NR 1 Atualizada: Como Implementar a Gestão de Riscos Psicossociais no Trabalho

Summary

This video focuses on the recent updates to Brazil's Regulatory Standard NR1, emphasizing the integration of mental health management in the workplace. It highlights the new mandate for businesses to address psychosocial risks such as stress, workload overload, and interpersonal conflicts. Companies are encouraged to use diagnostic tools, like Zen Group's corporate mental health index, to identify and mitigate these risks. With examples like Volkswagen, which reduced health costs and absenteeism, the video outlines how businesses can improve employee well-being while aligning with new regulations, ultimately enhancing both employee satisfaction and company results.

Takeaways

• 😀 The focus of the new NR1 regulation now includes mental health at work, emphasizing the importance of promoting healthy and productive work environments.
• 😀 The NR1 regulation has been updated to incorporate psychosocial risks, such as stress, workload, and interpersonal conflicts, into the management of occupational safety.
• 😀 The updated regulation requires companies to go beyond physical and chemical risks and strategically address mental health and psychological well-being in the workplace.
• 😀 In August 2024, Portaria 1419 introduced changes to the NR1, expanding the scope of risk management to include psychosocial factors and making mental health a key priority.
• 😀 Companies must now adopt an integrated approach to manage psychosocial risks, utilizing diagnostic tools to better understand these issues and improve the work environment.
• 😀 The Zeng corporate tool, an index that maps risks like exhaustion and lack of support, is a valuable resource for companies to assess and improve employee well-being.
• 😀 Companies like Volkswagen and Marfer are already seeing significant benefits from implementing these changes, with Volkswagen reducing health-related costs by 29% and absenteeism by 38%.
• 😀 By managing mental health risks effectively, businesses can reduce costs and improve employee well-being, directly contributing to business success and productivity.
• 😀 The active participation of workers in managing these risks is now required by the updated NR1 regulation, emphasizing collaboration and involvement in health management strategies.
• 😀 Conexa, through the support of the Enclave initiative, offers businesses practical tools and guidance for meeting the new mental health regulations and improving employee health at work.

Q & A

What is the main topic of the video?

The main topic of the video is the recent changes in the Norme Regulamentadora (NRU) and how it focuses on mental health in the workplace. It discusses how companies need to manage psychosocial risks and integrate mental health initiatives into their operations.

What does NRU stand for, and why is it important?

NRU stands for Norme Regulamentadora da Saúde no Trabalho, which is a regulatory framework that addresses occupational health and safety. The recent changes have emphasized the importance of managing psychosocial risks, particularly mental health, in the workplace.

What are psychosocial risks, and why should companies pay attention to them?

Psychosocial risks refer to workplace factors such as stress, overwork, interpersonal conflicts, and poor communication that can affect employees' mental health. Companies should pay attention to these risks because they directly impact employee well-being, productivity, and overall business outcomes.

What specific changes were made to the NRU in August 2024?

In August 2024, the NRU was updated to expand the scope of the risk management program (PGF) to include psychosocial risks. This means that companies must now address not only physical and chemical risks but also mental health and psychological well-being in the workplace.

How does the NR1 regulation now emphasize employee participation in risk management?

The NR1 regulation now highlights the active involvement of employees in managing psychosocial risks. This makes mental health a strategic priority, ensuring that workers play an active role in identifying and addressing workplace issues that impact their mental health.

What are some examples of psychosocial risks that companies should address?

Examples of psychosocial risks include work overload, lack of support, conflict-ridden work environments, and poor communication. These factors can lead to stress and burnout, affecting the mental well-being of employees.

What tools can companies use to assess psychosocial risks in the workplace?

One tool that companies can use to assess psychosocial risks is the 'Corporate Tral Index' from Zen Club. This tool helps map out risks like exhaustion, lack of autonomy, and insufficient support, providing valuable data for improving workplace conditions.

How can companies benefit from addressing psychosocial risks?

Addressing psychosocial risks can lead to significant benefits for companies, such as improved employee well-being, reduced absenteeism, and better overall business results. For example, companies like Volkswagen have reduced healthcare costs and improved productivity by addressing mental health issues.

Can you provide examples of companies that have successfully implemented these new NRU regulations?

Yes, companies like Volkswagen and Marfer have already seen positive results from addressing psychosocial risks. Volkswagen, for instance, reduced its healthcare costs by 29% and saw a 38% drop in mental health-related absences, yielding a return of R46 for every real invested.

How can businesses ensure they comply with the updated NRU regulations?

Businesses can ensure compliance by adopting a more integrated approach to managing psychosocial risks. They should use diagnostic tools, involve employees in the process, and implement structured actions to improve mental health at work. Additionally, companies can refer to the eBook provided by Zen Club for detailed guidance on how to comply with the new regulations.