9 questions and answers to understand psychosocial risk requirements

Employers must adopt measures to combat actions that are harmful to the mental health of employees

In August 2024, the Ministry of Labor and Employment, through Instruction No. 1,419/2024, promoted updates to NR-1 and brought new highlights on psychosocial risks at work. This created a need for employers to include this type of assessment in their obligations, in addition to addressing other types of risks, such as physical, chemical, and biological risks.

Check out the main questions on the topic below so that your company remains compliant:

1. What has changed in NR-1 regarding psychosocial risks?

The standard now explicitly mentions work-related psychosocial risk factors in Occupational Risk Management (GRO). In other words, companies must now include, assess, and control factors such as work overload, burnout, long working hours, interpersonal conflicts, harassment, low autonomy, etc., integrating them into the risk inventory. In addition, NR-1 now articulates directly with NR-17 (Ergonomics), highlighting that these factors are part of work organization.

2. How to manage these factors?

Management should be based on the provisions of NR-1 and NR-17. This involves the preliminary ergonomic assessment (AEP), which is mandatory for all companies, and, when necessary, the ergonomic work analysis (AET). The goal is to adapt the working conditions to the workers' characteristics, preventing diseases and promoting well-being.

As recommended by the Ministry of Labor (MTE) itself, the company should check if specialized assistance is needed. Another important point is to involve professionals from Occupational Safety and Health (SST), leadership, and employees in this process, as well as assigning responsibilities. There is also guidance to address the issue transparently with workers, facilitating their engagement in the process.

3. How to prepare the company for this process?

Preparation includes gathering information about sectors, jobs, activities, processes, and occupational health history. It is also essential to define criteria for risk assessment and develop a strategy for identifying and analyzing these factors, which may involve observations, questionnaires, interviews, or workshops.

4. How are risks identified and assessed?

This step takes place at the AEP, with the active participation of workers. The company must describe the actual working conditions, identify the presence of psychosocial factors, and classify them according to their severity and likelihood of causing harm. The assessment can be qualitative and should consider the duration, frequency, and intensity of exposure to risk.

5. How to implement preventive measures and monitor results?

After assessing the risks, preventive actions must be implemented and recorded in an action plan with deadlines, responsible parties, and monitoring methods. The measures should be reviewed periodically and adjusted according to the results.

6. How should the documentation be done?

All steps must be recorded in the Risk Management Program (PGR) or in the AEP. The risk inventory should include, for example, a description of the hazards, potential health damages, exposed workers, implemented preventive measures, and risk classification, as specified in NR-1.

7. Does every company have psychosocial risk factors?

Not necessarily. They will only be identified if they are present in the working conditions. Just like with chemical or biological risks, psychosocial factors should be assessed on a case-by-case basis, based on the company’s risk identification and evaluation process.

8. Does the identification and assessment of psychosocial risks take into account aspects of the worker's personal life outside the workplace?

The identification and assessment of work-related psychosocial risks involve factors directly linked to the worker's work activities, without covering aspects of their personal life outside the corporate space. These risks, which must be analyzed with the aim of preventing accidents and occupational diseases, originate from the conditions and characteristics of the work environment.

9. Does the identification and analysis of work-related psychosocial risk factors serve to assess the mental health of each worker?

No. The purpose of this process is not to assess the mental health of each worker individually, but rather to analyze the conditions in which the work is performed, identify whether there are factors that could cause illness, and define what preventive actions can be taken. The goal is precisely to prevent mental health problems and other possible illnesses or injuries resulting from work.

HR management solutions

DPC's Human Resources department helps companies identify opportunities for improvement and implement initiatives that promote well-being and emotional health in the corporate environment. This includes leadership development programs, behavioral training, and actions focused on organizational climate and team engagement. To learn more about these and other solutions, please contact us at: dpc@dpc.com.br.