---
title: "OHS in 2040: 7 major transformations for organizations"
description: Discover the seven key transformations shaping Occupational Health and Safety by 2040, and how organizations can prepare for a resilient future.
image: https://www.blog-qhse.com/hubfs/SST%202040%20%281%29.jpg
---

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# OHS in 2040: 7 major transformations for organizations

- Published on Apr 27, 2026
- ![Temps de lecture](https://www.blog-qhse.com/hubfs/Blog/icone/time_white.svg) 5 min read

[![Home](https://www.blog-qhse.com/hubfs/Blog/icone/home-white.svg)](https://www.blog-qhse.com/en)  \> OHS in 2040: 7 major transformations for organizations

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[![Kathie ROSEBERRY](https://www.blog-qhse.com/hs-fs/hubfs/KRO_Kathie-rosberry.png?width=75&height=75&name=KRO_Kathie-rosberry.png)](https://www.blog-qhse.com/en/author/kathie-roseberry)

[Kathie ROSEBERRY](https://www.blog-qhse.com/en/author/kathie-roseberry)

Responsable contenu et opérations marketing/Marketing Content & Operations Manager/Gerente de Operaciones y Contenido de Marketing

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Summary

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 Last updated on **04/27/2026**

**By 2040, Canadian workplaces will be shaped by rapid and interconnected disruptions: demographic shifts, extreme climate events, accelerated automation, geopolitical tensions, and fragmented career paths. The Health and Work in 2040 report by the** [**Institute for Work & Health (IWH)**](https://www.iwh.on.ca/) **highlights seven structural trends that will redefine Occupational Health and Safety (OHS). For OHS leaders,particularly in the construction and manufacturing sectors, these signals are a clear call to action.**

 

 **Organizations that prepare today will be the ones best equipped to protect their teams and ensure future resilience.**

 

## **Why anticipate OHS in 2040 right now?**

The IWH report paints a clear picture: tomorrow's occupational risks will be **more complex, faster-moving**, and **more interconnected** than ever before.

Employers will have to navigate:

- **Extreme weather conditions**,
- Ubiquitous **smart technologies**,
- A **multi-generational workforce**,
- A growing **mental health** crisis,
- More **precarious** and fluid employment models.

To keep pace with this assessment, Quebec's workplace safety board ([CNESST](https://www.cnesst.gouv.qc.ca/en)), [CSA standards](https://www.csagroup.org/standards/), and the [Canada Labour Code](https://laws.justice.gc.ca/eng/acts/l-2/index.html) will continue to evolve. Organizations must adapt their approaches and adopt modern tools,particularly **digital solutions,**to remain compliant, high-performing, and resilient in **the OHS landscape of 2040**.

 

## **The 7 trends that will transform OHS in 2040**

### The Erosion ofInstitutionalTrust

Trust in institutions,including health organizations, regulatory bodies, and sometimes even employers,is declining. This mistrust weakens workforce buy-in regarding safety rules, [prevention programs](https://www.bluekango.com/en/solutions/bluekango-ehs/risk-prevention-plan/), and expert recommendations.

 

**Impacts on businesses:**

- **Reduced engagement** with OHS procedures.
- **Rising** tensions, perceptions of unfairness, and interpersonal conflicts.
- Difficulty **communicating risks** during periods of uncertainty.

**Recommended actions:**

- Adopt **transparent** and consistent communication.
- Use modern formats (short videos, infographics, micro-learning modules).
- Strengthen worker **participation** (Joint Health and Safety Committees, consultations, genuine feedback loops).
- Support document management with a [centralized digital system](https://www.bluekango.com/en/solutions/plateform/).

### Increased longevity and the coexistence of five generations

With increased life expectancy and delayed retirement, the **2040** workforce will bring together **five generations**, each with different physical and cognitive capacities, expectations, and limitations. This increased diversity will require more flexible workplaces capable of adapting to varied profiles, both ergonomically and technologically.

