Assessing and Reducing Psychosocial Risks at Work

An Approach Based on the Job Demands–Resources Model

Since the adoption of Bill 27, the prevention of psychosocial risks (PSR) has become an essential responsibility for employers in Québec. The CNESST reminds organizations that these risks must be identified, corrected, and controlled just like any other workplace hazards. Decision-making autonomy, workload, recognition, support, and organizational justice are all factors that directly influence employees’ psychological health and the sustainable performance of teams.

To support organizations in this prevention process, EPSI offers a survey-based assessment grounded in the scientific Job Demands–Resources (JD-R) model. This approach helps organizations understand the internal dynamics of work and take action where risks are concentrated—based on concrete, comparable data.

The JD-R Model: Understanding the Balance Between Demands and Resources

The Job Demands–Resources model (Bakker & Demerouti, 2007) provides a nuanced understanding of workplace well-being. It rests on two key principles:

• Job demands, such as workload, complexity, and emotional requirements can lead to exhaustion when they exceed employees’ adaptive capacities.
• Job resources, including autonomy, support, recognition, and opportunities for growth foster motivation, protect against stress, and strengthen engagement.

By analyzing both dimensions together, organizations gain a balanced view of their organizational health. Moreover, a lack of resources can itself become a job demand, increasing pressure and stress (Bakker & Demerouti, 2007). This model helps pinpoint not only areas of overload but also the leverage points that can be reinforced to restore a healthy, motivating work climate.

Through its survey platform, EPSI transforms this model into a practical diagnostic tool. Leveraging databases with nearly 30 million responses across various industries, the solution provides a reliable and contextualized understanding of each organization’s reality.

Survey Measurement: A Primary Prevention Approach Based on Employee Perceptions

Psychosocial risks are not directly observable—they manifest in employees’ lived experiences. Their perceptions are thus key indicators for detecting early imbalances, before issues such as distress, conflict, or turnover emerge.

EPSI’s survey relies on a research-based questionnaire, available in French and English, covering all major dimensions recognized by the CNESST, INSPQ, and CCOHS, as well as by the scientific literature (Gilbert et al., 2011; Vézina et al., 2006): autonomy, support, communication, recognition, justice, role clarity, psychological safety, workload, leadership, and organizational culture.

This process represents a primary prevention approach. It acts upstream, addressing potential issues before they solidify. Rigorous analyses then guide tailored action plans adapted to each workplace reality.

The Distinctive Advantages of EPSI’s Approach

1. Detailed Organizational Insights
   The platform allows results to be broken down by unit, site, or job category. This granularity is essential to target high-risk sub-environments rather than relying on overall averages.
2. Robust Sectoral Benchmarking
   With extensive comparative databases, EPSI situates each organization’s results within its industry context. Gaps and deviations become more meaningful, making it easier to identify vulnerabilities or distinctive strengths.
3. Synergy with Engagement and Employer Branding Initiatives
   The PSR module integrates seamlessly with EPSI’s engagement survey, minimizing response fatigue and maximizing the strategic value of the data collected. Results can also support eligibility for EPSI’s Employer Brand Certification, which publicly recognizes excellence in internal practices.

Meaningful Compliance That Strengthens Organizational Health

Assessing psychosocial risks should not be seen as a mere administrative requirement. When done right, it becomes a powerful lever to enhance organizational health, work quality, and talent retention.

By adopting EPSI’s survey solution, organizations gain:

• Full regulatory traceability, compliant with Bill 27 requirements;
• Accurate diagnostics by sub-environment, enabling targeted action;
• Strategic value, with data serving compliance, engagement, and performance;
• Reliable benchmarking, to establish realistic alert thresholds by industry.

Conclusion

Compliance with Bill 27 is an obligation, but it also represents an opportunity to build healthier, more engaging, and more productive workplaces. By rigorously assessing job demands and resources, organizations can reduce risks early, support psychological health, and foster collective engagement.

Grounded in the Job Demands–Resources model, EPSI’s survey solution transforms prevention into a practical, measurable, and sustainable initiative that contributes to genuine organizational health and engagement.