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Certification to provide professionals the core competencies, foundational knowledge and skills to support in facilitating designing, implementing and managing psychological health and safety management system (PSHMS).

Learners: HR and OHS professionals, employees assigned role to support a PHSMS, JOHS, and/or wellness committee members.

Program: (all courses and capstone may be completed within 24-months of starting):

  • Includes five (5) courses that can be completed via webinar format or in person.
  • All courses include pre-work
  • Each course has final online quiz that requires a 70% to pass
  • To obtain the Psychological Health and Safety facilitators certification requires completion of all courses in addition to a final on-line capstone project case study that will be evaluated as pass or fail

Program cost(s): (Two formats being offered):

1) online/webinar, or 2) in person courses at 30% more + travel expenses:

  • PHS 101 (two days) – $995.00 (Pre-Approved CPD Hours)
  • PHS 102, 103, 104, and 105 (each course is one day) – $499.00 (Pre-Approved CPD Hours on each individual course)
  • PHS 106 Capstone – $499.00 (Pre-Approved CPD Hours)
  • Cost for certification $3,490.00


Book or customize training to suit your needs.

Options are available for online or in-person training and industry or company specific customization.

PHS 101 - Foundation in Psychological Health and Safety

Estimated time: 4 hours prep plus 14 hours in class

The purpose of his two-day course is to prepare the participant to design, implement and measure a Psychological Health and Safety Management System (PHSMS) that will reduce mental harm and promote mental health in the workplace.

Psychological health and safety requires a comprehensive and holistic system as well as the ability to effectively influence leader and employee conduct to create a safe and healthy environment in which to thrive.

In this course, participants will cover the following learning objectives:

  • Review the benefits of the CSA psychological health and safety “Standard” and how it can support in making decisions.
  • Discuss how to build the business case for investing in mental health in the workplace.
  • Examine how to influence and gain senior leadership support and buy in.
  • Discover how to conduct a PSHMS rapid audit for gaining a baseline as to where the organization is against the CSA Standard.
  • Determine goals for what organization wants to achieve from implementing a PSHMS/mental health strategy.
  • Explore a three-step model for how to design, implement and measure a PSHMS/mental health strategy that is aligned to organizational readiness, budget and resources.
  • Review how to leverage data to design your PSHMS/mental health strategy
  • Identify the champion and key stakeholders for creating and maintaining a psychologically safe work environment.
  • Define the minimum employees supports required (e.g., EFAP, critical incident stress, disaster planning for pandemics, etc.) to prevent mental harms and promote mental health.
  • Review current policies in place and gaps required to support PSHMS/mental health strategy.
  • Understand the link between key performance behaviour (KPB), key performance indicators (KPI) and results.
  • Define and implement organization/ employee? score card.

Course Dates

Tuesday, January 26, 2021

Wednesday, January 272021

PHS 102 - Prevention: Program Selection, Measurement, and Evaluation

Estimated time: 4 hours prep plus 7 hours in class

This one-day program provides a foundation for how to select and evaluate programs impact for preventing mental harms and promoting mental health.

Prevention is a critical success factor for facilitators to focus on. Having a program and participation is not enough to define success. The purpose of this foundation course is to provide facilitators with basic knowledge and skills to for how to support program selection, measurement and evaluation.

By the end of the course, participants cover the following learning objectives:

  • Explore how to select a program and to set expectations for impact.
  • Examine the role health promotion has in educating employees on mental health, addictive behaviours, eliminating stigma and promoting help seeking behaviours.
  • Discuss behaviour readiness for making change in program design and implementation.
  • Explore considerations for maximizing adult learning outcomes.
  • Review the challenges of the forgetting curve and how to curb it.
  • Define key financial metrics (results) that define programs success.
  • Learn how to evaluation a programs impact.
  • Review the benefit for conducting value of investment (VOI) and return on investment (ROI) analysis.
  • Learn how to manage and evaluate vendors program impact on the employees’ experience.
  • Discuss the role of inclusion in program selection and delivery.
  • Review considerations for evaluating policies and procedures relevant to PSHMS/mental health strategy value and impact to achieve desired results.

Course Date

Monday, November 23, 2020

PHS 103 - Influencing: Social Connection and Culture

Estimated time: 4 hours prep plus 7 hours in class

This one-day program provides a foundation in influencing psychological safe and meaningful social connections that creates a culture that supports all employees regardless of their age, ethnicity, title or sexuality.

A psychological safe culture is one that embraces inclusion, welcomes differences, and is committed ensuring all employees feel welcomed and safe. The purpose of this course is to provide facilitators with the opportunity to explore the role of influencing to achieve desirable behavioural conduct within a culture.

By the end of the course, participants cover the following learning objectives:

  • Discuss the employee experience in context of the employee’s life cycle and how every interaction the employee has can be perceived as a positive or negative.
  • Review the relationship between organizational values, honesty and integrity for building trust in a culture.
  • Explore the role of psychological safe leaders for creating a caring culture.
  • Discuss how cultures and peer support can help to eliminate stigma and promoting help seeking behaviors.
  • Review how social norms are created and the role all employee have in maintaining them.
  • Understand the link between isolation and loneliness in the workplace and its impact on employee’s productivity.
  • Explore how inclusion and collaboration support creating psychological safe cultures.
  • Learn how to support and effectively manage change.
  • Discuss the role of communication strategies and how they influence the employee experience.
  • Explore the concept of social contagion and how this impacts the team and organization.
  • Examine how to evaluate and remove psychosocial risk factors that are resulting in unnecessary psychosocial hazards (e.g., fatigue, stress).
  • Discuss strategies for facilitating social connections in the workplace that promote psychological health and safety.

