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 period of 270 days to adapt. In other words, starting on May 25, 2025, companies need to adapt to the new requirements and transform legal challenges into actions that boost productivity and well-being.
“Taking care of mental health in companies has ceased to be a benefit and has become an obligation. The scenario is clear: it is not enough to simply talk about health and well-being; now, Human Resources professionals and leaders need to act strategically and in a 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 the expectations of society, especially considering that data from the Ministry of Social Security indicated that, between 2022 and 2023, the INSS (National Institute of Social Security) granted more than 288,000 work absences due to mental disorders, representing a 38% increase compared to 2022.
“Anxiety is one of the mental disorders that most often keeps Brazilians away from work, a fact that has already been proven in several surveys. One of the most recent surveys, from 2023, found that anxiety was the disorder that most often kept people away from work, followed by depression, stress, and burnout syndrome,” emphasizes Neide.
The data is unequivocal: neglect of mental health transcends 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 extent of the damage.
What changes with NR-01?
The Regulatory Standards (NRs), established by the Ministry of Labor, aim to guarantee the health and safety of workers in their work environments. NR-01, in particular, forms the basis for 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 more broadly covers health risks, 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 humane 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 work environments, expanding the scope of the PGR (Risk Management Program) 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, which considers both physical and psychological aspects," argues Neide.
To prevent these risks and promote a healthier work environment, companies can adopt various strategies, such as:
- 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 the professionals to understand their perceptions of the work environment.
- Data Analysis: Use data on absences, accidents, and performance indicators to identify patterns and trends.
- 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: Offer professional development opportunities 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 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.
- Continuous Monitoring:
- Health Indicators: Monitor indicators such as absenteeism, turnover, and accident rates.
- Climate Surveys: Conduct periodic surveys to evaluate the effectiveness of the measures implemented.
- Employee Involvement:
- Health and well-being committees: Create committees to discuss and propose solutions to the problems identified.
- Wellness Programs: Promoting physical activity, healthy eating, and relaxation practices.
- Leadership:
- Positive Leadership: Leaders should serve as role models of positive behavior, promoting a collaborative and respectful work environment.
- Leadership Development: Offer 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 more humanized work environment,” argues the executive.
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 fundamental to a healthy and productive work environment.
Key points of the law:
- Certification: Companies that meet the requirements established by law may obtain certification, 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 each year, and NR-01 and Law 14.831/2024 represent an important step in this direction.
