The resumption of fines and other sanctions related to psychosocial risks, following the 90-day suspension period established by Brazil's Supreme Federal Court (STF), places companies in a new phase of implementing Regulatory Standard No. 1 (NR-1). At present, the suspension of sanctions remains scheduled to end on September 23 and, unless there are further judicial developments, penalties will begin to be enforced. In this context, companies face the challenge of effectively integrating psychosocial risk management into their organizational routines.

However, many organizations are still adapting to the new requirements. A survey conducted by consultancy Heach in early 2026 found that 68% of the companies consulted reported not fully understanding the new NR-1 requirements, while 58% said they only take action in critical situations. These findings highlight the need to establish ongoing monitoring and prevention mechanisms integrated into workplace management practices.

At Braskem, preparation for this scenario began before the regulatory change. In 2022, the company launched the development of a Global Health and Well-being Program that, over the years, became embedded in the organization's culture and routines and now forms part of its Comprehensive Health strategy. This framework also includes an investigation process for mental and behavioral disorders, as well as listening, monitoring, and well-being assessment mechanisms.

Among the initiatives are the Check-in program, which helps understand how each individual arrives at work each day, and the Well-being Thermometer, which monitors perceptions regarding the relationship between employees, leadership, and the organization. The company has also adopted the questionnaire developed by the Health and Safety Executive (HSE) in the United Kingdom to assess different dimensions of psychosocial risks in the workplace.

Preparation also involves team development and process reviews. Throughout 2025, Braskem conducted training sessions on workplace mental health and NR-1, aiming to deepen understanding of concepts and practices related to mental health while aligning this knowledge with the company's culture and organizational tools.

According to Dr. Eduardo Ferreira Arantes, occupational physician and Health Manager at Braskem, preparing for the next phase of NR-1 requires integrating the issue into the way organizations operate and make decisions.

"More than responding to a regulatory requirement, this moment calls for organizations to develop the capabilities needed to incorporate the topic into their management practices. For this reason, we have strengthened team training and reviewed our education and certification processes. This movement helps ensure that mental health becomes increasingly integrated into the way we operate," he says.

According to the specialist, preventing mental health issues also depends on understanding the conditions that may contribute to illness and taking action to address them. In practice, this may involve adjusting timelines, redistributing workloads, reviewing processes, and preparing leaders to recognize signs of overload and respond quickly.

This work also includes manager training, awareness and psychoeducation initiatives, and ongoing employee health monitoring. At Braskem, the topic is overseen by senior leadership through Comprehensive Health Committees, which bring together leaders and employees to identify risks and contribute to the development of healthier workplace relationships.

"Mental health needs to be part of companies' daily routines and a shared responsibility, creating the conditions for people to develop and remain healthy," concludes Eduardo.