Prevention of Harm
Identifying and addressing psychosocial hazards (e.g., bullying, excessive demands) that could lead to psychological injury.
A Detailed Guide to Psychological Health and Safety (PHS) Training in Canada
Aligning your organization with the National Standard of Canada for PHS, ensuring compliance, and building resilience.
View All PHS CoursesWhat is PHS?: Defining Psychological Health and Safety in the Canadian Workplace
PHS is defined as the promotion of employee mental health and the prevention of psychological harm from negligent, reckless, or intentional conduct. It is as important as managing physical safety in the workplace.
The Canadian PHS Benchmark: The National Standard (CSA Z1003)
The National Standard of Canada for Psychological Health and Safety in the Workplace (CSA Z1003) is the voluntary framework used by Canadian organizations to systematically improve PHS. It provides guidelines for creating and sustaining a psychologically healthy environment.
The 14 Psychosocial Factors
Addressing these factors is key to risk mitigation. The Opening Minds PHS programs ensure your team can assess, measure, and influence these factors effectively.
01
Psychological Support
Support for employee mental health.
02
Organizational Culture
Values and beliefs promoting respect and trust.
03
Clear Leadership
Effective leadership and defined roles.
04
Civility & Respect
Courteous and considerate interactions.
05
Competencies
Skills and resources to meet job requirements.
06
Growth & Development
Opportunities for learning and advancement.
07
Involvement
Meaningful participation in decision-making.
08
Workload Management
Reasonable and manageable tasks and hours.
09
Engagement
Feeling valued and connected to the work.
10
Work-Life Balance
Managing demands of work and personal life.
11
Psychological Protection
Safety from harassment and discrimination.
12
Physical Safety
Safety from harm related to psychological factors.
13
Compensation
Fair and equitable remuneration.
14
Other Factors
Other unforeseen environmental factors.
The 14 factors are not isolated; they operate within an ecosystem. For instance, low Organizational Culture often exacerbates issues with Workload Management and reduces an employee's perceived sense of Psychological Protection. Good PHS requires a holistic assessment, which is why PHS training emphasizes the connections between these factors in your unique operational environment.
Addressing Psychosocial Factors in Key Areas
Leadership Development
Effective PHS requires visible commitment from the top. Leadership development ensures that managers and executives are:
- Trained on their PHS responsibilities and legal obligations.
- Equipped to foster a positive safety culture and hold themselves and others accountable.
- Able to model safe, healthy, and ethical behaviours.
Human Rights
This is the ethical and legal framework for PHS, ensuring all policies respect and uphold the fundamental rights and dignity of every individual in accordance of Human Rights law. It involves actively preventing discrimination, harassment, and labor abuses, and ensuring fair treatment in all aspects of work. Policies must align with international and national human rights standards.
Risk Management
This involves the systematic process of identifying, assessing, and controlling threats to the health and safety of personnel and the organization. A robust approach includes:
- Regular hazard identification and risk assessment.
- Implementing controls to eliminate or minimize risks (e.g., engineering controls, administrative procedures).
- Continuous monitoring and review of the effectiveness of controls.
Emergency Preparedness & Response
This ensures the organization can effectively handle unforeseen crises, protecting employees and minimizing operational disruption. Core requirements are:
- Establishing clear emergency plans (e.g., fire, medical emergencies, natural disasters).
- Conducting regular drills and training for all employees.
- Establishing a business continuity plan to quickly recover essential functions.
Ability Management
Supporting employees who are ill, injured, or disabled to remain at work or return to work safely and productively. It includes:
- Developing return-to-work and stay-at-work programs.
- Providing reasonable accommodations and workplace modifications.
- Ensuring compliance with disability legislation and specialized skills training.
Managing Change
Any organizational or technological change can introduce new PHS risks. This element focuses on a structured process to proactively assess and mitigate these risks before implementation. It requires a PHS lens integrated into the change process from the start.
