Health and Safety ReportVol 23, Issue 11

When Fatima took over as facilities coordinator for an older office complex, she began reviewing the building’s health and safety records. Fire drills, air quality tests, and most routine inspections were up to date, but there was no record of radon testing. Knowing that radon is the second-leading cause of lung cancer in Canada, Fatima decided to investigate further.

Why radon testing matters

Radon is a naturally occurring radioactive gas that forms when uranium in the ground breaks down. It moves through soil and seeps into buildings through cracks in floors or foundations, or around pipes and drains. Because it has no colour, smell, or taste, the only way to know if it’s present is to test for it.

While outdoor air disperses radon quickly, indoor environments, especially lower levels with limited airflow, can trap it, which allows levels to build up over time. Exposure to radon at work contributes to dozens of lung cancer cases every year. The longer and higher the exposure, the greater the risk.

How testing works

Health Canada and the Occupational Cancer Research Centre recommend testing for radon for at least 90 days, ideally during winter months when windows and doors are closed and indoor air exchange is lower.

Testing can be done using small, inexpensive kits available from hardware stores or through certified radon professionals. The detector sits in a room for three months and is then mailed to a lab for analysis. For workplaces, it’s best to test areas where people spend most of their day such as offices, classrooms, or basements.

Once results are received, compare them to the Health Canada guideline of 200 becquerels per cubic metre (Bq/m³). Any result above this limit should be addressed promptly. Even levels below 200 Bq/m³ can be reduced further, since there is no known safe level of radon exposure.

What to do if levels are high

To confirm results and get guidance on appropriate mitigation for your building, reach out to a contractor certified by the Canadian National Radon Proficiency Program (C-NRPP). The most effective mitigation method is sub-slab depressurization, a system that uses a pipe and fan to draw radon from beneath the foundation and vent it safely outdoors.

Other measures can also help – such as sealing cracks and floor joints, covering sump pumps, and improving overall ventilation in affected areas. These steps can significantly reduce radon concentrations and are often affordable and minimally disruptive to building operations.

Building a safer workplace

When the long-term radon test kits Fatima ordered determined that radon levels in her building were above 200 Bq/m³, her employer hired a contractor to install a sub-slab depressurization system in the affected section of the building.  Follow-up testing confirmed that levels had dropped well below the guideline. Thanks to Fatima’s attention to detail, radon testing was added to the building’s preventive maintenance schedule, with results posted for everyone in the workplace to see.

Including radon testing in your workplace health and safety programs can help reduce or prevent exposure. Demonstrate your commitment to keeping workers safe by testing, sharing results, and taking action promptly when necessary.

Resources 

• Radon, CAREX Canada 
• Radon in Buildings, CCOHS 
• Radon in the Workplace infographic, Occupational Cancer Research Centre
• Guide for Radon Measurement in Public Buildings, Health Canada

Similar to providing first aid for a physical injury, offering support to a worker with a mental health issue can be a vital first step. That’s where mental health first aid training comes in handy to help you recognize the signs and symptoms of a mental health issue and offer appropriate assistance. Mental health first aid can keep a worker in emotional distress safe until professional help is available or a crisis is resolved. Here’s how.

• Recognize the signs and symptoms. Behavioural changes can sometimes be a sign of a mental health issue. They may include unplanned absences, difficulty concentrating or completing tasks and withdrawing from others. Physical symptoms may include being tired, sick, or run down. If you notice these changes in a worker, it may be time to check in with them.
• Plan your approach. Express your concerns in an empathetic and non-judgemental way. You could say, “I’ve noticed you haven’t been your usual self these days.” Talk to them about how they are a valued team member and let them know your concerns are about their well-being, not their work performance.
• Set up a meeting. Choose a private space to meet that’s free from distractions. Ease into the conversation by asking how they are doing and if they are okay.
• Maintain confidentiality. Make it clear right away that full confidentiality will be maintained unless there is concern for their safety or the safety of others. Be sure to gain consent if you need to consult human resources, health and safety, or union representatives for further guidance.
• Build trust. Ask open-ended questions and give them ample time to respond. You could say, “I’ve noticed you’ve been absent a number of times and wonder if there is anything we can assist with.” Listen actively. If they’re open to having a conversation about their mental health, express your appreciation.
• Address any workplace stressors. Talk to them about how the concerns you have noticed may be affecting their ability to do their job. Ask if there are any workplace stressors. Is the workload too heavy? Are they unable to unplug after a day’s work? Try to understand. Ask questions like “help me understand why you are feeling this way.” Make sure to address any contributing factors and offer appropriate support where possible.
• Consider workplace accommodations. Suggest temporary changes to their duties to help them work safely and productively. Accommodations could include flexible hours or a quiet space to concentrate on tasks. Work together to document any accommodations for clarity and schedule regular check-ins to see how they are doing.
• Provide support. Make sure they know your organization’s policies and procedures around mental health. Offer support like counselling available to the worker, whether through an employee assistance program (EAP) or services in the community.
• Establish next steps. Outline the next steps that both of you will take. Set up future check-ins and encourage them to reach out when needed.

Experience in mental health first aid can help co-workers support each other, reduce stigma associated with mental illness, and create a culture where asking for help is safe and accepted.   