 

Key Fact: Several studies show that **regular use of digital tools among older adults can slow cognitive decline** by stimulating memory, attention, problem-solving, and mental flexibility.

 

This phenomenon makes digital transformation particularly strategic for Canadian workplaces. In 2040, companies will have to manage both hyper-connected new recruits and experienced workers who also benefit from digital tools designed to support their capabilities.

 

**OHS impacts:**

- Increased need for **continuous training**.
- Higher risk of incidents among **new recruits** and **older workers**.
- Necessary **ergonomic** adjustments (CSA Z412, CSA Z1004 standards).

**Recommended actions:**

- Develop **modular** and personalized **training**.
- Adapt workstation **ergonomics** (lighting, physical load, tools).
- Integrate **digital tools** that compensate for physical or cognitive limitations.
- Use software to track **competencies** and **certifications**.

### ![2026-04-27\_15h47\_15](https://www.blog-qhse.com/hs-fs/hubfs/2026-04-27_15h47_15.png?width=1007&height=324&name=2026-04-27_15h47_15.png)

### Intensification of climate impacts

**Heatwaves**, **poor air quality**, **wildfires**, and **natural disasters** will directly affect workplaces, particularly in **construction**, **forestry**, and **manufacturing**.

 

**OHS impacts:**

- Increase in incidents related to **heat stress**.
- Operational disruptions and increased risks to **business continuity**.
- Mandatory updates to **emergency response plans** (CSA Z1600).

**Recommended actions:**

- Implement **climate monitoring** (Humidex, IAQ – Indoor Air Quality).
- Adjust **schedules** during periods of extreme heat.
- Integrate **climate risks** into the hazard registry.
- Use software to automate **alerts**, [**inspections**](https://www.bluekango.com/en/solutions/bluekango-ehs/audit-and-inspection-management/), and **emergency plans**.

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#### OHS in 2040 : checklist - 10 Essential actions to get ready

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![OHS](https://www.blog-qhse.com/hubfs/OHS%20in%202040%20Checklist.png)

### Ubiquitous AI and algorithmic transformations

By **2040**, **Artificial Intelligence (AI)** will no longer be just a tool; it will become a **colleague**. Intelligent systems will be able to assign tasks, monitor fatigue, or trigger preventive alerts. However, this evolution raises a crucial question: **Who is responsible when an algorithm makes a mistake?** Accountability becomes a central issue, as decisions made or automated by AI systems can directly influence workload, safety, and working conditions. If an algorithmic misinterpretation leads to an incident, it can be difficult to determine if the responsibility lies with the person who designed, configured, supervised, or used the system.

 

**OHS impacts:**

- **Cognitive fatigue** and information overload.
- Risks of **algorithmic bias**, especially in highly monitored or automated environments.
- **Liability** questions in the event of an incident involving a robot or intelligent system.

**Recommended actions:**

- Develop **internal AI governance**.
- Evaluate the **psychosocial impacts** of automation.
- Document **responsibilities** and incident scenarios.
- Use digital solutions that integrate AI ethically and transparently.

This technological transformation also gives rise to an emerging risk that is often overlooked: **algorithmic injustice**. Here is a brief overview to help you understand this phenomenon and its potential impacts on OHS.

 

![2026-04-27\_15h48\_28](https://www.blog-qhse.com/hs-fs/hubfs/2026-04-27_15h48_28.png?width=983&height=268&name=2026-04-27_15h48_28.png)

### Social isolation and the mental health crisis

**Telework**, **hybrid** schedules, and the individualization of tasks contribute to a notable rise in **loneliness** and **mental health disorders**. This reality is part of a true **loneliness epidemic** observed in several developed countries. This phenomenon is particularly concerning in the workplace: isolation reduces team cohesion, weakens mutual aid, and amplifies [psychosocial risks](https://www.blog-qhse.com/en/bill-27-and-psychosocial-risks-psr), which can ultimately harm both individual health and organizational performance.

