Psychological Safety in the Workplace: Manitoba’s Legislative and Educational Approaches to Mental Health and Well-Being

Promoting and protecting mental health in the workplace has become a growing priority across Canada. In Manitoba, recent legislative developments and educational initiatives are shaping a new approach to psychological safety in the workplace. These changes reflect a broader recognition that mental health is as vital as physical health in occupational settings. The province has taken significant steps toward embedding psychological safety into its health and safety framework, emphasizing the importance of creating environments that support workers’ psychological well-being.

Manitoba’s efforts are part of a national shift in how mental health is addressed in the workplace. For years, occupational health and safety systems have primarily focused on physical hazards, such as unsafe machinery or hazardous materials. However, it is now increasingly understood that psychological risks—such as excessive workload, incivility, and poor work-life balance—can have measurable and serious effects on mental health. These risks can lead to burnout, mental injuries, staff turnover, and even physical injuries such as musculoskeletal disorders.

The evolution of Manitoba’s approach to psychological safety is reflected in the introduction of Bill 29, also known as the Workplace Safety and Health Amendment Act. This legislation seeks to incorporate psychological safety into the province’s existing health and safety regulations. It marks a significant step forward in recognizing the importance of mental health in the workplace and the need to protect workers from psychological harm.

In addition to legislative efforts, Manitoba is also investing in educational programs and partnerships to support the implementation of psychological health and safety initiatives. These programs aim to equip employers, managers, and workers with the knowledge and tools necessary to create and maintain psychologically safe workplaces.

This article explores the key developments in Manitoba’s approach to psychological safety, the legislative changes introduced through Bill 29, and the educational initiatives supporting the implementation of these new standards.

Legislative Developments in Psychological Safety

In June 2025, Manitoba introduced significant amendments to its Workplace Safety and Health Act (WSHA). These changes mark a pivotal shift in the province’s approach to occupational health and safety by explicitly including psychological safety as a core component of workplace health. The amended WSHA now defines a “psychologically safe” workplace as one in which the psychological well-being of workers is actively promoted and protected from harm—whether negligent, reckless, or intentional.

The legislative changes were driven by the recognition that psychological injuries are not only real but also increasingly prevalent. These injuries can result from both acute incidents and cumulative stressors that occur over time. The amendments to the WSHA aim to ensure that employers are held accountable for identifying, assessing, and mitigating psychological risks with the same rigor applied to physical risks.

Bill 29, introduced in March 2025, has already passed its second reading in the provincial legislature and is now in the committee stage for public input. The legislation is supported by a broad coalition of stakeholders, including labor representatives and employee advocacy groups. According to Labour Minister Malaya Marcelino, the bill is a foundational step in making Manitoba a leader in workplace mental health in Canada.

The bill adopts the Canadian Standards Association (CSA) definition of psychological safety, which aligns with international best practices in mental health and safety. By incorporating this definition into provincial legislation, Manitoba is setting a precedent for other jurisdictions to follow. The legislation emphasizes that psychological safety is not about pre-existing mental health conditions but rather about preventing work-related psychological injuries.

The response to the proposed legislation has been largely positive. Stakeholders, including the Canadian Union of Public Employees (CUPE) Manitoba and the Manitoba Federation of Labour, have welcomed the initiative. These groups have long advocated for the inclusion of psychological safety in workplace health and safety policies and collective agreements. The legislation is seen as a long-awaited step toward ensuring that workers are protected from psychological harm in the same way they are protected from physical harm.

Educational and Training Initiatives

In addition to legislative changes, Manitoba is investing in educational and training programs to support the implementation of psychological health and safety initiatives. These programs are designed to equip employers, managers, and workers with the knowledge and skills necessary to create and maintain psychologically safe workplaces.

One notable initiative is the partnership between the University of Fredericton (UFred) and SAFE Work Manitoba, a division of the Workers Compensation Board (WCB). Under this partnership, UFred is offering online certificate programs in psychological health and safety at basic, advanced, and managerial levels. These programs are designed to enhance workplace resiliency and help organizations address environmental stressors that can impact mental health.

