MTE Ordinance No. 1,419/2024, published on August 27, established that the new NR-01 requirements will come into effect on May 25, 2025, giving companies a 270-day period for compliance. In other words, starting May 25, 2025, companies must comply with the new requirements and transform legal challenges into actions that boost productivity and well-being.
“Mental health care in companies has shifted from being a benefit to an obligation. The scenario is clear—it’s no longer enough to just talk about health and well-being; now HR professionals and leadership must act strategically and systematically,” says Neide Leite Galante, Head of Human Resources, Management, and People Development at ButtiniMoraes.
According to her, the ordinance is strategic and aligns with societal expectations, especially considering that data from the Ministry of Social Security indicated that between 2022 and 2023, the INSS granted over 288,000 work leave cases due to mental disorders, representing a 38% increase compared to 2022.
“Anxiety is one of the mental disorders that most frequently keeps Brazilians away from work, as proven by various studies, with one of the most recent in 2023 finding that anxiety was the disorder that most often led to work leave, followed by depression, stress, and burnout syndrome,” Neide emphasizes.
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 reduced quality, 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 workplaces. 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 more broadly covers health risks, including psychosocial factors. This new legal requirement obligates companies to implement preventive actions to identify and control situations such as work overload and harassment, ensuring the physical and mental health of employees and promoting a safer and more humane work environment,” highlights the HR manager at ButtiniMoraes.
It is important to note that NR-01, in its updated version, recognizes the complexity of risks present in work environments, expanding the scope of the PGR beyond physical, chemical, and ergonomic risks. “The inclusion of psychosocial factors, such as work overload, harassment, and interpersonal conflicts, demonstrates the need for a multifaceted approach to occupational health and safety management, 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:Conduct periodic surveys to identify the main sources of stress and job dissatisfaction.
- Individual Interviews:Talk to professionals to understand their perceptions of the work environment.
- Data Analysis:Use data on leave, accidents, and performance indicators to identify patterns and trends.
- Implementation of Preventive Measures:
- Workload Management:Balance workloads, avoiding overload and underutilization.
- Open and Transparent Communication:Establish effective communication channels so 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:Offer professional development opportunities to increase employee engagement and motivation.
- Flexibility:Adopt flexible work practices, such as remote work, whenever possible.
- Quality of Life Program:Implement programs that promote physical and mental well-being, such as physical activities, yoga, and meditation.
- Prevention and Combating Harassment:Establish clear policies against harassment and create safe 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.
- Employee Involvement:
- Health and Well-being Committees:Create committees to discuss and propose solutions to identified problems.
- Well-being Programs:Promote physical activities, healthy eating, and relaxation practices.
- Leadership:
- Positive Leadership:Leaders should serve as role models for positive behavior, promoting a collaborative and respectful work environment.
- Leadership Training:Provide training so leaders can identify and handle stress and conflict situations.
“Preventing psychosocial risks is an ongoing process that requires involvement from all levels of the organization. By implementing these measures, companies contribute to a healthier, more productive, and humane work environment,” argues the executive.
The Law 14,831/2024 represents an important milestone in promoting mental health in the workplace in Brazil, establishing the Mental Health Promoting Company Certificate, 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.
Key points of the law:
- Certificate:Companies that meet the requirements established by the law can obtain the certificate, which serves as a quality seal, demonstrating that the organization is dedicated to promoting mental health.
- Requirements for obtaining the certificate:The law establishes criteria that companies must meet to receive certification, such as implementing mental health promotion policies and programs, offering psychological support services, and creating a safe and healthy work environment.
The fact is that the topic of mental health care and professional well-being in the workplace becomes more relevant each year. NR-01 and Law 14,831/2024 represent an important step in this direction.
