A major upgrade to the “NR-01” and the new framework for occupational safety and health

The FF-01 was recast in 2024, while also addressing psychosocial risks, and requires action to prevent them. The companies must meet between now and 2025, to avoid the fines.

What are some of the Website – Regulations?

On the Website – the Regulatory Standards are a set of provisions issued by the MINISTRY of labor and employment, Ministry of Labour and Employment, to ensure the health and safety of workers in different employment contexts. The Website is based on the legal CLT – consolidação das leis do the Work and set out the minimum standards to be observed by both employers and employees. Since its inception, the Website went through constant updates in order to adapt to the new demands of the labour market and the development of new technologies and security practices.

The FF-01 and, in particular, has as its primary focus to establish general guidelines for the management of occupational health and safety, and serves as the foundation for all other rules and regulations.

Providing historical background and developments of the FF-01

On the day of 27/8/24, it was the publication of the decree the MINISTRY of 1.419, bringing with it significant changes to the NR-01 – Regulatory Standard no. 01. This standard has gained new prominence in the redesign of the chapter, ‘to 1.5 Risk Management in the Workplace’ and a review of the ‘Annex I: Terms and Definitions’. Changes to reaffirm its commitment to promoting a work environment that is safer, more inclusive and adapted to the realities of the contemporary world of work.

The main changes in the NR-01

Among the main changes introduced by decree the MINISTRY of 1.419, we highlight the following:

• A review of the concept of a hazard or a risk factor for occupational: The update that resets the term used to describe more clearly the elements that can lead to injury or health problems. This is essential to eliminate any ambiguity that might jeopardize the common understanding among employers, workers, and labor inspectors. The accuracy of the conceptual, which also facilitates the development of effective programmes for the prevention of risks.
• The inclusion of new terms in the Appendix I Have added in concepts such as the ‘Emergency of the Magnitude,’ and ‘Psychosocial Risks’. Some of these risks involve factors such as stress, pressure, results in the harassment, which may impact deeply about the mental health of the workers.
• Management is mandatory for psychosocial risk: The inclusion of risk in the RMP – Risk Management Program represents a milestone in safety. The companies are now required to map to, and mitigation of factors such as stress, occupational health, bullying, workload, and lack of organizational support. The law also encourages the implementation of preventive policies, such as training, leadership, and awareness-raising campaigns.
• Documentation, risks, and action plans for: businesses are required to draw up the documents to enroll in the identification, evaluation and control of occupational risks, while ensuring greater transparency and efficiency in the fulfillment of legal obligations.
• The active participation of the staff of The standard emphasizes the need to engage with the employees in all phases of the risk management process, from discovery to implementation of preventive solutions.
• The new regulatory provisions:
  • The sub-1.5.3.1.4 states that ‘The management of occupational risks shall include the risks arising from physical agents, chemicals, biological hazards, accidents, and hazards related to ergonomic factors, including the risk factors, psychosocial work-related’.
  • The sub-1.5.4.4.5.3 states that ‘the probability of the occurrence of the injury or damages to health resulting from ergonomic factors, including the factors of psychosocial risks, work-related, the risk assessment should consider the demands of work activities, and the effectiveness of the preventive measures are implemented.’

Strategic actions for the well-being of the workers

To ensure a healthy work environment, companies need to adopt effective strategies to prevent harassment and violence at work, as well as to implement measures to manage psychosocial risks. Some of the recommended actions include the following:

• Create a work environment in which to combat the bullying, the humiliation, and the pressure required.
• To provide psychological support, such as therapy, either online or face-to-face.
• To encourage a balance between personal life and professional life.
• To promote physical activity, meditation, and techniques for the management of stress.
• Develop training programs to raise awareness among the employees about mental health.

Enforcement and penalties

The update of the RMP shall be available for inspection from the 26/5/25. If you do not see the business you will be notified, and will have a deadline for a settlement. In the event of non-compliance will be subject to a fine in proportion to the number of employees at the level of the offense and the items are not met.

Impact, and expectations

The inclusion of psychosocial risks, such as the central element of the RMP represents a revolution in the field of health and safety in the workplace. The fact that your mental health is just as important as physical health, the law reflects a concern for the well-being of part of the workforce. This approach is aligned with the global trend in which companies are investing in the work environments, the most well-balanced and inviting, while reducing costs with the leaves, and by promoting increased productivity.

Another important point is the improvement of the requirements for the documentation of the risks and drawing up plans of action. The standardization of the information that would allow for greater control and oversight on the part of the authorities. Companies of all sizes can have up to 25/5/25 to implement these changes, which include the review of internal processes, and the training of leaders that are able to cope with the new challenges.

A look into the future

The update of the FF-01 and highlights the importance of the integrated approach to the management of risks to health and in the workplace. The demand for organizations to incorporate the management of psychosocial factors in the policies of the Brazil, takes an important step towards the promotion of employment contexts healthy, costumes, and safe.

From the point of view of the business, these changes represent an opportunity for companies to set themselves apart as the references on the best practices of management and safety in the workplace. The adoption of preventive measures, and the creation of a working environment that is welcoming, can result in increased engagement of staff, reduce turnover, and improve on the reputation of the brand of the employer.

In addition to this, the reduction of accidents and sicknesses that are related to work has a direct impact on operating costs, reducing operational expenses, with the event of absence, compensation, and litigation. In the long term, companies that are able to adapt quickly to the new requirements of the NR-01 will be well-positioned to meet the challenges of the market, while ensuring the sustainability and competitiveness.

These updates represent an advance, is essential to the health and safety of workers, and the emergence of a working environment, more compassionate and more productive.

https://www.migalhas.com.br/depeso/423916/atualizacao-da-nr-01-e-novo-marco-para-a-seguranca-e-saude-ocupacional