Since October 6, 2025, Law 27 requires all Quebec businesses to integrate psychosocial risk prevention into their OHS programs.

Law 27, officially titled the Act to modernize the occupational health and safety regime, represents one of the most significant reforms to Quebec's OHS regulatory framework since the 1980s. Effective October 6, 2025 for its psychosocial risk (PSR) provisions, it now requires all Quebec employers — regardless of size or sector — to formally identify, document and prevent PSRs in their workplaces. The question is no longer 'should we act?' but 'how do we structure our approach to ensure compliance, traceability and continuous improvement?'. This is precisely what Talentfeel's RPS Insight module enables.

What is Law 27 and what are your obligations?

Law 27 modernizes Quebec's Occupational Health and Safety Act (LSST) by explicitly integrating psychosocial risks. Employers must: identify and document psychosocial risks (harassment, violence, excessive workload, lack of recognition, low decision-making autonomy, role ambiguity, etc.) and integrate them into a prevention program (20+ employees) or OHS action plan (fewer than 20 employees). Implement awareness and training measures for managers and workers. Form a health and safety committee or designate an OHS liaison officer. Maintain a psychological harassment prevention policy compliant with requirements in effect since September 2024. These obligations also apply to remote workers. Non-compliance exposes organizations to CNESST interventions, fines reaching tens of thousands of dollars, and direct impacts on engagement, absenteeism and retention.

The challenge: moving from legal obligation to a structured approach

According to INSPQ, the Psychosocial Risk Identification Tool provides a recognized scientific framework for assessing PSR presence. However, many organizations struggle to operationalize this approach: data is collected sporadically, without history or traceability. Results remain in Excel files, without formal governance. The management of identified situations lacks structure and follow-up. There is no mechanism to demonstrate compliance over time. This is exactly the gap that Talentfeel's RPS Insight fills. Designed in direct response to Law 27 requirements, this module offers a complete system for measuring, governing and managing psychosocial risks in a structured manner — all within an integrated platform.

RPS Insight: Talentfeel's complete governance module

Talentfeel's RPS Insight module covers the entire Law 27 compliance cycle through three pillars. First, structured internal measurement: standardized anonymous surveys based on INSPQ and CNESST-recognized indicators, covering key dimensions (workload, decision-making autonomy, recognition, social support, role clarity, harassment and violence). Second, governance and traceability: a dedicated dashboard for tracking indicator evolution over time, documenting actions taken, and generating CNESST-ready compliance reports. Third, structured risk management: a prioritization system for identified risks with integrated action plans, corrective and preventive measure tracking, and automated alerts for critical situations. Every step is traceable, documented and exportable — directly meeting Law 27's documentation and prevention requirements.

Why continuous measurement is essential for compliance

Law 27 doesn't just require a one-time assessment — it demands an ongoing prevention approach. PSR assessment must be integrated into the prevention program, regularly updated and documented in writing. RPS Insight enables exactly that: recurring measurement capturing the real evolution of risks, not a frozen snapshot. The platform allows comparing results across periods, departments and sites — offering a systemic view of PSRs across the organization. Beyond regulatory compliance, this approach transforms PSR management into a strategic lever: organizations that measure and act on PSRs reduce absenteeism by 25-40%, turnover by 15-30%, and OHS claim costs. Compliance thus becomes an investment, not an expense. Talentfeel positions Law 27 as an opportunity for employers to build a healthier, higher-performing workplace truly aligned with their employer promise.