May is coming and the explicit inclusion of the Psychosocial Risks within the scope of the Risk Management Program (PGR) represents a relevant milestone, because it significantly expands the responsibility of organizations in the management of the mental health of workers. The NR-1 now requires that factors such as stress
Chronic, moral harassment, work overload, pressure for goals, extensive working hours, interpersonal conflicts and lack of organizational support are treated as priority and unavoidable issues.

In addition to controlling physical, chemical or ergonomic risks, organizations now need to demonstrate that Identify, assess, control and empower their teams also for risks related to mental health, interpersonal relationships, work organization and socioeconomic factors.

Are your organization’s trainings sufficient to reduce psychosocial risks?

What NR-1 really requires about training

at NR-1 Does not have a closed list of mandatory training. But the norm establishes principles and criteria that make training a permanent obligation, linked to the risks existing in the work environment.

In a practical and objective way, NR-1 determines that:

• the employer should promote training and training in OSH always there are occupational risks identified;
• Training must be aligned with the PGR, considering all risks, including psychosocial;
• Training should take place in a way:
  • Initial (before the start of activities),
  • periodic, and
  • Eventual (when there are changes, accidents, prolonged absences or new risks);

• All training should generate valid and traceable certification, with content, workload, responsible and formal registration.

ie: If a risk exists and is mapped, training is mandatory.

NR-1 and the psychosocial risks in the PGR

Psychosocial risks become part of the work environment and must be treated with the same rigor as the others.

Examples of psychosocial risks are:

• moral and sexual harassment;
• overload of work and abusive goals;
• communication failures and recurring conflicts;
• unprepared leaders;
• Chronic stress, anxiety and exhaustion;
• financial problems that impact the performance and health of the worker;
• Lack of organizational support and unsafe climate.

When these factors are identified in the PGR, the NR-1 requires prevention actions, and the training is one of the main control measures.

What trainings are directly connected to psychosocial risks – NR-1

Here is the strategic point for HR, SST and leaders.

Although NR-1 does not list training by name, it thanks results: Risk reduction, illness prevention and safe work environments.

In this context, some training is technically defensible, strategically necessary and legally intelligent.

Harassment prevention (moral and sexual)

Harassment prevention training directly contribute to:

• creation of psychologically safe environments;
• compliance with legal prevention requirements;
• Reduction of labor liabilities and indemnities;
• Evidence of the employer’s diligence in inspections.

harassment is a Classic psychosocial risk, and the absence of educational actions weakens the defense of the company.

Nonviolent Communication (CNV)

The cv It acts as a preventive tool for conflicts, supporting:

• healthier working relationships;
• Reduction of tensions between teams and leaders;
• improvement of the organizational climate;
• Prevention of emotional illness linked to recurring conflicts.

From the point of view of NR-1, the CNV works as a measure of behavioral control, aligned with psychosocial risk management.

Mental health at work

Mental Health Training do not replace clinical care, but Empower workers and leaders to recognize signs of risk, like:

• Excessive stress;
• anxiety and exhaustion;
• sudden changes in behavior;
• performance drops associated with psychic suffering.

This strengthens prevention, reduces absences and demonstrates organizational responsibility, an increasingly observed point in audits and inspections.

Leadership in Practice

The lead is one of Main vectors of risk or psychosocial protection.

Training leaders means:

• reduce abusive practices, even if unintentional;
• Improve goal management, feedback and conflicts;
• Create more emotionally safe environments;
• reduce the risk of collective illness.

Unprepared leaders are often referred to as the root cause of psychosocial problems.

Financial Education and Indebtedness

Little discussed but highly relevant: Financial problems are continuous stress factors.

financial education training help to:

• reduce debt-related anxiety;
• Improve focus and productivity;
• Decrease risks of mental illness;
• support the worker’s integral well-being.

When indebtedness impacts performance and health, it connects directly to the Psychosocial risks mapped to the PGR.

Health and well-being pills: strategic complementary actions to prevent psychosocial risks

In addition to structured training, NR-1 allows — and recommends — continuous educational actions.

The pills of Health and well-being at work They work as a preventive reinforcement and can address current topics, such as:

• stress management;
• sleep and recovery;
• balance personal and professional life;
• Emotional health in everyday life;
• importance of conscious pause;
• and other related topics.

these actions:

• They keep the theme alive in the organizational culture;
• demonstrate continuous commitment to prevention;
• complement the PGR in a practical and measurable way.

NR-1 – The risk of not acting: real penalties and impacts

With the enforcement intensified from May onwards, organizations that do not demonstrate effective actions may face:

• fines and infraction notices;
• Difficulties in defense in labor lawsuits;
• Increased absences due to mental health;
• decrease in productivity and engagement;
• damage to institutional reputation.

Ignoring psychosocial risks Not a safe option.

How Tothbe can help prevent psychosocial risks

Trainings focused on prevention siege, cnv, mental health, lead, financial education and continuous well-being actions Not just good practices, are Smart compliance strategies, aligned with the spirit of the norm and the expectations of the market.

The tothbe supports organizations in building this journey, uniting Legal compliance, human awareness and sustainable organizational culture.

Preventing psychosocial risks is protecting people, results and the future of the company.

Know more about our training to meet the NR-1.