Understanding Law 27: From Requirements to Action
Free, practical session for HR leaders and organizational decision-makers
As organizations work to address psychological safety and workplace wellbeing, many HR leaders are facing a new challenge: translating Law 27’s requirements into appropriate, meaningful action.
Since October 2025, Quebec’s Law 27 requires employers to proactively identify, assess, and prevent psychosocial risks as part of their occupational health and safety obligations.
If you are responsible for Law 27 compliance in your organization, you may be wondering:
- Do we really need a formal psychosocial risk assessment if we already conduct employee surveys?
- What does a psychosocial risk assessment actually include?
- What does meaningful compliance look like in practice?
- How do we support managers without overwhelming them?
- How do we even get started?
Understanding Law 27: From Requirements to Action - Info Session
- Gain clarity on Law 27 requirements and employer responsibilities
- Understand what compliance and meaningful psychosocial risk prevention looks like
- Get answers to your specific Law 27 questions and implementation challenges in a live Q&A
* A recording of the session will be sent to all registrants.
Special attendee opportunity: 1 attendee will receive a complimentary psychosocial risk assessment ($2,000 value) to help identify potential workplace psychosocial risks and areas requiring attention under Law 27.
The session will be facilitated by Jackie Roberge, mental health expert and leadership coach at Mindsmatter. Jackie has an attestation from the Institut national de santé publique du Québec (INSPQ) to conduct psychosocial risk assessments in organizations.
More on Law 27
What are psychosocial risks?
Psychosocial risks are factors in the work environment that can negatively affect employees’ psychological and physical health due to how work is organized, managed, and supported.
These risks often fall under the radar until they show up in turnover or sick leave data.
After years of research, evaluation, and analysis combining scientific findings with organizational data, the Institut national de santé publique du Québec (INSPQ) has identified 6 categories of psychosocial risks that are most critical to assess:
1. Work intensity: excessive workload, sustained pace, unrealistic deadlines, or a lack of sufficient time to recover between tasks.
2. Emotional demands: frequent exposure to high-stress or emotionally demanding situations without the tools to process or regulate those emotions.
3. Lack of autonomy: limited discretion in organizing work, little decision-making power, or no control over methods and priorities.
4. Social relationships: lack of support, tense work climate, interpersonal conflicts or poor communication.
5. Value conflicts: feeling compelled to act against professional or personal values, loss of meaning, or a sense of “not doing one’s job properly.”
6. Job insecurity: fear of job loss, organizational instability, or lack of clarity about one’s professional future.
Why psychosocial risk assessments matter
Many organizations care deeply about employee wellbeing but struggle to clearly identify the systemic factors contributing to stress, burnout, disengagement, or unhealthy team dynamics.
Without structured assessment data, leaders are often forced to rely on assumptions, hearsay, isolated complaints, or surface-level indicators.
Psychosocial risk assessments help organizations make invisible patterns visible so they can identify root causes and develop targeted prevention strategies.
Want to learn more or ask specific questions?
Join the free session - Understanding Law 27: From Requirements to Action
* A recording of the session will be sent to all registrants.
Register for Info Session
Understanding Law 27: From Requirements to Action
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