Psychosocial Risk Assessment
Compliance
Regulatory Compliance
Organizational Diagnostics
Development Priorities
The assessment and evaluation of psychosocial risks in the Obligation under the Occupational Safety and Health Act (Section 54 of the Act), which is part of compliance with occupational safety regulations.
Based on regulatory requirements and research in organizational psychology, our assessment provides a comprehensive overview of organizational operations and risks, ranging from quick, standardized compliance solutions to customized diagnostics that identify areas for improvement.
Who is this for?
It is intended for decision-makers—whether in ownership or management roles, as EHS or HR specialists, or in procurement—who wish to improve their organization’s operations and reduce the risks arising from employee stress.
Why is it important to address this issue?
- Required: the Occupational Safety Act (Section 54) requires the identification and assessment of psychosocial risks.
- An organizational culture is developing in which, a place where it feels good to belong.
- Physically healthier, better able to cope with mental stress results in employees.
- Fewer absences and lower turnover, more predictable operations.
- Higher satisfaction and performance.
Unmanaged workplace stress is not only a human problem but also a measurable business risk.
years of experience
satisfied partner
The Effects of Stress
The effects of stress—staff turnover, decreased performance, and errors—can result in hidden costs equivalent to as much as 3 to 5 times an employee’s annual wage cost.
Unproductive presence can manifest itself in various ways, such as:
- through negligence,
- in the absence of a commitment,
- withholding information, which places an additional burden on colleagues.
All of this undermines morale and cooperation, and can increase safety and accident risks. Furthermore, it often leads to:
- duplicate work,
- errors,
- delays in decision-making,
Employee turnover is also a significant cost: it results in the loss of accumulated knowledge, and the emotional and workload burdens of those who leave fall on those who remain.
A healthy occupational safety culture cannot develop in the face of persistently high employee turnover, because tacit knowledge, norms, and operational patterns are constantly being lost.
The good news is that the energy invested in organizational well-being is not a cost, but an investment.
Development programs lead to measurable improvements in performance, greater commitment, and more efficient operations—in other words, they directly support effectiveness and growth.
From Compliance to Complex Diagnostics
The survey consists of more than 600 questions, 14 modules, and various language versions, all of which we fully tailor to organizational units, job roles, and operational characteristics.
Compliance – Regulatory Compliance
A simple, standardized questionnaire that complies with legal requirements.
A quick, audited assessment to ensure compliance with occupational safety regulations.
Organizational Diagnostics – Areas for Improvement
A more in-depth, customized diagnostic assessment using interviews, focus groups, and a unique question bank. This assessment not only meets legal requirements but also reveals a wealth of information valuable for organizational development.
The Survey Process
We assess the need
We conduct interviews and/or focus groups (optional)
We customize the question bank
Coordination of Technology and Methodology
Survey
Analysis of Results
Presentation and Proposed Solutions
Submission of a psychosocial risk assessment report demonstrating compliance with legal requirements
Feel free to contact us—we’ll be happy to guide you through the process and provide a sample report