In recent years, we’ve seen a major transformation in the way companies take care of their #employees. The most recent, and perhaps one of the most important, is the updating of NR-1, which comes into force from May 2025.
This standard, which establishes general guidelines on the obligations, rights and duties of companies and workers in relation to safety and #health at work, now demands even more attention from employers. One of the main points is the mandatory inclusion of psychosocial risks in the Risk Management Program (PGR). Stress, burnout, moral harassment and other factors previously considered “intangible” must now be formally mapped and managed by organizations.
What does this mean in practice? That companies that don’t adapt in time could face fines, labor lawsuits and significant damage to their reputation, as well as compromising the actual well-being of their employees.
NR-1 also requires that the risk assessment process be continuous, with the active participation of workers and constant updating of documents, i.e. it’s not enough just to create a #PGR, you need to encourage a culture of prevention and real care.
I’ve seen many companies still unsure about how to prepare for these changes. The good news is that, with the right guidance, it is possible to turn this obligation into an opportunity to reinforce the commitment to employee health and minimize legal and operational risks.
At @Pryor Global, we have supported our clients in this process through our corporate insurance and benefits management area, with customized solutions that help them comply with legislation and build safer and more sustainable work environments.
If your company hasn’t started this movement yet, the time is now.
By: Marcelo Barsotti
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