Amendments passed in 2021 to modernize Québec's Occupational Health and Safety Act (OHSA) took effect on October 6, 2025, requiring employers to identify, assess and eliminate or mitigate work-related psychosocial risks (PSRs) to the mental wellbeing of their employees.
All employers in Québec must now extend their prevention programs and action plans, required under the OHSA for physical workplace risks, to include measures that protect employees (including teleworkers) from occupational PSRs. This is in addition to measures requiring employers to protect employees exposed to physical or psychological violence (including spousal, family or sexual violence) in the workplace. Legislation does not define a PSR, but other resources provide frameworks and tools to support employers; for example, the National Institute of Public Health of Québec defines occupational PSRs as "factors that are related to work organization, management practices, employment conditions and social relations and that increase the probability of generating adverse effects on the physical and mental health of exposed individuals" and cites examples such as high workload, low recognition, limited autonomy, lack of support from colleagues or supervisors, poor communication and information flow, and psychological harassment.
All employers must identify and assess work-related PSRs and take steps to eliminate or mitigate them. Additionally, employers with 20 or more employees must have a health and safety committee, a safety representative (new role introduced by the OHSA to assess risks and support employees), and a formal prevention action plan. Employers with fewer than 20 employees must appoint a health and safety liaison officer.
Employers have one year to develop and implement their action plans, which must then be updated annually.
Across Canada, provinces are increasingly recognizing PSRs (such as stress, harassment and burnout) as part of workplace health and safety. Québec has formalized this through specific obligations, but other jurisdictions have also integrated mental health protections into their occupational health and workers compensation frameworks. Employers in Québec should review their internal policies and practices to ensure compliance with the new requirements.
