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By Yannick Klein, MBA, ACC Certified Coach by ICF

Communicating feedback constructively to an employee or colleague—namely, highlighting an area for improvement—is an essential skill for any leader or manager to develop, as it is an important driver of both motivation and professional development. Like any leadership skill, delivering constructive feedback requires both method and tact, particularly in the context of cultural differences between France and Canada.

Why Give Constructive Feedback?

Without feedback, employees cannot gauge how their work is perceived by their supervisors, which can create anxiety, and they may struggle to identify specific skills they need to improve. They may also miss out on the sense of pride and self-esteem that comes with developing a new skill or becoming more proficient.

A leader who knows how to provide constructive feedback effectively might, for example, tell an employee that the tone they use when communicating can sometimes come across as overly directive, which may be preventing them from gaining the full cooperation of their colleagues. If the leader also supports the employee in developing their communication skills, they can increase both their motivation and potentially their self-esteem by encouraging their growth as an individual.

What Cultural Differences Should Be Considered Between France and Canada?

It is important to recognize that all types of personalities can be found in both France and Canada. However, as discussed during the Cultural Differences in Leadership event organized by the People and Culture Committee of the French Chamber of Commerce in Western Canada on June 4, French leaders are often more direct in their communication and generally more comfortable addressing difficult topics within their teams.

The risk for a leader who is too direct is that they may trigger a defensive reaction or create resistance, which can ultimately undermine the very purpose of the feedback.

In Canada, by contrast, people often place greater importance on harmony in relationships and may have a stronger aversion to conflict. This can make them less comfortable both giving and receiving constructive feedback.

Because Canadians tend to communicate less directly, they may sometimes avoid addressing an issue altogether or address it so vaguely that the message fails to achieve the desired outcome. When receiving feedback, someone who has lived in Canada for a long time may be more likely to experience discomfort or negative emotions if they are not accustomed to receiving direct feedback.

The following approach can help leaders develop their ability to provide constructive feedback by focusing on what they can control: how they deliver their message, while taking into account the people receiving it.

1. Create a Safe Environment

Creating a sense of safety for the person receiving feedback increases the likelihood that the message will be heard and accepted. Constructive feedback should therefore be delivered at an appropriate time, with dedicated time and no possibility of interruption, rather than in between clients or while dealing with other demands. It should also take place in a calm and confidential environment. A performance review, for example, can be a good opportunity to provide this type of feedback.

The likelihood that the person will receive the message positively is even greater when they regularly receive positive recognition at work and feel psychologically safe.

One effective way to create a sense of safety is to begin by asking the person for permission to give them feedback. This gives the recipient a degree of control and encourages them to actively engage in listening once they have agreed to receive the feedback.

It is also very important for a leader providing constructive feedback to examine their own intention before delivering the message. Repeatedly irritating behavior from an employee can easily cause an emotional leader to communicate with a moralizing or even threatening intention. However, this type of intention will almost invariably trigger a defensive response rather than openness.

By contrast, a positive and constructive intention that takes all parties into consideration encourages openness and gives meaning to the change required to develop a particular skill. Clearly communicating the positive intention behind the message can also reduce the risk of misinterpretation or a defensive reaction from the person concerned.

Finally, to minimize the risk of misunderstandings resulting from cultural differences between France and Canada, it is often best to acknowledge these differences explicitly and, once again, clarify the intention behind the feedback.

2. Communicate the Area for Improvement

Using expressions such as “I have the impression that…” helps soften the message and makes it clear that you are sharing a perspective rather than stating an absolute fact or certainty.

It is also useful to describe the problematic behavior based on specific facts and examples rather than relying on general concepts, interpretations, or judgments.

Finally, explaining the negative consequences of the behavior for the person receiving the feedback gives them a meaningful reason to consider making a change.

3. Give the Person Ownership

Once the message has been delivered, it is important to give control back to the person concerned by asking what they think.

If they agree that there is a need for improvement, the conversation should then shift into a collaborative mode, with the goal of finding a solution together.

