Companies must now prioritize the mental health of their employees

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 period of 270 days for adjustment. That is to say, starting from May 25, 2025, companies need to adapt to new requirements and turn legal challenges into actions that drive productivity and well-being

"The care for mental health in companies has ceased to be a benefit and has become an obligation". The scenario is clear, it's not enough to just talk about health and well-being, "now HR professionals and leaders need to act in a strategic and structured way", says Neide Leite Galante, Head of Human Resources, Management and Development of People at ButtiniMoraes

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

"Anxiety is one of the mental disorders that most keeps Brazilians away from work", what has already been proven in various surveys, with one of the most recent in 2023 showing 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: neglecting mental health transcends financial losses. By compromising the well-being and productivity of its professionals, companies neglect their greatest asset. The hidden costs, how absenteeism, the turnover and the decrease in quality, reveal the true damage

What changes with NR-01

The Regulatory Standards (NRs), established by the Ministry of Labor, they aim to ensure the health and safety of workers in their work environments. A NR-01, in particular, establishes the Risk Management Program (RMP), requiring companies to identify, evaluate and control occupational risks, implementing preventive measures to protect the health and physical integrity of its employees

"The Risk Management Program (PGR) now more broadly encompasses health risks", including psychosocial factors. This new legal requirement obliges companies to implement preventive actions to identify and control situations such as workload overload and harassment, ensuring the physical and mental health of employees and promoting a safer and more humanized work environment, highlights the Human Resources manager of 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 beyond physical risks, chemical and ergonomic. "The inclusion of psychosocial factors", as workload, harassment and interpersonal conflicts, demonstrates the need for a multifaceted approach to occupational health and safety management, that considers both physical and psychological aspects, argue Neide

To prevent these risks and promote a healthier work environment, companies can adopt various strategies, how, for example

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 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

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, like 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, as remote work, whenever possible
• Quality of Life Program:Implement programs that promote the physical and mental well-being of professionals, like physical activities, yoga and meditation
• Prevention and Combat of 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

3. Continuous Monitoring:

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

4. Professional Involvement:

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

5. Leadership:

• Positive Leadership:Leaders should serve as role models of positive behavior, promoting a collaborative and respectful work environment
• Leadership Training:Offer training for leaders to identify and handle situations of stress and conflict

"The prevention of psychosocial risks is an ongoing process that requires the involvement of all levels of the organization". When implementing these measures, companies contribute to a healthier work environment, productive and humanized, defends the executive

A Law 14.831/2024represents an important milestone in promoting mental health in the workplace in Brazil, instituting theMental 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 incentiva as empresas a adotarem práticas que promovam a saúde mental de seus profissionais, recognizing that psychological well-being is essential for a healthy and productive work environment

Main points of the law:

• Certificate:Companies that meet the requirements established by law may obtain the certificate, that serves as a quality seal, 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, how the implementation of mental health promotion policies and programs, the offer of psychological support services and the creation of a safe and healthy work environment

The fact is that the topic of mental health care and the well-being of professionals in the workplace becomes more relevant each year, the NR-01 and Law 14.831/2024 representam um passo importante nessa direção