Write it down from there May 26, 2025, Brazilian companies should include the Psychosocial Risk Assessment in the management of safety and health at work (OSH).
It is not just a legal obligation, this change in NR-1 reflects the growing concern for workers’ well-being and the impact of mental health on business and life in society.
With this update, MTE seeks to consolidate psychosocial risk management as an integral part of OSH strategies, promoting safer and healthier environments for everyone..
Companies, regardless of their size, must in practice reaffirm their commitment to mental health. For those with a greater number of employees, the challenge is even greater, as they need to follow a greater volume of people and deal with the complexities of relationships in the work environment. Therefore, it is essential not only to act, but also to rely on safe mechanisms to assess the effectiveness of the actions implemented.
Want to know how a company should prepare? Keep reading this article, stay inside and share!
The growing number of absences and their impacts
Mental illness at work has grown alarmingly. According to INSS data, absences due to mental and behavioral disorders have increased by 20% in the last five years in Brazil.. Burnout, depression and anxiety lead diagnoses, directly affecting productivity and organizational culture.
The process of illness at work brings challenges that go far beyond the financial impact. In addition to direct costs, companies need to deal with all issues that involve monitoring these cases with social security and internally. In addition, the return of these employees to work requires a careful approach. Managers and teams need to be prepared and sensitized to offer an environment of adequate welcoming and reintegration, reducing the risk of new crises and strengthening the culture of respect and empathy in work relationships.
From now on, it is essential to recognize the challenges of mental health in the work environment – the well-being of employees is the foundation of sustainable success..
Psychosocial Risk Assessment in the PGR
the inclusion of mental health in the Risk Management Program (PGR) required by NR-1 must follow a structured process that includes:
- Risk identification: mapping factors such as work overload, moral harassment, organizational climate and excessive expectations.
- Analysis and evaluation: classify psychosocial risks as to the impact on the team and frequency of occurrence.
- Implementation of preventive measures, such as: psychological support, awareness training and harassment prevention policies.
- Monitoring and adjustments: Periodically evaluate the environment and adapt the measures as needed.
How will the inspection be?
the inspection will be carried out in a planned way and through complaints forwarded to the TEM (Ministry of Labor and Employment). sectors with a high incidence of mental illness, such as banks, health establishments and teleservice, will be a priority.
During inspections, tax auditors will check aspects related to the organization of work, seek data from sick leave, such as anxiety and depression, interviewing workers and analyzing documents to identify possible psychosocial risk situations..
Sustainability and mental health at work
We can say that taking care of mental health in the corporate environment is an essential factor for the sustainability of the business and for the construction of more engaged, productive and prepared teams for the challenges of the future..
Investing in the well-being of employees has become a strategic differential!
In the current scenario, where competitiveness and growing demands are part of the daily life of companies, the mental health of employees cannot be neglected. Promoting a healthy work environment, with psychological support and well-being practices, goes beyond an ethical responsibility: it is an intelligent strategy to increase talent retention, reduce absenteeism and enhance innovation.
With this in mind, it is necessary, for example, to make some reflections on some important aspects related to the return of the worker away to his activities.. In your company, are managers and colleagues prepared to offer the necessary reception? Has the work environment been adjusted to minimize relapse risk? these and other questions are fundamental and should be answered by the companies to the competent bodies.
Psychosocial risks and the ‘S’ pillar of ESG: the new responsibility of companies
In the context of ESG, the social dimension (‘S’) covers the well-being of workers, including mental health. Companies that neglect this aspect face not only significant human impacts, but also financial losses, such as increased absences, drop in productivity and reputational risks.
Do you know what NR-1 says about training?
NR-1 lists several preventive measures to be taken by the company in order to comply with the Risk Management Program (PGR) One of the needs mentioned by NR-1 is in relation to trainings.
awareness training andPrevention of moral and sexual harassment at work””Nonviolent Communication (CNV)”, and “Mental Health at Work” must be continuous.
treigns as a prevention and support strategy
Investing in periodic training is essential for the prevention of psychosocial problems and for the preparation of managers and teams. Some of the most effective include:
Harassment prevention training: NR-01 requires the carrying out, every 12 (twelve) months, of training actions and raising awareness among employees at all levels of the company on issues related to violence, harassment, equality and diversity in the scope of work.
Non-violent communication training (CNV): teaches assertive communication and conflict resolution strategies in an empathetic and productive way.
Mental health training: Empowers managers and employees to recognize signs of emotional overload and to take preventive measures.
Work Safety Integration Training: Employees must be prepared to work safely from day one.
Tools to conform to the new NR1
to meet the NR-1, your company must ensure compliance with the management of Psychosocial Risks, investing in the right tools, such as:
– complete assessments that objectively and effectively help the work environment.
– climate research to understand the perception of employees and identify points of improvement.
– commitment calculator To measure team engagement and demonstrate, with data, the company’s commitment to safety and well-being.
With these solutions, in addition to training, you not only fulfill the NR-1, but also strengthens the culture of care and responsibility in your organization!
Benefits for businesses and employees
Companies that adopt good mental health practices, CNV and prevention of harassment and safety at work, realize:
- reduction of absenteeism and turnover.
- Increased productivity and employee engagement.
- strengthening the company’s reputation in the market.
- Greater compliance with ESG legal requirements and regulations.
Tothbe: Your partner in building a healthy work environment
Tothbe offers personalized and gamified training to help your company adapt to the new requirements of NR-1 and strengthen the ‘S’ pillar of ESG. prepared by experts, We empower managers and teams to create a safe, productive and humanized work environment through instruments for potentiating learning, such as quiz in game format or simulations; and the assessment of learning and certificates and complete monitoring reports, all to tend to the requirements of NR-1.
In addition, we offer on our platform assessments complete, climate research and calculator dThe commitment – everything to demonstrate the management of psychosocial risks and that your company complies with NR-1′
Companies that see these changes as opportunities, not a burden, will have more engaged, productive teams and a healthier environment. and the tothbe It’s ready to help!
Get in touch with Tothbe and discover how to transform your organizational culture in an innovative and effective way!
contato@tothbe.com.br