Example

“Hi John, would you be open to receiving some feedback from me? My intention is really to help you take your performance to the next level. I have the impression that, at times, the tone you use with your colleagues can come across as a little too directive. For example, this morning, when you seemed overwhelmed, I felt that you were a little abrupt when you asked XXX to send you her final report, and ultimately, she still hasn’t done it. I have the impression that if you took a little more time to build a relationship with her and communicate your message, you would increase the chances of getting your request fulfilled. What do you think? Okay. How would you feel about working with a coach on this?”

For over a year, and in an unstable political context, the draft law on the simplification of economic life has been trying to make its way to enactment.

Initially tabled in the Senate by a previous Government, the draft law aims to respond to the demands of small and medium-sized businesses. It is notably guided by the will to "ease" the cash flow of these retailers, and also by prior discussions held before the newly established National Retail Council, which led to a sector-wide agreement on 30 May 2024, the flagship measure of which is the introduction of a right to monthly rent payments.

The text has since been extensively rewritten throughout the parliamentary process. On 17 June 2025, it was adopted by the National Assembly and, given the differences with the text voted by the Senate, a Joint Committee (Commission Mixte Paritaire "CMP") was convened.

It was only at the beginning of 2026 that its work resumed and, on 14 and 15 April, a final text was voted. The Commercial Code will thus be further expanded.

To provide legal insight based on an analysis of the text and parliamentary proceedings, we have prepared for you a guide to the key measures.

Tenant’s right of first refusal

The special Senate committee, established for the purposes of the draft law on the simplification of economic life, proposed to clarify the scope of the tenant’s right of first refusal for premises used for commercial and artisanal purposes, introduced by the Pinel Law of 2014 and set out in Article L.145-46-1 of the Commercial Code.

Under current law, the tenant’s right of first refusal does not apply to all premises let under a commercial lease, but only to "commercial" and "artisanal" premises. However, neither the original 2014 text nor its version amended by Law No. 2022-217 of 21 February 2022 relating to differentiation, decentralisation, devolution and various measures to simplify local public action, clearly defines the concepts of "commercial premises" and "artisanal premises". This lack of legal definition has led to differing interpretations as to whether premises used for professional or industrial purposes are included.

Given this uncertainty and the consequences attached to the absence of the right of first refusal being exercised (nullity of the sale for five years), the Senate had included a definition of these activities. However, this provision was simply deleted from the text adopted by the National Assembly.

The CMP has finally decided: the definition is deemed necessary. A new paragraph will thus be inserted after Article L.145-46-1 of the Commercial Code, containing the following definitions:

• "A commercial premises within the meaning of the first paragraph means any premises intended primarily for the conduct of retail or wholesale trade or the provision of commercial services, including storage areas and adjoining spaces used for these activities or services, excluding premises used exclusively as offices and warehouses."
• "An artisanal premises within the meaning of the same first paragraph means any premises intended primarily for the conduct of an independent professional activity of production, transformation, repair or provision of services listed by decree of the Conseil d’État, including storage areas and adjoining spaces used for this activity, excluding warehouses."

We now hope that the decree of the Conseil d’État will not be long in coming, particularly to clarify the notion of "provision of services".

Right to monthly rent payment

This is the flagship measure of the draft law, the one that was the subject of an agreement between real estate and retail federations, and which seems to have unanimous support in the debates.

The aim here is to allow certain tenants of commercial leases to require their landlord to accept monthly rent payments. Identifying the tenants eligible for this new right was a laborious process. The adopted text now targets tenants of any "premises intended for the conduct of retail or wholesale trade or the provision of commercial or artisanal services". This measure is guided by a will to "ease" the cash flow of these retailers in view of the quarterly payment that is currently the norm.

This provision will be of public order policy, so that the parties cannot contractually derogate from it.

During committee discussions, the Senate decided to make the right to monthly rent payment conditional on the tenant’s full and timely payment of rent and charges. In other words, any unpaid rent would deprive the tenant of the right to monthly rent payments. This condition was removed in the National Assembly’s plenary session, on the grounds that the businesses most in need of help are those in arrears. The CMP has finally decided: the right to monthly rent payment is conditional on the absence of rent and charge arrears.

