Psychological health at work and psychosocial risk prevention: The complete guide
Psychological health at work has become both a regulatory and organizational priority since Bill 27 came into effect on October 6, 2025. This guide explains what psychosocial risks (PSRs) are, which risk factors are recognized by the CNESST, and what organizations can do to address each one. For a detailed overview of legal obligations and compliance deadlines, visit our dedicated Bill 27 page.
In short:
what is psychological health at work?
Psychological health at work means creating an environment where psychosocial risks (PSRs) are identified and prevented before they negatively affect employees’ mental well-being. These risks can include excessive workload, lack of recognition, limited support, organizational injustice and different forms of violence. Since Bill 27 came into effect on October 6, 2025, Quebec employers have had a legal obligation to identify and prevent these risks. The CNESST recognizes six psychosocial risk factors: decision-making autonomy, workload, organizational justice, recognition at work, workplace support and different forms of violence.
What is psychological health at work?
Psychological health at work is closely tied to how work is organized: the workload people are expected to manage, the amount of autonomy they have, the recognition they receive, the support they get from colleagues and managers, how fair organizational decisions feel, and whether the workplace is free from violence in all its forms. These are the same factors — known as psychosocial risks (PSRs) — that the CNESST now requires employers to document and prevent, just as they do physical workplace risks.
What does Bill 27 cover?
Since October 6, 2025, Bill 27, which modernized Quebec’s occupational health and safety regime, has required all Quebec employers to identify, assess and prevent work-related psychosocial risks. For details on legal obligations, deadlines and compliance mechanisms, including OHS committees, health and safety representatives and documentation requirements, visit our dedicated Bill 27 page.
When the warning signs go unnoticed
In many organizations, psychosocial risks start to take hold before anyone clearly identifies them. Workloads increase without being adjusted. Tensions build without a clear way for employees to raise concerns. Employee turnover is blamed on the labour market instead of the work environment. Bill 27 now requires organizations to document these risk factors rather than waiting until they lead to absenteeism, complaints or other consequences.
What psychosocial risk factors does the CNESST recognize?
The CNESST identifies six work-related psychosocial risk factors. They can affect employees individually or in combination.(Source: CNESST)
Decision-making autonomy: the amount of real control a person has over how they organize and carry out their work.
Workload: work overload, or the ongoing feeling of having too much to do, a risk that can be present in any workplace.
Organizational justice: employees’ perception of whether the decisions, processes and policies that affect them are fair.
Recognition at work: the positive or negative effects of receiving — or not receiving—recognition for one’s work.
Workplace support: the support employees receive from colleagues and their immediate manager.
Different forms of violence: psychological harassment, sexual harassment and other forms of workplace violence.
What are the employer’s obligations?
In practical terms, employers must identify and document psychosocial risks, establish an OHS committee or designate a health and safety representative depending on the size of the organization, involve employees in the prevention process, and monitor the effectiveness of preventive measures over time. For a complete overview of these obligations, deadlines and compliance mechanisms, visit our Bill 27 page.
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How can organizations prevent psychosocial risks based on the risk factor involved?
There is no single training course that can address every psychosocial risk. Different risk factors call for different skills, and Boostalab offers training designed to help develop them.
Violence, harassment and toxic workplace climates
This is one of the risk factors with the most serious potential consequences. Prevention means addressing both team dynamics and behaviours that can undermine psychological safety.
→ Psychological safety
→ Harassment in the workplace
→ PSRs: Assessing and improving your team’s health
Incivility and day-to-day tension
Small, recurring irritants — such as tone, disrespect or dismissive behaviour—can gradually damage the workplace climate when left unaddressed, even before they reach the level of harassment.
→ Stopping incivility in its tracks and contributing to an incivility-free workplace
Workload and chronic overload
One of the most common psychosocial risk factors is a workload that keeps increasing without being adjusted. If the issue is not recognized and addressed early enough, it can eventually lead to exhaustion.
→ Stress management
→ Time and priority management
Returning to work after a psychological health-related absence
Returning to work is a key transition that is too often improvised. Preparing for it properly can help reduce the risk of relapse and make the process more reassuring for both the employee and the team.
→ Managing extended leave
Why act now to prevent PSRs?
Legal compliance: the October 6, 2025 deadline has passed, and the CNESST may intervene in cases of non-compliance.
