Starting May 26, 2025, companies must include psychosocial risks in their Risk Management Programs (PGR), as established by Ordinance No. 1,419/2024, published on August 27, 2024, by the Ministry of Labor and Employment (MTE), which brought new guidelines to Regulatory Standard No. 1 (NR-1).
These changes reflect the government's concern with the increasing number of absences related to employees' mental health. According to official data, in 2023 more than 280,000 disability benefits were granted due to mental and behavioral disorders in Brazil, a number that grew by almost 70% in 2024 (with over 470,000 benefits granted).
With the new guidelines, companies need to identify, evaluate, and implement procedures in their PGR to manage psychosocial risks and prevent the occurrence of diseases and accidents. While NR-1 provides general guidelines, there is no standard procedure to be followed by all companies. Each company must adapt its approach based on conditions and work environments.
To assess psychosocial risks in the workplace, companies can use information from their Human Resources departments, ethics channels, Internal Committees for Accident Prevention and Harassment (CIPAA), labor complaints history, and possible Terms of Conduct Adjustment (TAC). Relevant topics include harassment, burnout, bullying, inadequate organizational culture, exposure to traumatic events, among others. Additionally, it is important to consider the history of medical leaves linked to psychosocial conditions, even if they have not resulted in benefits from the National Social Security Institute (INSS).
It is essential for companies to have a well-structured Code of Ethics and Conduct, including sections on combating harassment and other forms of violence in the workplace, as well as an accessible ethics channel for employees. Furthermore, the implementation of guideline materials and actions promoting mental health in the workplace, including periodic training, plays an important role as a preventive measure against psychosocial risks. The careful structuring of solid materials and actions on this theme minimizes the company's exposure to these risks.
To ensure compliance with the new rules, it is advisable for companies to involve occupational physicians, occupational safety technicians, and other competent professionals in the management of psychosocial risks. The practices and policies will support defenses in labor and social security spheres to avoid the undue configuration of diseases or accidents linked to the work environment, which tend to generate significant financial and reputational impacts.
Recently, the MTE announced that it will publish a manual with specific instructions for addressing psychosocial risks in the PGR. The publication is expected by May 26, 2025, to clarify the procedures to be adopted by companies.
Practical recommendations:
- Review and update the PGR to include psychosocial risks by May 26, 2025.
- Monitor the availability of the manual from MTE.
- Conduct periodic assessments to identify and classify occupational risks.
- Implement preventive measures and monitor occupational risk control.
- Combat the undue configuration of diseases or accidents related to psychosocial risks in labor and social security spheres.
Develop and implement a Code of Ethics and Conduct, ethics channel, training, guideline materials, and actions promoting mental health.