Tenants of so-called "monovalent" premises were initially excluded from the benefit of the right to monthly rent payment, but the National Assembly did not wish to maintain this exception, and the CMP followed suit.

Finally, the text provides for the immediate application of this right to monthly rent payment, including to existing leases.

So-called "tunnel" indexation clause

Also stemming from the sector-wide agreement of 30 May 2024, this measure provides for the recognition of the validity of so-called "tunnel" indexation clauses, i.e. clauses that would limit the effects of indexation both upwards and downwards.

The validity of such clauses is debated in legal literature and has never been decided by the Cour de cassation (i.e. French Supreme Court).

The risk of legal uncertainty surrounding these clauses — which benefit both parties as the landlord is protected against excessive decreases and the tenant against excessive increases — is now removed, provided that the upward and downward limitations are set in the same proportions.

Guarantees

The new measure, initially limited to the security deposit, has, surprisingly — and worryingly — been extended to all guarantees provided under a commercial lease.

On the cash deposit

Under current law, the parties are free to determine the amount of the security deposit paid to the landlord as security for the tenant’s proper performance of its contractual obligations. At most, Article L.145-40 of the Commercial Code provides for the payment of interest on any amount paid in excess of two rent instalments. This provision was, moreover, the main obstacle to monthly rent payments.

Again, motivated by concerns for the cash flow of retailers, the draft law aims to simply prohibit the payment of a security deposit exceeding one quarter’s rent, without the parties being able to derogate from this. However, this limitation would only benefit tenants of premises intended for "the conduct of retail or wholesale trade or the provision of commercial or artisanal services", i.e. tenants entitled to monthly rent payments.

The wording here is subtle, as it refers to a quarter’s rent and not an instalment, allowing this limitation to be combined with the right to monthly payments. The legislator specifies that the sums thus held do not bear interest for the tenant (the security deposit may therefore correspond to a quarter’s rent even though the rent is paid monthly and the amount held thus exceeds two instalments).

Furthermore, the draft seeks to address a second concern regarding the security deposit, namely the absence of a deadline for its return. Accordingly, the text provides (i) for the automatic transfer to the purchaser of the leased premises (new landlord) of the obligation to return to the tenant the sums paid as a guarantee (this is usually dealt with contractually in leases and in sale deeds) and (ii) an obligation to return said sums within three months of the return of the keys (without prejudice to deduction of any "amounts still owed to the landlord and amounts for which the landlord may be liable in place of the tenant, provided they are duly justified"). Will this wording allow landlords to retain part of the security deposit to cover any subsequent service charge settlement?

On additional guarantees

This is undoubtedly the real bombshell dropped by the deputies and more or less taken up by the CMP parliamentarians.

Indeed, the measure relating to the limitation of the security deposit amount was extended by the special committee of the National Assembly, and then by the National Assembly itself, to all sums "paid as a guarantee", "whether paid or provided by third parties".

While the CMP deleted this addition, it reintroduced it in a new form. The new Article L.145-40 of the Commercial Code will now provide that "Sums paid as a guarantee by the tenant of a premises referred to in Article L. 145 32 1 [i.e. tenants of premises intended for 'the conduct of retail or wholesale trade or the provision of commercial or artisanal services'] may not exceed the amount of rent due for one quarter. The same applies to the value of goods, securities, undertakings and guarantees of any kind required to ensure the proper performance of the lease contract."

In practice, the level of guarantees required by landlords depends on the financial strength of prospective tenants. While current law does not prohibit a cash security deposit in excess of one quarter’s rent, in practice, due to the payment of interest, few landlords go beyond this. However, it is quite common for the landlord to request additional guarantees, such as a surety or first demand guarantee, the amount of which may exceed — alone or in addition to the security deposit — one quarter’s rent.

It is precisely this accumulation that is targeted by the adopted measure.

