Psychosocial Risks: Ministry of Labor establishes transition period for inspection actions

Requirements related to psychosocial risk factors will have an educational character, with penalties beginning in May 2026.

The Ministry of Labor and Employment (MTE) has announced that the inclusion of psychosocial risk factors in the workplace, through the Occupational Risk Management (GRO) framework, will initially be enforced in an educational and guiding manner.

Previously, companies were expected to be held accountable for actions to prevent psychosocial risks starting May 26, 2025, and would be subject to inspections and penalties.

The agency's new stance grants companies an adaptation period to adjust their processes and work toward promoting safer work environments. Labor Inspection penalties will only begin on May 26, 2026.

What are psychosocial risks

On this concept, the Ministry of Labor and Employment (MTE) presented the following definition:

“Psychosocial factors at work are situations that involve the way activities are planned, organized, and carried out. When not properly managed, these situations can harm workers' mental, physical, and social health. Examples include unattainable goals, excessive workload, moral harassment, lack of support from supervisors, repetitive or solitary tasks, imbalance between effort and reward, as well as workplaces with communication failures.”

Psychosocial risks in the GRO

As of May 26, 2025, Regulatory Standard No. 1 (NR-1) will include psychosocial risk factors in the Occupational Risk Management (GRO), in accordance with the definitions set forth in MTE Ordinance No. 1,419/2024. These factors will be considered occupational risks, alongside physical, chemical, biological, accident-related, and ergonomic risks.

Company Adaptation

Employers need to prepare to meet the new guidelines of NR-1 by identifying areas for improvement and working on the development of practices aimed at quality of life and emotional health in the workplace.

As recommended by the MTE itself, the organization should assess whether it needs specialized assistance. Another important point is to involve OHS professionals, leadership, and employees in this process. There is also guidance to address the issue transparently with workers, making it easier for them to engage.

Although the penalty phase has been postponed, companies should not delay adapting to the requirements, as complex actions are involved that require internal assessments, workforce involvement, and, in some cases, cultural changes.

HR Management Solutions

DPC’s Human Resources department is ready to support companies in developing practices focused on quality of life and emotional health in the workplace, such as leadership programs, behavioral training, and climate and engagement initiatives. Rely on these and other solutions: dpc@dpc.com.br.