Course Date

Wednesday, February 17, 2021

PHS 104 - Mental Health and Illness, Stress, and Resiliency Foundation

Estimated time: 4 hours prep plus 7 hours in class

This one-day program provides a foundation for understanding the difference between mental health and mental illness (including addictive disorders) and the link to stress and resiliency.

To positively impact mental health in the workplace requires more than having reactive programs in place that are triggered when an employee is experiencing a mental health challenge. Although access to supports such as psychologists and EFAP can be helpful, it is not enough. The purpose of this course is to provide facilitators with the knowledge to evaluate how the organization can support employee’s mental health through both prevention and programs designed to support mental health in times of need.

By the end of the course, participants cover the following learning objectives:

  • Review how mental health is impacted through a two-way accountability framework between employees and employer.
  • Understand the relationship between employee behaviour and social detriments of health and how it impacts resiliency.
  • Understand sources and impacts of stress on mental health and the difference between mental health and mental illness
  • Discover how employees coping choices impact their mental health.
  • Discuss the importance of suicide prevention education and supports.
  • Learn to self-assess personal resilience levels as well as employee resilience levels
  • Understand the level of training leaders require for facilitating duty to inquire and supporting employees in challenging situations (e.g., mental health crisis, impairment).
  • Explore programs that support building employee’s resiliency (e.g., mental fitness plan).
  • Determine the help-seeking supports available, both private and public, that the organization will use to support employees at risk.
  • Explore how to prepare leaders to deal with employees considering suicide.
  • Define mental health supports including addictive disorders and trauma (e.g., PTSD, OSI).
  • Review how employers can support help seeking behaviors through education and awareness activities.

Course Date

Wednesday, March 24, 2021

PHS 105 - Respectful Workplace Foundation

Estimated time: 4 hours prep plus 7 hours in class

This one-day program provides a foundation for how to facilitate a respectful workplace. Respectful workplace policies are often not enough. Creating a respectful environment requires a strategy and action plan that promotes civility, respect and how to resolve conflict when it occurs.

Risk of mental harm exists in the workplace when an employee or manager engage in misconduct behaviours that negatively impact another employee’s psychological or physical safety. The purpose of this course is to explore foundational considerations for how to reduce the risk for this kind of behavioural conduct and what to do move past them.

By the end of the course, participants will cover the following learning objectives:

  • Explore the10-factor continuum that predicts a respectful workplace.
  • Learn how to create aa user -friendly respectful workplace policy and procedure.
  • Define parameters when creating training for employees and leaders around the organizations respectful workplace policy.
  • Learn how culture contributes to civility.
  • Examine how role legislation is influencing employer, leader and employee duties (e.g., Provincial OHS legislation and Federal Bill C-65).
  • Examine what implicit bias is and its role in sparking acts of incivility, bullying, harassment and workplace violence.
  • Learn how to conduct workplace violence and respectful workplace audits.
  • Discuss the importance of training internal workplace investigators and when to engage external investigators.
  • Identify early identification of respectful workplace risk (e.g., tracking number of acts of incivility).
  • Define what institutional racism is and how to measure it and support senior leaders to eliminate it.
  • Explore the role leaders and employee play in creating a respectful workplace.
  • Discuss the importance of self-advocating in reducing employee risk for being a victim of bullying or harassment.
  • Learn how to support employees exposed to domestic violence above provincial leave entitlements.
  • Understand how the cycle of anger influences conflict and how to prepare leaders to manage it in the workplace.
  • Explore conflict resolution, mediation and restorative justice consideration for moving beyond conflicts.
  • Discuss the kind of training and metrics employers may want to consider supporting a respectful workplace.
  • Review trauma management protocols for victims of abuse and violence.

Course Date

Wednesday, April 28, 2021

PHS 106 - Capstone

Pre-Qualification: Subscribe and complete the project (once all 5 courses are completed).

There will be a capstone project as the final step in the certification and the goal is to demonstrate competency and impact of PHS Health and Safety inside your workplace.

Join us for a half day overview and recap in this final step in the implementation journey.

Your capstone project will be assigned to you only once you complete the other courses.

Course Date

Wednesday, October 28, 2021

Sponsorship Opportunities

Demonstrate your leadership on this initiative by sponsoring a break event. Get recognized and have more of your staff join us on the Psychological Health and Safety (PHS) certification journey!


Includes: Full logo representation on website & emails, Lunch break logo and recognition. Includes 2 free passcodes (Value $1,990)


Includes: Full logo representation to sponsor a 20 minute break and 1 free passcode (Value $995)


Logo representation at one break for one year.
Advertise our events to your members and receive unlimited passcodes for $50 savings to attend one or all sessions.

Thank You to Our Sponsors!