NR-1 ushers in a new era in human resource management

With over 472,000 Brazilians absent from work due to mental health disorders, attention to mental health in the workplace is becoming urgent

The update to Regulatory Standard No. 1 (NR-1), published in 2024, marked the beginning of a new phase for people management in Brazil. The new wording mandates that companies of all sizes identify, assess, and manage psychosocial risks in the workplace in a structured, continuous, and evidence-based manner.

For Tatiana Pimenta, founder and CEO of Vittude, a leading company in the development and strategic management of mental health programs for companies, this change represents a historical milestone. “The standard recognizes that factors such as overload, abusive targets, harassment, insecurity, low psychological safety, lack of recognition, and toxic leadership styles are triggers for mental illness. And addressing this is not just good practice, it's a legal obligation,” she states.

This context reinforces the urgency of the issue. In 2024, more than 472,000 Brazilians were absent from work due to mental disorders, the highest number ever recorded by the Social Security system. According to data from Vittude, based on more than 100,000 respondents, 42% of workers experience moderate or severe mental distress, rates that directly impact productivity and organizational performance.

In addition to absences, an even greater challenge arises: presenteeism, where the employee is physically present but emotionally exhausted and with compromised productive capacity. Vittude's Mental Health Census shows that up to 31% of the time paid by companies can be wasted by professionals experiencing emotional distress.

For the executive, the new wording of NR-1 acts as a catalyst for organizational maturity, inviting organizations to move away from improvisation and ad hoc actions to adopt strategic and preventive management. “Taking care of mental health is taking care of performance. Companies that adopt structured mental health programs, with diagnosis, action plan, goals, and leadership training, can significantly reduce rates of illness, absenteeism, and turnover. It's an investment, not an expense,” she emphasizes.

The new regulation adds to other regulatory advances, such as Law 14.831/24, which created the "Mental Health Promoting Company" seal, and reinforces that organizations can no longer be neutral on the subject. According to Tatiana, the future of work will be defined by companies that see emotional care as a competitive advantage. "The new era of mental health has already begun, and like any structural change, it can be met with resistance or with proactivity. Those who choose the second path will not only be in compliance with the law, but will also be building a competitive advantage," she concludes.

Source: Opinião RH