J28 Psychological Health and Safety

Law. Workers Compensation Act, Part 2 (occupational health and safety) and s. 135 (Workers Compensation Act [BC], 2019); Occupational Health and Safety Regulation, ss. 4.27 to 4.31 and 31.5 to 31.6 (Occupational Health and Safety Regulation [BC], 2026); WorkSafeBC Policy P2-21-2 on bullying and harassment (WorkSafeBC, 2013).

What must be covered.

• In the statute. Part 2 of the Act does not define “health” and sets no express psychological health duty. Psychological harm is reached through the bullying and harassment policy (J27 Workplace Harassment), the violence rules (J26 Workplace Violence) and the compensation provisions.
• Psychosocial duty for fire departments. Every fire department must establish and follow written procedures to “manage stress arising from an emergency incident that is likely to cause adverse health effects to firefighters” (Occupational Health and Safety Regulation [BC], 2026, s. 31.5(1)(c)). The incident commander must also provide for rest and rehabilitation at incidents (s. 31.6).
• Compensation. A mental disorder caused by traumatic events, or predominantly by significant work-related stressors including bullying or harassment, is compensable, and firefighters have a presumption (J32 Workers' Compensation and Firefighter Presumptions).
• Crisis resources. 9-8-8 (call or text, 24 hours) and the Hope for Wellness line (Public Health Agency of Canada, 2026). A provincial crisis line was not confirmed on the research date.

Fire-service nuance.

• British Columbia and Yukon require an incident stress procedure for fire departments in regulation, and the firefighter code of practice in the Northwest Territories and Nunavut lists one. Write it as a full procedure (trigger events, peer support contact, referral, follow-up), not a single debriefing.
• CSA Z1003-13 is voluntary here; no regulation adopts it.

Status. Partly verified: the Regulation (consolidated to 2026-10-20) and the Act (to 2026-10-13) were read; no provincial crisis line was confirmed.

Law. Occupational Health and Safety Act, ss. 1(n), 1(rr) and 2(a) (Occupational Health and Safety Act [AB], 2020); Occupational Health and Safety Code, s. 7 and Part 27 (Occupational Health and Safety Code [AB], 2025).

What must be covered.

• In the statute. The Act does not define “health”, but its first purpose is “the promotion and maintenance of the highest degree of physical, psychological and social well-being of workers” (Occupational Health and Safety Act [AB], 2020, s. 2(a)). Violence includes conduct likely to cause “physical or psychological injury or harm” (s. 1(rr)), and harassment includes conduct that adversely affects a worker’s health and safety (s. 1(n)).
• Psychosocial duty. No separate psychosocial regulation. The employer must assess the work site for existing and potential hazards before work begins and report the results and controls (Occupational Health and Safety Code [AB], 2025, s. 7); with the Act’s purpose clause, that assessment should include psychosocial hazards (interpretation). Violence and harassment are handled in one combined plan (Part 27; J26 Workplace Violence).
• Crisis resources. Alberta Mental Health Line 1-877-303-2642 (24 hours); 211 Alberta (call or text 2-1-1); 9-8-8 (Public Health Agency of Canada, 2026).

Fire-service nuance.

• First responders, including part-time and volunteer firefighters, have PTSD and traumatic psychological injury presumptions, and chronic-onset stress can be compensable under board policy (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13 is voluntary here.

Status. Verified against the official text on 2026-10-23 (Act consolidated to 2025-06-11; Code to 2025-03-31); crisis lines confirmed on the federal listing.

Law. The Saskatchewan Employment Act, ss. 3-1(1)(o), 3-21 and 3-21.1 (The Saskatchewan Employment Act [SK], 2013).

What must be covered.

• In the statute. Yes. “Occupational health and safety” means the promotion and maintenance of the highest degree of “physical, mental and social well-being of workers”, the protection of workers from factors adverse to their health, their placement in environments adapted to their “physiological and psychological conditions”, and a working environment “free of harassment” (The Saskatchewan Employment Act [SK], 2013, s. 3-1(1)(o)).
• Psychosocial duty. No separate psychosocial regulation; the general duties are read with this definition, and violence and harassment have their own written plans (J26 Workplace Violence, J27 Workplace Harassment).
• Crisis resources. 9-8-8 (Public Health Agency of Canada, 2026). A provincial line was not confirmed on the research date.

Fire-service nuance.

• Any worker exposed to a traumatic event has a psychological injury presumption, volunteer firefighters included (J32 Workers' Compensation and Firefighter Presumptions).
• PSPNET offers free therapist-guided internet therapy to public safety personnel (CIPSRT, n.d.).
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Act (consolidated to 2025-12-31) was read; the provincial crisis line and PSPNET eligibility were not confirmed.

