Psychosocial risk management: A shared responsibility

When we talk about psychosocial risks (PSRs), the reflex is often to think, “That’s something for HR or health and safety to handle.” But let’s face it—PSRs affect all of us.

Yes, you too!

So instead of playing hot potato, what if we chose to go beyond the legal minimum? What if we took the time to understand the root causes and used them as a springboard to improve our work environments? What if we all got involved—together?

Common psychosocial risk factors

PSRs show up in the real world—in the middle of our workday. Some of these might sound familiar:

→ Heavy or poorly distributed workloads: tight deadlines, not enough resources

→ Lack of recognition and support: feeling like no one sees or values your efforts

→ Unclear roles or expectations: who’s responsible for what, and how?

→ Conflict and toxic work environments: tensions that never get addressed

→ Limited autonomy and participation: no say in decisions that affect your work

→ Job insecurity or poorly managed change: fear of losing your job, sudden restructures

Let’s be honest… you probably recognize a few of those, right?

They’re part of our everyday reality. And their impact is real—on morale, motivation, and performance. That’s why preventing PSRs isn’t just for the experts: it’s something we all have a stake in. Because when it comes to mental health and balance at work, every small action counts.

Why now is the time to act

The cost of doing nothing? Massive.

According to the World Health Organization, depression and anxiety cost the global economy over $1 trillion USD per year in lost productivity. (1) In Canada, the Conference Board puts the cost to employers at nearly $20 billion annually. (2)

There’s also a big shift happening here at home. Bill 27 now requires Quebec employers to take proactive steps in preventing psychosocial risks. The message is clear: mental health is a health and safety issue. Employers need mechanisms to identify, prevent, and address PSRs. Inaction is no longer an option.

What happens when we ignore psychosocial risks

Brushing PSRs under the rug is like ignoring a fire smouldering under the surface. Sooner or later, it spreads.

→ Drop in motivation and engagement: according to Statistics Canada, 1 in 3 Canadian employees report losing motivation due to stress (3)

→ More stress, more absenteeism: according to the Mental Health Commission of Canada, up to 70% of disability claims are tied to mental health (4)

→ Lower team performance: tension in the workplace kills collaboration and creativity

→ Struggles with retention and recruitment: lack of psychological support is a key driver of turnover, according to the Canadian Centre for Occupational Health and Safety (5)

These aren’t just individual impacts—they gradually wear down team morale and collective momentum. Many of us have lived it.

Alors, qui porte la responsabilité (indice : pas juste les RH!)

C’est là le nœud du problème. Pendant longtemps, on a pensé que la santé psychologique au travail relevait uniquement des professionnels RH ou du comité de santé et sécurité. C’est faux. Si ces équipes ont des responsabilités légales précises, tout le monde a un rôle important à jouer.

✓ La direction a un rôle stratégique : donner le ton, définir des politiques et soutenir les initiatives.

✓ Les gestionnaires sont en première ligne : ils influencent directement la charge de travail, la reconnaissance et la cohésion d’équipe.

✓ Les employé·es ont aussi une part de responsabilité : signaler les situations problématiques, contribuer au climat et collaborer aux solutions.

Bref, limiter la gestion des RPS aux RH, c’est se priver d’un levier collectif puissant. S’en occuper ensemble, c’est ouvrir la porte à des solutions plus solides et durables.

Here’s the thing: for too long, we’ve assumed mental heal

So… Who’s responsible? (Hint: not just HR!)

th at work was HR’s job—or the health and safety committee’s. It’s not that simple. Yes, those teams have clear responsibilities. But everyone has a role to play.

✓ Leaders set the direction: they shape the culture, set the tone, and support initiatives

✓ Managers are on the front lines: they influence workload, team dynamics, and recognition

✓ Employees play a part too: they help flag issues, contribute to a healthy climate, and co-create solutions

Relying solely on HR means missing out on a powerful collective lever. Tackling PSRs together leads to stronger, longer-lasting solutions.

Why a collective approach works better

What if this became a real team effort? The benefits speak for themselves:

✓ Alignment: when everyone pulls in the same direction, actions reinforce each other

✓ Shared responsibility: less pressure on one team, better overall impact

✓ A strong culture: prevention becomes a shared habit—building an attractive, inspiring workplace

✓ Better solutions: different perspectives lead to more creative, relevant answers

✓ Living your values: acting together for a healthier workplace shows real commitment

What’s the next step?

Step one: recognize that psychological health and PSR prevention are everyone’s business.

Step two: don’t wait. Between the legal obligations of Bill 27 and the clear benefits of taking action, now is the time to move. You can start by opening up space for dialogue, creating joint committees, training managers, and putting prevention tools in place. It takes some coordination, sure—but the solutions are there, and they work.

And if you’re not sure where to start, that’s where Boostalab can lend a hand—with a human-centred, ready-to-go solution that makes the process smoother and saves you time.

Because PSR management isn’t a one-and-done project. It’s an ongoing process. And above all, it’s a powerful opportunity to break down silos and build a workplace where everyone can truly thrive.

References

1. World Health Organization. (2022). Guidelines on mental health at work. WHO.
2. The Conference Board. (2021). Mental Health in the Workplace. The Conference Board.
3. Statistique Canada. (2023). Le stress lié au travail est le plus souvent causé par une lourde charge de travail et la conciliation travail‑vie personnelle. Statistique Canada.
4. Commission de la santé mentale du Canada. (2018). Comprendre la santé mentale, la maladie mentale et leur incidence en milieu de travail. Mental Health Commission of Canada.
5. Canadian Centre for Occupational Health and Safety. (2025). Mental health – Psychosocial risk factors in the workplace. Canadian Centre for Occupational Health and Safety.