New Update to NR-1: Impacts and Adjustments for Companies in Promoting Mental Health at Work

The recent update to Regulatory Standard No. 1 (NR-1), promoted by the Ministry of Labor and Employment (MTE) and effective from May 25, 2025, represents an important step forward by including mental health as an essential element in occupational risk management.

Created in 1978, NR-1 establishes guidelines for occupational safety and health (OSH). In August 2024, with the publication of MTE Ordinance No. 1,419, the new wording of chapter 1.5 (Occupational Risk Management) was approved and Annex I (Terms and Definitions) was amended.

Item 1.5.3.1.4 of Chapter 1.5 now expressly provides for the management of psychosocial risks related to work, making the inclusion of these risks in the PGR – Risk Management Program – mandatory, as well as the definition of preventive strategies.

This reinforces the obligation for companies to assess and control psychosocial factors that may negatively impact the mental health of workers. Regardless of size or sector, organizations must:

Mapping psychosocial risks: Identifying factors such as excessive workload, workplace harassment, unrealistic targets, long working hours, and hostile environments.

Implement prevention programs: Develop internal policies for emotional well-being, with actions such as awareness campaigns, encouraging open dialogue, and providing psychological support.

Adapt the PGR: Include not only physical, chemical, biological, and ergonomic risks, but also those related to mental health.

Empowering leaders: Training managers to deal with occupational stress situations and provide adequate support to employees.

The changes will directly impact the organizational culture, requiring the implementation of structured mental health policies, which will be subject to audit and inspection according to NR-1.

Failure to comply with the new guidelines may result in actions by the Labor Prosecutor's Office, the application of fines, or even the closure of the company, as it constitutes a violation of a legal obligation aimed at preserving the integrity of workers and the continuity of business activity.

In addition to NR-1, Law No. 14.831/24, which establishes the "Mental Health Promoting Company" Certificate, also values and recognizes corporate practices aimed at mental well-being in the workplace.

While NR-1 reinforces the legal responsibility of companies in creating healthy environments, Law No. 14.831/24 offers a strategic incentive to those that excel in promoting the well-being of their employees.

Our firm is prepared to support your company in implementing the requirements of NR-1 and in adopting strategies that prevent labor liabilities, consolidating a culture of organizational health.

By Victoria La Maison