Employee Lifecycle
PHS policy should be integrated into every stage of an employee's journey with the organization:
- Recruitment/Onboarding: Communicating PHS expectations.
- Ongoing Employment: Regular training and access to support.
- Departure: Exit interviews to capture PHS insights.
Mental Health Awareness
Focuses on actively promoting psychological well-being and reducing stigma. Key actions include:
- Providing educational programs (Mental Health First Aid, etc.).
- Training leaders to recognize and address mental health concerns.
- Offering access to confidential counseling and employee assistance programs (EAPs).
Diversity, Equity, and Inclusion (DEI)
DEI integrates into PHS by recognizing that different groups face unique health and safety risks and barriers. Inclusion ensures all employees feel valued and respected regardless of background.
The Foundation: The National Standard of Canada (CSA-Z1003)
In Canada, the framework for PH&S is built on the National Standard of Canada for Psychological Health and Safety in the Workplace (CSA-Z1003-13). While voluntary, it is recognized as the world's first systematic guide and is increasingly seen as a baseline for legal due diligence.
The Three Strategic Pillars of PHS
A comprehensive PHS policy and strategy is built upon the foundational pillars that address organizational well-being and staff and operations. The PHS system operates on three interconnected pillars for a psychologically healthy workplace:
Promotion of Health
Creating a positive work environment and culture that actively supports employee mental well-being, engagement, and productivity.
Resolution of Incidents
Implementing clear, fair, and accessible processes for addressing, investigating, and resolving psychological health issues and complaints.
The Employer's Legal Duty: Provincial OHS Requirements and Compliance
Under the General Duty Clause found in provincial OHS Acts across Canada, employers have a legal obligation to protect the psychological health of their workers.
National Oversight
Federal Jurisdiction (Canada Labour Code)
Federal employers must address psychological hazards through the implementation of detailed prevention programs, particularly regarding workplace harassment and violence. While the National Standard is voluntary, provincial legislation mandates the protection of all workers' health. This is anchored by landmark decisions from the Supreme Court of Canada.
West
British Columbia (WCA)
Requires employers to identify and control psychological hazards, including stressors like excessive workloads and lack of communication, directly aligning with the 14 Psychosocial Factors.
East
Ontario (OHSA)
Specific requirements cover harassment and violence programs, making PHS implementation a clear and definitive path to provincial compliance.
Assessing PHS: Measuring Your Starting Point
Assessing your current policy is the mandatory first step to align with the National Standard. It identifies psychosocial hazards specific to your workplace.
Opening Minds E-Course for Leaders
Designed for leaders, this 90-minute e-course clearly defines their crucial role in workplace PHS. It provides the practical skills to actively implement key principles, ensuring the organization aligns with the National Standard. Learn more about the Opening Minds initiative.
Guarding Minds at Work
This is the most widely used, free, and scientifically validated tool in Canada for assessing the Psychosocial Factors. The Guarding Minds at Work uses anonymous employee surveys to provide a detailed report on risk areas.
Opening Minds Scale for Workplace Attitudes (OMS-WA)
Used to specifically measure stigma and discriminatory attitudes toward mental illness among employees, helping organizations evaluate the effectiveness of their anti-stigma programs. See an example of Region of Peel’s OMS-WA report.
Assessing Your Success
While using an accredited assessor is not mandatory, it's highly recommended for a thorough and reliable evaluation of your system, helping to accurately pinpoint gaps and strengths.
The Mental Health Commission of Canada (MHCC), through its Opening Minds initiative, is the primary organization providing professional development and training that aligns with the National Standard of Canada (CSA Z1003). This training equips prospective assessors with the necessary credentials to assess an organization's PHS system.
There are several avenues to obtain this accredited expertise, such as hiring certified, external PHS consultants or enrolling internal staff in the Opening Minds recognized PHS Assessor program.
To achieve formal, recognized PHS accreditation for your organization, you must hire an external assessor to audit your Psychological Health and Safety management system against the National Standard.
