Occupational health and safety
Occupational risk assessment is an essential part of occupational safety management. With the increasing awareness of mental health, it becomes imperative to integrate these aspects into safety policies.
This article, which is a Complete Guide to Occupational Risk Assessment and Mental Health, aims to provide a clear understanding of how to identify, analyze, and manage risks in the work environment, promoting a safer and healthier environment for employees.
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What is the PGR and why did it replace the PPRA?
The PGR (Risk Management Program) is an updated approach to occupational risk management. It was implemented to replace the PPRA (Environmental Risk Prevention Program) due to the need for a more integrated and efficient management. The PGR involves the identification and control of risks, promoting a safer and healthier work environment.
Understand the new NR-1 and its implications (2024)
The new NR-1, which will take effect in 2024, brings significant changes to occupational safety guidelines. It emphasizes the importance of risk management in a more comprehensive way.
The standard establishes that all companies must implement the PGR (Risk Management Program), covering all activities and workers, with the aim of preventing accidents and promoting mental health in the workplace.
Mandatory PGR Components: Risk Inventory and Action Plan
The components of the PGR include the risk inventory, which identifies hazards in the work environment, and the action plan, which defines the measures to be taken to mitigate these risks. This structure ensures that the company takes preventive actions, providing a safer environment for all employees.
The replacement of the PPRA by the PGR occurred to meet the new demands of the labor market, which require a more proactive approach. The main changes include a more holistic approach to risk management, integration with other safety standards, and a greater focus on mental health, reflecting the evolution of occupational safety practices.
How to conduct an occupational risk assessment in the PGR?
To conduct an occupational risk assessment in the PGR, it is essential to follow a systematic process. First, identify the hazards present in the work environment.
Next, analyze the likelihood of occurrence and the severity of the consequences. This assessment allows you to prioritize risks and develop effective mitigation measures, ensuring worker safety and compliance with regulations.
Step-by-step to classify risks (probability × severity)
Classifying risks involves analyzing two main factors: the probability of an event occurring and the severity of its consequences.
First, use a classification table to assign a score to the probability, which can range from low to high.
Next, do the same for severity. Multiply the obtained values to determine the risk level. This classification helps in prioritizing actions and directing corrective measures.
AIHA and Fundacentro rating tables: how to use them?
Rating tables, such as those from the AIHA (American Industrial Hygiene Association) and Fundacentro, are useful tools in risk assessment. They provide criteria to classify the severity and likelihood of identified risks. To use them, the data collected during the assessment must be compared with the parameters established in the tables, helping to determine the severity and the need for intervention.
Practical example: calculation of the risk level (occupational noise case)
To calculate the risk level related to occupational noise, first identify the noise intensity in decibels (dB) in the work environment. Next, classify the probability of exposure and the severity of the health impact on employees. Multiplying the two values will allow you to determine the risk level associated with the noise, enabling appropriate measures to be taken to mitigate it.
Occupational risks you cannot ignore in 2025
In 2025, the identification and management of occupational risks become even more crucial. In addition to traditional risks, new threats, such as those related to mental health, need to be prioritized.
It is fundamental for companies to develop effective strategies to mitigate these risks and offer a safe and healthy work environment, promoting the well-being of all employees.
Traditional risks: physical, chemical, and biological
Traditional risks include physical, chemical, and biological risks. Physical risks range from falls and repetitive strain injuries to exposure to noise and extreme temperatures.
On the other hand, chemical risks refer to exposure to hazardous substances, which can cause chronic and acute illnesses. Finally, biological risks involve agents such as bacteria, viruses, and fungi, which can lead to infections and other health complications, making their monitoring essential.
Emerging risks: mental health and burnout (ILO and INSS data)
In recent years, emerging risks related to mental health have been increasingly recognized.
Data from the ILO (International Labour Organization) indicate that one in five workers suffers from mental health problems.
Burnout, in turn, is a condition that affects the productivity and well-being of employees. Information from the INSS reveals that leave for these reasons has been growing, highlighting the importance of preventive actions in companies.