Retention and engagement: workplaces that actively prevent psychosocial risks are better positioned to reduce employee turnover and absenteeism.
Organizational culture: the compliance process is also an opportunity to strengthen trust and psychological safety across teams—not just meet a regulatory requirement.
1% Training Law eligibility: our PSR prevention training courses are eligible under Quebec’s workforce skills development and recognition requirements.
Who is this guide for?
This guide is intended for HR professionals, OHS committee members, designated health and safety representatives, and managers responsible for Bill 27 compliance in their organization, regardless of company size.
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FAQ – Psychological health at work and PSR prevention
What is psychological health at work?
Psychological health at work means creating an environment where psychosocial risks that could harm employees’ mental well-being are identified and prevented. These risks can include excessive workload, lack of recognition, limited autonomy, lack of support, organizational injustice and different forms of violence.
Psychological health at work means creating an environment where psychosocial risks that could harm employees’ mental well-being are identified and prevented. These risks can include excessive workload, lack of recognition, limited autonomy, lack of support, organizational injustice and different forms of violence.
What is Bill 27 in Quebec?
Since October 6, 2025, Bill 27 has required all Quebec employers to identify, assess and prevent work-related psychosocial risks. For a complete overview of the legal requirements, visit our Bill 27 page.
Since October 6, 2025, Bill 27 has required all Quebec employers to identify, assess and prevent work-related psychosocial risks. For a complete overview of the legal requirements, visit our Bill 27 page.
What are the 6 psychosocial risk factors recognized by the CNESST?
The six factors are decision-making autonomy, workload, organizational justice, recognition at work, workplace support and different forms of violence. These factors should be considered together rather than in isolation.
The six factors are decision-making autonomy, workload, organizational justice, recognition at work, workplace support and different forms of violence. These factors should be considered together rather than in isolation.
Does Bill 27 apply to my organization if we have fewer than 20 employees?
Yes. All organizations in Quebec are covered, regardless of size. Organizations with 20 employees or more must establish an OHS committee and document a comprehensive prevention program. Organizations with 19 employees or fewer must designate a health and safety representative and maintain an action plan.
Yes. All organizations in Quebec are covered, regardless of size. Organizations with 20 employees or more must establish an OHS committee and document a comprehensive prevention program. Organizations with 19 employees or fewer must designate a health and safety representative and maintain an action plan.
What is the compliance deadline for Bill 27?
The new requirements related to psychosocial risks came into effect on October 6, 2025.
The new requirements related to psychosocial risks came into effect on October 6, 2025.
What is the difference between Bill 27 and psychological safety training?
Bill 27 sets out the regulatory obligation to identify, document and prevent psychosocial risks. Psychological safety training is one practical way to help address risks related to violence and team climate. Legal compliance and manager skill development go hand in hand.
Bill 27 sets out the regulatory obligation to identify, document and prevent psychosocial risks. Psychological safety training is one practical way to help address risks related to violence and team climate. Legal compliance and manager skill development go hand in hand.
Are your PSR prevention training courses eligible under Quebec’s 1% Training Law?
Yes. Our training courses are designed for the Quebec market and are eligible under the Act to promote workforce skills development and recognition, commonly known as the “1% Training Law.”
Yes. Our training courses are designed for the Quebec market and are eligible under the Act to promote workforce skills development and recognition, commonly known as the “1% Training Law.”
Where should we start to comply with Bill 27?
A good first step is to assess the psychosocial risk factors present in your organization before deciding which training course — or combination of courses — best meets your needs. Take the “Target my need” assessment or explore all of our training topics.
A good first step is to assess the psychosocial risk factors present in your organization before deciding which training course — or combination of courses — best meets your needs. Take the “Target my need” assessment or explore all of our training topics.
About Boostalab
Boostalab is a Quebec-based firm specializing in workplace soft skills development. For more than 10 years, our team has designed and delivered training in leadership, communication, collaboration, and psychosocial risk prevention for hundreds of organizations across Quebec. Our approach combines experiential learning, microlearning, and content tailored to the Quebec workplace. All our training programs are eligible under the 1% Training Law and are designed to support organizations in meeting the psychosocial risk prevention requirements associated with Bill 27.
Ready to get started with psychosocial risk prevention? Book a free consultation or explore all our learning solutions.