Law. The Workplace Safety and Health Act, s. 1 (The Workplace Safety and Health Act [MB], 2026, s. 1); Workplace Safety and Health Regulation, Parts 10 and 11 (Workplace Safety and Health Regulation [MB], 2026).

What must be covered.

• In the statute. Yes. “Health” means “the condition of being sound in body, mind and spirit” (The Workplace Safety and Health Act [MB], 2026, s. 1), so the Act’s duties about workers’ health reach mental health (interpretation).
• Psychosocial duty. No separate psychosocial regulation. Harassment includes severe conduct that adversely affects psychological or physical well-being (Workplace Safety and Health Regulation [MB], 2026, s. 1.1) (J27 Workplace Harassment); violence prevention is in Part 11 (J26 Workplace Violence).
• Crisis resources. 9-8-8 (Public Health Agency of Canada, 2026). A provincial line was not confirmed on the research date.

Fire-service nuance.

• The PTSD presumption covers all workers, including volunteer firefighters, but other mental stress is compensable only as an acute reaction to a traumatic event (J32 Workers' Compensation and Firefighter Presumptions). Prevention carries more of the load for chronic stressors.
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Act and Regulation (consolidated to 2026-10-20) were read; the provincial crisis line was not confirmed.

Law. Occupational Health and Safety Act (Occupational Health and Safety Act [ON], 1990); Workplace Safety and Insurance Act, 1997, ss. 13(4) and 14 (Workplace Safety and Insurance Act, 1997 [ON], 1997).

What must be covered.

• In the statute. No. The OHS Act does not define health to include mental health. Psychological hazards are reached through the violence and harassment Parts and the general duty to take every reasonable precaution (J26 Workplace Violence, J27 Workplace Harassment).
• Compensation. “Chronic or traumatic mental stress” has been compensable since 2018-01-01, excluding stress from employment decisions (Workplace Safety and Insurance Act, 1997 [ON], 1997, s. 13(4)), and PTSD is presumed for firefighters, including volunteers (J32 Workers' Compensation and Firefighter Presumptions).
• Crisis resources. 9-8-8 (Public Health Agency of Canada, 2026). A provincial line was not confirmed on the research date.

Fire-service nuance.

• With no psychological definition in the OHS Act, the compensation system is the main legal driver. A department that records traumatic exposures and offers early treatment is protecting members and its claims experience at once.
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Acts (consolidated to 2026-10-20) were read; the provincial crisis line was not confirmed.

Law. Act respecting occupational health and safety, ss. 2, 12, 51, 58 to 61.2 (Act respecting occupational health and safety [QC], 2026).

What must be covered.

• In the statute. Yes. The Act’s object is to eliminate at the source dangers to “the health, safety and physical and mental well-being of workers” (LSST s. 2), and the employer must take the necessary measures to protect workers’ health and ensure their “safety and physical and mental well-being” (s. 51).
• Psychosocial duty. The strongest in Canada. The prevention program (establishments with at least 20 workers) or action plan (all others) must identify and analyse “the chemical, biological, physical, ergonomic and psychosocial risks related to the work”, including risks related to sexual violence, and set measures, priorities and follow-up to eliminate or control them (ss. 58-61.2). The psychological harassment policy is part of the program (s. 59(9)).
• Crisis resources. Info-Social 8-1-1 (24 hours); 9-8-8 (Public Health Agency of Canada, 2026).

Fire-service nuance.

• Psychosocial risks of firefighting (traumatic calls, fatigue, organizational stressors) belong in the service’s prevention program, with priorities reported to the CNESST every three years (s. 60).
• PTSD is presumed for any worker with repeated or extreme exposure to serious injury, death or threatened death (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13, published jointly with the Bureau de normalisation du Québec, is voluntary here; no regulation adopts it.

Status. Verified against the official text on 2026-10-23 (Act consolidated to 2026-08-12); crisis line confirmed on the federal listing.

Law. Occupational Health and Safety Act, s. 1 (Occupational Health and Safety Act [NB], 1983, s. 1); General Regulation 91-191, Part XXII.I (General Regulation: Occupational Health and Safety Act [NB], 2026).

What must be covered.

• In the statute. No. The Act does not define “health” and does not mention psychological health. The harassment definition refers to conduct that “threatens the health or safety of an employee” (General Regulation: Occupational Health and Safety Act [NB], 2026, s. 2).
• Psychosocial duty. None beyond the violence and harassment codes of practice (J26 Workplace Violence, J27 Workplace Harassment).
• Crisis resources. Addiction and Mental Health Helpline 1-866-355-5550 (24 hours); 211 New Brunswick; 9-8-8 (Public Health Agency of Canada, 2026). WorkSafeNB runs a Psychological Health and Safety Resource Centre with consultation services and, in October 2026, named its first psychological health and safety grant recipients, with priority for workers exposed to trauma (WorkSafeNB, n.d.-c).

