The updating of Regulatory Standard No. 1 (NR-1) reinforced the need for companies to identify, assess and prevent psychosocial risks in the workplace and to implement a Risk Management Program (PGR). These risks involve organizational factors that can damage people's mental health, such as excessive demands, lack of control over work and absence of social support. In this article we explain the main aspects of NR-1 and how your company can take action.
In official note of april 24, 2025The Ministry of Labor had foreseen that the new requirements would come into force on an educational basis as of May 26, 2025, without the imposition of immediate fines or penalties. A MTE Ordinance No. 765 of May 15, 2025has postponed the start to May 26, 2026, guaranteeing an extra year to plan, test and implement its psychosocial risk management programs with legal and technical certainty.
This extension invites organizations to strengthen their preventive strategy, train their teams and adopt effective tools before enforcement actually begins. To deepen this planning, your company can rely on PlurieBR's Psychosocial Risk Mapping Survey, a complementary step to the Diversity X-Ray.
What are psychosocial risks and why does NR-1 include them?
Psychosocial risks are conditions linked to the organization and management of work that can cause stress, exhaustion and mental illness. A International Labor Organization (ILO) recommends their prevention as an essential part of occupational health. NR-1 incorporated this approach into Occupational Risk Management (GRO) and the PGR, making it mandatory to assess these threats to well-being.
How to assess psychosocial risks effectively
The assessment must be conducted by qualified professionals (occupational psychologists, occupational physicians, safety engineers, ergonomists, etc.) and be based on validated methods:
- Validated questionnaires: Tools such as COPSOQ, QSP and Maslach Burnout Inventory (MBI) provide reliable quantitative data for mapping risk factors.
- Interviews and focus groups: Allow active listening to the teams, revealing perceptions and experiences that may not appear in questionnaires.
- Analysis of organizational indicators: Rates of absenteeism, turnover and sick leave due to mental health issues help to pinpoint critical areas.
- Direct observation: Assesses, on a day-to-day basis, aspects of the environment and interactions that influence climate and psychological safety.
PlurieBR tip: our Psychosocial Risk Mapping Survey combines these methods in a safe and anonymized diagnosis, in line with NR-1.
The three stages of mitigating psychosocial risks
According to experts at the event "What companies need to know about the management of psychosocial risks and the updates to NR-01", organized by the Brazilian Human Resources Association (ABRH-SP), the management of these risks must follow three levels of action:
1 - Primary mitigation: prevention
Focus on eliminating or reducing risks at their source, with organizational policies, improving the environment and carrying out preventive diagnoses.
As PlurieBR supports: we offer Psychosocial Risk Mapping Surveya secure and anonymized solution that identifies critical points and guides preventive actions.
2 - Secondary mitigation: early intervention
It seeks to detect signs of psychological distress and act before they worsen, with awareness-raising actions and support programs.
As PlurieBR supports: we carry out at least an action to raise awarenessThis will enable leaders and teams to recognize signs of risk and promote a healthier organizational culture.
3 - Tertiary mitigation: support and treatment
When the damage has already occurred, it is essential to guarantee adequate support for those affected, such as psychological counseling, medical assistance and reintegration programs.
How the company can act: structure robust internal welcomeThis means ensuring access to specialized services and revisiting organizational practices that may be contributing to illness.
Technical responsibility and care in implementation
NR-1 requires that assessment and mitigation be carried out by professionals registered with a professional council. The use of inaccurate or unqualified tools compromises the diagnosis and generates legal risks. The PGR must be integrated into the GRO and, whenever it exists, involve the Internal Accident Prevention Commission (CIPA).
How PlurieBR helps your company manage psychosocial risks
PlurieBR delivers a complete solution, based on scientific methodology and guarantees:
- Data collection anonymized and insurance.
- Transparent diagnosis to guide preventive and corrective actions.
- Integration with other indicators of diversity, culture and belonging.
- Awareness-raising actions to support leaders and strengthen the organizational culture.
NR-1 as an opportunity for organizational transformation
More than a legal obligation, managing psychosocial risks is an opportunity for companies to build healthier, more productive and innovative environments. Companies that invest in well-being e mental safety strengthen their reputation, attract and retain talent and boost sustainable results.
Talk to a PlurieBR expert and ensure compliance and well-being in your work environment.