NR-1 now provides for fines, interdictions, TACs, labor and public civil actions for companies that fail to identify, evaluate and control psychosocial risks. As of May 2026, the inspection may apply severe penalties, which include financial impacts and serious reputational damage. Early adequacy reduces legal risks and strengthens people management.
What changes with the entry into force of the new NR-1?
NR-1 now expands the concept of risk in the work environment and makes mandatory management of psychosocial risks, such as violence, harassment, discrimination, abusive goals, overload and lack of emotional support.
The new NR-1 came into force educationally on May 26, 2025, with a deadline May 2026 for complete adaptation before the application of fines.
During this period, companies must:
- Identify psychosocial risks.
- assess its severity and frequency.
- implement control measures.
- Record training and prevention actions.
- Check traceability and documentation.
Ignoring any step makes the company vulnerable to inspection.
What are the penalties provided for by the new NR-1?
1. Administrative fines: Values applied must vary according to the company’s size or economic capacity, recurrence and gravity.
2. Conduct Adjustment Terms (TAC): Mandatory agreements with the Public Ministry of Labor to correct proven irregularities. If the irregularity affects each employee individually, especially in cases involving psychosocial risks, such as: moral harassment; abusive journey; Excessive goals, lack of psychosocial support and situations of continuous emotional risk – the TAC may determine, for example, that the fines are multiplied by the number of employees affected.
3. LABOR COMPLAINTS: Individual lawsuits for non-prevented psychosocial damages. The judge assesses whether the company failed to prevent, manage or cease psychosocial factors, such as: discharge management of psychosocial risks, absence of adequate training, effective denunciation channels or structural measures.
4. Public civil actions: collective processes filed by the MPT or unions.
5. INTERDICTIONS AND EMBARGOS: interdiction of the activities of the company or of some sectors, depending on the severity of the risk.
6. Criminal liability: Deliberate omission can generate criminal liability in extreme cases of negligence.
And there’s more, these penalties do not occur in isolation – in general, they are accompanied by reputational damage, loss of contracts and high turnover.
Why are psychosocial risks a priority for inspection?
Brazil lives a red alert:
- Mental disorders are the second biggest cause of absences, according to INSS and the Social Security Department.
- Burnout, depression and anxiety have grown among professionals from different sectors.
- ABRH points to an increase in absenteeism due to psychosocial causes.
These data justify the legal movement and reinforce the pressure for compliance.
direct impacts for companies that are not in compliance
1. Financial
- progressive fines.
- legal costs.
- Losses with removals and substitutions.
2. Reputational
- public exposure on social media.
- negative coverage in the press.
- Weakness in attracting and retaining talent.
3. Operational
- interruption of activities.
- productivity drop.
- unstable environments and internal conflicts.
benefits of being in compliance
The positive side of NR-1 is that companies that anticipate themselves reap consistent advantages:
- legal and financial security.
- reduction of absences and absenteeism.
- Increased engagement and productivity.
- healthier organizational climate.
- lower turnover.
- Reinforcement in ESG and institutional image.
- strengthened prevention culture.
Suitability is not just legal — it’s strategic!
How Tothbe helps your company avoid penalties
Tothbe offers:
- training of NR-1 online, with certificates, gamification and robust reports.
- Partner platform for psychosocial assessment, safe, validated and easy to implement.
- content that raises awareness, understanding of the theme and engagement, such as: “Prevention of harassment and discrimination at work”, “cv”, “Mental health”, “Leadership in Practice”, among other topics related to NR-1.
It is a ready, effective solution adapted to the reality of medium and large companies.
We have prepared a guide with the most frequently asked questions to guide you in a practical and objective way:
1. When do the new NR-1 fines start to apply?
from May 2026, after the 12-month educational period. But companies that demonstrate serious negligence can be held accountable beforehand by other legal fronts.
2. Do small businesses also need to fit?
Yes. The NR-1 is mandatory for all companies, with adaptations by size and degree of risk.
3. Is psychosocial assessment mandatory?
Yes. The standard determines the evaluation, documentation and implementation of control measures.
4. Do leaders need to undergo training?
Yes. NR-1 includes direct leadership responsibilities and requires awareness and training actions.
5. Is the inspection already monitoring psychosocial risks?
Yes. The mpt It has been intensifying actions and investigations in cases of harassment, violence and overload.
6. What documents should I keep to be safe in an inspection?
Evaluation reports, action plans, training records and control evidence implemented.
TOTHBE supports companies that want to transform the suitability for NR-1 in competitive advantage — with complete training, certification, robust reports and reliable psychosocial assessment.
Want to avoid penalties and protect your team? Let’s talk:
📩 contato@tothbe.com.br
Updated on 11/25/2025