 

**OHS impacts:**

- Increase in **anxiety**, **depression**, and conflict.
- At-**risk** behaviours, particularly among certain groups.
- Decrease in **cohesion** and cross-functional communication.

**Recommended actions:**

- Train managers on [**psychosocial risks (PSR)**](https://www.blog-qhse.com/en/bill-27-and-psychosocial-risks-psr).
- Integrate **mental health indicators** into the [prevention program](https://www.bluekango.com/en/solutions/bluekango-ehs/risk-prevention-plan/).
- Develop **inclusive** hybrid practices.
- Document **psychosocial incidents** via a digital platform to [centralize data in a single dashboard](https://www.bluekango.com/en/solutions/plateform/).

### Rising geopolitical hostility

Global tensions and **cyberattacks** will directly affect organizations: vulnerable infrastructure, fragile supply chains, and uncertainty.

 

**OHS impacts:**

- Increase in **anxiety-inducing** situations.

- Increased risks to **cybersecurity** (hospitals, municipalities, manufacturers).
- Greater need for **continuity plans**.

**Recommended actions:**

- Train teams in **cybersecurity**.
- Update **continuity plans** (CSA Z1600).
- Centralize **emergency communications** via a secure tool.

### Economicprecariousness and changing employment models

With the **rising cost of living**, the gig economy, and **multiple jobholding**, career paths are becoming more fragmented. This reality is accompanied by **growing job precariousness**, complicating [prevention](https://www.bluekango.com/en/solutions/bluekango-ehs/risk-prevention-plan/), monitoring, and uniform access to OHS.

 

**OHS impacts:**

- **Fatigue**, overload, and human error.
- Difficulty reaching a **mobile** and heterogeneous workforce.
- Complexity in complying with [CNESST](https://www.cnesst.gouv.qc.ca/en) obligations and the **Canada Labour Code**.

**Recommended actions:**

- Simplify access to OHS [**training**](https://www.bluekango.com/en/solutions/bluekango-hr/) and communications.
- Digitalise [prevention programs](https://www.bluekango.com/en/solutions/bluekango-ehs/).

- Offer **wellness policies** adapted to diverse realities.

Common pitfalls to avoid

- Thinking that current compliance will be enough in 2040.
- Underestimating the combined effects of trends (e.g., climate + AI + mental health).
- Failing to digitize OHS processes.
- Limiting prevention to one-off training sessions.

**The future of work will be marked by profound transformations. Canadian organizations that adopt a proactive, climate-resilient, technologically responsible, and well-being-centered posture today will be better equipped to protect their teams and ensure sustainable performance.**

**#### [![Guide](https://www.blog-qhse.com/hubfs/Blog/icone/book.svg) 26 pages FREE \[EHS Guide\] Safety Culture & Risk Prevention The Basics for Occupational Safety Download the guide ![Guide](https://www.blog-qhse.com/hs-fs/hubfs/2025%20EN%20Guide%20HSE.png?width=144&height=204&name=2025%20EN%20Guide%20HSE.png)](https://cta-eu1.hubspot.com/web-interactives/public/v1/track/click?encryptedPayload=AVxigLLPa467w%2FfgjrhbifwPWr9wtggny70UoLShQpmHLT%2F%2FZ3fHzWbsbI2EoBBYnn1zjWBSjs7OSl1b%2BsHEq8THY7MV9f8vAFH76pYoqhhsIGaI%2BWyITS1hKI%2Bn7ZbP50KUkMLz578LAef6x99jzoYjMzZnPLIXJC8umCw%2B0UQuNkobkm%2FiMmXzjuSAJW%2BW4LpR3WwA8u5xj4340UhWJkC0PIWHpIIf8KGDwuUTMKJr3OAwK9Xc9UdOOeob9fnRWg3a&portalId=2302063)**

. . .

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Kathie ROSEBERRY

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