The PHS Implementation Roadmap: The Six-Step Process
The launch of Psychological Health and Safety (PHS) can leverage your current infrastructure. PHS is about system refinement, not necessarily a total overhaul; it uses training to sharpen your existing policies, protocols, and procedures.
Step 01
Building the foundation
Gaining leadership commitment, establishing a policy, and forming an action team.
Secure Executive Buy-In:
Present a formal business case that links psychological health and safety to organizational KPIs, such as reduced absenteeism and improved retention.Establish a Formal PHS Policy:
Draft and sign a clear statement of intent that outlines the organization's commitment to protecting worker psychological safety.Internal Communication Launch:
Develop a rollout plan to inform all employees about the PHS initiative, emphasizing transparency and the "why" behind the change.
Step 02
Training and Education
While specific duties differ by role, the commitment to PHS is universal—everyone shares responsibility for a healthy psychological environment.
Introduction to PHS Training:
Universal company-wide training for all stakeholders.Integration of PHS Training:
Designed for policy architects, HR, leaders, and Safety Committees.The Working Mind for Managers:
Leading teams with practical, proactive, and preventative intervention techniques.The Working Mind for Employees:
Building a shared language for mental fitness and self-care skills to maintain sustainable performance.Mental Health First Aid Certificate:
Designated mental health crisis responders (recommended 2 for every 25 employees).Mental Health First Aid Essentials:
Foundational psychological awareness and intervention for the universal workforce.
Step 03
Identifying opportunities
Assessing the current state using data and employee feedback (e.g., surveys, audits).
Psychosocial Risk Assessment:
Utilize validated tools like Guarding Minds at Work to measure employee perceptions across key psychosocial factors via anonymous surveys.Opening Minds Scale (OMS-WA):
Specifically measure workplace attitudes and stigma toward mental illness. View an example of a Region of Peel OMS-WA report.Audit Organizational Data:
Review "proxy" indicators such as turnover rates, disability claims, and absenteeism patterns to identify hidden risk areas.Gap Analysis:
Compare current policies and practices against recognized safety standards to identify specific areas for improvement.Accredited Assessment:
Hire an external assessor or train an internal assessor to evaluate your system against the National Standard.
Step 04
Resolution of incidents
Implementing clear, fair, and accessible processes for addressing, investigating, and resolving psychological health issues.
Establish Low-Barrier Reporting Channels:
Create multiple, confidential ways for employees to report concerns or incidents to reduce the fear of reprisal.Define Standardized Investigation Protocols:
Develop a step-by-step workflow for how complaints are handled, ensuring neutral investigations and consistent timelines.Focus on Restorative Outcomes:
Shift from a purely punitive model to one that includes mediation, specialized coaching, or departmental re-entry plans.
Step 05
Setting objective and planning
Creating a targeted action plan to address the highest-priority psychosocial hazards.
Assign Accountability and Resources:
Clearly define who is responsible for leading each action item and ensure they have the necessary budget and authority.Develop Targeted Intervention Strategies:
Select evidence-based actions for each objective, such as revising workflow processes or communication protocols.Define SMART Objectives:
Establish specific, measurable, attainable, relevant, and time-bound goals for each priority area.Establish a Monitoring Framework:
Determine which metrics and feedback loops will be used to track progress in real-time.
Step 06
Implementation and evaluation of corrective action
Executing the plan, measuring results (metrics), and continually improving.
Launch Evidence-Based Interventions:
Roll out planned actions across departments, ensuring all participants understand the new processes.Monitor Lead and Lag Indicators:
Track metrics like training completion rates alongside changes in disability claims or survey scores.Conduct Periodic Management Reviews:
Schedule regular leadership check-ins to review progress and ensure the initiative remains aligned with goals.Solicit Continuous Employee Feedback:
Use pulse surveys or feedback boxes to gather real-time data on interventions.Standardize Successful Changes:
Formally integrate proven interventions into standard operating procedures (SOPs).Communicate Success and Lessons Learned:
Share progress reports with the workforce to maintain transparency and celebrate wins.
