Among the main points of the resolution are a series of obligations to make customer service more efficient and transparent. Operators are now responsible for handling requests that are not directly related to procedure coverage, allowing beneficiaries to track these requests online, and clearly disclosing all customer service and ombudsman channels on their websites.

Since July 1, 2025, operators have also been required to provide a protocol or registration number at the end of each service call, allowing beneficiaries to track the progress of their requests through the indicated channel.

In addition, they [the operators] must provide conclusive responses within the deadlines set by ANS and submit, in writing, the justification for any coverage denials, even if the consumer does not request this clarification. As a result, operators can no longer use generic terms such as “under review” or “in process,” which are so familiar to health plan beneficiaries, as they no longer meet the standards required by the regulations.

Fraud, cyberattacks, executive liability, and legal requirements have become part of everyday corporate life. In this context, having specific insurance for this new scenario is no longer a choice but a strategic necessity.

Three types of insurance stand out for their relevance: Cyber Liability, D&O (Directors and Officers), and Professional Liability (Errors & Omissions).

These insurances offer legal and financial protection in delicate situations, such as professional failures or decisions that raise legal questions. More than just coverage, they are strategic risk management tools, reinforcing governance, supporting ESG initiatives, and helping to preserve the company’s reputation and continuity.

Learn more about each of them below.

Cyber Liability

More than just insurance against hackers, cyber liability coverage protects the company against losses caused by data leaks, operational downtime, and damage to reputation. It is an effective response to the increase in cyberattacks in Brazil and worldwide.

D&O (Directors and Officers)

This insurance protects executives and administrators from lawsuits related to decisions made in the exercise of their duties. With growing pressure for transparency, governance, and ESG practices, D&O offers peace of mind for those at the helm of businesses.

Today, there are several ways to gather this kind of information: climate surveys with a focus on quality of life, specific benefits forms and periodic interviews, for example. With this data in hand, it’s possible to identify important trends: are there more young people or people over 40? Employees with young children? A history of chronic illnesses?

This information guides not only the choice of health insurance, but also the definition of other benefits, based on the real needs of the team, and not on assumptions. Data from a Robert Half survey reveals that for 97% of the workers interviewed, the benefits package is a key factor when accepting a job offer.

The choice of health insurance, in particular, can vary greatly according to the internal public. If the majority of employees are young and healthy, plans focused on prevention make more sense. On the other hand, teams with a higher average age or a higher incidence of chronic illnesses can benefit from plans with a wide network.

In addition, the profile survey can indicate opportunities for complementary actions, such as mental health programs, nutrition or encouraging physical activity. This contributes to a healthier organizational culture and more efficient management of health costs.

As of 2025, all information related to occupational health will have to be recorded and sent electronically by the system, a process that requires extra attention from the HR department.

Sending this data incorrectly or incompletely can have serious consequences, such as fines, labor lawsuits and inspections.

What must be sent to eSocial system?

Mandatory OSH events include

– Identification of the worker and employment relationship.

– Information on occupational medical examinations.

– Details of the Occupational Health Certificate (ASO).

– Clinical assessments and complementary tests carried out by the worker.

How do I send it?

The process must be carried out directly in the eSocial system:

1. Access the system.
2. Select the eSocial Management menu.
3. Choose OSH Events.
4. Select the events you want.
5. Click on Generate batch.

Each batch can contain up to 50 events.

To access, you need to

– Login via Gov.br

– “eSocial – WEB Access Group” access profile

– Active digital certificate

What does NR-1 stipulate?

In addition to mapping and managing occupational risks through the Risk Management Program (PGR), NR-1 requires companies to formally report occupational risks and accidents to the government through eSocial system. This reinforces the importance of continuous and technically precise management.

NR-1 establishes the general guidelines for Occupational Safety and Health (OSH) standards and, since it was last updated, has brought relevant changes that directly impact company management.

What has changed in NR-1?

The recent updates to NR-1 bring important changes for companies and require HR to act more strategically. Among the main changes is the obligation to review the Risk Management Program (PGR). Now, in addition to physical, chemical and biological risks, companies must include psychosocial risks, such as stress, burnout and bullying.

In partnership with the Occupational Safety department, the HR department must ensure that all documents are up to date and in line with the new requirements, as well as promoting training for leaders and teams on the revised protocols.

Another important change is the formal inclusion of psychosocial risks in Occupational Risk Management (ORM). This requires companies to develop policies and practical actions for well-being and mental health, with psychological support programs, prevention of harassment and burnout, and monitoring of the organizational climate.

Given this scenario, it is essential that companies prioritize the financial well-being of their employees as a management strategy. Human Resources (HR) departments play a key role in this transformation, promoting an environment where employees feel safe to share difficulties and seek support. This approach contributes to reducing presenteeism and turnover, strengthening the organizational culture and boosting business results.

Another effective way to change this scenario is to offer solutions that promote the long-term financial stability for employees. Corporate benefits, such as private pension plans, encourage more structured planning, reducing uncertainty about the future and minimizing the risk of financial stress in the face of unforeseen events.

