Entenda o que muda, quais medidas devem ser adotadas e quais são os riscos para empresas que não se adequarem.
A partir de amanhã, 26/05/2026, passa a ser aplicável a nova redação do capítulo 1.5 da NR-01, referente ao Gerenciamento de Riscos Ocupacionais. Com essa atualização, os fatores de risco psicossociais relacionados ao trabalho devem ser considerados na gestão de segurança e saúde ocupacional da empresa, dentro do GRO e do PGR.
Na prática, a empresa deverá demonstrar que identifica, avalia, controla e acompanha situações da organização do trabalho que possam contribuir para adoecimento, conflitos, sobrecarga, assédio, violência, pressão excessiva, falhas de comunicação ou outros fatores capazes de afetar a saúde mental dos trabalhadores.
A mudança não deve ser tratada apenas como uma exigência documental. O ponto principal é que a empresa consiga comprovar a existência de uma gestão preventiva, com registros, plano de ação e acompanhamento das medidas adotadas.
Os riscos psicossociais passam a integrar formalmente a lógica do gerenciamento de riscos ocupacionais, junto aos demais perigos e fatores de risco já avaliados no ambiente de trabalho.
Isso significa que o PGR deve refletir a realidade da empresa, considerando setores, funções, rotinas, forma de organização do trabalho, liderança, comunicação, carga de trabalho, metas, conflitos e canais de relato.
A aplicação de questionários pode ser uma ferramenta útil para levantamento de informações, mas não substitui a gestão do risco. Após a coleta de dados, a empresa deve analisar os resultados, registrar as conclusões, definir medidas preventivas e acompanhar a execução do plano de ação.
Mesmo quando o questionário não apontar risco relevante, é recomendável manter evidências da avaliação realizada, registrar a metodologia utilizada e indicar no PGR ou em relatório complementar que os fatores psicossociais foram considerados.
A empresa que não adequar sua gestão de riscos ocupacionais e não conseguir comprovar a avaliação dos fatores psicossociais poderá ficar exposta a medidas administrativas e trabalhistas. As consequências dependem da situação encontrada, do porte da empresa, da quantidade de empregados, da gravidade da irregularidade e da avaliação da fiscalização.
Entre os principais riscos estão:
Por isso, a ausência de registros, plano de ação, evidências de acompanhamento ou atualização do PGR pode representar fragilidade para a empresa em fiscalizações e processos trabalhistas.
O primeiro passo é realizar uma avaliação estruturada dos fatores de risco psicossociais, considerando a realidade da empresa. Essa análise deve contemplar as atividades exercidas, os setores, as funções, a organização do trabalho e os registros internos já existentes.
Depois da avaliação, a empresa deve elaborar ou revisar o plano de ação, definindo medidas preventivas, responsáveis, prazos e formas de acompanhamento. A gestão deve ser contínua e revisada sempre que houver mudanças relevantes nas atividades, nos processos, nos riscos ou na estrutura organizacional.
A Wissen Consultoria auxilia na avaliação dos fatores de risco psicossociais, estruturação do plano de ação, atualização do PGR e organização das evidências necessárias para atendimento à NR-01.
Entre em contato com a Wissen Consultoria e fale com um dos nossos consultores.
Understand what changes, which measures must be adopted, and what the risks are for companies that do not comply.
As of tomorrow, 05/26/2026, the new wording of chapter 1.5 of NR-01, referring to Occupational Risk Management, becomes applicable. With this update, psychosocial risk factors related to work must be considered in the company’s occupational health and safety management, within the GRO and the PGR.
In practice, the company must demonstrate that it identifies, assesses, controls, and monitors situations related to work organization that may contribute to illness, conflicts, overload, harassment, violence, excessive pressure, communication failures, or other factors capable of affecting workers’ mental health.
The change should not be treated only as a documentary requirement. The main point is that the company must be able to prove the existence of preventive management, with records, an action plan, and monitoring of the adopted measures.
• MTE Ordinance No. 1,419, of August 27, 2024: approved the new wording of chapter 1.5 of NR-01, related to Occupational Risk Management, and changed terms and definitions of the standard.
