Introduction Canadian health and safety legislation requires businesses and organizations to be committed to occupational health and safety. Maintaining a safe work environment has numerous benefits. A safe work environment can boost employee morale, increase productivity and improve job satisfaction. For businesses and organizations, these benefits can result in lower turnover and greater 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 a reduction in workplace injuries and fatalities. Workplace health and safety issues are different today than they have been at various times in Canadian history. During the nineteenth and early twentieth centuries, if a worker was the victim of an accident at work, there was no compensation or obligation on the part of the employer to support rehabilitation. Employers were not responsible for workers' injuries or accidents that occurred in the workplace. The main legal doctrine of Assumption of Risk regulated risks in the workplace, which required workers to assume and accept all risks associated with their profession (Share, 2012). In the 1900s, many illnesses and injuries were caused by unsafe or dangerous working conditions. “The Royal Commission on the Relations between Labor and Capital reported in 1889 that many workers were suffering injuries at work and condemned the state of working conditions in several industries” (CPHA, 2012). However, the federal government did not act on the findings of the commission's report at the time. In 1914, the province of Ontario introduced legislation under which "workers would be entitled to benefits guaranteed through no fault of their own by a system entirely financed by employers. In return, employers were free from legal liability" (CPHA , 2012). This was the first time the idea came up that injured employees should be compensated, regardless of who was responsible for the accident. This was the sign of the beginning of change, but health and safety perspectives still held employees responsible for all accidents and injuries. This bill strengthens “criminal liability for workplace health and safety violations resulting in injury or death.” organizations, including corporations, their representatives, and those who have the authority to direct the work of others.” (De Guzman, 2012). Employers who are negligent in ensuring health and safety in the workplace could be criminally charged, fined or sent to prison. Providing an unsafe workplace was no longer considered just a morally unjust act, but a criminal act. Workplace health and safety has become broader and more comprehensive, accepting new causes and problems that affect workplace health and safety. Health was no longer defined only as well-being of the physical body, but also 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 law states that "a worker is entitled to compensation where a mental disorder is a reaction to (i) one or more traumatic events arising out of and in the course of a of the worker's employment, or (ii) a significant work-related stressor, including bullying or harassment, or a cumulative series of significant work-related stressors, resulting