Since October 2025, managing psychosocial risks has been a legal obligation for every employer in Quebec. Here, in concrete terms, is what Law 27 requires and how to go about it without turning the exercise into paperwork nobody ever looks at again.
What is a psychosocial risk at work?
A psychosocial risk is a factor, tied to how work is organized, that can harm people’s psychological health: overload, lack of recognition, conflict, incivility, job insecurity, low autonomy. Law 27 now places these on the same footing as physical risks.
What the law requires, step by step
- Identify and assess the psychosocial risks present in your workplace.
- Involve workers in the process.
- Document the assessments, the prevention plan, and the decisions.
- Evaluate continuously the effectiveness of the measures you put in place.
The format depends on size: 20 workers or more requires a prevention program; 19 or fewer, an action plan. In both cases, in writing.
The most common trap: the “once and for all” exercise
Most organizations produce a document, file it away, and move on. But the law calls for continuous evaluation, and the CNESST can require you to demonstrate your analyses, decisions, training, and communications. A static plan won’t meet that requirement. The real work is keeping the process alive from one cycle to the next.
What are the penalties?
In case of non-compliance, the CNESST can step in, impose fines, and order a prompt correction. Beyond the fine, the lack of a documented process leaves the employer exposed if a psychological health claim is filed.
Where to start
Start by mapping where you stand, prioritize the most pressing risks, document every decision, then reassess at regular intervals. That’s exactly the continuous-loop logic behind Strategenia’s approach to Law 27: structure the process, keep a record of it, and demonstrate continuous evaluation.
Strategenia structures and documents your prevention process; it does not replace legal advice and does not guarantee an outcome before the CNESST.