardio‑respiratory care staff:
- Less mandatory overtime
- Less use of private placement agencies (staff from private placement agencies will mainly be offered the least desirable shifts, i.e., evenings, nights, weekends)
- More stable schedules and self‑managed scheduling to give staff greater autonomy in designing work schedules
- Additional staff and more full‑time positions
- Increase in the regular work week to 37.5 hours
- Recruitment of nurses with international credentials
Financial incentives for those returning to the network
The following financial incentives are designed to encourage nursing and cardio‑respiratory care staff (including retirees) to come back to the network:
- Once hired, a lump sum of $2,000 and an additional amount of $10,000 after 12 months of full-time work for employees in the following regions:
- Bas Saint-Laurent,
- Saguenay–Lac-Saint-Jean,
- Capitale-Nationale,
- Mauricie-Centre-du-Québec,
- Estrie,
- Montréal,
- Chaudière-Appalaches,
- Laval,
- Lanaudière,
- Laurentides,
- Montérégie.
- Once hired, a lump sum of $5,000 and an additional amount of $10,000 after 12 months of full-time work for employees in the following regions:
- Abitibi-Témiscamingue,
- Côte-Nord,
- Gaspésie-Îles-de-la-Madeleine,
- Outaouais,
- Nord-du-Québec,
- Nunavik,
- Terres-Cries-de-la-Baie-James.
These incentives may also be granted partially based on hours worked for employees who return to the HSSN.
Financial incentives to keep current staff in the network
The following financial incentives are designed to encourage current nursing and cardio-respiratory care staff to stay in the network:
- Lump sum for employees who commit to working full time for one year:
- $5,000 once the measures are implemented and an additional amount of $10,000 after 12 months of full-time work for the following regions:
- Bas Saint-Laurent,
- Saguenay–Lac-Saint-Jean,
- Capitale-Nationale,
- Mauricie-Centre-du-Québec,
- Estrie,
- Montréal,
- Chaudière-Appalaches,
- Laval,
- Lanaudière,
- Laurentides,
- Montérégie;
- $8,000 once the measures are implemented and an additional amount of $10,000 after 12 months of full-time work for the following regions:
- Abitibi-Témiscamingue,
- Côte-Nord,
- Gaspésie-Îles-de-la-Madeleine,
- Outaouais,
- Nord-du-Québec,
- Nunavik,
- Terres-Cries-de-la-Baie-James;
- This incentive may also be granted partially based on hours worked for employees or individuals who have work arrangements or teach nursing and cardio-respiratory care.
- $5,000 once the measures are implemented and an additional amount of $10,000 after 12 months of full-time work for the following regions:
- Referral bonus of $500;
- Lump sum of $2,000 for an employee who works days to commit to working evenings or nights full time for a period of four consecutive weeks;
- Lump sum of $200 or $400, depending on the region, for each additional shift on a long weekend.
- Possibility of working for a period of four consecutive months as part of a loan of service in the regions of Abitibi-Témiscamingue, Côte-Nord, Gaspésie-Îles-de-la-Madeleine, Nord-du-Québec, Nunavik, Terres-Cries-de-la-Baie-James and the Outaouais (fly in/fly out), with a lump sum of $1,000 per month.
- Additional lump sum of $12,000 per year for employees who choose to settle in a remote region for two years and work there either full time, full time with reduced work hours, or part time. The health regions covered are:
- Abitibi-Témiscamingue
- Côte-Nord
- Gaspésie—Îles-de-la-Madeleine
- Nord-du-Québec
- Nunavik
- Outaouais
- Terres-Cries-de-la-Baie-James
Objectives of the measures
These measures can quickly increase the capacity of this workforce within the HSSN institutions to maintain the services provided, thereby reducing the need to rely on overtime and independent workers.
The measures implemented will also help to immediately reduce the pressure on work teams and rebalance the workload of existing staff.
They will also improve the situation in regions where there is a more critical shortage.
These temporary measures are a concrete way of ensuring the public receives adequate care and services.
Benefits of working in health and social services
The health and social services network has excellent and exceptional staff (HSSN). For many years, Québec has been proud to count on dedicated workers who, with their expertise and skills, have greatly contributed to the joint efforts of the public network. By working in the network, you will not only be part of a professional team, you will enjoy the following benefits:
- Excellent job prospects
- Stimulating work environment
- A wide range of tasks
- Mentoring and sponsorship programs for entry-level staff
- Access to ongoing training
- Work-life balance
To learn more about the health and social services trades and occupations, see Québec.ca/carrieresensante 
.
How to join the HSSN
If you have left or retired from the HSSN and would like to come back, see the website of the institution associated with the region where you would like to work to learn more about the process and the conditions for the financial incentives and measures:
- CISSS de l'Abitibi-Témiscamingue (in French only)
- CISSS du Bas-Saint-Laurent (in French only)
- CHU de Québec (in French only)
- CIUSSS de la Capitale-Nationale (in French only)
- IUCPQ - Université Laval (in French only)
- CISSS de Chaudière-Appalaches (in French only)
- CISSS de la Côte-Nord
- CIUSSS de l'Estrie - CHUS (in French only)
- CISSS de la Gaspésie (in French only)
- CISSS des Îles (in French only)
- CISSS de Lanaudière (in French only)
- CISSS des Laurentides (in French only)
- CISSS de Laval
- CIUSSS de la Mauricie-et-Centre-du-Québec (in French only)
- CISSS de la Montérégie-Centre (in French only)
- CISSS de la Montérégie-Est (in French only)
- CISSS de la Montérégie-Ouest (in French only)
- CHU Sainte-Justine (in French only)
- CHUM (in French only)
- CIUSSS de l'Est-de-l'Île-de-Montréal (in French only)
- CIUSSS de l'Ouest-de-l'Île-de-Montréal
- CIUSSS du Centre-Ouest-de-l'Île-de-Montréal
- CIUSSS du Centre-Sud-de-l'Île-de-Montréal (in French only)
- CIUSSS du Nord-de-l'Île-de-Montréal (in French only)
- CUSM
- Institut de cardiologie de Montréal
- Institut national de psychiatrie légale Philippe-Pinel (in French only)
- CRSSS de la Baie-James
- Régie régionale de la santé et des services sociaux du Nunavik
- CISSS de l'Outaouais
- CIUSSS du Saguenay–Lac-Saint-Jean (in French only)
- Conseil cri de la santé et des services sociaux de la Baie-James (in French only)
Last update: December 17, 2021
