As of May 26, 2025, Regulatory Standard No. 1 (NR-1) will expressly include the obligation to identify and control psychosocial risk factors in Occupational Risk Management (ORM). The update was announced by the Ministry of Labor and Employment (MTE) and, initially, will be exclusively educational in nature. The Labor Inspectorate will only issue citations for failure to comply with these requirements on May 26, 2026.
Psychosocial risk factors are working conditions that negatively affect the mental and emotional health of workers. Some of the main examples include overload of tasks, unattainable goals, moral or sexual harassment, lack of recognition, low autonomy, isolation (including in remote work), recurring interpersonal conflicts and lack of support from leadership. These risks, which were previously treated as secondary in labor laws, are now being given prominence, and their formal consideration is mandatory in companies' risk management programs.
The goal of inclusion is to strengthen workers' health protection by promoting safer, healthier and more productive work environments.
The management of psychosocial factors must be integrated with the ergonomic risk management provided for in NR-17. Companies must begin their assessment processes through the Preliminary Ergonomic Assessment (PEA) and, if necessary, carry out the Ergonomic Work Analysis (EWA). All actions and control measures adopted must be duly documented in the Risk Management Program (PGR) or in the ergonomic assessment itself, respecting the structure provided for in the regulatory standards.
Although the focus in 2025 is for guidance purposes, companies need to take advantage of the transition period to review their Risk Management Programs, train their Occupational Health and Safety (OHS) teams, adapt internal policies and seek specialized technical support, if necessary. Failure to comply with the new requirements may result in penalties starting in May 2026.
The initiative represents an important milestone for the protection of mental health in the workplace and reflects the recognition that psychological well-being is a fundamental part of occupational health and safety. Thus, in addition to meeting a legal obligation, investing in practices to prevent psychosocial risks can generate positive impacts on engagement, productivity and talent retention in organizations.
Our office is prepared to guide companies regarding the requirements brought by the NR-1 update. Should any questions arise or clarifications be needed regarding the implementation of the new guidelines, our specialized team is available to provide all necessary support.