CCQ Monthly Report: how to complete it correctly, a complete employer’s guide

Every month, thousands of construction employers across Quebec face the same unavoidable administrative obligation: submitting their monthly report to the Commission de la construction du Quebec (CCQ). This process, governed by Bill R-20, is a frequent source of confusion, costly errors, and in the worst cases, significant financial penalties. Yet with the right organization and the right tools, completing your CCQ monthly report can become a quick, straightforward task.

This guide is designed for construction industry employers who want to master this obligation from start to finish, what to declare, how to calculate each contribution, which mistakes to avoid, and how to automate the process so it stops weighing on you every month.

Who is required to submit a monthly report to the CCQ?

Any employer subject to Bill R-20 is required to submit a monthly report to the CCQ, even if no construction work was performed during the period in question. This applies to general contractors, specialized subcontractors, and self-employed contractors who have worked on covered job sites.There are no exceptions based on company size. Whether you manage a two-person carpentry crew or a hundred employees spread across multiple active job sites, the obligation is the same. Compliance rests entirely with the employer, and any omission is treated as a violation.

What is the submission deadline?

The monthly report must be submitted no later than the 15th of the month following the reporting period. This means hours worked in March must be declared by April 15th. If the 15th falls on a weekend or statutory holiday, the deadline is pushed to the next business day.

Since September 2025, the CCQ requires all reports to be submitted exclusively online, either through the CCQ’s online services portal (SEL), or through an authorized accounting software or payroll service. Paper submissions are no longer accepted.

What the monthly report contains: information to declare

For each employee reported, the employer must provide the following information:

• Employee identification : social insurance number, last name, first name, and the applicable status for the period (regular employee, self-employed contractor, manager with voluntary contribution, etc.).
• Trade code and sector :each employee must be associated with their trade or occupation using codes recognized by the CCQ, as well as the relevant sector: light residential, heavy residential, civil engineering and roads, institutional-commercial, or industrial. This is a critical detail contribution rates vary from one sector to another. For a deeper breakdown of the collective agreements by sector (in french), visit the dedicated articles on our blog.
• Hours worker : the employer must indicate the number of hours worked at straight time, time-and-a-half (50%), and double time (100%). The accuracy of this data is essential: it forms the basis for calculating every contribution. This is precisely why having accurate, real-time CCQ timesheets is such a significant advantage.
• Reportable earnings : it includes cash wages paid to the employee and the indemnities subject to vacation and statutory holiday calculations. Non-taxable allowances, such as certain travel reimbursements, are excluded.

Contributions to include in the monthly report

This is the most complex section of the report. Here is a breakdown of the remittances the employer must calculate and submit.

1. Vacation and holiday pay contributions (13%)

Unlike most other sectors, in Quebec construction, employers do not pay vacation directly to their employees. Instead, they remit to the CCQ a monthly contribution equal to 13% of reportable earnings, broken down as follows:

• 6% for mandatory annual leave
• 5.5% for paid statutory holidays
• 1.5% for sick days

The CCQ then issues vacation pay cheques directly to workers, twice a year (June and November). For a full breakdown of payroll calculation and wage management in construction, we’ve put together a comprehensive guide on our blog.

2. Union dues

Employers must deduct union dues from each employee’s pay and remit them to the CCQ along with the monthly report. Rates vary depending on the union association each worker belongs to. These rates are published on the CCQ’s website and updated periodically.

3. Employee benefit contributions (retirement and insurance)

These contributions, including both the employer’s share and the employee’s share, fund the industry’s pension plan and group insurance program (MEDIC Construction). Amounts vary by sector and trade code.

4. Contribution to the compensation fund (FISIC)

Employers must also remit $0.02 per hour worked to the Fonds d’indemnisation des salariés de l’industrie de la construction (FISIC). This fund compensates workers in the event of employer insolvency.

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Penalties for late or incorrect submissions

Missing the 15th-of-the-month deadline is an expensive decision. The CCQ applies a 20% penalty on all amounts owing, plus 6% annual interest. If payment is not received within ten days of notice, the CCQ may refer the file to its legal counsel.

These penalties underscore the importance of maintaining a rigorous register of daily activities and payroll. Without reliable data on hours worked by job site, by employee, and by week, completing the monthly report without errors becomes a high-risk exercise. See also our article on record-keeping obligations in the construction industry for mandatory retention periods.

The most common errors to avoid

Here are the mistakes that come up most frequently:

• Using the wrong status code: applying status S (hours reserve) or C (self-employed contractor) to the wrong period generates non-compliant data that the CCQ flags automatically.
• Forgetting to submit a zero-hours report: even if no work was performed that month, a report must still be submitted. Submitting nothing is treated as an omission.
• Calculating overtime at the wrong rate: rules vary by sector. In light residential, overtime is paid at time-and-a-half, but in heavy residential, some hours are compensated at double time. Confusion between the two is common.
• Relying on inaccurate manual timesheets: paper-based or Excel time tracking is a well-known source of errors. Beyond calculation inaccuracies, it also exposes employers to buddy punching (where a colleague clocks in on someone else’s behalf) which distorts the hours reported to the CCQ.

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How to simplify monthly report preparation with a time tracking app

The good news: employers who use a Bill R-20-compliant mobile time tracking app can dramatically reduce the time spent preparing the monthly report. Mobile-Punch, for example, records each employee’s working hours by job site and project code, in real time. Data is timestamped, geolocated, and exportable directly to Quebec’s leading accounting software and payroll services : including Acomba, Employeur D, Nethris, and Avantage.

This automation eliminates manual timesheet transcription, reduces calculation errors, and produces timesheets ready to integrate directly into your CCQ monthly report. It’s an approach that directly improves payroll processing accuracy while freeing up time for higher-value tasks. For businesses managing multiple active job sites, Mobile-Punch’s project management application also allows hours to be broken down by project, which is essential for accurate reporting by sector and trade code.
Tools like Mobile-Punch are built precisely so that CCQ compliance becomes a natural byproduct of how you work, not a monthly burden.
Want to see how Mobile-Punch can simplify your CCQ monthly report?
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