The role of private pensions plans in the financial well-being of employees

Private pensions are a strategic benefit for the financial health and well-being of employees. With greater financial security, they can make more assertive decisions about their spending and investments, reducing immediate worries about money and, consequently, improving their performance at work.

In addition, this benefit can reduce financial stress, directly impacting employee productivity and the organizational climate.

NR-1, which establishes general provisions on safety and health at work, now includes the responsibility of employers to promote an environment conducive to psychological well-being. This implies recognizing and managing psychosocial risks, such as stress, moral harassment, work overload and other factors that can affect employees’ mental health.

To comply with this new obligation, companies will have to draw up two main documents:

Ergonomic Work Analysis (AET): this must be updated to include all factors that may impact workers’ mental health, identifying psychosocial risks present in work activities.

Occupational Risk Management (GRO): consists of a comprehensive plan to mitigate the risks identified, establishing preventive and corrective measures to promote psychological well-being in the workplace.

Implementing these measures aims not only to comply with legislation, but also to create a healthier and more productive working environment. Companies that invest in the mental health of their employees can see improvements in productivity, employee engagement and satisfaction, as well as reducing costs with sick leave.

Company responsibility x flexible benefits

According to the Consolidation of Labor Laws (CLT), the company has some specific obligations towards its employees, such as the payment of salaries, vacations, 13th salary, FGTS and other labor rights. However, extra benefits are offered voluntarily by the company, but they are important tools for attracting and retaining talent.

There are various types of flexible benefits that can be offered by companies, depending on the needs of the employees, such as culture vouchers, childcare assistance, education assistance, food and meal vouchers and health and dental insurance.

How to implement flexible benefits

In order to implement flexible benefits effectively, the company must consider several aspects. Firstly, it needs to understand the profile of its employees. An internal survey can help identify which benefits would be most valued. For example, if most employees have young children, childcare assistance could be an important option. If many of them are looking for training, an education allowance would be a good investment.

In addition, it is essential to take the company’s budget into account. Although flexible benefits offer advantages for both the employer and the employee, it is necessary to set financial limits that do not compromise the organization’s financial health. The important thing is to balance the benefits with the company’s economic reality, offering options within a viable budget.

Another important point is internal communication. Employees need to be aware of the benefits available and how they can access them. For this, the human resources team can help by guiding employees.

This scenario reinforces the importance of alternatives that can mitigate the financial impact at such delicate times. Life insurance with the inclusion of funeral assistance, for example, stands out as an effective and affordable solution. 

Why consider life insurance with funeral assistance?

Life insurance is an essential tool for guaranteeing security and protection at delicate times, especially when it includes funeral assistance. Available to both individuals and companies, this coverage offers a practical and economical solution for dealing with burial or cremation expenses, as well as helping with bureaucratic procedures. For companies, taking out group policies is a strategic benefit, providing peace of mind for employees and their families. 

With the privatization of cemeteries in São Paulo and the consequent increase in funeral costs, funeral assistance has become even more relevant. By including it in life insurance, it is possible to reduce the financial impact on beneficiaries by guaranteeing comprehensive support. In addition, group policies can be customized with additional coverage, such as natural death, accidental death or disability due to illness or accident, offering complete protection tailored to the specific needs of each group.  

In addition to financial security, life insurance with funeral assistance also brings emotional benefits. At a time of loss, the family is already overwhelmed with grief, and the presence of this support can ease the burden of difficult decisions. The assistance covers everything from transfer costs to the organization of ceremonies and burial, allowing family members to take the time to properly say goodbye to their loved ones.

According to data from the National Council of Justice, in April, more than 27,000 cases were opened related to supplementary health, almost double the number registered in the same period in 2022. Between January and July this year, 164,905 new cases were filed, an indication that the problem is not limited to isolated cases, but has become a systemic issue.

The seriousness of the situation has led the Procon-SP Foundation, the Brazilian Consumer Defense Institute (Idec) and the Federal Public Defender’s Office to send a formal request to the National Supplementary Health Agency (ANS). The entities are calling for urgent measures to deal with the increase in complaints and suggest adjustments to the sector’s regulations, with a view to greater consumer protection.

Among the proposals is the creation of stricter criteria and a ban on the unilateral cancellation of group health insurance by operators, a measure that would protect beneficiaries from sudden and unjustified cancellations. Another point highlighted is the need for greater transparency on the part of operators, ensuring that consumers have access to clear information on adjustments and a full copy of the contract.

The impact of these cancellations goes beyond financial issues. In many cases, the termination of contracts directly affects people undergoing critical medical treatment, leading to the interruption of essential care. This practice, which is considered abusive, has been challenged in both the legislative and judicial spheres. Recently, the Consumer Defense Commission of the Chamber of Deputies approved a bill that prohibits the unilateral cancellation of health insurance in cases of emergency or urgency.