The training programs developed under this partnership are based on the principles of occupational health and safety (OHS). They emphasize the importance of identifying and managing psychological risks in the workplace, just as organizations would manage physical risks. The courses are delivered in a fully online format, making them accessible to a wide range of employers and workers across the province.

In addition to these certificate programs, other educational resources are being developed to support workers and employers in understanding and implementing psychological safety practices. These resources include guides on harassment and violence in the workplace, mental health support strategies, and tools for promoting emotional well-being.

The emphasis on education and training reflects a broader understanding that psychological safety is not solely the responsibility of employers but also requires active participation and engagement from all workers. By providing workers with the knowledge and tools they need to recognize and address psychological risks, Manitoba is fostering a culture of shared responsibility for mental health in the workplace.

Supporting Workers with Psychological Injuries

The recognition of psychological injuries as a legitimate concern in the workplace has led to increased access to mental health care for affected workers. As part of the legislative and educational initiatives, Manitoba is working to ensure that workers who experience psychological injuries have timely and appropriate access to care.

According to Labour Minister Malaya Marcelino, most of the current psychological injury-related claims come from public-sector workers in health care and corrections. These workers often face high-stress environments and are at increased risk of experiencing psychological injuries due to the nature of their work. For example, workers in emergency services—such as firefighters, paramedics, and nurses—may be exposed to traumatic events that can have lasting psychological effects.

The government has acknowledged that there is work to be done in terms of preventing psychological injuries, particularly in the public sector. As an employer, the government is committed to improving its own practices in this area. The new legislation and educational initiatives are intended to provide a framework for other employers to follow and to help reduce the incidence of work-related psychological injuries.

Stakeholders have also emphasized the importance of ensuring that workers receive the support they need when they experience psychological injuries. This includes access to counseling services, trauma-informed care, and other mental health resources. The goal is to create a system in which workers can receive timely and effective care without fear of stigma or discrimination.

The Role of Psychological Safety in Organizational Culture

The implementation of psychological safety initiatives in Manitoba is not only about compliance with new regulations but also about fostering a positive organizational culture. Employers are being encouraged to view psychological safety as an opportunity to strengthen workplace confidence, clarity, and culture.

According to the Occupational Health Centre, psychological safety is about more than just preventing harm. It is about creating an environment in which workers feel respected, supported, and empowered. This includes promoting open communication, encouraging feedback, and involving workers in decision-making processes that affect their well-being.

For smaller organizations or those without dedicated occupational health and safety staff, the transition to a psychologically safe workplace may seem daunting. However, the emphasis is on starting with small, manageable steps and building from there. The key is to have a starting point, a willingness to learn, and a genuine commitment to involving workers in the process.

The shift toward psychological safety is also seen as an opportunity for organizations to improve overall employee satisfaction and engagement. When workers feel that their psychological well-being is valued and protected, they are more likely to be productive, committed, and loyal to the organization.

Conclusion

Manitoba’s legislative and educational efforts to promote psychological safety in the workplace represent a significant step forward in the province’s approach to mental health and well-being. The introduction of Bill 29 and the amendments to the Workplace Safety and Health Act signal a growing recognition that psychological injuries are as real and preventable as physical injuries. These changes reflect a broader national trend toward integrating mental health into occupational health and safety systems.

In addition to legislative changes, Manitoba is investing in educational and training initiatives to support the implementation of psychological safety practices. These initiatives are designed to equip employers, managers, and workers with the knowledge and tools needed to create and maintain psychologically safe workplaces. The partnership between the University of Fredericton and SAFE Work Manitoba is a key example of how education can play a role in promoting mental health in the workplace.

The emphasis on supporting workers with psychological injuries and fostering a culture of psychological safety is also a critical component of Manitoba’s approach. By providing access to mental health care and promoting a supportive work environment, the province is taking steps to ensure that workers are not only protected from harm but also empowered to thrive.

As these initiatives continue to evolve, it is clear that psychological safety is becoming an essential part of workplace health and safety in Manitoba. This shift not only benefits individual workers but also contributes to the overall well-being of organizations and communities.