Mental health at work: EU psychosocial risk assessment requirements

A positive psychosocial environment improves employee performance and overall well-being.

Conversely, unmanaged risks such as stress, poor communication or harassment can have a significant impact on mental health in the workplace.

Mental health as a legal requirement in the EU

The EU recognizes mental health as a legal requirement under EU Framework Directive 89/391/EEC.

Employers are obliged to identify, assess and manage all workplace hazards, including psychosocial risks.

These responsibilities include:

• Conduct risk assessments in the workplace
• Identify potential stressors (e.g., work-related stress, harassment, or violence)
• Implement preventive measures to protect vulnerable groups, such as new mothers and pregnant women

Although specific legislation regarding psychosocial risks is still developing at EU level, the Directive highlights the duty of employers to safeguard the health and safety of employees in all work-related aspects.

Employer obligations for psychosocial risk assessments

Employers must conduct regular risk assessments to detect and address psychosocial hazards.

This includes special considerations for new or expectant mothers, defined as employees who are pregnant, have given birth within six months or are breastfeeding.

Upon written notification, employers are legally required to carry out an individual assessment and implement protective measures, such as changing working conditions or offering a suitable alternative role.

Risk assessments should not be done just once.

These guidelines should be reviewed periodically and updated as workplace circumstances change to maintain compliance.

Employers are also responsible for ensuring that individuals undertaking assessments are well trained, competent and supported with adequate time and resources.

Examples of common psychosocial risks

Psychosocial risks vary between industries, but generally include:

• Excessive workload and job insecurity
• Bullying, intimidation, or harassment (both physical and verbal)
• Poor communication and lack of recognition
• Monotony, lack of autonomy or underutilization of skills

The EU Strategic Framework on Health and Safety at Work emphasizes adapting working conditions to reduce these risks, ensuring that employees’ mental health is treated with as much importance as physical safety.

Best practices for supporting mental health in the workplace

To create a safe and supportive workplace, organizations must employ a comprehensive mental health strategy that includes prevention, intervention, and ongoing support:

• Develop a mental health strategy: integrate mental health into HR and wellbeing policies with input from employees and professionals
• Train manager: provide training to line managers to help recognize mental health issues, foster open communication and support employees effectively
• Primary prevention: promote good mental health through stress management programs, fair job design, and healthy workloads
• Secondary intervention: offering initial support, such as resilience training or workshops, to employees who show signs of distress
• Tertiary support: facilitate return-to-work programs for employees recovering from mental health-related absences with flexible arrangements
• Mental health first aid: train designated staff to provide initial support and direct colleagues to professional resources
• Increase awareness and reduce stigma: communicate regularly about available mental health resources and encourage employees to seek help
• Reasonable adjustments: proactively adapting working conditions, such as flexible working hours or adjusted workloads, to support employees who are experiencing difficulties

By implementing these steps, companies can create a supportive environment that not only addresses mental health issues but also improves overall employee well-being.

Example: Step-by-Step Psychosocial Risk Assessment Guide

Move from mere compliance to genuine care

My colleague, Dan J GraceDirector of HR Consulting Services IRIS, shared her thoughts and said: “After reviewing Claudia’s analysis of psychosocial risk management in the workplace in the EU, I discovered a fundamental paradox: even though mental health has become a legal requirement, there is still a disturbing gap between regulatory compliance and real workplace wellbeing.

“EU Framework Directive 89/391/EEC has undoubtedly raised mental health on the corporate agenda, and this is progress.

“However, what Claudia and I observed in practice was very concerning.

“Too many organizations conduct risk assessments that end up collecting dust, ticking boxes without addressing the people behind the data. “They survey stress levels, document risks of harassment and file reports, but employees continue to struggle in silence, more afraid of stigma than seeking support.

“The real challenge is not defining psychosocial risk – we already know that excessive workload, bullying, poor communication and monotonous work are major dangers.

“The challenge is that many companies still view mental health as a compliance effort and not a human responsibility.

“What gives me hope are organizations that are doing the right thing.

“These entrepreneurs are incorporating mental health into their leadership culture, creating safe spaces for open dialogue and, most importantly, acting on what they learn.

“They recognize that a psychologically safe workplace is not just a legal obligation; it is also commercially smart and morally important.

“My takeaway is: the law provides the framework, but only genuine commitment will produce results.”

Closing the gap

The biggest barrier is a misconception: mental wellbeing requires a comprehensive risk management approach, not just awareness.

To achieve real progress, employers must turn assessment insights into actionable plans that address employee needs, such as offering mental health days, access to counseling, or a peer support network.

At IRIS, we Global HR Services helps organizations bridge this gap by turning compliance into meaningful action.

From designing customized psychosocial risk assessments to implementing cross-border employee wellbeing programs, we provide the expertise and support needed to create workplaces where people feel truly heard, valued and supported.

Learn how we do Global HR Services can help you go beyond compliance to build a healthier, more resilient workforce.

About the author: Claudia Morel-Zifonte, Senior International HR Consultant at IRIS

With a passion for delivering results in the HR field, Claudia is a seasoned leader with extensive experience in the European market.

He holds CIPD Level 7 Diploma and Chartered MCIPD status, bringing additional expertise and operational excellence to IRIS International Consulting Services.

Having lived in many countries and being fluent in three languages, Claudia thrives in multicultural environments and values ​​building meaningful relationships across diverse teams.