Law 27 has (finally) come into effect on October 6

Although adopted years ago, Law 27 is being implemented in stages, and October 6 marks the deadline for full integration of psychosocial risk prevention into workplace obligations.

Psychosocial risks have very real impacts:

• Increased rates of stress, burnout, and absenteeism
• Higher turnover and recruitment costs
• Legal exposure under the CNESST if prevention obligations are not met
• Measurable effects on cardiovascular health, musculoskeletal issues, and workplace accidents
  

In other words, psychosocial risks are both human risks and business risks.

To comply with Law 27, Québec employers must have the following in place:

• Identification and analysis of psychosocial risks (e.g., workload, autonomy, recognition, workplace violence).
• A prevention program with an action plan addressing psychosocial risks.
• Participation mechanisms:

- For companies with 20+ employees: a health and safety committee and a designated SST representative.

- For companies with fewer than 20 employees: a liaison agent for health and safety.

• Documentation of all prevention efforts: evaluations, training records, committee decisions, monitoring reports, etc.

Law 27 sets out clear obligations for employers. Here are the key requirements, simplified in a practical chart:

Law 27 includes strict enforcement provisions:

• Fines up to $20,000 for a first offense
• Penalties double or triple for repeat violations
• Increased risk of CNESST intervention, inspections, and potential civil claims

For SMEs, these financial and reputational costs make proactive compliance essential.

Compliance is one thing, but creating a healthier workplace culture is another. To succeed, SMEs should focus on:

1. Leadership commitment: visible support from top management.
2. Manager training: equip supervisors to spot risks and intervene early.
3. Employee engagement: involve staff in identifying stressors and solutions.
4. Continuous monitoring: use surveys, feedback tools, and HR metrics.
5. Transparency: communicate openly about risks and improvements.

Law 27 cannot succeed without genuine collaboration. Employees need to feel safe to speak up, and employers must show that feedback leads to real change.

When employees are “happy to participate,” it means they trust the process, believe their voices matter, and recognize that leadership values their well-being. 

This is the spirit of Law 27.

At Libera HR, we support SMEs in Québec with the tools and expertise needed to navigate these new obligations. From risk assessments and training workshops to action plan design, our consultants help you not only comply with Law 27 but also build a workplace culture where people thrive.

Book a free 30-minute consultation with our HR experts today.