Initially, this measure was to apply immediately to all existing leases and would have required landlords to return "excess amounts" or "waive guarantees covering an excess amount" within six months.

The CMP did not retain this immediate application but deferred it: the obligation to return and/or waive guarantees will apply in the event of a change of ownership of the premises. Henceforth, in the event of a transfer of ownership of the premises, whether for consideration or free of charge, such transfer will "automatically render void the guarantees of any kind referred to in the second paragraph of this article" (i.e. the paragraph limiting the guarantees of tenants of premises intended for "the conduct of retail or wholesale trade or the provision of commercial or artisanal services" to one quarter’s rent).

Is it not said that the road to hell is paved with good intentions? By seeking to protect tenants too much, do we not risk excluding the most vulnerable, those whom landlords will reject due to insufficient financial strength?

This measure, which is already causing controversy, is incorporated into Article L.145-40 of the Commercial Code. The problem is that, while this limitation targets the guarantees "mentioned in the second paragraph of this article", the text can be interpreted in two ways: (i) either the guarantees mentioned are those that cannot be required from tenants of premises intended for "the conduct of retail or wholesale trade or the provision of commercial or artisanal services", in which case only the leases of such tenants will be subject to the voiding of excess guarantees (which is the logical consequence); (ii) or it is interpreted as a stand-alone measure and could therefore apply to all commercial leases, far beyond the intention of the text to protect small retailers and artisans.

The first interpretation seems to us to reflect the legislator’s intention as it emerges from the parliamentary debates. The initial wording of this provision comes from an amendment tabled in the special committee of the National Assembly, justified as follows: "since rents are paid monthly, a guarantee of three months is sufficient to cover the risk of non-payment" and "maintaining the possibility of combining several types of guarantees would result in over-protection of the landlord to the detriment of the tenant".

Finally, let us recall that the Government and the rapporteur of the special committee expressed their opposition to the inclusion of such a provision, considering that maintaining it would "break the balance reached between landlords and retailers" at the end of the sector-wide agreement of 30 May 2024.

Tenant’s difficulties

The sector-wide agreement of 30 May 2024, which underpins the legitimacy of Articles 24A, 24 and 24 bis of the initial draft law, provided that "in return for the possibility of monthly payment of quarterly rent instalments, the signatory parties recognise the need to facilitate the recovery of unpaid rents, in particular by limiting the continued occupation of premises by defaulting tenants, which increases their debts. The signatories therefore recognise that it is legitimate and desirable to establish and generalise the following practices:

• making the granting of payment deadlines by a judge conditional on the tenant’s ability to pay the rent debt in question and on the resumption of full payment of current rents and charges at the date of the hearing;
• limiting to two months the period for the liquidator to return the keys to the landlord in the event of judicial liquidation."

This reflects what the parties to the agreement considered to be a balanced overall agreement.

Payment schedules and effects of the termination clause

The Senate included Article 24 bis in the draft law to specify that the tenant cannot benefit from a payment deadline or suspension of the termination clause if they are unable to pay their arrears. The provision is also intended to be the commercial counterpart of what was adopted for residential leases under Law No. 2023-668 of 27 July 2023.

However, the National Assembly deleted the entire article, arguing, in particular, the "explosion of bankruptcies in local retail" and preferring to leave it to the courts to assess the situation of tenants in difficulty.

The provision is, however, reinstated in the final text of the law under Article L.145-41 of the Commercial Code.

Judicial liquidation

This time, it was the special committee of the National Assembly that introduced a deadline for the return of premises by the judicial liquidator who had terminated the commercial lease, in line with the aforementioned sector-wide agreement. The measure thus required the liquidator to return the premises, empty of any occupation, furniture or goods, within two months of the judgment opening the judicial liquidation, so as to allow landlords to re-let the commercial premises.