Fire-service nuance.

• The PTSD presumption covers emergency response workers, including volunteer firefighters, but gradual-onset stress is not compensable (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13 is voluntary here; the regulator’s resource centre is the practical route to it.

Status. Verified against the official text on 2026-10-23 (Act consolidated to 2024-06-07; Regulation to 2026-06-30); crisis line confirmed on the federal listing.

Law. Occupational Health and Safety Act, ss. 3(r), 13 and 13(4) (Occupational Health and Safety Act [NS], 1996); Workplace Health and Safety Regulations, Part 27 (Workplace Health and Safety Regulations [NS], 2025).

What must be covered.

• In the statute. Yes, since 2025-09-01: “health and safety” includes psychological health and safety (Occupational Health and Safety Act [NS], 1996, s. 3(r)). Every duty in the Act, including the employer’s general duty, the written OHS program and the committee’s functions, now reaches psychological hazards: critical incident stress, harassment, fatigue and workload.
• Psychosocial duty. Put psychosocial hazards in the hazard assessment and the OHS program. The harassment policy, training and review are mandatory for every employer (Occupational Health and Safety Act [NS], 1996, s. 13(4); Workplace Health and Safety Regulations [NS], 2025, Part 27; J27 Workplace Harassment).
• Crisis resources. Provincial Mental Health and Addictions Crisis Line 1-888-429-8167; 9-8-8 (Public Health Agency of Canada, 2026). PSPNET is offered to Nova Scotia public safety personnel (CIPSRT, n.d.).

Fire-service nuance.

• The 2024 amending Act reversed the Labour Board’s earlier view that psychological harm was outside “health and safety”. An officer can now inspect and order on psychosocial hazards.
• PTSD is presumed for front-line and emergency response workers, including volunteer firefighters, and gradual-onset psychological injury has been compensable for all workers since 2024-09-01 (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13 is voluntary here; it is the natural structure for meeting the new definition.

Status. Partly verified: the definition and its in-force date come from secondary sources; the Act’s consolidation could not be reached on the research date, and the crisis line number is not confirmed.

Law. Occupational Health and Safety Act, s. 2 (Occupational Health and Safety Act [PE], 1988, s. 2).

What must be covered.

• In the statute. The purpose clause covers it: the Act aims to protect workers from risks to their “safety, health and physical or psychological well-being” (s. 2, added in 2018). “Health” itself is not defined.
• Psychosocial duty. None beyond the violence and harassment rules (J26 Workplace Violence, J27 Workplace Harassment).
• Crisis resources. 9-8-8 (Public Health Agency of Canada, 2026). A provincial line was not confirmed on the research date.

Fire-service nuance.

• The psychological injury presumption covers all workers, volunteer firefighters included, and board policy covers cumulative traumatic events and, from 2025-01-01, harassment (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Act (consolidated to 2023-08-01) was read; the provincial crisis line was not confirmed.

Law. Occupational Health and Safety Act, s. 4 (Occupational Health and Safety Act [NL], 1990, s. 4); Occupational Health and Safety Regulations, 2012, s. 2(1)(n) (Occupational Health and Safety Regulations, 2012 [NL], 2026, s. 2(1)(n)).

What must be covered.

• In the statute. No. The Act does not define “health”; the employer’s duty is to the “health, safety and welfare” of workers (Occupational Health and Safety Act [NL], 1990, s. 4). The regulations define “injury” to exclude “stress other than stress that is an acute reaction to a sudden and unexpected traumatic event” (Occupational Health and Safety Regulations, 2012 [NL], 2026, s. 2(1)(n)).
• Psychosocial duty. None beyond the violence and harassment rules (J26 Workplace Violence, J27 Workplace Harassment).
• Crisis resources. 9-8-8 (Public Health Agency of Canada, 2026). A provincial line was not confirmed on the research date.

Fire-service nuance.

• PTSD is presumed for all workers, but non-traumatic chronic stress is not compensable (J32 Workers' Compensation and Firefighter Presumptions). Workload, fatigue and harassment are prevention problems with no compensation backstop.
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Act (consolidated to 2024-12-04) and Regulations (to 2026-09-24) were read; the provincial crisis line was not confirmed.

Law. Workers’ Safety and Compensation Act, s. 25 (Workers’ Safety and Compensation Act [YT], 2021, s. 25); Workplace Health and Safety Regulations, s. 11.04 (Workplace Health and Safety Regulations [YT], 2022, s. 11.04) and Part 19 (Workplace Health and Safety Regulations [YT], 2022, Part 19).

What must be covered.

