NR-1 and psychosocial risks: From concept to practice
Following our recent event on the new NR-1, we have prepared a special bulletin with the main legal and practical impacts related to the management of psychosocial risk factors in companies.
With the full entry into force of the new NR-1 on May 26, 2026, psychosocial risk factors, such as disproportionate targets, pressure management, burnout, unpredictable working hours, chronic overload and dysfunctional communication, will formally be part of Occupational Risk Management (GRO) and the Risk Management Program (PGR), with the same rigor required for physical, chemical and biological agents.
More than just a regulatory update, the change represents a new paradigm in the way the inspectorate, the Labor Prosecutor’s Office (MPT), employers’ unions and the judiciary have been analyzing mental health and corporate responsibility.
Companies with inconsistent documentation or generic mapping can be weakened in labor inspections and litigation. However, having an RMP in place is not enough. What inspectors and the judiciary value is consistency between the risk identified, the methodology used, the documentation produced and the measures actually implemented.
In addition to the fines provided for by NR-28 and other more relevant financial risks, there is the extremely important reputational component, which already has repercussions on commercial clauses and compliance requirements, so that structured management of psychosocial factors is not just a legal obligation, it is a competitive advantage.
Read the full newsletter at the link below, where you will find:
- NR-1’s main legal and evidentiary challenges;
- Risks of inconsistent documentation;
- The necessary precautions when identifying psychosocial factors and including them in the GRO;
- Labor, social security and reputational impacts involved;
- Points of attention for companies seeking to build effective and sustainable management.
