Organizational Health: Turning Prevention Into a Competitive Advantage

Why Organizational Health Goes Beyond Bill 27

Since the adoption of Bill 27 on occupational health and safety, organizational health has become a key pillar for companies in Québec.But beyond legal compliance, it represents a cultural shift — building workplaces where prevention, trust, and wellbeing drive performance.

Organizations that invest in organizational health and prevention gain resilience, reduce absenteeism costs, and strengthen their employer brand.

To better understand the compliance requirements and deadlines, see our article: Bill 27: What Quebec Employers Need to Know Before October 2025

The Benefits of a Proactive Approach to Organizational Health

Taking a proactive approach to organizational health means moving from control to culture.It’s about building an environment where people thrive — and performance follows naturally.

Companies that adopt this mindset often see:

• Higher motivation and retention rates;

• Lower stress and absenteeism;

• Stronger team communication and cohesion;

• A more attractive and caring employer brand.

💬 Many organizational health strategies also include managing psychosocial risks in the workplace — now a key expectation of the CNESST under Bill 27.

Practical Initiatives to Strengthen Organizational Health

Building a strong culture of organizational health doesn’t require massive investment — just consistency and participation.Here are a few impactful ideas:

• Weekly active challenges to boost movement and team cohesion;

• Health or mental-wellbeing quizzes to foster awareness and discussion;

• Recognition and communication workshops to strengthen connection;

• Engagement tracking to measure progress and adjust initiatives.

For more ideas, explore our post on Workplace Wellbeing: Tools and Strategies — a practical guide to creating lasting wellness habits at work.

Measuring the Impact of Organizational Health on HR Performance

A solid organizational health strategy is backed by data.Here are key performance indicators to track:

• Participation rates in wellbeing initiatives;

• Reduced absenteeism and turnover;

• Employee-feedback results on workplace climate;

• Productivity and engagement trends over time.

These indicators prove that wellbeing isn’t just a human value — it’s a strategic HR and performance driver.

Propulsion Insight: Connecting Compliance and Engagement

With Propulsion, compliance turns into collective engagement.Our platform helps companies:

• Turn Bill 27 obligations into motivating, measurable actions;

• Track participation and wellbeing data to show prevention results;

• Highlight efforts to management and the CNESST.

The result: compliance, wellbeing, and performance moving in the same direction.

In Conclusion

Organizational health is more than a compliance requirement — it’s a strategic advantage. By aligning prevention with wellbeing and engagement, employers build stronger, more resilient, and more human workplaces.