Tuesday, 4 p.m., in a meeting room at an 80-employee company in Sherbrooke. The HR director has gathered eight people around the table for a focus group on workplace climate. She opens with her first question: "How is everyone finding the workload right now?" Four seconds of silence. Then someone answers: "It's fine. Busy, but that's normal in September." Three people nod. The session will run 90 minutes and produce four pages of very, very polite notes. She did nothing wrong

The first week of September, at a 70-employee SME in Drummondville. The HR director walks through each department with her coffee. “Welcome back! How are things?” Everyone gives the same answer: “Good, good. Everything’s fine.” Vacation is over, projects are restarting, and morale is high. Three months later, in December, she will receive two medical leave notices for burnout in quick succession. Looking back at her notes, she will realize that the warning signs were already

In a context where mental health and workplace well-being are taking center stage, Quebec's Bill 27 imposes specific obligations on companies to prevent psychosocial risks. As an HR manager, it is essential to understand these requirements to ensure a healthy, safe, and compliant work environment. In this article, I offer a clear and structured guide to improving your compliance with Bill 27, while promoting organizational well-being. Bill 27 compliance: why is it crucial for