Mental health at work: EU psychosocial risk assessment requirements

A positive psychosocial environment improves both employee performance and overall wellbeing.

Conversely, unmanaged risks such as stress, poor communication or harassment can significantly harm mental health at work.

Mental health as a legal requirement in the EU

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

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

This responsibility includes:

• Conducting workplace risk assessments
• Identifying potential stressors (e.g., work-related stress, harassment or violence)
• Applying preventive measures to protect vulnerable groups, such as new and expectant mothers

While specific legislation on psychosocial risks is still evolving at an EU level, the Directive highlights an employer’s duty to safeguard employee health and safety in all work-related aspects.

Employer obligations for psychosocial risk assessments

Employers must carry out 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 conduct individual assessments and implement protective measures, such as altering working conditions or offering suitable alternative roles.

Risk assessments should not be a one-time exercise.

They must be reviewed periodically and updated when workplace circumstances change to maintain compliance.

Employers are also responsible for ensuring that individuals conducting assessments are properly trained, competent and supported with sufficient time and resources.

Examples of common psychosocial risks

Psychosocial risks vary across industries but commonly include:

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

The EU Strategic Framework on Health and Safety at Work emphasises adapting working conditions to reduce these risks, ensuring that employee mental health is treated with the same importance as physical safety.

Best practices to support mental health at work

To create a safe and supportive workplace, organisations should utilise 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 managers: provide line managers with training to help recognise mental health concerns, foster open communication and support employees effectively
• Primary prevention: promote good mental health through stress management programmes, fair job design and healthy workloads
• Secondary intervention: offer early support, such as resilience training or workshops, to employees who are showing signs of distress
• Tertiary support: facilitate return-to-work programmes for employees recovering from mental health-related absences with flexible arrangements
• Mental health first aiders: train designated staff to provide initial support and direct colleagues to professional resources
• Promote awareness and reduce stigma: communicate regularly about available mental health resources and encourage employees to seek help
• Reasonable adjustments: proactively adapt working conditions, such as flexible hours or adjusted workloads, to support employees in distress

By implementing these measures, employers can create a supportive environment that not only addresses mental health issues but also promotes overall employee wellbeing. 

Example: Step-by-Step Psychosocial Risk Assessment Guide

Moving beyond compliance to genuine care

My colleague, Dan J Grace, Director of IRIS HR Consulting Services, shared his thoughts, saying: “After reviewing Claudia’s analysis of psychosocial risk management across EU workplaces, I’m struck by a fundamental paradox: while mental health has rightfully become a legal requirement, there’s still a troubling gap between regulatory compliance and authentic workplace wellbeing.

“The EU Framework Directive 89/391/EEC has undoubtedly elevated mental health on corporate agendas, and that’s progress.

“However, what Claudia and I observe in practice is concerning.

“Too many organisations conduct risk assessments that end up gathering dust, checking boxes without addressing the people behind the data. “They survey stress levels, document harassment risks and file reports, yet employees continue to struggle in silence, fearing stigma more than seeking support.

“The real challenge isn’t defining psychosocial risks – we already know excessive workloads, bullying, poor communication and monotonous work are major hazards.

“The challenge is that many employers still approach mental health as a compliance exercise rather than a human responsibility.

“What gives me hope are the organisations that get it right.

“These employers weave mental health into leadership culture, create safe spaces for open dialogue and, most importantly, act on what they learn.

“They recognise that a psychologically safe workplace isn’t just a legal obligation; it’s both commercially smart and morally essential.

“My takeaway is this: legislation provides the framework, but only genuine commitment delivers results.”

Closing the gap

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

To make real progress, employers must turn assessment insights into actionable plans that meet employees’ needs, such as offering mental health days, access to counselling or peer support networks.

At IRIS, our Global HR Services help organisations bridge this gap by turning compliance into meaningful action.

From designing tailored psychosocial risk assessments to implementing employee wellbeing programmes across borders, we provide the expertise and support needed to create workplaces where people feel genuinely heard, valued and supported.

Learn how our Global HR Services can help you move 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 HR, Claudia is a seasoned leader with extensive experience across the European market.

She holds a CIPD Level 7 Diploma and Chartered MCIPD status, bringing added expertise and operational excellence to IRIS’s International Consulting Service.

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