Resources:

• Providing Mental Health First Aid to an Employee, A Guide for Managers – Mental Health Commission of Canda
• Mental Health – Having Courageous Conversations – CCOHS
• Mental Health in the Workplace Infographic – CCOHS
• Ten Tips for Mental Fitness Poster – CCOHS

CCOHS has partnered with the Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST) for a five-year collaboration aimed at combining our expertise to improve worker well-being, health and safety in Québec and throughout Canada. 

This partnership will include annual meetings to guide joint projects, targeted initiatives, and collaborative activities such as training sessions and knowledge exchanges.  

This agreement reinforces the shared commitment between the organizations to create safer and healthier environments for all workers in Canada.  

Our podcast episodes help you stay current and informed about workplace health, safety, and well-being in Canada.

Featured podcast: Reducing Silica Exposure in the Workplace

Silica exposure, which can cause lung cancer, affects workers across several industries, with most exposures happening in construction and civil engineering. Meghan Friesen from the Occupational Health Clinics for Ontario Workers joins us to discuss how the Silica Control Tool can help reduce the risk of exposure and protect workers.

Listen to the podcast now. 

Encore podcast: Working Safely in the Cold

There’s a lot more to working safely in the cold than bundling up in layers. In this episode: what workers and employers need to know.

Listen to the podcast now.

See the complete list of podcast topics or, better yet, subscribe to the series on iTunes or Spotify and don't miss a single episode.

Even if you don’t use many hazardous products in your workplace, you still need to follow WHMIS regulations. CANManage Basic is designed specifically for workplaces with less than 50 hazardous products. Keep all your safety data sheets organized online and easily accessible to workers. 

CANManage Basic is bilingual, and allows you to quickly organize, share and keep your collection up to date. Key features include:

• Unlimited updates to your safety data sheets
• The ability to search, view and print safety data sheet records and product summaries of important hazard information
• Access to your collection offline

Plus, a handy app makes it easy for your team to access.

Meet the safety data sheet program requirements that inspectors look for during an audit. Subscribe to CANManage Basic. Have more than 50 hazardous products in use at your workplace? Learn more about our full custom CANManage solution.

Occupational health and safety laws are always evolving. This month’s highlights include changes to regulations in Nova Scotia and Alberta, and the Workers' Compensation Act in Saskatchewan.

Nova Scotia:

• Workplace Health and Safety Regulations (Occupational Health and Safety Act): N.S. Reg. 163/2025 came into effect on September 1, 2025, and adds new provisions respecting workplace harassment, specifically in new Part 27: “Harassment in the Workplace.” This includes Section 27.1, “Definitions for Part 27,” and Section 27.2, “Workplace harassment prevention policy.”           

Alberta:

• Workers' Compensation Regulation (Workers' Compensation Act): Alta. Reg. 188/2025 adds new Section 19.2 “PTSD presumptions — prescribed workers.”

Saskatchewan:

• Workers' Compensation Act, 2013: S.S. 2025, c. 21 amends Section 2 by replacing the definitions “chiropractor,” “health care professional,” “physician,” “psychiatrist” and adding the definition “out-of-province worker.” The amendment also adds or replaces some subsections, including replacing Section 34 “Injury outside of Saskatchewan.”

For more information, CCOHS offers a paid subscription service, Canadian enviroOSH Legislation plus Standards, that provides a collection of all the health, safety, and environmental legislation you need in one location. The collection is updated daily, and subscribers receive a monthly summary of proposed and repealed legislation, amendments, and new documents.

We’re currently accepting applications for the Dick Martin Scholarship, available to post-secondary students enrolled in an occupational health and safety program. The scholarship awards $3,000 prizes to two students, plus $500 to their academic institutions.

How to apply

• Complete the online application form
• Submit a cover letter outlining your career aspirations
• Write an essay on one of two health and safety topics

To be eligible, students must be enrolled, either full-time or part-time, in an occupational health and safety related course or program leading to an occupational health and safety certificate, diploma or degree at an accredited college or university in Canada.

Applications are due January 31, 2026, and winners will be announced in early spring 2026. For more information and to apply, visit www.ccohs.ca/scholarships/dmartin. 

Explore the changing world of work at CCOHS Forum, taking place October 28-29, 2026, in St. John’s Newfoundland and Labrador. 

Are you ready to make a positive impact on workplace health and safety? Plan to join us for this national two-day event. Gain the latest insights on current and emerging health and safety issues from leaders, changemakers, and subject experts representing government, labour, and workplaces. 

Save the date: 

CCOHS Forum 
The Changing World of Work
October 28-29, 2026
St. John’s, Newfoundland and Labrador  

Watch for registration and program details coming soon. 

When the temperature dips, outdoor workers face more than just discomfort. Winter weather can lead to a range of cold-related injuries and illnesses, including chilblains, trench foot, and frostbite. Severe cold stress can also lead to hypothermia, which can potentially be life-threatening.

But with warming shelters, tools that can be operated with gloves, safe work procedures, education and training, and proper protective equipment in place, you can keep your workers healthy and safe all winter long. Here are some helpful resources:

• Cold Environments – Control Measures fact sheet
• Working in the Cold infographic
• Working in Cold Environments pocket guide 
• Working in the Cold podcast