Bill 27: What's next?

With Bill 27 (reform of the Act respecting occupational health and safety - AOHS), Quebec has taken a major step towards broader recognition of mental health and psychosocial risks (PSR) in the workplace.

Coming into force progressively from 2021, this reform now requires employers to include PSR in their prevention program, in the same way as physical risks.

It's no longer just good practice: it's a legal obligation, governed by the CNESST.

 

 

What is a psychosocial risk (PSR)?

RPS are factors present in the work environment that can affect workers' psychological health. They include :

 

• • Chronic or excessive stress;

• • Work overload;

• • Lack of recognition or support;

• • Unmanaged interpersonal conflicts ;

• • Ambiguity or organizational injustice ;

• • Psychological or verbal abuse.
    
    

These risks have a direct impact on employees' mental health, commitment, motivation and overall performance.

 

What Bill 27 requires in concrete terms

According to the CNESST, employers must now :

 

1. • Identify psychosocial risks in the workplace ;

• • Assessing their scope and consequences ;

• • Implement appropriate preventive measures ;

• • Document and track the entire process, with supporting evidence;

• • Include RPS in the annual update of the prevention program.
    
    

Ignoring these obligations can lead to legal sanctions, but above all to major human and organizational costs.

 

 

 

Why is this reform strategic for companies?

Addressing RPS is not just about complying with the law: it's about investing in sustainability and organizational health.

Concrete benefits :

 

• • Reduced absenteeism and extended leave ;

• • Reduced turnover and improved retention ;

• • A healthier work environment, conducive to innovation and collaboration;

• • Strengthening leadership and management skills ;

• • Increased productivity, thanks to more committed teams.
    
    

In other words, preventing RPS means building a stronger, more resilient and more effective organizational culture.

 

 

 

BTX from Biotonix: A clear, humane response that complies with Law 27

To help organizations respond effectively to the new requirements, Biotonix has designed BTX, an integrated assessment tool that crosses physical, psychosocial and cognitive dimensions.

BTX enables :

 

• • Quickly identify areas of organizational tension or discomfort 

• • Measuring RPS using objective and validated data;

• • View results in an interactive dashboard ;

• • Offer concrete, personalized recommendations;

• • Support managers and HR in implementing the action plan.
    
    

This data-driven but profoundly human approach transforms compliance into a strategic lever for transformation.

 

 

 

Deployment: How does it work?

The process is simple, progressive and confidential:

 

1. • Strategic scoping meeting ;

• • Data collection via questionnaires, observations and interviews ;

• • Multidimensional analysis (psychosocial, cognitive, physical) ;

• • Detailed report and presentation of action plan ;

1. • Personalized support for implementation.

Conclusion: Don't wait until you're feeling bad to get better

Law 27 should not be seen as a burdensome obligation, but as an opportunity to refocus on the human element at the heart of organizations.
It calls on employers to build workplaces that are more respectful, more balanced, and above all, more sustainable.

With BTX, Biotonix offers a proven, compliant and proactive solution, enabling action to be taken before problems become crises.

 

 

 

Sources and references

 

CNESST - Act to modernize the occupational health and safety system (Bill 27)
https://www.cnesst.gouv.qc.ca/fr/entreprises/sst/loi-modernisant-le-regime-sst

INSPQ - Psychosocial risks at work
https://www.inspq.qc.ca/sante-travail/risques-psychosociaux

RSPSAT - Réseau de santé publique en santé au travail (Occupational health public health network)
https://www.rspsat.com/

Ordre des CRHA - Psychological health in the workplace
https://ordrecrha.org/