Preventing psychosocial risks : how to do it?

The prevention of psychosocial risks (RPS) is essential to guarantee the well-being of employees and maintain sustainable performance within companies. The RPS, who include stress, harassment, or even burn-out, can have serious consequences on the health of employees and on productivity. Here are the key steps to effectively prevent these risks, by integrating the RPS audit and the development of a prevention plan.

1. Conduct a psychosocial risk audit

The RPS audit is an essential approach to identify and assess the risk factors present in the organization. This audit may include:

• Anonymous questionnaires to gather the perceptions of employees.
• Individual or group interviews to deepen the understanding of the issues.
• Analysis of HR indicators such as the absenteeism rate, sick leave or turnover.

The aim is to map areas of tension and identify the root causes of dysfunctions. A well-conducted audit provides a solid basis for building a tailor-made prevention strategy.

2. Develop a PSR prevention plan

Once the risk factors have been identified, it is necessary to design a concrete and adapted action plan. This plan should include:

• La training of managers and teams on the management of RPS.
• La setting up listening devices, like a psychological support unit.
• The organization of working conditions, whether it's workload, schedules, or interpersonal relationships.
• Defining clear procedures to prevent and deal with situations such as harassment or conflicts.

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3. Integrating PSR prevention into corporate culture

The prevention of PSR should not be limited to a one-off approach. It is an ongoing commitment that must be integrated into the company's overall strategy. This involves:

• An active social dialogue with staff representatives.
• Regular awareness-raising and communication actions to anchor best practices.
• Monitoring and evaluation the measures put in place to adjust the prevention plan if necessary.

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The benefits of PSR prevention

By integrating the RPS audit and a structured prevention plan, the company reinforces not only the well-being of its employees, but also its resilience in the face of organizational challenges. Such an approach is particularly valuable in restructuring contexts, where tensions can be exacerbated.

What are the 3 types of PSR prevention?

The prevention of psychosocial risks (RPS) is part of an approach structured around three complementary levels: primary prevention, secondary prevention, and tertiary prevention. These approaches make it possible to act at different times and on different aspects to protect employees and improve working conditions.

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Primary prevention: acting at the source of risks

Primary prevention aims to eliminate or reduce the causes of RPS before they impact employees. It is a proactive approach that directly affects the organization of work and the professional environment.
Examples of actions:

• Improving the balance of workloads.
• Rethinking management methods to promote cooperation and autonomy.
• Arrange workspaces to reduce stress and conflicts.

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Secondary prevention: strengthening coping skills

Secondary prevention seeks to equip employees to better cope with situations of stress or tension. This approach occurs when risks cannot be completely eliminated, and aims to limit their impact.
Examples of actions:

• Train employees and managers to manage stress or conflicts.
• Organize workshops or awareness sessions on PSR.
• Set up listening or mediation systems.

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Tertiary prevention: support after risks appear

Tertiary prevention intervenes when RPS have already caused damage, in order to support the employees concerned and to prevent the situation from worsening. It focuses on repair and support.
Examples of actions:

• Offer psychological support or specialized consultations.
• Set up mechanisms for the reclassification or adjustment of the post.
• Effectively manage crisis situations, such as cases of burn-out or harassment.

A global approach for effective prevention

The three types of prevention are complementary and must be integrated into a global approach. By combining actions on causes, coping skills, and consequences, the company creates a healthy and resilient work environment in the face of psychosocial risks.

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Preventing psychosocial risks: what are the employer's obligations?

The employer has a legal obligation to guarantee the health and safety of its employees, including the prevention of psychosocial risks (RPS). Here are the main responsibilities that fall to him:

• RPS assessment : integrate psychosocial risks into the Single Occupational Risk Assessment Document (DUERP) and update it regularly, especially in the event of changes in working conditions.
• Implementation of preventive measures : develop an action plan including organizational arrangements (workload, schedules), listening devices (mediation units, psychological support) and training for managers and employees.
• Healthy work environment : actively combat harassment, manage conflicts and encourage a respectful social climate to protect the mental and physical health of employees.
• Social dialogue : involve staff representatives in the development and monitoring of preventive measures, relying on the Social and Economic Committee (CSE).

In the event of a breach of these obligations, the employer is exposed to civil and criminal sanctions. Proactive management of RPS is not only a legal imperative, but also an opportunity to improve the quality of life at work and the overall performance of the company.