Here is a clear and structured summary of Bills 42, 68, and 59 to help you navigate the changes and make the right decisions for your workplace — and ensure your organization remains compliant.
Bill 42, adopted on March 21, 2024, aims to prevent and address psychological harassment and sexual violence in the workplace. Since September 27, 2024, all organizations must update their internal policies to include specific measures to:
- Identify, manage, and reduce risks related to harassment and violence.
- Outline steps to follow in case of a crisis or complaint.
The final provisions, which will include employee participation mechanisms, will come into effect on October 6, 2025. Now is the time to ensure your current policies meet the new requirements.
Bill 68, in effect since January 1, 2025, primarily aims to reduce the administrative burden on physicians. However, this new legislation also impacts businesses. Employers may no longer require a medical certificate to:
- Justify a personal leave, regardless of the reason;
- Cover an absence of three days or less due to illness;
- Explain the first three consecutive absences (up to three days) within a 12-month period.
These new rules are intended to ease the strain on the healthcare system, but they also require employers to revise their internal leave policies and adjust their management practices accordingly.
Bill 59, adopted on September 30, 2021, aims to modernize the entire occupational health and safety regime.
It has already led to several updates to the Act respecting occupational health and safety and the Act respecting industrial accidents and occupational diseases. Some measures are already in effect, while others will come into force on October 6, 2025. The new obligations vary based on company size.
For example, in organizations with 20 employees or fewer, employers must:
- Identify and assess workplace health and safety risks;
- Designate a health and safety representative (HSR) chosen by workers;
- Update their prevention program to reflect the risks present in their environment;
- Integrate, when applicable, psychosocial risks, including physical or psychological violence;
- Collaborate with the HSR on implementing preventive measures;
- Properly inform and train workers about existing risks and prevention methods.
For companies with more than 20 employees, the same obligations apply, with additional requirements:
- Establish a health and safety committee composed of employer and employee representatives;
- Develop a structured prevention program tailored to the realities of their industry;
- Implement ongoing OHS training;
- Ensure active collaboration between the committee, the HSR, and the employer to maintain and continuously improve practices.
In both cases, psychosocial risks are a key factor to consider. The Institut national de santé publique du Québec
(INSPQ) identifies several, including:
- Excessive workload;
- Lack of recognition;
- Low autonomy in work;
- Job insecurity;
- Inadequate support from colleagues or supervisors;
- Psychological harassment;
- A sense of organizational injustice.
These factors — related to work organization, management practices, employment conditions, and social dynamics — can seriously affect the mental and physical health of employees. It’s essential to recognize them, integrate them into your prevention program, and take proactive steps to minimize their impact.
In parallel, don’t forget the obligation to complete a pay equity exercise if your company has 10 or more employees.
If it hasn’t been done yet, or if your last exercise was over five years ago, it must be updated. Pay equity ensures fair treatment between female-dominated and male-dominated positions of equal value. Beyond being a legal requirement, it’s also a valuable tool for attracting and retaining talent.
At Bedard Human Resources, we understand that these changes can raise many questions.
That’s why we offer personalized support to help you adapt your internal policies, implement the required structures, and ensure compliance across your practices. Whether it’s for your prevention policy, your OHS program, or your pay equity exercise — our team is here to support you.
To discuss your needs or get more information, feel free to contact Stéphane Pépin.
Together, let’s ensure your organization is well prepared and compliant, while fostering a safe, healthy, and equitable work environment.