This measure was not unanimously supported, mainly due to technical issues, particularly where the court decided to temporarily maintain the activity, or in the event of an appeal against the judgment opening the judicial liquidation. It was partly on this basis that an amendment was tabled, stating that "While the intention to facilitate the release of premises to support the economic activity of landlords is understandable, the adopted provisions present legal and practical difficulties that could have unintended consequences" and that "in a judicial liquidation, the liquidator generally tries to sell the business in order to maximise the value of the assets for the benefit of creditors. This process involves several stages that make it impossible to comply with a deadline as short as two months. Maintaining this obligation could block any sale in this context."

The National Assembly ultimately did not retain this proposal from its special committee. The CMP confirmed its removal.

Property tax

This is the second bombshell initially inserted into the draft by the National Assembly.

By an amendment during the National Assembly’s plenary session, the deputies voted to prohibit landlords from passing on property tax to tenants, against the advice of the government and the rapporteur. The amendment was justified as a means of protecting small businesses.

The debate was temporarily closed by the CMP, which deleted this provision. Temporarily only, because a separate bill was tabled last January to cap the amount of property tax that can be passed on to the tenant at 50%. To be continued.

In any event, this measure, which would alter the economic balance of leases, would surely, if adopted in the future, justify an increase in rental values to incorporate this cost into the rent offered by landlords

Referral to the Constitutional Council

Finally, it should be noted that a referral to the Constitutional Council was filed on 21 April 2026 by more than sixty members of parliament, pursuant to Article 61 of the Constitution. Although the provisions targeted by the referral do not appear, in principle, to concern commercial leases, it will nevertheless be necessary to monitor the outcome of this procedure in order to determine whether all or part of the new law will be struck down by the institution.

CCI France – Western Canada is powered by the engagement, expertise, and energy of its community.

We are looking for motivated professionals who would like to volunteer their time and expertise by joining one of our committees and contributing to the development of our Franco-Canadian business community across Western Canada.

Join a CCIFWC Committee

Our committees bring together professionals from different industries, backgrounds, and regions who want to share their expertise, develop new initiatives, and actively contribute to the Chamber’s activities.

As a committee member, you can:

• Share your professional expertise and industry knowledge
• Help develop and organize events, panels, webinars, and networking opportunities
• Contribute ideas and initiatives for our business community
• Connect and collaborate with professionals and business leaders
• Help strengthen CCIFWC’s presence and impact across Western Canada

Why Volunteer With Us?

Joining a CCIFWC committee is a great opportunity to expand your professional network, share your expertise, develop new connections, and play an active role in a dynamic Franco-Canadian business community.

Whether you have experience in technology, business, hospitality, energy, communications, or other sectors, we would be happy to hear from you.

Interested in Joining Us?

Send us a short introduction about yourself, your professional background, and the area in which you would like to contribute:

engagement@ccifwesterncanada.com

Join us and help shape the next initiatives of CCI France – Western Canada.

CCIFWC is launching a selective Call for Expressions of Interest to build its Expert & Preferred Supplier Pool, a trusted circle of endorsed experts and service providers recognized and referred by one of Canada’s most active bilateral chambers of commerce.

As the only official French Chamber of Commerce serving Western Canada, and a member of CCI France International, a global network spanning more than 120 countries, CCIFWC brings together francophone and francophile entrepreneurs, executives, investors and decision-makers across British Columbia, Alberta and beyond. Selection for the Pool is more than a listing in a directory: it is a curated institutional endorsement, recommending your expertise directly to businesses, organizations and institutions seeking trusted professionals.

Priority Sectors

The Chamber is particularly interested in experts aligned with its sector committees, though applications from other sectors are also welcome:

• Aerospace
• Art de Vivre (Food, Wine, Hospitality & Luxury)
• Tech & Innovation
• People (Human Resources, Talent & Leadership)
• Energy & Natural Resources

Selective and Time-Limited

This is not a broad supplier database. Our objective is a carefully selected network of trusted professionals the Chamber can confidently recommend to its members, partners and stakeholders. The call will remain open only until the Pool reaches capacity, so interested applicants are encouraged to apply as soon as possible.

