Ministry of Labor and Employment establishes new rules to protect workers’ mental health
New year, new rule. As of May 2025, all Brazilian companies will be obliged to implement occupational risk management plans that include the mental health of their workers. This requirement stems from the updating of Regulatory Standard No. 1 (NR-1), carried out by the Ministry of Labor and Employment (MTE) in August 2024.
NR-1, which establishes general provisions on safety and health at work, now includes the responsibility of employers to promote an environment conducive to psychological well-being. This implies recognizing and managing psychosocial risks, such as stress, moral harassment, work overload and other factors that can affect employees’ mental health.
To comply with this new obligation, companies will have to draw up two main documents:
Ergonomic Work Analysis (AET): this must be updated to include all factors that may impact workers’ mental health, identifying psychosocial risks present in work activities.
Occupational Risk Management (GRO): consists of a comprehensive plan to mitigate the risks identified, establishing preventive and corrective measures to promote psychological well-being in the workplace.
Implementing these measures aims not only to comply with legislation, but also to create a healthier and more productive working environment. Companies that invest in the mental health of their employees can see improvements in productivity, employee engagement and satisfaction, as well as reducing costs with sick leave.
Failure to comply with the new NR-1 guidelines can result in penalties for companies, including fines and bans. In addition, those responsible for the organizations could face administrative and legal proceedings in the event of serious or fatal accidents resulting from non-compliance with safety regulations.
The updating of NR-1 demonstrates the growing concern about mental health in the workplace, highlighting the impact of psychosocial factors on workers’ well-being. It also opens up space for companies to review their corporate benefits and insurance strategies, becoming an opportunity to reinforce initiatives to support mental health.
Relying on specialized partners such as Pryor Global can be essential in this process. With expertise in managing corporate benefits and insurance, Pryor helps companies structure support programs that go beyond compliance, integrating solutions aligned with promoting well-being and retaining talent.
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