19 workers or less
Action plan
The employer must develop, apply and update an action plan annually. A health and safety liaison officer must also be designated.
Law 27 • OHS prevention
Your obligations are now in force. Are you able to demonstrate your actions?
Since 1er October 2025, prevention and participation mechanisms in establishments are in force. M360 Compass helps you structure and document your prevention actions, including those related to psychosocial risks (RPS).
Visual benchmarks provided as an example of compliance management
Current framework
Since 1er October 2025
Main objective
Identify OHS risks, including RPS, then implement prevention measures adapted to your establishment.
- Who is affected? Employers with workers
- Key document Action plan or prevention program
Your obligations
The 4 pillars of compliance Law 27
The prevention approach must be documented and adapted to the risks present in each establishment.
1. Identify and analyze
Identify health and safety risks, including work-related psychosocial risk factors, then set your priorities.
2. Plan and prevent
Develop the required action plan or prevention program, with measures, priorities and timelines adapted to your context.
3. Involve
Involve workers and the mechanism applicable to your establishment: liaison officer, health and safety committee or health and safety representative.
4. Track and document
Implement the measures, monitor their progress and keep the elements that demonstrate your approach.
Depending on the size of the establishment
The required prevention mechanism
20 or more workers
Prevention program
The employer must develop, apply and update annually a prevention program, set up a health and safety committee and designate a health and safety representative.
Exceptions may apply, in particular when an establishment brings together 20 or more workers for less than 21 days, uses a multi-establishment approach or is part of a prevention mutual. Check your situation with the CNESST or a competent advisor.
Targeted FAQ
Your questions about Law 27
What do we mean by “psychosocial risks” (RPS)?
These are factors linked to the organization or working conditions that can affect physical or psychological health. Workload, support, recognition, harassment or violence may be part of the analysis depending on the context.
What is the role of the manager vs. HR?
The employer remains responsible for the process. HR and managers can help identify risks, apply measures and follow up. Workers and the applicable participation mechanism must also be involved in the process.
What happens in the event of non-compliance?
The CNESST can intervene according to its powers. Above all, a documented approach helps the organization demonstrate the risks identified, the measures chosen and their monitoring. For an interpretation specific to your situation, consult the CNESST or a competent advisor.
Ready for management committee
A clear framework to demonstrate your prevention actions and monitoring evidence.
- RPS structured diagnosis
- Traceable action plan
- Compliance file ready to present
Human Index 360™
Bring out the signals that merit a conversation.
Team benchmarks can help structure discussions on prevention and the actions to be documented. They do not replace the analysis of your situation or the mechanisms provided for by Law 27.
Discover Talents & SymbiosisContinuous prevention
Structure your prevention actions now.
Find out how M360 Compass can bring together monitoring, responsibilities and information useful to your prevention approach.
Book a demonstration