Work overload, incivility, lack of recognition, tension… these warning signs are often minimized, ignored or simply tolerated, until the day they erupt into prolonged absences, open conflicts or unexpected departures. Welcome to the world of psychosocial risks (PSR) – those invisible but very real risks that can undermine an organization’s performance from within.
Long relegated to the background, PSRs now occupy a central place in the legal obligations of Quebec employers. Since February 2022, the Act to modernize the occupational health and safety system (LMRSST) has required employers to recognize and prevent psychosocial factors in their prevention programs.
This reform marks a turning point: the prevention of psychosocial risks is no longer an option, it’s a strategic necessity.
Understanding psychosocial risks for better prevention
The Institut national de santé publique du Québec (INSPQ) defines PSR as “factors that are related to work organization, management practices, employment conditions and social relations, and that increase the probability of generating harmful effects on the physical and psychological health of exposed individuals.”
These risks include psychological or sexual harassment, violence in the workplace, domestic or sexual violence and exposure to a potentially traumatic event. Beyond these elements, they also include more common, sometimes insidious realities, i.e. work-related psychosocial risk factors, including :
- Workload – the amount of work to be done, the intellectual requirements and time constraints;
- Decision-making autonomy – the control you have over the work you do, and the opportunity to use or develop your skills;
- Recognition – including remuneration, esteem, respect, fairness, job security, promotion opportunities and different ways of acknowledging efforts and achievements;
- Social support from the manager – in the form of management practices that encourage listening, openness to opinions and availability;
- Social support from colleagues – referring to team spirit, cohesion and collaboration;
- Organizational justice – i.e. fairness, impartiality, consistency and transparency in the application of procedures, and consideration for individuals in decision-making.
When you let go... the consequences follow
PSR doesn’t go away on its own. They settle in, worsen and eventually slow down the workings of the organization. Too often, we wait for a crisis before reacting, even though the signs are already there.
The consequences? Absenteeism, demobilization, high turnover, a degraded work climate… and on a larger scale, a weakened organizational culture that hinders innovation, damages reputation and is costly, even very costly.
A changing world of work
Employee expectations are changing. New generations, but also more and more workers of all ages, want to evolve in healthy, inclusive and humane environments. Psychological health is no longer seen as an “extra”, but as a prerequisite.
Acting on RPS means meeting these new expectations and laying the foundations for a strong, motivating organizational culture.
Clear legal obligations and a duty to be consistent
Since the reform of the Occupational Health and Safety Act, employers have been required to identify, assess and prevent PSR factors in their workplace. Failure to do so not only exposes them to sanctions, but also to a loss of credibility with their teams. And that’s something no regulation can fix easily.
Ready for action?
Feel like you’re up against a mountain? Don’t worry: a preventive approach can be gradual, targeted and adapted to your reality. The important thing is to get started – because waiting for the perfect moment is often waiting in vain.
Our team can support you every step of the way, with a strategic and motivating approach. How can we help? Through an organizational diagnosis which assesses both the psychosocial risk factors and the levers for mobilizing your employees. This means killing two birds with one stone: meeting your legal obligations while strengthening your internal culture. You’ll emerge from this exercise with concrete strategic recommendations and a clear action plan to build a healthier, more efficient and more sustainable work climate.
A healthy work environment is not a luxury. It's a performance driver.
You don’t have to go it alone. Let’s work together to make prevention an engine for sustainable success.
Tell us about your realityand we’ll help you see clearly and take concrete action, step by step.
Amélie Savard, CHRP
HR & OD Consultant
Amélie is a member of Flexia’s Consulting team. A member of the Ordre des CRHA and holder of a bachelor’s degree in human resources management, Amélie is a member of Flexia’s consulting team. Amélie accompanies her clients with rigor and empathy on various HR consulting and organizational development mandates. Amélie is recognized for her positive leadership, natural communication and human approach.
