Back in 2022, Quebec passed Bill 96, an update to the province’s Charter of the French Language. It’s a big deal for anyone selling or using HR software in Canada. Why? Because the law now requires any software used by employees — including ATSs, CRMs, and job description tools — to be fully available in French.
That means not just the candidate-facing side, but the admin interface too. If your recruiters log in and everything’s only in English, you’re technically out of compliance.
Why It Matters for HR Tech
Compliance isn’t just a checkbox — it’s a sign of respect for your users. A French-language interface makes your platform more accessible and inclusive for teams in Quebec. And beyond Canada, it’s part of a much larger shift: localization as a core piece of user experience.
It’s about meeting people where they are, in the language they use every day. For HR tech vendors, that means thinking ahead — not just about French, but about Spanish, German, Italian, and other global markets too.
How Ongig Is Responding
At Ongig, we started hearing from customers in Canada who needed to stay compliant under Bill 96. Our product team jumped in to make it simple — we’re building a French user interface that’s as easy to toggle on as switching to dark mode on your phone.
And that’s just the start. Once the French UI is live, we’ll be able to expand to other languages based on client demand.
Takeaways for HR and Product Leaders
If your company has offices or employees in Quebec, now’s the time to check your systems:
Can users easily switch to French?
Is the translation clean and natural?
Are both candidate and admin views localized?
If the answer is “not yet,” it might be time to move this up your roadmap — before the fines or friction hit.
