Psychosocial risk prevention at work is now an essential part of occupational health and safety strategies for employers. Stress, harassment, excessive workload, or lack of recognition can have significant impacts on employees’ mental health and overall organizational performance.
With the implementation of Bill 59 (PL59) and Bill 42 (PL42), employers must now identify, prevent, and address psychosocial risks (PSR) just like any other occupational health and safety risk.
These obligations are part of the modernization of Quebec’s occupational health and safety system and aim to better protect the physical and psychological integrity of workers.
If you would like to learn more about the general obligations of employers regarding occupational health and safety (OHS) in Quebec, you can also read our article on employer OHS obligations.
What is psychosocial risk prevention at work?
Psychosocial risks (PSR) refer to workplace factors related to work organization that can negatively affect workers’ physical or psychological health.
According to the National Institute of Public Health of Quebec (INSPQ), psychosocial risks are defined as:
Factors related to work organization, management practices, employment conditions, and social relationships that increase the likelihood of harmful effects on health.
These risks may be present in all sectors of activity and must be managed as part of an organization’s occupational health and safety prevention strategy.
What are the main psychosocial risks in the workplace in Quebec?
In Quebec, the CNESST identifies three main psychosocial risks in the workplace:
- Workplace violence (including domestic, family, or sexual violence that affects the workplace)
- Workplace harassment
- Exposure to a potentially traumatic event
In these situations, support services and critical incident management training can help teams and organizations better manage psychological impacts and maintain a healthy work environment.
Certain psychosocial risk factors can affect workers’ physical and psychological health, including:
- Workload
- Recognition
- Decision-making autonomy
- Support from colleagues and/or supervisors
- Organizational justice (fairness)
These factors should be analyzed together, as they often interact with one another and can reinforce their impact. It is therefore preferable to evaluate them holistically rather than individually.
To support employers, we offer specialized psychosocial risk management services to help identify organizational factors, assess risks, and implement sustainable prevention measures.
Bill 59: Impact on psychosocial risk prevention in the workplace
Adopted in 2021, Bill 59 (PL59) modernized Quebec’s occupational health and safety system and explicitly introduced the concept of protecting workers’ physical and psychological integrity.
In practical terms, employers must now take the necessary measures to protect the health, safety, and psychological well-being of workers.
To meet these new obligations, many organizations are implementing psychosocial risk training programs and workplace psychosocial risk management support services.
For all businesses:
- Document in writing the identification and analysis of occupational health and safety risks, including psychosocial risks.
For businesses with 19 workers or fewer:
- Develop an OHS action plan
- Elect a health and safety liaison officer (HSLO)
For businesses with 20 workers or more:
- Develop a prevention program
- Establish a health and safety committee (HSC)
- Appoint a health and safety representative (HSR)
What does Bill 42 provide regarding workplace harassment and violence?
Bill 42 (PL42), adopted in 2024, aims to strengthen the fight against psychological harassment and sexual violence in the workplace.
Its main objectives are to:
- Eliminating unacceptable behaviors
- Improving remedies for victims
- Making workplaces safer
New Obligations for Employers.
Employers’ mandatory workplace harassment policies must now include the following elements:
- Methods and techniques to identify, control, and eliminate these risks
- Specific information and training programs
- Expected conduct during work-related social activities
- Procedures for filing a complaint or report
- Measures to protect individuals involved in a complaint or report
- A process for handling situations of psychological or sexual harassment
- Measures to ensure confidentiality
To facilitate compliance with these new requirements, many organizations are implementing workplace harassment prevention training and psychosocial risk management support services to assist managers and teams.
Prevention obligations also apply to situations involving clients, suppliers, or any other person present in the workplace.
Why psychosocial risk prevention at work matters for employers?
Psychosocial risks in the workplace can have significant consequences for both employee health and organizational performance.
According to findings reported in scientific and occupational health research, workers exposed to psychosocial risks (PSR) may experience:
- 1.4 to 4 times higher risk of workplace accidents
- 2 times higher psychological distress
- 2 to 2.5 times higher risk of cardiovascular disease
- 1.5 to 4 times higher risk of musculoskeletal disorders
Mental health–related absences from work are also longer and more costly:
- About 65 working days on average, compared with 32 days for physical health issues
- Mental health–related sick leave is twice as costly as leave related to physical health
These impacts also create significant organizational costs:
- Absenteeism
- Presenteeism
- Employee turnover
- Reduced productivity
- Workplace conflicts
What does the law require from employers?
To comply with legal requirements regarding psychosocial risks in the workplace in Quebec, organizations must:
- Identify psychosocial risks present in their workplace
- Document their risk analysis
- Integrate PSRs into their OHS prevention program
- Implement a harassment prevention policy
- Train managers and raise awareness among teams
- Provide all workers with training on the prevention of sexual violence, including a refresher session every three years
- Monitor and follow up on implemented measures
As part of the modernization of the occupational health and safety regime, employers must gradually integrate these elements into their prevention programs. The full implementation of the permanent regime is currently scheduled no later than October 6, 2026.
Need Help with your compliance process?
Implementing effective psychosocial risk prevention at work helps organizations protect employees and comply with Quebec workplace legislation.
Our team can support your organization with:
- Training programs to raise awareness among managers and employees about psychosocial risks in the workplace and related legal obligations
- OHS consulting services to help identify, assess, and manage psychosocial risks
- Complete support to integrate psychosocial risks into your prevention strategy and ensure compliance with Quebec legislation
To learn more about the services offered by Santinel, visit our website.
