Companies must now prioritize the mental health of their employees

The MTE 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 for compliance. In other words, from May 25, 2025, companies need to comply with the new requirements and turn legal challenges into actions that boost productivity and well-being.

“Mental health care in companies is no longer a benefit, it 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 in a strategic and structured way,” says Neide Leite Galante, Head of Human Resources, Management and People Development at ButtiniMoraes.

According to her, the ordinance is strategic and meets society's expectations, especially considering that data from the Ministry of Social Security indicated that, between 2022 and 2023, the INSS granted more than 288 thousand absences from work due to mental disorders, which represents an increase of 38% compared to 2022.

“Anxiety is one of the mental disorders that most keeps Brazilians away from work, which has already been proven in several surveys, with one of the most recent in 2023 finding that anxiety was the disorder that most kept people away from work, followed by depression, stress and Burnout syndrome”, highlights Neide.

The data is unequivocal: neglect of 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 decreased 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 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 (RMP) now covers health risks more broadly, including psychosocial factors. This new legal requirement obliges 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 humanized work environment,” emphasizes the Human Resources manager at ButtiniMoraes.

It is important to highlight that NR-01, in its updated version, recognizes the complexity of the risks present in the work environments, expanding the scope of the PGR beyond physical, chemical, and ergonomic risks. "The inclusion of psychosocial factors, such as workload, 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 several strategies, such as:

1. Risk Identification and Assessment:

• Organizational Climate Survey:Conduct periodic surveys to identify the main factors of stress and dissatisfaction at work.
• Individual Interviews:Talk to professionals to understand their perceptions of the work environment.
• Data Analysis:Use data on absences, accidents and performance indicators to identify patterns and trends.

2. Implementation of Preventive Measures:

• Workload Management:Balance the 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 professional development opportunities so that employees feel more engaged and motivated.
• Flexibility:Adopt flexible working practices, such as remote working, wherever 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 Combat of Harassment:Establish clear anti-harassment policies and create safe channels for reporting.
• Promoting Diversity and Inclusion:Create an inclusive work environment where everyone feels valued and respected.
• Psychological Support:Offer psychological support services to professionals who need them.

3. Continuous Monitoring:

• Health Indicators:Monitor indicators such as absenteeism, turnover and accident rates.
• Climate Research:Conduct periodic surveys to assess the effectiveness of the measures implemented.

4. Professional Involvement:

• Health and Wellbeing Committees:Create committees to discuss and propose solutions to identified problems.
• Wellness Programs:Promote physical activities, healthy eating and relaxation practices.

5. Leadership:

• Positive Leadership:Leaders must serve as positive role models, fostering a collaborative and respectful work environment.
• Leadership Training:Provide training so that leaders can identify and deal with stressful and conflict situations.

“Preventing psychosocial risks is an ongoing process that requires the involvement of all levels of the organization. By implementing these measures, companies contribute to a healthier, more productive and humanized work environment,” argues the executive.

A Law 14.831/2024represents an important milestone in the promotion of mental health in the workplace in Brazil, establishing theMental Health Promoting Company Certificate, an official recognition for companies that demonstrate a genuine commitment to the psychological well-being of their employees.

In summary, Law 14,831/2024 encourages companies to adopt practices that promote the mental health of their employees, recognizing that psychological well-being is fundamental to a healthy and productive work environment.

Main points of the law:

• Certificate:Companies that meet the requirements established by law will be able to obtain the certificate, which serves as a seal of quality, 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 policies and programs to promote mental health, offering 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 every year, NR-01 and Law 14.831/2024 represent an important step in this direction.