Eligibility Criteria

• Active registration as a business or professional practitioner.
• Recognized expertise supported by client references, testimonials or examples of previous work.
• Compliance with any licences, certifications or professional accreditations applicable to your profession.
• A proven ability to deliver high-quality services professionally and on schedule.
• Experience with SMEs, entrepreneurs, international organizations or multicultural environments is a strong asset.

What the Pool Offers

• Direct referrals whenever expertise is requested by Chamber members, partners or the Chamber itself.
• Increased visibility within an influential French-Canadian business community.
• Association with a respected international Chamber of Commerce.
• Access to a dynamic cross-cultural network connecting French and Canadian businesses.
• Opportunities to collaborate on Chamber initiatives, projects and events.

Please note that professional assignments and consulting services requested through the Chamber, or resulting from Chamber referrals, are paid engagements. Compensation is agreed directly between the parties, according to the nature and scope of each mandate.

How to Apply

Open to both companies and individual professionals, independent consultants and subject-matter experts are strongly encouraged to apply. Please send the following to info@ccifwc.ca:

• A brief presentation of your company or professional practice (max. one page).
• A description of the services you provide.
• Your contact information.
• Two or three client references or testimonials.
• Your website and/or company brochure (if available).

Questions before applying? Contact Kahina Tehar, who will be pleased to provide additional information. Where French business culture meets Western Canadian ambition, this is the network that opens doors. Places in the Pool are limited, we look forward to welcoming outstanding professionals and building long-term partnerships based on excellence, trust and collaboration.

Shared with the CCI France Western Canada community

The Chamber of Commerce and Industry France Western Canada is pleased to share the following professional opportunity with our network.

Anywr Canada is currently looking for a Relocation Consultant (part-time) based in Vancouver to support expatriates settling in Canada.

This role is well suited to a candidate interested in international mobility, intercultural environments, and independent work.

Position Overview

The consultant will support expatriates during their relocation process by coordinating logistics, providing guidance on local procedures, and ensuring a smooth arrival experience in Canada.

Location: Vancouver (remote work combined with travel)
Type: Contract – Part-time
Start date: As soon as possible
Schedule: Flexible

Key Responsibilities

• Conduct an initial virtual meeting with expatriates

• Identify relocation needs and expectations

• Plan relocation steps (airport welcome, administrative procedures, housing search, etc.)

• Welcome and assist expatriates in person

• Record case information on the company platform

• Prepare summary reports on completed relocation steps

Required Skills and Experience

• Relevant education and/or professional experience

• Strong intercultural experience, ideally including international exposure

• Bilingual French and English (spoken and written); additional languages are an asset

• Strong knowledge of Vancouver and the local environment

• General understanding of government systems (immigration, housing, etc.)

• Organizational skills, autonomy, diplomacy, and flexibility

• Valid Class 5 driver’s license and access to a vehicle

• Clean criminal record

How to Apply

Interested candidates are invited to send their CV to:

Karina Normand
karina.normand@anywr-group.com

Link to LinkedIn Job Post: https://www.linkedin.com/feed/update/urn:li:activity:7438229927432396802/

Are you a French entrepreneur or business owner operating in Western Canada? The EFE International initiative is designed specifically to support the growth of French-owned businesses abroad.

To help you navigate the available resources, a series of webinars is being held to present concrete opportunities, including:

• The V.I.E. Program: How to recruit young talent to grow your local team.

• Financing Solutions: Access to solidarity and investment funds.

• A Catalog of Experts

• The EFE Label: Gain recognition as a key player in the French economic presence abroad.

Upcoming Webinar Sessions:

• February 24, 2026 at 9 AM (Paris time) -> Join the session

• February 26, 2026 at 8:30 AM PST (17h30 Paris) -> Join the session

• March 24, 2026 at 9 AM (Paris time) -> Join the session

• March 26, 2026 at  8:30 AM PST (17h30 Paris) -> Join the session

Session length: 45 minutes; Language: French

[Register here to join a session] 

Stay connected with the CCIFWC as we continue to bring these global resources to our local Vancouver and Western Canadian community.

If you have any questions, please contact Guillaume Cruciata.