Note: Implementing PHS is often simpler than it looks. If your organization is already compliant with Employment Standards and Human Rights legislation, you have already built the foundation of a PHS system. This roadmap isn't about replacing your current policies—it’s about enhancing them. For example, a standard workplace incident report can be easily updated to include a section for psychological safety, turning a traditional safety protocol into a comprehensive PHS tool.
The MHCC Opening Minds Initiative, Powered by iMindify: Your PHS Training Partner
Not everyone requires every training module, but all staff will need some training. To identify your specific needs, consult our Roadmap to PHS Guide.
Introduction to Psychological Health and Safety (PHS) Training
For PHS to work, it’s important to get all personnel involved. Just as with WHMIS and other OHS initiatives, PHS is a shared responsibility, requiring active participation from every team member.
The Introduction to PHS training is a 4-hour, online, facilitator-led program equipping employees to understand their role in shared PHS responsibility.
Introduction to PHS Course Description
This course provides a comprehensive overview for participants seeking to enhance workplace mental well-being using structured, evidence-based approaches. It begins by distinguishing PHS from general mental health initiatives, identifying its value for all roles, and exploring its key elements as a management system. Introduction to PHS training briefly introduces the Opening Minds PHS Integration Framework and concludes with a practical application where participants analyze a workplace scenario to establish actionable next steps.
Introduction to PHS Course Objectives
This course aims to help participants:
- 1. Understand the importance of PHS in promoting a safe and healthy workplace.
- 2. Gain foundational knowledge of the key elements of a PHS as a management system.
- 3. Recognize the relationship between the parts and the key elements of a PHS system.
- 4. Differentiate between mental well-being initiatives and a PHS system.
- 5. Consider the impact of PHS implementation on workplace well-being and productivity.
- 6. Identify concrete next steps for advancing PHS based on their roles in the workplace.
Integration of Psychological Health and Safety (PHS) Training
Effective Psychological Health and Safety (PHS) training must be integrated for all policy architects and evaluators. Personnel, particularly those in HR, leadership, and safety committees, stand to gain the most from this expertise.
Integration of PHS Course Description
The course, Integrating Psychological Health and Safety in Your Workplace, introduces the OM PHS Integration Framework focusing on Risk, People, and Leadership. Over a 2 day, facilitator-led training participants learn to assess psychological risks, promote inclusion, and develop supportive leadership strategies. The course uses interactive tools and examples to equip learners with the skills to effectively integrate these principles for a lasting impact.
Integration of PHS Course Objectives
The Integrating PHS training aims to help participants:
- 1. Clearly describe how Psychological Health and Safety (PHS) is integrated into workplace systems and practices.
- 2. Explain how the key elements affect PHS within their organization, including elements related to risk, people, and leadership.
- 3. Apply the Opening Minds PHS Integration Framework to workplaces, ensuring it is embedded throughout organizational processes.
- 4. Identify steps to assess PHS integration within their organization to guide resource allocation and system improvements.
- 5. Recognize gaps in their current PHS practices and address those gaps through the integration of new or improved practices based on the OM Framework.
The iMindify PHS Solution Ecosystem
iMindify provides accredited training and solutions to address the 14 factors and help you implement the PHS Standard effectively.
PHS Introduction and Integration
Implementation of The National Standard; PHS integration into management systems.
Literacy & Crisis Response: MHFA
Training workers with Mental Health First Aid to recognize signs of mental health decline and provide initial support.
Proactive Resilience & Stress: TWM
Providing practical tools to manage stress, assess wellness, and promote early intervention for employees and managers with The Working Mind.
Assessing & Strategic Consulting
Assessment is a continuous cycle required before, during, and after implementation. While gap analysis tools are available, formal PHS accreditation requires an external audit against the National Standard.