Introduction Canadian health and safety legislation requires businesses and organizations to be committed to workplace health and safety. Maintaining a safe work environment has many benefits. A safe work environment can boost employee morale, increase productivity and improve job satisfaction. For businesses and organizations, these benefits can lead to decreased turnover and increased employee retention. They can also reduce absenteeism while improving the culture and image of a company or organization. More importantly, increased workplace safety can lead to fewer workplace accidents and fatalities. Workplace health and safety issues are different today than they were at various times in Canadian history. In the 19th and early 20th centuries, if a worker was injured at work, there was no compensation or obligation on the employer to support rehabilitation. Employers are not responsible for worker injuries or workplace accidents. The primary legal doctrine of the risk assumption governed workplace hazards, which required workers to assume and accept all risks associated with their occupation (Share, 2012). In the 1900s, many illnesses and injuries were caused by unsafe or dangerous working conditions. “The Royal Commission on the Relations of Labor and Capital reported in 1889 that many workers were suffering workplace injuries and condemned the state of working conditions in several industries” (ACSP, 2012). However, the federal government at the time did not act on the findings of the commission's report. In 1914, the province of Ontario passed legislation that "workers would be eligible for guaranteed benefits regardless of fault in a system financed entirely by employers." In exchange, employers were freed from any legal liability” (ACSP, 2012). This was the first time that the idea emerged that injured employees should be compensated, regardless of who caused the accident. This was a sign of the beginning of change, but the health and safety outlook still held employees responsible for all injuries and this bill imposes "criminal liability for health and safety violations at the work resulting in injury or death. organizations, including corporations, their representatives, and those who have the power to direct the work of others. (De Guzman, 2012). Employers who fail to ensure health and safety in the work environment could be criminally prosecuted, fined or sent to prison. Providing an unsafe workplace is no longer considered simply a moral injustice, but a criminal act. Occupational health and safety has become more global and broader, accepting new causes and issues that influence occupational health and safety. Health is no longer only defined as the well-being of the physical body, but also the well-being of the mind. Mental health is considered an area of ​​workplace safety. On May 31, 2012, the Government of British Columbia passed Bill 14. This bill states that "a worker is entitled to compensation where a mental disorder is a reaction to (i) one or more traumatic events occurring following and during the worker's employment, or (ii) a significant work-related stressor, including bullying or harassment, or