• MTE Ordinance No. 765, of May 15, 2025: extended until 05/25/2026 the beginning of the effective date of the new wording of chapter 1.5 of NR-01, making the requirement applicable as of 05/26/2026.
• NR-01: establishes the general provisions, terms, and guidelines for occupational risk management and prevention measures in occupational health and safety.
• NR-28: addresses inspection and penalties applicable in case of non-compliance with the Regulatory Standards.
• NR-03: provides for embargo or interdiction measures when a situation of serious and imminent risk is characterized, according to the assessment of the Labor Inspection Auditor.
Psychosocial risks formally become part of the logic of occupational risk management, together with the other hazards and risk factors already assessed in the workplace.
This means that the PGR must reflect the company’s reality, considering sectors, functions, routines, form of work organization, leadership, communication, workload, goals, conflicts, and reporting channels.
• Identify the psychosocial risk factors existing in the activities, sectors, and functions.
• Assess causes, impacts, and possible consequences for workers.
• Include the information in the risk inventory and in the PGR, when applicable.
• Define preventive measures, responsible persons, deadlines, and form of monitoring.
• Train leaders and guide employees on prevention, adequate communication, and expected conduct.
• Create or strengthen listening and reporting channels, ensuring proper handling of reported situations.
• Monitor internal indicators, such as leaves of absence, absenteeism, turnover, conflicts, and occurrence records.
• Periodically review the results and update the action plan whenever necessary.
Questionnaire alone does not solve the issue
The application of questionnaires can be a useful tool for gathering information, but it does not replace risk management. After data collection, the company must analyze the results, record the conclusions, define preventive measures, and monitor the implementation of the action plan.
Even when the questionnaire does not indicate a relevant risk, it is recommended to maintain evidence of the assessment performed, record the methodology used, and indicate in the PGR or in a supplementary report that psychosocial factors were considered.
• Assessment report of psychosocial risk factors;
• Updated risk inventory;
• Action plan with measures, responsible persons, and deadlines;
• Records of training, guidance, and meetings;
• Evidence of internal communication and listening channels;
• Records of monitoring of the adopted measures;
• Updates to the PGR and other OSH documents, when applicable.
A company that does not adapt its occupational risk management and cannot prove the assessment of psychosocial factors may be exposed to administrative and labor measures. The consequences depend on the situation found, the size of the company, the number of employees, the severity of the irregularity, and the assessment of the inspection authority.
Among the main risks are:
• Notice of violation by the Labor Inspection Auditor;
• Application of administrative fines, according to NR-28 criteria;
• Requirement for documentary regularization and presentation of evidence;
• Increase in labor liabilities in cases of allegations of work-related illness;
• Greater difficulty in defense during inspections, labor claims, or investigations;
• Risk of embargo or interdiction in exceptional situations of serious and imminent risk, according to NR-03.
Therefore, the absence of records, an action plan, evidence of monitoring, or update of the PGR may represent a weakness for the company during inspections and labor proceedings.
The first step is to carry out a structured assessment of psychosocial risk factors, considering the company’s reality. This analysis must include the activities performed, the sectors, the functions, the work organization, and the existing internal records.
After the assessment, the company must prepare or review the action plan, defining preventive measures, responsible persons, deadlines, and forms of monitoring. Management must be continuous and reviewed whenever there are relevant changes in activities, processes, risks, or organizational structure.
Wissen Consultoria assists in the assessment of psychosocial risk factors, structuring of the action plan, updating of the PGR, and organization of the evidence necessary to comply with NR-01.
Contact Wissen Consultoria and speak with one of our consultants.
• Official Federal Gazette: MTE Ordinance No. 1,419, of August 27, 2024.
• Ministry of Labor and Employment: MTE Ordinance No. 765, of May 15, 2025, which extended the beginning of the effective date of the new wording of chapter 1.5 of NR-01.
• Ministry of Labor and Employment: updated NR-01.
• Ministry of Labor and Employment: NR-03, Embargo and Interdiction.
• Ministry of Labor and Employment: NR-28, Inspection and Penalties.