NR-1: Effects in 2026, decisions need to be made now
although the effects of NR-1 are scheduled for 2026, is determinant companies to organize, structure processes and avoid legal, financial and reputational risks.
With the New wording of NR-1, the evaluation of Psychosocial Risks becomes part of the practices of Safety and Health at Work (OS). This requirement is not resolved with specific or improvised actions. It demands planning, training and strategic decisions from now on..
Companies that leave this movement to the last minute tend to pay more — in costs, internal wear and tear and institutional exposure.
Why does NR-1 require immediate leadership attention?
Psychosocial risks are present in the organizational routine and are manifested, among other factors, through:
- Moral and sexual harassment
- occupational stress
- work overload
- Unprepared leaders
- Toxic organizational environments
The impacts appear quickly on the indicators: absences due to mental illness, increased absenteeism and turnover, drop in productivity, in addition to legal and reputational risks.
NR-1 consolidates an important understanding: mental health is an occupational risk that needs to be identified, evaluated and treated systematically.
Who needs to comply with NR-1?
The answer is objective: all private companies, of any size and segment, as well as public entities that have employees hired under the Consolidation of Labor Laws (CLT) regime..
If the organization has employees governed by the CLT, the suitability for NR-1 is mandatory.
Assessing psychosocial risks is business protection
Treating NR-1 only as a legal obligation is a limited view.
Structured mental health management contributes to:
- Reduction of absences and indirect costs
- greater team engagement
- organizational climate improvement
- institutional reputation protection
Complying with NR-1 is also a way of mitigating risks that directly affect the sustainability of the business.
Training: Central element of conformity
NR-1 establishes that awareness and awareness are essential parts of the process (subitem 1.4.1.1).
This requires structured and periodic training, applicable to all levels of the organization, focusing on topics such as:
- harassment and discrimination
- Nonviolent Communication (CNV)
- Mental health at work
- Leadership in practice
Well-conducted training makes the risk assessment more accurate and reduce misinterpretations.
Psychosocial risk assessment tools: essential criteria
With the obligation of NR-1, the choice of the appropriate tool is decisive.
Two criteria are essential:
🔒 Security
- Handling sensitive personal data
- Compliance with the LGPD
⚙️ Efficiency
- Affordable and intuitive platform
- clear questionnaires and in Portuguese
- objective reports to support the decision
Supplier experience and support quality should also be considered.
NR-1, Mental Health and ESG
Psychosocial risk management is directly related to the social pillar of the ESG.
Preventively acting companies strengthen their governance, reduce legal risks and build healthier and more sustainable work environments.
tothbe: Your strategic support in the adequacy to NR-1
Tothbe offers complete solutions to support companies in the suitability for NR-1, focused on strategy, security and consistency.
🎓 online training
- content developed by experts
- Practical and updated methodology
- interactive resources
- learning assessment, certificates and reports
📊 Psychosocial Risk Assessment Platform
- Robust solution and in accordance with the lgpd
- Clear reports for decision making
- Exclusive conditions for customers tothbe
2026 starts to be built now
The effects of NR-1 materialize in 2026, but the decisions that matter need to be taken from now on.
📩 Contact A TOTHBE End to find out how to transform legal compliance into strategic management.
Updated on 12/16/2025