• In the statute. In part. For the occupational health and safety Part of the Act, “injury” means “an illness, disease, disablement or physical or psychological injury” (WSCA s. 25).
• Psychosocial duty for fire departments. The firefighting Part requires procedures to manage stress arising from incidents (Workplace Health and Safety Regulations [YT], 2022, s. 11.04(2)(c)). Part 19 requires post-incident treatment or counselling in the violence and harassment procedures (J26 Workplace Violence).
• Crisis resources. Mental Wellness and Substance Use Services, 867-456-3838 or 1-866-456-3838 (Monday to Friday, 8:30 a.m. to 4:30 p.m.); 9-8-8 for after hours (Public Health Agency of Canada, 2026).

Fire-service nuance.

• Part 11 lets a department meet the stress requirement with written procedures or a documented training plan (s. 11.04(2)); a written procedure is easier to audit and to teach.
• PTSD is presumed for all workers, volunteer brigade members included (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Act (2024 capture) and Regulations (board rendering read 2026-10-23) were read; the territorial line’s hours come from the federal listing.

Law. Safety Act (Safety Act [NT], 1988); Occupational Health and Safety Regulations, ss. 1 and 35.1 (Occupational Health and Safety Regulations [NT], 2024).

What must be covered.

• In the statute. In part. The Safety Act does not define “health”, but the regulations define “injury” to include “any impairment of the physical or mental condition of an individual” (Occupational Health and Safety Regulations [NT], 2024, s. 1).
• Psychosocial duty. An impairment policy, developed with the committee or representative, because no worker may be at a work site while impaired, and “impaired” includes a weakened state of judgment or physical abilities from fatigue, illness, alcohol or drugs (s. 35.1). The violence and harassment rules also apply (J26 Workplace Violence, J27 Workplace Harassment).
• Crisis resources. 9-8-8 (Public Health Agency of Canada, 2026). A territorial line was not confirmed on the research date.

Fire-service nuance.

• The impairment rule names fatigue and requires a written policy; use it for call-out fatigue in volunteer departments and for long incidents (J33 Return to Work, Accommodation and Hours of Work).
• The firefighter code of practice lists a procedure to “manage stress arising from an incident that is likely to cause adverse health effects to firefighters” among the procedures a department is expected to have (WSCC, 2017).
• No PTSD presumption is in force until 2027-01-01, when one starts for front-line and emergency response workers (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Act (consolidated to 2023-10-06) and Regulations (to 2024-09-26) were read; the territorial crisis line was not confirmed.

Law. Safety Act (Safety Act [NU], 1988); Occupational Health and Safety Regulations, ss. 1 and 35.1 (Occupational Health and Safety Regulations [NU], 2021).

What must be covered.

• In the statute. The same as the Northwest Territories: “injury” includes impairment of the mental condition (Occupational Health and Safety Regulations [NU], 2021, s. 1).
• Psychosocial duty. The same impairment policy, including fatigue (s. 35.1), and the violence and harassment rules.
• Crisis resources. 9-8-8 (Public Health Agency of Canada, 2026). A territorial line was not confirmed on the research date.

Fire-service nuance.

• Nunavut has no PTSD presumption and none pending (J32 Workers' Compensation and Firefighter Presumptions), so early support and treatment carry the whole load. The Hope for Wellness line serves Inuit callers 24 hours a day.
• The shared firefighter code of practice, in effect in Nunavut since 2017-12-21, lists an incident stress procedure (WSCC, 2017).
• CSA Z1003-13 is voluntary here.

Status. Partly verified: the Regulations (consolidated to 2021-09-28) were read; the territorial crisis line was not confirmed.

Law. Canada Labour Code, s. 122.1 (Canada Labour Code [CA], 1985, s. 122.1); Work Place Harassment and Violence Prevention Regulations, s. 8 (Work Place Harassment and Violence Prevention Regulations [CA], 2026, s. 8).

What must be covered.

• In the statute. In part. Part II does not define “health”, but its purpose is to prevent “accidents, occurrences of harassment and violence and physical or psychological injuries and illnesses” (Canada Labour Code [CA], 1985, s. 122.1).
• Psychosocial duty. The joint workplace assessment for harassment and violence must consider risk factors including “the measures that are in place to protect psychological health and safety” (WHVPR s. 8(e)). There is no separate psychological hazard regulation.
• Crisis resources. 9-8-8 and the Hope for Wellness Help Line, 1-855-242-3310 (Public Health Agency of Canada, 2026).

Fire-service nuance.

• Federal fire services (airports, Crown corporations, the Department of National Defence’s civilian fire services) receive compensation, including any psychological injury presumption, under the law of the province where the member usually works (J32 Workers' Compensation and Firefighter Presumptions).
• CSA Z1003-13 is voluntary for federal employers too.

Status. Verified against the official text on 2026-10-23 (Code and Regulations consolidated to 2026-09-30); crisis lines confirmed on the federal listing.