OHS in 2040: 7 major transformations for organizations

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) 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), CSA standards, and the Canada Labour Code 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, 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.

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.

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, and emergency plans.

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.

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, 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).
• Integrate mental health indicators into the prevention program.
• Develop inclusive hybrid practices.
• Document psychosocial incidents via a digital platform to centralize data in a single dashboard.

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, 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 obligations and the Canada Labour Code.

Recommended actions:

• Simplify access to OHS training and communications.
• Digitalise prevention programs.

• 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.