To include psychological risks in the PGR inventory, it is essential to start with a careful analysis of the work environment and the dynamics among employees.
Therefore, conduct surveys and interviews to identify stressors and situations that can lead to burnout. After identification, evaluate the intensity of these risks, and develop an action plan that includes training, psychological support, and strategies to promote a healthier environment, prioritizing mental well-being.
NR-1 and legal obligations for companies
Regulatory Standard NR-1 establishes essential guidelines for occupational health and safety management. Companies have a legal responsibility to implement the Risk Management Program (PGR) and ensure that all obligations are being met. This includes the identification, analysis, and control of occupational risks, as well as the promotion of a safe work environment.
PGR deadlines and validity: when to review? (2 or 3 years)
The PGR must be reviewed every two or three years, depending on the complexity of the company's activities and the associated risk level. In addition, reviews must occur whenever there are significant changes in operations, the introduction of new equipment or processes, or after accidents. This update is crucial to ensure that the program remains effective in the face of workplace realities, guaranteeing that risks are continuously monitored and mitigated.
Keep in mind that Individual Microentrepreneurs (MEIs) and micro-businesses are exempt from the obligation to draft the PGR, as determined by law. However, this does not exempt them from ensuring that their employees work in a safe environment.
Although the requirement for a formal PGR does not apply, these companies must still adopt measures for the control and prevention of occupational risks, promoting occupational health and safety practices according to their capacities and conditions.
Mental health at work: costs and prevention in the PGR
Mental health at work is an increasingly relevant issue, impacting not only the workers' quality of life but also company productivity and the economy as a whole.
Mental disorders can generate significant costs, affecting a country's GDP. Investing in prevention and the promotion of mental health in the work environment is fundamental, and the PGR must include strategies that prioritize psychological well-being, ensuring a healthy and productive workplace.
Mental disorders have a significant financial impact, contributing to reduced productivity and increasing healthcare costs.
With the updated legislation, burnout was recognized as an occupational disease by ICD-11 (International Classification of Diseases). This change highlights the importance of companies implementing measures to prevent emotional exhaustion and promote a healthy work environment. Legal recognition implies that workers affected by burnout are entitled to medical assistance and benefits, reinforcing the need for workplace mental health programs and a PGR that encompasses psychological risks.
Proactive strategies: mental health programs in companies
Implementing proactive mental health programs in companies is essential to promote employee well-being and prevent psychological disorders. These programs can include training on stress management, emotional intelligence workshops, and psychological support.
Based on the PGR, organizations should develop actions that prioritize mental health, creating an organizational culture that values self-care, encouraging open dialogue about emotional health, and establishing support mechanisms for employees.
Tools and templates to implement the PGR
To facilitate the implementation of the PGR, several tools and templates are available, allowing companies to manage risks more effectively. The use of specialized software and automation can streamline data collection and analysis, aiding in risk identification and the continuous monitoring of working conditions. These tools help organizations stay up to date with legal requirements and promote safer and healthier work environments.
Technology in risk management: software and automation
Risk management software and automation are indispensable tools for companies seeking to implement an efficient PGR. These systems allow organizations to conduct risk assessments, monitor working conditions, and generate reports in a practical way. They also enable real-time data integration, facilitating decision-making and communication between departments, contributing to the continuous improvement of safety-at-work practices.
Conclusion
In a constantly evolving work environment, attention to occupational risks and employees' mental health is fundamental to the success of organizations. The effective implementation of the Risk Management Program (PGR) and compliance with NR-1 guarantee not only legal protection but also the promotion of well-being in the work environment.
Investing in mental health and prevention strategies translates into significant gains for companies, reducing costs and increasing productivity. By prioritizing safety and health, organizations create a healthier and more sustainable space, benefiting everyone involved.
Fabio Caraça
Fábio Caraça is the Chief Growth Officer at Pix Force. He leads Pix Force's transformation into a scalable SaaS operation, combining strategic vision, culture, and high-impact execution.