• 
  
  March 11, 2026: 7:30-9:30 PST (presentation 8-9:30)

  Live at Gowlings WLG, 2300-595 Burrard and on-line

  This second hybrid seminar from the CCIF Canada West’s People and Culture Committee focuses on Canadian employment law with comparisons to the French context. This seminar will offer:
  a) Both in person and on-line attendance options; 
  b) Coverage of employment laws in Canada outside of Quebec.  As most Canadian employment legislation is provincial and many French employers operate in more than one province, this provides attendees with broader coverage;
  c) Practical tips and information that attendees can use as managers and business owners operating in Canada and as employees themselves.

1. The format of this English language seminar will allow for questions during the presentation (including in French if requested) and an opportunity for more questions at the end.

               The Speakers

   The seminar will be led by senior bilingual employment lawyer J. Geoffrey Howard of Howard Employment Law who has spent 37 plus years advising employers and employees, including many from France. The French legal perspective will be provided by Gaëlle LeBreton, a labour and employment partner with our host firm Gowling WLG’s Paris office. Practical insights about how Canadian employment laws apply in reality will come from Franck Palomba, Managing Director for Zodiac Hurricane Technologies, who has managed teams in both Canada and France.

               Seminar Topics

   Some of the topics to be covered include:
   1. How Canada mandates social security coverages which are less generous in some areas, such as pensions, or not funded by employer and employee contributions, such as basic healthcare, which dramatically reduces “overhead” costs of employees in Canada to employers and deductions from employees’ pay when compared with France.
   
   2. The greater bargaining power enjoyed by Canadian “all employee” unions;
   
   3. The more modest regulation of working hours relative to the “35 heures” regime in France along with the cost of having employees working “overtime” in Canada;
   
   4. The significantly greater flexibility employers enjoy to terminate (non-unionized) employees in Canada along with the sometimes high cost of severance. Attendees will also learn how employment agreements can clarify and reduce those severance costs.
   
   5. The challenges of enforcing non-compete and other post-employment restrictions in Canada which lacks framework legislation on this topic.

•             Who Can/Should Attend

  This seminar is open to members of CCIF CW and also members of the CCIF  of Toronto. On-line is free to these groups with a $10 charge to cover costs for in person attendees.

  Non-members can also attend for slightly higher costs: $10 on-line and $20 in person.

  Here is the link to register for this event: https://ccifwesterncanada.com/event-6521577

  This seminar provides valuable insights to:
  a) Entrepreneurs who have or will be hiring employees as they launch or expand their business;
  
  b) Managers who need to hire, manage and terminate employees in Canada;
  
  c) French firms looking to expand into Canada; and
  
  d) Employees who want to understand how Canadian employment laws work and better understand their rights.

Please pass this article on to others you know who may want to attend.

See you on March 11!

- Geoffrey Howard, Partner and Principal at Howard Employment Law

The CCI France International Awards 2026 will take place on Monday, June 22, 2026, at the iconic Pavillon d’Armenonville in Paris.

This flagship international ceremony celebrates companies with proven international success, recognizing excellence in export performance, entrepreneurship, sustainability, and global expansion.

Often referred to as the “Awards of the Awards,” the event brings together companies that were already award winners in 2025 within the CCI France International network, offering them visibility on an international stage.

⏰ Application Deadline: Sunday, February 15, 2026

Who Can Apply?

Companies that were recognized in 2025 by a CCI France International Chamber may apply to the CCI France International Awards 2026.

 Award Categories

Applications are open in six award categories:

• Corporate Social Responsibility (CSR / RSE)
• French Entrepreneur Abroad
• Export Performance
• Foreign Company Established in France
• French Company Established Abroad*
• Special Jury Award

 Application Forms: Français | English

*Special Conditions – French Company Established Abroad

This award category recognizes a successful international expansion by a French company, carried out with the support of a CCI France International Chamber.

