Regulatory Standard No. 1 (NR-1) serves as the foundation for all Occupational Health and Safety (OHS) guidelines in Brazil, defining the core principles that guide accident prevention and the creation of appropriate work environments.
Occupational Risk Management (ORM) represents an evolution in corporate practices for worker protection. Alongside it, the establishment of the Risk Management Program (RMP) and its respective documentation are mandatory requirements that replace the Environmental Risk Prevention Program (PPRA).
Organizations take the lead role in autonomously adopting these preventive measures. The responsibility for implementing the program lies with the organization, as the standard does not specify a mandatory professional role for this task.
Properly structuring the program requires continuous mapping of all working conditions. At a minimum, the RMP must contain a risk inventory and an action plan.
The 2026 NR-1 update and the focus on mental health
Ministry of Labor and Employment (MTE) Ordinance No. 1,419/2024 represents a significant regulatory advancement for the Brazilian corporate environment. This legal framework update mandates that mental health receive the same level of attention historically dedicated to physical and chemical hazards.
The educational period for organizations to adapt their structures has been set for May 26, 2026. After this deadline established by the Brazilian Government, labor inspections will become punitive for companies found to be in non-compliance.
The new regulation requires the identification and proactive management of factors affecting the psychological well-being of teams. To fulfill this legal obligation, companies must include psychosocial risks in their Risk Management Program (RMP) inventory.
The Occupational Health and Safety (OHS) sector is undergoing a conceptual transition in its daily operational guidelines. The focus is shifting from a purely physical view of safety toward an integrated approach to mental health management.
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Which aspects of mental health does NR-1 consider?
Organizations must restructure their internal assessments to adapt work routines. The new mapping required by the standard takes the following aspects into account:
- Unattainable goals and excessive working hours
- Lack of role clarity and continuous cognitive overload
- Conflictual interpersonal relationships and lack of support
- Organizational environments with ineffective communication
- Cases of moral or sexual harassment within the company’s interpersonal relations
Active prevention of these harmful scenarios protects the well-being of the professionals involved. A corporate culture guided by continuous assessments minimizes the onset of occupational diseases associated with chronic stress.
How to identify and evaluate psychosocial risks?
Properly mapping these hazards requires an integrated analysis of work routines and organizational ergonomics. This is why compliance with NR-17 must be integrated into your RMP, which is the document that formalizes Occupational Risk Management.
Structuring this workflow begins with the preparation of a Preliminary Ergonomic Assessment. This initial document makes it possible to identify flaws in task organization as well as the cognitive demands imposed on teams.
Accurate identification of these risks requires the use of appropriate, evidence-based methodologies. Companies can apply the following approaches to structure their internal corporate assessments:
- Active listening practices with employees to understand their perceptions of the work environment;
- Use of scientifically validated questionnaires to measure stress levels objectively;
- In-depth analysis of HR indicators, such as absenteeism and employee turnover rates.
Analyzing this information provides the basis for creating a practical and effective action plan. Selected preventive measures must define who is directly responsible and establish clear implementation deadlines.
Continuous monitoring of these actions helps protect the mental health of the entire workforce.
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What are the consequences of non-compliance?
The Risk Management Program (RMP) functions as a bilateral legal document with significant evidentiary weight. It can serve both as a company’s primary line of defense or as incriminating evidence of employer negligence.
Failure to comply with these new requirements after the deadline will expose your organization to the risk of severe administrative penalties. Companies also face the risk of public civil actions by the Brazilian Labor Public Prosecutor’s Office (MPT), which can lead to substantial financial compensation payments.
A lack of preventive management makes it easier for an occupational mental illness to be officially recognized as work-related. In these scenarios, the worker is entitled to sickness benefits and subsequent job stability.
Ignoring employee mental health can lead to financial impacts on your company’s cash flow. By prioritizing psychological safety, your company also mitigates the following legal consequences:
- Imposition of heavy fines during routine government inspections.
- Judicial rulings determining compensation for individual and collective moral damages.
- Increased costs associated with prolonged medical leave.
What remains valid from previous NR-1 updates?
Many pillars defined by past versions of the standard remain operationally relevant to the Brazilian market. The original technical framework already offers the necessary foundation for a complete understanding of the new requirements.
In alignment with ISO 45001, the regulatory structure for ORM follows the PDCA cycle approach (Plan, Do, Check, Act). Applying this methodology allows organizations to systematically monitor and adjust their safety policies:
- Plan: Identify hazards and determine Occupational Health and Safety (OHS) objectives.
- Do: Implement the projects planned within the Risk Management Program (RMP).
