Bill 27 in Quebec: How to Comply with the New Obligations on Psychological Health at Work

Since October 1, 2025, Bill 27 (Act to modernize the occupational health and safety regime) has imposed new obligations on all workplaces in Quebec—with the exception of construction sites—regarding the prevention of psychosocial risks (PSRs) and participation mechanisms. These requirements aim to protect the psychological health of workers with the same rigour as physical health, and apply regardless of the size of your company.

At Paquette Attorneys, we know that these changes can seem intimidating. That’s why our team of labour law attorneys offers comprehensive support tailored to the size of your establishment and your operational realities. Our goal: to simplify your transition, ensure your compliance, and transform these obligations into levers for performance and well-being for your teams.

What Is Bill 27 and Why Does It Matter?

Bill 27 modernizes the Occupational Health and Safety Act (OHSA) by explicitly including psychological health protection for workers. This reform marks a turning point: employers must now identify, analyze, and prevent psychosocial risks—or face sanctions from the CNESST (Commission des normes, de l’équité, de la santé et de la sécurité du travail).

Psychosocial Risks (PSR): Definition and Impact

According to Quebec’s National Institute of Public Health (INSPQ), PSR include:

• Work overload or imbalance between effort and reward
• Lack of autonomy or support from supervisors or colleagues
• Lack of recognition or organizational injustice
• Psychological harassment or workplace violence

These factors can lead to chronic stress, absenteeism, lower productivity, and even legal or financial consequences in cases of non-compliance.

New Employer Obligations: What Changes in 2025

1. Establishments with 19 workers or fewer

• Appoint a health and safety liaison officer (ALSS): This person must be able to assume their role and perform their duties effectively.
• Develop and implement an action plan in collaboration with the H&SLA, including the identification and prevention of psychosocial risks (work overload, lack of recognition, harassment, etc.).
• Document all measures put in place and ensure regular follow-up.

2. Establishments with 20 or more workers

• Set up an occupational health and safety (OHS) committee: This committee must be joint (representatives of the employer and workers) and active in identifying psychosocial risks and proposing solutions.
• Integrate psychosocial risks into the existing prevention program.
• Train managers and employees on the detection and management of psychosocial risks.
• Establish confidential and accessible reporting mechanisms.
• Ensure documented follow-up of actions taken and results obtained.

Failure to meet these obligations may result in CNESST interventions, fines, or even legal proceedings.

How to Comply: A 7-Step Approach

To meet Bill 27’s requirements, here’s a structured compliance process:

1. Initial Diagnosis – Evaluate current policies and identify vulnerabilities.
2. Risk Analysis – Use tools like the INSPQ’s PSR Identification Grid to detect sources of stress or tension.
3. Update Internal Policies – Integrate PSR and harassment prevention into your health and safety plan.
4. Implement Prevention Programs – Stress management training, communication workshops, and support protocols.
5. Training and Communication – Inform employees about available resources and internal procedures.
6. Employee Participation – Involve them through the health and safety committee to encourage dialogue.
7. Monitoring and Continuous Improvement – Regularly assess the effectiveness of your measures and adjust as needed.

Why Proactive Compliance Matters

Beyond legal requirements, proactive PSR management helps to:

• Reduce absenteeism and costs related to work stoppages
• Improve workplace climate and employee retention
• Strengthen your employer brand and attract top talent
• Boost productivity and team engagement

This reform should not be seen as a burden, but as an opportunity to create a healthier, more efficient, and attractive workplace.

At Paquette Avocats, we understand that complying with Bill 27 can seem complex—especially for employers already managing daily operations. That’s why our labour law specialists offer comprehensive support, from initial audits to policy development and legal representation.

Our goal: Simplify your transition, reduce legal risks, and help you leverage these new standards to strengthen your culture and retain your talent.

How Paquette Avocats Helps You Meet Your Bill 27 Obligations

1. Compliance Audit and Psychosocial Risk Assessment – We perform a full audit of your current health and safety policies and practices. Using validated tools like the INSPQ’s PSR Identification Grid, we identify the specific psychosocial risks (e.g. workload, lack of recognition, harassment) affecting your organization. You’ll receive a clear picture of your compliance level and the key actions to take.
2. Drafting and Updating Internal Policies – We create or update your prevention policies to explicitly include the management of psychosocial and psychological harassment risks, along with reporting and complaint-handling mechanisms, tailored to your company’s size and context.
3. Documentation and Ongoing Follow-Up – We ensure that all actions (assessments, training, corrective measures) are documented and traceable. We can also schedule regular reviews to update your policies as your organization or regulations evolve.
4. Representation and Defence in Case of Dispute or Inspection – In the event of a complaint, CNESST inspection, or litigation, our team represents and defends you—responding to corrective notices, assisting during internal investigations, and negotiating solutions to avoid sanctions.

Act Now for a Healthy and Compliant Workplace

Bill 27 is an opportunity to transform your corporate culture by making psychological health a top priority. Partnering with Paquette Avocats gives you personalized guidance to minimize legal risk and maximize employee well-being.

While the October 1, 2025 deadline has passed, it is never too late to become compliant. Contact us for a personalized consultation and a turnkey action plan tailored to your situation.