⚠️ Please note:

• Only one application per Chamber is accepted for this category
• This category does not require a prior local Chamber award

 French Company Established Abroad – Application Form

 CCI France International Chambers – ESG Action Award

(separate applicant group, clearly distinct)

The CCI FI ESG Action Award will be presented on Tuesday, June 23, 2026, during the CCI France International General Assembly. 

 ESG Action Award – Application Form

 2025 Highlights

Discover last year’s edition and the companies recognized in 2025.

 Watch the 2025 Awards Video

 Learn More

Full details about the Awards ceremony and eligibility criteria: 

 Visit the official CCI France International Awards website

Call for Applications: Future On Stage at Maison&Objet (September 2026)

CCI France Western Canada is pleased to relay an open call for applications for Future On Stage, a program dedicated to emerging designers and creative entrepreneurs, taking place during the September 2026 edition of Maison&Objet in Paris.

Future On Stage supports young brands, startups, and design studios in the fields of design, home décor, and lifestyle, with a strong focus on innovation and sustainability.

Selected participants will benefit from:

• A free exhibition space at the heart of Maison&Objet

• International visibility within the global design ecosystem

• Opportunities to connect with media, buyers, and strategic partners

Key information:

• Event dates: September 10–14, 2026

• Location: Paris, France

• Application deadline: March 6, 2026

Learn more and apply:
Future On Stage – Open Call (Maison&Objet)

We encourage members of our community to share this opportunity with young designers, studios, and creative entrepreneurs who may benefit from this program.

As we step into 2026, Canada continues to shine as a top destination for those seeking new opportunities and a fresh start. Among its regions, Western Canada stands out as an exciting prospect for French speakers looking to relocate. Despite a slight reduction in overall permanent resident admissions this year, demand for bilingual French-English professionals remains strong, especially in provinces such as British Columbia, Alberta, Saskatchewan, Yukon, and the Northwest Territories.

In this article, we’ll explore why French-speaking individuals, particularly from France, are increasingly drawn to Western Canada, and how local employers are eager to attract bilingual talent to fill critical roles. The new year brings great opportunities for those ready to make the leap.

1. Canada’s Renewed Focus on Francophone Immigration

Canada’s immigration strategy has long emphasized linguistic diversity, and 2026 is no exception. The federal government, through Immigration, Refugees and Citizenship Canada (IRCC), aims to admit 30,267 French-speaking permanent residents, representing 9% of total immigration intake, up from 8.5% in 2025. This steady increase reflects Canada’s commitment to strengthening Francophone communities outside Quebec.

Here’s the key takeaway: while French is highly valued for cultural and community reasons, English remains the dominant workplace language in Western Canada, particularly in sectors such as technology, healthcare, and construction.

2. Where the Jobs Are: Western Canada’s Professional Landscape

French-speaking immigrants who also speak English are well-positioned to thrive in sectors such as:

• Technology: Vancouver, Calgary, Edmonton, and Saskatoon are tech hubs with a growing demand for skilled professionals.
• Healthcare and Social Services: Urban and rural communities need healthcare workers to serve diverse populations.
• Construction and Skilled Trades: Infrastructure projects across Western Canada are booming, creating opportunities for skilled labour.
• Education: French or bilingual teachers in elementary and secondary schools, and early childhood educators, are in demand.

3. A New Year, A New Beginning

Whether you’re drawn to Vancouver’s vibrant city life, Alberta’s energy sector, Saskatchewan’s prairies, or the majestic landscapes of Yukon and the Northwest Territories, Western Canada offers a wealth of opportunities for bilingual French-English speakers. Your language skills are not just a career advantage, they’re a bridge to thriving in multicultural communities.

2026 is your year to take the leap. Bonne chance in your new journey!

 

About the Author:
This article is brought to you by Sandrine Bunch, Vice-Chair of the People, Leadership & Culture Committee at the Chamber of Commerce and Industry France Western Canada (CCIFWC), dedicated to fostering collaboration between France and Western Canada.

If you’re considering moving to Canada, reach out for expert guidance, valuable resources, and networking opportunities to help you succeed in Western Canada. Bienvenue!

Contact: people@ccifwesterncanada.com