- Check: Monitor the effectiveness of actions and measure results.
- Act: Adopt continuous improvement for occupational performance.
The transition to an electronic environment remains a mandatory requirement for reporting to government agencies. Organizations must submit OHS information in digital format, following the model approved by STRAB.
The legal validity of documentation depends on the use of certification technologies recognized by the national legal framework. The standard also allows all documents required by the NRs to be issued and stored digitally, provided they use a digital certificate issued under the Brazilian Public Key Infrastructure (ICP-Brasil).
SoftExpert Suite enables the digitalization and structured organization of all legally required files with full adherence to these certification standards. Implementing the platform centralizes corporate information management and facilitates your company’s compliance with various standards and regulations.
Who receives differential treatment under NR-1?
Differential treatment for small businesses remains valid to simplify administrative management. Under the current text of NR-1, Individual Micro-Entrepreneurs (MEIs), Micro-Enterprises (MEs), and Small Businesses (EPPs) classified under risk levels 1 and 2 are exempt from preparing the RMP and PCMSO.
This exemption applies only to organizations that declare the absence of harmful physical, chemical, or biological agents. Conducting medical examinations and issuing occupational health certificates (ASO) remain mandatory requirements for all profiles.
How does technology support NR-1 compliance?
Mapping physical, chemical, and now psychological threats increases corporate management complexity. Using established technological tools becomes essential to ensure compliance with all legal elements.
Maintaining well-organized documentary records helps avoid serious failures during government inspections. A structured digital archive protects your organization against unforeseen lawsuits or labor liabilities.
SoftExpert Risk is a solution that covers all aspects of the risk management process, facilitating the management of occupational threats in your company. The software encompasses everything from initial risk identification to mitigation, including assessment, analysis, and monitoring.
This allows your team to manage incidents and execute actions effectively with proper communication.
The platform allows you to create specific action plans for the new psychosocial factors determined by the regulation. The system optimizes the routine of safety professionals through the following core features:
- Accurate identification of elements harmful to the psychological well-being of teams;
- Creation of action plans for control testing and mitigation measures;
- Continuous tracking of the effectiveness of adopted measures.
Read more articles like this:
- NR 7: What it is, how to adapt your company, and avoid fines [Step-by-step guide]
- What is EHS: the pillars of Environment, Health, and Safety in organizations
- Essential Steps in the Work Incident Management process
- Behavior-Based Safety (BBS): How to Create a Safety Culture and Reduce Risks in Your Company
Conclusion
The updated NR-1 sets a new standard for occupational safety by placing mental health on the same level as physical risks. Organizations must fully integrate psychosocial risks into their Risk Management Programs (RMP) to avoid severe legal penalties.
Mapping these new ergonomic and psychological demands requires an approach directly aligned with NR-17 guidelines. Proper digital documentation and continuous monitoring serve as the primary defense against administrative fines or labor lawsuits.
Manually handling this increasing regulatory complexity is highly inefficient and exposes your company to unnecessary compliance vulnerabilities. Adopting specialized technology like SoftExpert Suite centralizes your risk management efforts and supports a healthier environment for your workforce.
Looking for more efficiency and compliance in your operations? Our experts can help identify the best strategies for your company with SoftExpert solutions. Contact us today!
FAQ – Frequently Asked Questions about NR-1
The new NR-1 update makes it mandatory for companies to identify and manage psychosocial risks, such as stress and harassment, within their Risk Management Program (RMP). The final deadline for full compliance is May 26, 2026.
They are organizational factors that harm mental health. Examples include unattainable goals, excessive working hours, moral or sexual harassment, poor communication, and lack of role clarity, leading to burnout and anxiety.
Yes. The rule applies to all employers hiring under the CLT regime, regardless of size or sector. However, MEIs, MEs, and EPPs (risk levels 1 and 2) without specific physical, chemical, or biological risks are exempt from creating an RMP.
After May 26, 2026, non-compliant companies face severe administrative fines, actions from the Labor Public Prosecutor’s Office (MPT), and higher financial costs due to the official recognition of occupational diseases like burnout.
No. You do not need to discard your current RMP, but you must revise it substantially. The risk inventory and action plan must be updated to explicitly include the newly identified psychosocial factors and their mitigation strategies.
No. The law does not require hiring a full-time psychologist. However, companies must use valid methodologies to assess risks, such as active listening and scientifically validated questionnaires, and may hire consultants if necessary.
NR-17 deals with ergonomics and serves as the starting point for this update. To accurately map psychosocial risks, companies must perform a Preliminary Ergonomic Assessment (AEP) to evaluate cognitive demands and general work organization.
