Clearer rules for psychosocial work environment from the New Year

From the turn of the year, the requirements for a psychosocial work environment will be more clearly defined in the regulations. The changes are intended to make it easier for businesses to understand what the concept entails and how they can ensure safe and health-promoting working conditions for their employees in practice.

The goal is not to introduce new obligations, but to clarify the employer's responsibilities and provide better guidance in preventive work environment work.

A clear expectation for employers

According to Director Ingvill Kvernmo of the Norwegian Labour Inspection Authority, this is a good time for businesses to review their own work on psychosocial conditions.

She encourages employers to thoroughly familiarize themselves with the regulations, establish a common understanding of what a good psychosocial working environment entails, and follow up with concrete measures that actually work in everyday life.

What changes are being made to the Working Environment Act?

From January 1, the Working Environment Act, section four three, will be more precisely formulated. It is clearly stated that the requirement for a fully adequate working environment also applies to psychosocial conditions in the workplace.

The work must be planned, organized and carried out so that conditions that affect the employees' psychological and social working environment safeguard health, safety and welfare.

The law also provides several examples of factors that employers must be aware of, including:

• unclear or conflicting demands and expectations
• emotional demands in working with people
• imbalance between workload and available time
• need for support and assistance in everyday work

These points are in addition to existing requirements regarding dignity, integrity, communication and protection against harassment, violence and threats.

New regulatory provisions

At the same time, a new section is being introduced in the regulations on the performance of work. This section details how businesses should work systematically and preventively with psychosocial conditions.

The regulations are divided into three main areas:

• general requirements for the psychosocial working environment
• rules about harassment and other inappropriate behavior
• provisions on violence and threats

What does this mean in practice?

The clarifications do not entail new requirements, but emphasize that the psychosocial working environment should be treated in the same way as the physical working environment.

Fast-paced, demanding tasks or emotional work are not prohibited. Such conditions are a natural part of many professions. The point of responsibility lies in ensuring that the stress does not become harmful to health over time.

The employer must therefore:

• map relevant conditions
• assess risk
• take necessary measures
• follow up the work systematically

Why is the psychosocial work environment so important?

A safe and well-functioning psychosocial work environment is of great importance for both employees and businesses. When employees experience support, predictability and coping, health, motivation and engagement are strengthened.

For the business, this can result in lower sick leave, better quality of work and increased productivity. On the other hand, a poor psychosocial environment can lead to an increased risk of mental health problems, musculoskeletal problems, cardiovascular diseases, errors and accidents.

What characterizes a good psychosocial work environment?

A good psychosocial work environment is about how work is experienced and how people interact in everyday work. Examples of positive characteristics are:

• balance between requirements and available resources
• clear roles, responsibilities and expectations
• opportunity to influence one's own work situation
• support and cooperation between colleagues and management

Systematic and preventive work

The employer is responsible for taking preventive measures throughout the HSE process. This involves mapping risk factors, assessing the overall burden, and selecting measures that are adapted to the actual challenges of the business.

Mapping can be based on several sources, such as work environment surveys, performance appraisals, non-conformance reports and dialogue with employees.

Measures should be prioritized based on risk and can include everything from clearer role clarifications and better planning to support schemes, training and routines for reporting and handling unwanted incidents.

Involvement, information and expertise

A well-functioning psychosocial work environment requires cooperation. Employees, safety representatives and shop stewards must be involved in mapping, assessing and following up on measures.

Good and accessible information strengthens participation, openness and trust, and makes it easier to detect challenges early. In addition, the employer must provide the necessary training and practice, especially where the risk is high.

When is external assistance needed?

If the business lacks the necessary expertise, or the risk conditions so require, the employer must use expert assistance, for example through an approved occupational health service. This can provide professional support in mapping, risk assessment and implementation of measures.

(Source: Norwegian Labour Inspection Authority )