Olivier Lamoureux Associate


Speaks:  English, French

Year of Call: 2014 - Quebec

Primary phone: +1 514-877-3950

Fax: +1 514-878-1450

Email: olivier.lamoureux@gowlingwlg.com

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Primary office:  Montréal




Olivier Lamoureux

Olivier Lamoureux is an associate in Gowling WLG's Montréal office and a member of the firm's Employment, Labour and Equalities Group. In this capacity, he provides strategic advice on issues affecting all aspects of labour and employment law, both in unionized and non-unionized settings.

Olivier represents clients before all civil and administrative courts on a range of matters, including those related to labour relations, termination of employment of contracts for lower and upper-level employees, occupational health and safety, employment aspects of commercial transactions, and harassment in the workplace.

Olivier also has specific expertise in the drafting, interpretation and application of non-competition and non-solicitation clauses.

Prior to joining Gowling WLG, Olivier worked in national and international firms in Montreal and was legal counsel for a leading Canadian agri-food company.

He practises law in French and English.

Career & Recognition

Filter timeline:
  • 2017

    • Community
       2017
      Speaker, Program for welcoming Syrian refugees to Québec, Pro Bono Québec
  • 2015

    • Community
       2015
      Director and Secretary, Ballet Opéra Pantomime (2015-2017)
  • 2014

    • Qualifications (Year of Call/Admission, etc.)
       2014
      Year of Call, Quebec
  • 2013

    • Education
       2013
      Université Laval, LLB
  • 2011

    • Education
       2011
      Université d'Ottawa, MA (Public and International Affairs)
  • 2009

    • Education
       2009
      Université Laval, BA (Public and International Affairs)
  • 2005

    • Education
       2005
      Université Laval, Certificat (Philosophy)

Memberships

  • Canadian Bar Association
  • The Young Bar Association of Montréal
  • « Le refus de collaborer avec franchise et diligence avec l'employeur lors d'une enquête de harcèlement psychologique peut justifier le congédiement », Espace RH, March 23, 2015. ("Refusal to cooperate frankly and diligently with the employer in a psychological harassment investigation may justify dismissal")
  • « L'incapacité à travailler dans un avenir prévisible justifie-t-elle une fin d'emploi ? », VigieRT, Ordre des conseillers en ressources humaines agréés (CRHA), April 15, 2015. ("Does the inability to work in the near future justify termination of employment?")
  • « Liberté d'expression et moyens de pression en milieu de travail : un mariage imparfait », Actualité juridique, August 2016. ("Freedom of expression and pressure tactics in the workplace: an imperfect marriage")

Insights & Resources

Client work
06 August 2020 Novacap acquires Interest in FortNine
On-demand webinar
02 April 2020 The Impact of construction projects across Canada in the era of COVID-19 CLE/CPD:1 hour of Substantive credits toward the mandatory annual CPD requirement of the Law Society of Ontario.

Representative Work

  • Planning and implementation of a national contingency plan to mitigate the impacts of an early work stoppage on production for a client from the public sector.
  • Representation before civil courts of a client from the aeronautics industry in the context of an injunctive motion for unfair competition and breach of contract.

Client work

Client work
06 August 2020 Novacap acquires Interest in FortNine