Law 27 Québec: How Recognition Can Support Workplace Well-Being and Compliance

When we think of workplace harm or injury, we often think of workers in a manufacturing facility or in a labor-intensive environment. In recent years, it has become clear that occupational health and safety are not limited to immediate physical injuries.

Office and knowledge workers are just as vulnerable to workplace harm— risk factors such as overwork, lack of autonomy, harassment, and lack of recognition all take their toll on the body and mind. In other words, work stress isn’t just about feeling unhappy or unproductive; it has real and tangible consequences.

Psychosocial risks are real

Research has shown that unmitigated work stress can lead to a myriad of physical and mental health issues, such as cardiovascular disease, metabolic disease, and mental health consequences, including depression, anxiety, and insomnia.

An Act to Modernize the Occupational Health and Safety System, commonly referred to as Law 27, requires Quebec-based employers to safeguard not only employees' physical safety but also their psychological health. 

The legislation marks a significant step toward recognizing mental health as an occupational risk. For forward-thinking companies, it’s also an opportunity, not only to stay compliant but also to strengthen workplace empathy, morale, retention, and performance through meaningful well-being initiatives.

What Is Quebec’s Law 27?

Law 27 was initially passed in Quebec in 2021 and is currently being implemented in phases. Employers must be prepared to fully integrate psychosocial risk prevention by no later than October 6, 2025

In short, employers are now legally required to provide a work environment that protects employees from psychological harm, just as they must protect them from physical injury.

How to comply with Law 27 in Quebec

Employers must now demonstrate that they are taking tangible, documented steps to mitigate psychosocial risks and promote psychological well-being.

To comply with Law 27, Québec employers must have the following in place:

• Identification and analysis of psychosocial risks (e.g., workload, autonomy, recognition, workplace violence).
• Prevention program with an action plan addressing psychosocial risks.
• Appointing a health and safety manager, depending on the size of the company
• Documentation of all prevention efforts: evaluations, training records, committee decisions, monitoring reports, etc.

Practical initiatives to support law 27 compliance

While Law 27 sets a legal baseline, employers who want to go beyond compliance should focus on embedding well-being into everyday culture. Here are some practical initiatives that support both compliance and stronger employee engagement:

1. Foster a culture of recognition
Acknowledging contributions helps employees feel seen and appreciated. Recognition strengthens a sense of belonging, reduces stress, and fosters trust between colleagues and leaders.

2. Monitor psychosocial risk indicators
Include regular monitoring of psychosocial risk indicators (e.g. surveys, turnover, sickness absence) as part of your health & safety metrics.

3. Promote flexibility and work-life balance
Allowing employees to manage workloads and schedules realistically helps prevent burnout.

4. Train and support managers
Leaders play a key role in shaping psychological safety. Equip them with emotional intelligence training and resources to handle sensitive issues effectively.

These initiatives create the kind of positive, resilient culture that Law 27 envisions—one where employees thrive and organizations perform better.

How Qarrot helps employers meet the spirit of Law 27

This is where employee recognition and engagement tools like Qarrot can make a real difference. Recognition isn’t just a “nice-to-have,” it’s one of the most effective ways to support mental well-being and build a psychologically safe workplace.

Here’s how Qarrot supports compliance and culture under Law 27:

• Promotes positive peer-to-peer recognition and interaction: Qarrot enables employees to celebrate one another’s achievements, fostering a sense of appreciation and community.
  
  
• Builds psychological safety: Recognition is not just about money. Authentic recognition reinforces key pillars of psychological health, such as respectful behavior and inclusion.

• Provides measurable data: By tracking recognition and engagement metrics, HR can use this data as part of the employer’s documentation of preventive efforts under Bill 59.

• Encourages consistent communication: Regular recognition helps maintain connection and morale, especially in hybrid or remote teams where isolation can be a risk factor.
  

By implementing a recognition platform like Qarrot, employers can demonstrate proactive, ongoing efforts to support employee well-being and help them stay aligned with the expectations of Law 27 while boosting overall employee engagement and retention.

Turning Legal Obligation Into Lasting Advantage

Law 27 may feel like a new compliance challenge, but it’s ultimately an opportunity for Quebec businesses to lead with empathy and purpose. 

The strongest work cultures are built not only on effective policies but on a tangible sense of safety, fairness, and belonging in the workplace. Employees feel valued, supported, and safe to do their best work.

A program like Qarrot embeds recognition and well-being into everyday culture, enabling organizations to meet the demands of new legislation while unlocking the benefits of higher morale, lower turnover, and greater productivity.

Learn how Qarrot can help you improve employee well-being and stay compliant with Law 27? Book a demo.