Psychosocial Risks at Work: Understand and Prevent Them Before the CNESST Steps In

What Are Psychosocial Risks According to Law 27?

With Law 27, mental health officially becomes an employer’s legal responsibility.Psychosocial risks at work refer to factors that may affect employees’ psychological well-being, motivation, or team cohesion.

The CNESST now recognizes these as occupational risks, alongside physical and ergonomic hazards.Every company must therefore identify, assess, and include psychosocial risks in its prevention program — a key requirement of Law 27.

Concrete Examples of Psychosocial Risks at work

Psychosocial risks at work can arise in any organization, regardless of its culture. Common examples include:

• Work overload or unrealistic expectations

• Lack of recognition from supervisors

• Interpersonal conflicts between team members

• Isolation linked to remote work

• Poor communication or unclear roles

💡 When combined, these factors can lead to burnout, absenteeism, or high turnover.

The Consequences of Ignoring Psychosocial Risks

Failing to address psychosocial risks at work can have major human and organizational consequences:

• CNESST intervention for non-compliance with Law 27

• Increased absenteeism and turnover

• Lower engagement and productivity

• Damage to employer brand and trust

Organizations that act early transform these obligations into positive cultural change.

Effective Prevention Measures Under Law 27

Preventing psychosocial risks at work requires a proactive culture of trust, empathy, and recognition. Here are practical strategies that align with Law 27 prevention standards:

• Regular team check-ins focused on well-being

• Empathy and active-listening training for managers

• Wellness missions and activities to strengthen cohesion

• Engagement tracking to detect early warning signs

• Supporting healthy work-life balance policies

Propulsion Spotlight: Gamifying Prevention

With Propulsion, preventing psychosocial risks becomes interactive and measurable.

Our platform helps organizations:

• Launch weekly wellness challenges that boost morale and teamwork;

• Use mental health quizzes to identify stress levels and engagement;

• Track participation through dashboards that prove compliance with Law 27.

🎯 Result: prevention becomes a motivating, data-driven experience that improves both compliance and employee well-being.

Conclusion

Psychosocial risks at work represent both a legal requirement and an opportunity to enhance workplace culture.By acting early, organizations can protect mental health, improve team dynamics, and comply with Law 27 while building a stronger, more engaged workforce.

👉 Ready to turn compliance into engagement?Discover how Propulsion helps Quebec employers bring Law 27 prevention to life.