Ministry of Labor and Employment Ordinance No. 1,419/2024, published on August 27, established that the new requirements of NR-01 will come into effect on May 25, 2025, granting companies a 270-day period to make adjustments. In other words, starting on May 25, 2025, companies need to comply with the new requirements and turn legal challenges into actions that drive productivity and well-being.
“Caring for mental health in companies has ceased to be a benefit and has become an obligation. The scenario is clear, it is not enough to just talk about health and well-being, now Human Resources professionals and leaders need to act strategically and structurally,” says Neide Leite Galante, Head of Human Resources, Management, and People Development at ButtiniMoraes.
According to her, the ordinance is strategic and in line with society’s expectations, especially considering that data from the Social Security Ministry indicated that, between 2022 and 2023, INSS granted over 288,000 work leaves for mental disorders, representing a 38% increase compared to 2022.
“Anxiety is one of the mental disorders that most frequently cause Brazilians to be absent from work, as already proven in various studies, with one of the most recent in 2023 finding that anxiety was the most common disorder that led people to be absent from work, followed by depression, stress, and Burnout syndrome,” emphasizes Neide.
The data is unequivocal: neglecting mental health goes beyond financial losses. By compromising the well-being and productivity of their professionals, companies neglect their greatest asset. Hidden costs, such as absenteeism, turnover, and quality reduction, reveal the true damage.
What changes with NR-01?
The Regulatory Standards (NRs), established by the Ministry of Labor, aim to ensure the health and safety of workers in their work environments. NR-01, in particular, underpins the Risk Management Program (PGR), requiring companies to identify, assess, and control occupational risks, implementing preventive measures to protect the health and physical integrity of their employees.
“The Risk Management Program (PGR) now encompasses a broader range of health risks, including psychosocial factors. This new legal requirement obliges companies to implement preventive actions to identify and control situations such as workload overload and harassment, ensuring the physical and mental health of employees and promoting a safer and more humanized work environment,” highlights the Human Resources manager at ButtiniMoraes.
It is important to note that the updated version of NR-01 recognizes the complexity of risks present in work environments, expanding the scope of PGR beyond physical, chemical, and ergonomic risks. “The inclusion of psychosocial factors, such as workload overload, harassment, and interpersonal conflicts, demonstrates the need for a multifaceted approach to the management of health and safety at work, considering both physical and psychological aspects,” argues Neide.
To prevent these risks and promote a healthier work environment, companies can adopt various strategies, such as:
- Identification and Assessment of Risks:
- Organizational Climate Survey: Realize periodic surveys to identify the main stress and dissatisfaction factors at work.
- Individual Interviews: Talk to professionals to understand their perceptions about the work environment.
- Data Analysis: Use absenteeism, accidents, and performance indicators data to identify patterns and trends.
- Implementation of Preventive Measures:
- Workload Management: Balance workload, avoiding overload and underutilization.
- Open and Transparent Communication: Establish effective communication channels so that professionals feel comfortable expressing their opinions and concerns.
- Recognition and Appreciation: Implement recognition and appreciation programs, such as bonuses, promotions, and periodic feedback.
- Training and Development: Provide opportunities for professional development so that employees feel more engaged and motivated.
- Flexibility: Adopt flexible work practices, such as remote work, whenever possible.
- Quality of Life Program: Implement programs that promote the physical and mental well-being of professionals, such as physical activities, yoga, and meditation.
- Prevention and Combating Harassment: Establish clear policies against harassment and create secure channels for reporting.
- Promotion of Diversity and Inclusion: Create an inclusive work environment where everyone feels valued and respected.
- Psychological Support: Offer psychological support services to professionals in need.
- Continuous Monitoring:
- Health Indicators: Track indicators such as absenteeism, turnover, and accident rates.
- Climate Surveys: Conduct periodic surveys to assess the effectiveness of implemented measures.
- Involvement of Professionals:
- Health and Well-being Committees: Create committees to discuss and propose solutions to identified problems.
- Wellness Programs: Promote physical activities, healthy eating, and relaxation practices.
- Leadership:
- Positive Leadership: Leaders should serve as models of positive behavior, promoting a collaborative and respectful work environment.
- Leadership Training: Provide training for leaders to identify and deal with stress and conflict situations.
“Prevention of psychosocial risks is a continuous process that requires the involvement of all levels of the organization. By implementing these measures, companies contribute to a healthier, more productive, and humane work environment,” the executive argues.
The Law 14.831/2024 represents an important milestone in promoting mental health in the workplace in Brazil, establishing the Certificate for Mental Health Promoting Company, an official recognition for companies that demonstrate a genuine commitment to the psychological well-being of their professionals.
In summary, Law 14.831/2024 encourages companies to adopt practices that promote the mental health of their professionals, recognizing that psychological well-being is essential for a healthy and productive work environment.
Main points of the law:
- Certificate: Companies that meet the requirements established by the law may obtain the certificate, which acts as a quality seal, demonstrating that the organization is dedicated to promoting mental health.
- Requirements for obtaining the certificate: The law sets criteria that companies must meet to receive certification, such as implementing policies and programs to promote mental health, providing psychological support services, and creating a safe and healthy work environment.
The fact is that the topic of mental health care and well-being of professionals in the workplace becomes more relevant each year, NR-01 and Law 14.831/2024 represent an important step in this direction.
