O Yellow SeptemberThe national suicide prevention campaign is becoming even more relevant at a time when the mental health in the workplace is at the center of corporate discussions. Worldwide World Health Organization (WHO) estimates that 12 billion working days are lost each year due to depression and anxiety, which represents an annual economic impact of US$1 trillion.
It is in this context that the recent postponement of the Regulatory Standard No. 1 (NR-1), which deals with occupational risk management programs, reveals a worrying situation in Brazilian companies: the majority are still not prepared to deal with the mental health of their employees in a structural, genuine and data.
For many leaders, the NR-1 postponement can even be considered a relief or a respite from responsibility. However, this extension of the deadline is a reflection of a weakness in organizations: the difficulty in moving from discourse to effective action when it comes to psychological well-being.
Mental health must be non-negotiable in companies
If mental health was previously seen as an optional benefit or a one-off marketing initiative, the updated standard makes it a formal and indisputable responsibility.
This change requires companies to implement concrete actions for the prevention and control of psychosocial risksThey are subject to inspection and, in the event of non-compliance, fines.
For the psychologist Eduarda Cury"It is important for companies to adopt structured mental health care measures. We know that this movement has been growing over time, but it is not yet fully consolidated in our reality." The expert emphasizes that creating a work environment psychologically safe is not just a choice, but a strategic necessity.
Cury complements this view by highlighting the necessary breadth: "Investing in mental health involves the whole world. culture of a company, from providing a safe environment, promoting well-being on a daily basis, welcoming people, complementary activities, among others, and this needs to be taken seriously."
The psychologist points out that the existence of regulatory standards helps to give due importance to the issue, encouraging leaders to take care not only of their teams, but also of themselves.
The urgency of corporate mental health
The need for a structured approach to mental health in companies has never been more evident. Recent data from the Ministry of Social Security and the INSS show an alarming scenario: in 2024, more than 472,000 Brazilian workers had to take time off work for mental health reasons.
This figure represents an increase of 134% in benefits granted compared to 2022, when sick leave totaled 201 thousand.
The main reasons for these absences are mostly reactions to stress (28.6%), anxiety (27.4%), depressive episodes (25.1%) and recurrent depression (8.46%). The data not only illustrates a crisis, but also reinforces how the work environment is responsible for generating stress, anxiety and burnout.
Companies need to understand that taking care of mental health is not just a matter of law or compliance, but a strategy of sustainability organizational. The data shows that we are facing an epidemic, which directly affects productivity and competitiveness in business, generating very high costs with sick leave, high turnover and loss of talent.
For Laura Salles, founder and CEO of PlurieBR, "the he mental health agenda is urgent and can no longer be postponed. The postponement of NR-1, for example, should not be seen as a relief, but rather as a critical opportunity for organizations to put aside improvisation and actually structure themselves to build safe and healthy work environments, based on data and effective actions."
Ways to overcome improvisation
The lack of data Concrete action on the mental health of employees is one of the major challenges that the postponement of NR-1 has highlighted. Many companies still limit themselves to superficial actions, such as isolated lectures, without consistent indicators or follow-up plans.
Salles emphasizes that, although many companies recognize the importance of psychological health at workThe approach is still superficial and intuitive. "The discourse that 'we take care of people' cannot be sustained without robust metrics," he warns.
For her, the true prevention of illness requires a diagnosis precise risk factors within each organizational culture. "This process goes beyond a simple climate survey, requiring the collection of qualitative and quantitative data on well-being, workload, interpersonal relations and sense of belonging. belonging. Without these indicators, actions are a shot in the dark." he adds.
To overcome this weakness, organizations need to adopt a structured approach. The report "Mental Health in Data - Issue 13", published by the Ministry of Health in March 2025, illustrates the urgency of public policies and corporate actions based on data and evidence.
On this journey, leaders can follow a few pillars to make progress on the issue:
- Diagnosis: Implement regular organizational climate surveys focusing on mental health indicators, including stress levels, sleep quality and job satisfaction.
- Continuous monitoring: Establish metrics such as the rate of absenteeism due to psychosocial causes, turnover by area and the frequency of interpersonal conflicts.
- Targeted interventions: Develop specific programs based on the data collected, such as leadership training, support groups and flexibility policies.
- Impact assessment: Regularly measure the effectiveness of the actions implemented through objective indicators.
Postponement of NR-1 as an opportunity
The transition from discourse to effective action requires an effort that goes beyond good intentions: it demands knowledge in the area, investments in technology and, above all, a profound cultural change.
Many companies still improvise, but the lack of preparation to deal with employees' mental health creates a high-risk scenario. This is where specialist organizations like PlurieBR become essential partners. They work to fill this gap by offering solutions based on concrete data and turning insights into strategies that really do prevent illness and promote healthy environments in a structured way.
PlurieBR CEO Laura Salles emphasizes the importance of a structured approach. "To build a truly safe and healthy environment, companies need a roadmap"he says.
She explains that it's not enough to offer isolated benefits such as therapy sessions or yoga. It is essential to use data to identify the main triggers of stress and anxiety specific to each team.
Based on this diagnosis, it's possible to create programs that solve problems at their source, whether it's work overload, a lack of job transparency or a low-inclusion environment. PlurieBR, for example, works precisely by providing this intelligence, transforming data into strategies for people management personalized and effective.
"By investing in psychological well-being, the company not only fulfills its responsibility, but also reaps the rewards of a more engaged, creative and productive team", adds Laura.
Companies should take strategic advantage of the postponement of NR-1. This is a chance to develop skills in mental health management to come out ahead when the standard finally comes into force. More importantly, they will be protecting their employees and building truly sustainable working environments.
In a market that is constantly evolving, tomorrow's competitive advantage will belong to those who invest in their human capital today.
Salles points out that companies that use the time of the NR-1 postponement to build a culture of psychological safety e well-being are not just preparing for regulatory compliance, they are innovating. "They demonstrate a real commitment to their employees, which has a direct impact on attracting and retaining talent. Investment in data, technology and, above all, active listening to employees is what will differentiate successful companies from those that only do the bare minimum," he says.
Investment in data, technology and, above all, active listening to employees is what will differentiate companies that perform exceptionally well from those that simply do the minimum. It's a chance to build a solid foundation, based on mutual respect and trust, which generates long-term benefits for everyone.
In a scenario where lack of employee engagement is common, the attitude of leaders and management becomes part of a larger whole that must speak a single, humanized language.
The postponement of NR-1 is a call to action. As the data shows, there is no more time for improvisation when it comes to the mental health of Brazilian workers. The road to lasting success inevitably passes through a genuine and measurable commitment with the well-being of those who make the company happen: the people.
Talk to a PlurieBR expert and develop mental health in your work environment.