The Impact of New Regulations on the Management of Quebec Businesses
- Emmanuelle Fortier, D. Psy
- 2 juin
- 3 min de lecture
Law 25, 42 and 27, how to see clearly and above all, how to adapt your organization?
by Emmanuelle Fortier, D.Psy
As of 2025, Quebec businesses are operating in a rapidly evolving regulatory environment. New legislation is reshaping organizational management, particularly in areas such as language policies, taxation, data protection, and workplace well-being. To maintain compliance and competitiveness, organizations must adapt swiftly and strategically.
Among the most impactful regulations, Laws 25, 42, and 27 are raising concerns across industries. Below is a summary of these new requirements, along with key recommendations for successful implementation within your organization.
Law 25: Strengthening the protection of personal information
Adopted in 2021, Law 25 establishes stringent data protection standards for businesses, requiring organizations to justify data collection and ensure its security to prevent misuse.
Sensitive information covered under this law includes:
Social Insurance Number (SIN)
Civic address
Biometric data (e.g. fingerprints, facial recognition, etc.)
Financial records
Medical records
With advancements in technology, including biometric data collection and information sharing across networks, privacy risks are increasing. Previously secured under lock and key by human resources, employee records are now accessible to multiple stakeholders within organizations, requiring reinforced confidentiality protocols.
Key measures mandated by Law 25 include:
Appointing a privacy officer to oversee compliance.
Conducting privacy impact assessments before implementing new technologies.
Imposing significant financial penalties for non-compliance.
How to adapt?
Educate employees on data protection best practices.
Conduct regular cybersecurity audits to ensure compliance.
Implement robust digital incident response protocols.
Law 42: Fight against harassment and violence in the workplace
Effective since March 2024, Law 42 aims to prevent and address psychological harassment and sexual violence in the workplace.
Employers are required to:
Revise internal policies to establish clear reporting procedures.
Train employees and managers on harassment prevention.
Ensure confidentiality when handling complaints and protecting victims.
How to adapt?
Update prevention and complaint management policies.
Appoint an impartial representative to receive and process reports.
Organize civility and professional conduct training for all employees.
Law 27: Prevention of psychosocial risks (PSR)
Starting October 6, 2025, employers must integrate psychosocial risk prevention into their occupational health and safety plans. This law requires assessing and mitigating stress, harassment, and harmful working conditions.
The 7 main psychosocial risks identified in Law 27:
1. Excessive workload – Unrealistic expectations leading to burnout.
2. Limited autonomy – A lack of control over work, increasing frustration and stress.
3. Insufficient social support – Isolation affecting employee well-being.
4. Lack of Recognition – Underappreciation leading to decreased motivation.
5. Unfair organizational decisions – Decisions perceived as unfair affecting trust and commitment.
6. Harassment and workplace violence – including domestic, family and sexual violence.
7. Exposure to traumatic event – Crisis situations affecting mental health.
How to adapt?
Assess psychosocial risks and adjust management practices accordingly.
Train managers to recognize and prevent stress and harassment.
Encourage a healthy work environment built on communication and support.
Establish clear policies to address harassment and violence.
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The Responsibility of Organizations in Addressing Domestic Violence in Remote Work
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Although domestic violence is a personal issue, it directly impacts employees’ mental health and productivity. Law 27 requires employers to integrate domestic violence risks into their prevention plans.
With teleworking becoming the norm, new challenges arise:
Employee isolation – Fewer in-person interactions make distress harder to detect.
Difficulty reporting – Remote workers may have limited access to help.
How to adapt?
Implement confidential digital reporting mechanisms (hotlines, online advisory access).
Offer alternative work arrangements, such as in-person options for at-risk employees.
Train managers to recognize signs of distress among remote employees.
Raise awareness of the psychosocial risks linked to domestic violence.
Facilitate access to external resources (legal and psychological support).
Conclusion: Preparing for the Future
The new 2025 regulatory framework requires Quebec businesses to adapt swiftly. From data protection to harassment prevention and workplace mental health, compliance is now an essential priority.
Organizations that anticipate these shifts and integrate solutions—such as psychosocial risk assessments and tailored transition support—will be better positioned to navigate the evolving regulatory landscape
If you would like to know more, do not hesitate to contact me!
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About Emmanuelle Fortier, D.Psy.
Senior Consultant in Transformation and Organizational Performance
Emmanuelle Fortier has nearly 15 years of experience supporting companies in planning and executing transformations initiatives. Her expertise spans digital transformation (ERP,HCM) and structural reorganizations, ensuring companies effectively adapt to market shifts and technological advancements.
She holds a Doctorate in Work and Organizational Psychology and is certified in Change Management (PROSCI), Project Management (PRINCE2), and Lean Six Sigma (Green Belt). With this diverse skill set, she provides strategic and operational guidance in transformation planning, business process optimization, and change management.
Her approach is built on rigorous methodologies tailored to business realities, facilitating smooth and effective transitions to new organizational models.