Occupational health and safety are a core concern for organizations. However, Quebec's legal framework has not undergone a major update for over 40 years. Adopted in 2021, Bill 27, an Act to Modernize the Occupational Health and Safety Regime, profoundly transforms employers' obligations and workers' rights, with gradual implementation starting in 2022.
As of October 1, 2025, key permanent provisions come into effect, including a new Regulation on prevention and participation mechanisms in establishments. This reform aims to better protect employees, strengthen prevention, and adapt the rules to the reality of the labor market. But in concrete terms, what does this change for companies and HR teams?
Expanded prevention mechanisms
Law 27 extends the obligation to implement prevention mechanisms to all sectors, including those previously excluded, such as offices or administrative services.
All organizations must now implement structured measures to prevent accidents and occupational illnesses. These measures include:
- Development of an integrated prevention program, covering physical, ergonomic, chemical, biological and psychosocial risks, recorded in writing and updated regularly;
- Appointment of a health and safety manager, depending on the size of the company;
- Active participation of workers in identifying and reducing risks.
In short, the law extends the culture of prevention to the entire economic fabric of Quebec.
More worker participation
Law 27 also strengthens the role of workers in health and safety management. Since April 6, 2022, obligations vary depending on the size of the establishment:
- Companies with 19 workers or fewer: obligation to designate a health and safety liaison officer (ALSS);
- Companies with 20 or more workers: obligation to form a joint health and safety committee (CSS or SST for health and safety at work), composed of representatives of the employer and employees, and to appoint a health and safety representative (RSS).
The CSS has the mandate to:
- Participate in the identification and analysis of risks;
- Make recommendations to the employer;
- Be a point of contact with the CNESST if necessary.
The objective is clear: to promote an approach of collaboration and dialogue, rather than imposing a top-down vision.
Better consideration of psychosocial risks
Occupational health is not limited to physical injuries. Starting October 6, 2025, employers with 20 or more employees will be required to formally integrate psychosocial risks (PSR) into their prevention programs.
RPS include:
- Overwork;
- Lack of recognition;
- Stress;
- Psychological or sexual harassment;
- Domestic or family violence;
- Lack of autonomy or support.
The specific obligations are:
- Identify, analyze and document RPS;
- Implement a harassment prevention policy (already in force since September 2024);
- Train managers and employees in the prevention of psychosocial risks;
- Act as soon as a report is made.
Adapting to teleworking and new realities
The law also takes into account changes in the labor market, including the widespread adoption of teleworking. Although the word "teleworking" is not explicitly mentioned, the employer must include all workplaces, including remote ones, in its risk assessment.
This involves:
- To identify risks linked to ergonomics, isolation or overload when teleworking;
- To adapt prevention and communication procedures;
- To train managers to manage hybrid or remote teams.
Increased responsibilities for employers
Law 27 imposes an obligation of results in terms of prevention. The employer must:
- Keep your prevention program up to date (review at least every 3 years);
- Train and inform employees about the risks associated with their position;
- Keep documents proving compliance (e.g. minutes, risk assessments).
What are the benefits for businesses?
Although the law imposes new obligations, it also represents a strategic opportunity. A safe and respectful workplace contributes to:
- Reduce accidents and work stoppages;
- Improve employee engagement and retention;
- Strengthen the company's brand image.
Studies show that companies with a good OHS culture have lower absenteeism rates and increased productivity.
A reform that represents an opportunity
The Act to Modernize the Occupational Health and Safety Regime marks a decisive step in the evolution of Quebec's legal framework. By emphasizing prevention, collaboration, and consideration of contemporary realities, it requires businesses to review their practices.
For employers and HR teams, the challenge is to transform these new obligations into levers for mobilization. Focusing on prevention, recognition, and a healthy work environment not only means complying with the law, but also creating an environment where employees find meaning, security, and motivation.
Pascale Hubert
Web Writer