Understanding Law 27
Since 2021, Law 27 has imposed new responsibilities on all organizations, as long as they have at least one person working. This includes an employee, intern, self-employed worker, volunteer, or contractor.
In October 2025, Law 27 was strengthened.
Employers now have an explicit obligation to prevent psychosocial risks (PSR) with the same rigor as physical risks. This update marks a turning point: psychological health is officially an integral part of the employer's legal responsibilities.
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What is a psychosocial risk (PSR)?
A psychosocial risk (PSR) refers to a factor related to work organization that can harm the psychological or physical health of workers. It encompasses working conditions, relationships, management practices, or organizational requirements that, when inadequate, create stress, distress, tension, or an unhealthy work environment.
The risk factors presented below are officially recognized by the CNESST and have been an integral part of prevention mechanisms in Quebec since October 2025.
The main psychosocial risks include, in particular
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work overload, unrealistic goals or constant pressure
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lack of autonomy or micromanagement
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low recognition or perceived injustice
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unresolved conflicts, isolation or lack of support
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psychological or sexual harassment
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Poor communication, unclear roles, contradictory directives
Why worry about psychosocial risks?
Psychosocial risks have concrete, measurable and significant consequences. They simultaneously influence employee health, the quality of working relationships and the overall performance of the organization.
Beyond the obligation to comply, it is essential for a company to pay close attention to this, and here's why:
Protecting the health and well-being of employees
Addressing psychosocial risks proactively helps reduce the occurrence of psychological disorders such as distress, anxiety or depression.
A healthy work environment promotes the well-being, stability, and resilience of staff.
Fulfill your legal obligations
Psychological health is an integral part of an employer’s responsibilities under the Act Respecting Occupational Health and Safety (AOHS).
In accordance with Section 51, every organization must ensure a safe work environment, which now includes the structured prevention of psychosocial risks.
Strengthen organizational performance
Effective management of psychosocial risks (PSRs) helps reduce costly issues for organizations, such as absenteeism, turnover, disengagement, and presenteeism. By fostering a more stable and healthy work environment, organizations benefit from increased productivity and a significant reduction in costs related to health issues.
Recognizing the warning signs
Early detection of psychosocial risks relies on the observation of individual and collective signals.
Individual signals
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Chronic fatigue, irritability
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Isolation or social withdrawal
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Decreased performance or difficulty concentrating
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Sleep disturbances, frequent crying
Collective signals
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Recurring tensions within the teams
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Increase in the rate of sick leave
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Higher than normal staff turnover
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A climate of fear, mistrust, or widespread silence
Who is concerned by the law 27 S ?
Law 27 applies to 100% of employers in Quebec .
Whether you have 1 employee, 50 or 5,000, you must now be able to prevent, assess, document and manage psychosocial risks at work.
Companies
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Startups
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SMEs
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Large organizations
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Multi-site companies
Public and parapublic organizations
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Municipalities
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School service centers
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Healthcare networks
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Government institutions
Non-profit organizations
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Cooperatives
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Associations
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Foundations
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Non-profit organizations (NPOs)
Law 27 imposes obligations on all Québec employers, but the scope of these obligations varies depending on the size of the organization.
Your obligations depending on the size of your organization
Law 27 distinguishes two categories of organizations, each with specific obligations.
You must implement a simplified occupational health and safety (OHS) action plan.
This plan must cover:
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risk identification, including psychosocial risks (PSR)
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preventive measures to be applied
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a liaison officer in occupational health and safety
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the documentation of your actions
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your internal OHS policies, including the prevention of psychosocial risks
This is a structured approach, but adapted to small organizations.
1 to 19 workers
You must implement a simplified occupational health and safety (OHS) action plan.
This plan must cover:
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risk identification, including psychosocial risks (PSR)
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preventive measures to be applied
-
a liaison officer in occupational health and safety
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the documentation of your actions
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your internal OHS policies, including the prevention of psychosocial risks
This is a structured approach, but adapted to small organizations.
20 or more workers
Make sure you comply with Law 27: here is the checklist
Operational simplified action plan (1–19 workers) or comprehensive prevention program (20+ workers)
Psychosocial risks identified, assessed and integrated into your OHS approach
Health and Safety Committee or Psychosocial Risks Committee depending on the size of the organization (mandatory for 20+ workers)
Designated and trained OHS representative
OHS registers, meetings and documentation kept up to date
Update internal policies, including the prevention of psychosocial risks
Regular training for employees, managers and commitee members
Follow-up planning aligned with the October 2025 deadlines
This list is not a guarantee of compliance, but a helpful tool to support organizations in their prevention efforts. For an analysis tailored to your specific situation, we invite you to schedule a call with our team.