Law 27: an obligation, yes… but above all, an opportunity to finally build healthier workplaces.

The modernization of the occupational health and safety system through Law 27 marks a turning point for all organizations in Quebec, Canada.

Since October 6, 2025, employers now have the explicit responsibility to integrate psychosocial risks into their prevention mechanisms and strategies.

Work overload, lack of recognition, value conflicts, lack of autonomy… What once seemed intangible is now fully recognized as a risk to be prevented, just like falls or physical injuries.

And that’s excellent news.

Because an organisation’s primary mission is to create value — and that value can only exist if the people who bring it to life are healthy, both physically and psychologically.

Preventing psychosocial risks means building an environment where teams can feel well… and work well.

How to Ensure Compliance: A Simple and Structured Approach

Here’s a 5-step process that meets the requirements of Law 27:

1. Conduct a clear compliance audit (where do you really stand?)

Before jumping into action, take the time to assess your current situation.

Key questions to ask:

• Are physical and psychosocial risks identified?

• Do teams know their rights and responsibilities?

• Are your prevention policies and programs up to date?

• Are participation mechanisms (such as the OHS committee or liaison officer) in place?

Objective: Gain an accurate picture to act effectively without spreading efforts too thin.

2. Set up the right structures based on organization size

For organizations with 20 or more employees:

• Create a joint OHS committee, active and engaged in the prevention of psychosocial risks (PSRs).

• Appoint a Health and Safety Representative.

• Integrate PSRs into your existing prevention program.

• Train managers and employees on risk detection, communication, and management.

• Establish confidential and accessible reporting mechanisms.

• Ensure rigorous and documented follow-up of actions and results.

  
  

For organizations with fewer than 20 employees:

• Appoint a Health and Safety Liaison Officer who can fully assume their role.

• Co-develop an action plan that includes identifying and preventing PSRs.

• Document measures, decisions, and follow-ups.

Objective: Build a solid foundation for prevention to become a collective effort.

3. Train and raise awareness among all staff

Employees are often the first to notice what’s working and what’s starting to weaken. Giving meaning to their role begins with clear and accessible training for everyone: both managers and teams.

Training first helps to clarify expectations and reduce ambiguity:

• What are the new rights and responsibilities?

• How to recognize, name, and report a risk, including a psychosocial one?

• What steps should be followed when a situation becomes concerning?

• How can each person contribute to a safer workplace?

  
  

For managers, training also helps to:

• Better understand their specific role in prevention;

• Know how to intervene without improvising;

• Communicate clearly and reassuringly;

• Foster a climate where employees feel genuinely heard.

Tip: Support your training initiatives with strong internal communication — reminders, visuals, practical tools. The more messages circulate, the more naturally they’ll be applied.

4. Analyze your psychosocial risks

Analyzing PSRs is not just about “identifying factors.”It’s a comprehensive process combining several approaches:

• On-site meetings (individual interviews, team discussions, observations);

• A structured survey or questionnaire to capture employees’ real perceptions;

• Use of recognized tools (INSPQ grid, analysis matrices, etc.);

• Writing a clear report highlighting driving forces, restraining forces, and priority actions;

• Integrating results into your prevention program so PSRs are tracked just like other risks.

Objective: Obtain an accurate, reality-based overview and define concrete actions to reduce risks and improve the work climate.

5. Ensure follow-up and continuous improvement

Prevention is a living process. Once mechanisms are in place:

• Review the prevention program at least once a year.

• Keep records up to date.

• Adjust practices based on actual workplace needs.

• Stay informed about regulatory changes.

Objective: Maintain a process that is simple, effective, and sustainable.

How we support organizations through Law 27

Law 27 may seem demanding — especially for teams already stretched thin.That’s where Groupe-conseil Perrier comes in.

Our support may include:

• A comprehensive or targeted PSR diagnostic;

• Creation or optimization of your OHS committee;

• Tailored training for managers – understanding PSRs, intervening, supporting, communicating;

• Writing and updating internal policies and programs aligned with Bill 27;

• A structured action plan with follow-up indicators;

• Monthly support (outsourced) to ensure continuity, consistency, and real progress;

• Assistance in difficult situations – tensions, conflicts, or harassment cases.

Our Objective:

To help you make prevention an organizational reflex, not an obligation.

A culture where issues are addressed early, where teams are equipped, where managers know how to respond, and where decisions truly support psychological health.

And you don’t have to do it all on your own or carry the full weight on your shoulders. If you’d like to assess where you stand or understand where to start, we’re here to guide you step by step.

Camille Weber-Lin, our mental health specialist consultant, is available to discuss your challenges and guide you toward the right actions to take.

Book a meeting with her today right here.

Bookings avec moi – Camille Weber-Lin – Outlook