Psychosocial risks at work: how to identify them and what actions to take to prevent them?

Prevention of psychosocial risks (RPS) at work to improve the well-being and mental health of employees

Psychosocial risks at work: a rapidly growing phenomenon

The pandemic and its consequences (widespread remote work, organizational upheavals, restructuring plans…) have seriously weakened employees’ mental health. According to DARES, the number of people experiencing depression rose from 1 in 12 in 2020 to 1 in 7 in 2021.

Stress, anxiety, depression, burnout, workplace violence, harassment… Across all sectors, employees suffer from disorders linked to psychosocial risks (PSRs), which impact organizations through absenteeism, turnover, and workplace climate.

Taking action to better prevent PSRs has become a strategic priority for all companies.

10K

Work-related accidents in France linked to psychosocial disorders per year

300Billions €

This is the estimated cost of work-related stress in France according to IBET, representing 15% of GDP

60%

Days of work lost directly attributable to psychosocial risks (PSRs)

Our expertise

Our method, developed with you

Identify

Early warning signs

Assessing psychosocial risks

Our ergonomists evaluate job constraints and propose solutions to protect the employee’s physical and mental health, in line with your legal obligations.

Analyzing the factors

We identify and deploy the necessary equipment or adjustments (furniture, digital tools, work organization) with a focus on sustainable inclusion and risk prevention.

Implement RPS prevention

We identify and deploy the necessary equipment or adjustments (furniture, digital tools, work organization) with a focus on sustainable inclusion and risk prevention.

Choosing the right tools

We identify and deploy the necessary equipment or adjustments (furniture, digital tools, work organization) with a focus on sustainable inclusion and risk prevention.

Manager training a member of his team in caring management to reduce RPS

Our solutions

Our tailored solutions

Counselling unit and psychological support for employees facing stress at work

Listening and psychological support unit

Permanence of a psychologist on site to support employees

On-site psychologist service

Conflict management session and corporate mediation to reduce RPS

Conflict management and mediation

Discussion group to discuss well-being at work and prevent psychosocial risks

Support groups

Support in crisis management after a traumatic event at work

Crisis management in the event of a traumatic event (death, serious accident...)

Contact an expert

Are you an HR manager within your company?

Our teams are here to help.

+33 1 84 17 83 80

What actions can be implemented to prevent PSRs at work?

Step 1:

Strengthen internal communication

Transparent and regular communication is essential to prevent psychosocial risks within the company. It helps raise employee awareness about PSR issues and builds a climate of trust.

Inform and raise awareness about PSRs

It is important to educate employees about what PSRs are, their causes, and their consequences. Training sessions or awareness campaigns can be implemented to better understand these risks.

Establishing spaces for dialogue and listening

Employees must feel heard and supported. Communication channels such as regular meetings, suggestion boxes, or individual interviews allow concerns to be collected and early signs of distress to be addressed promptly.

Step 2:

Adapting work organization

Work organization plays a crucial role in PSR prevention. Reviewing workflows can help reduce tensions and improve employee well-being.

Distribute workload fairly

It is essential to ensure that workloads match each employee’s skills and capacities. Repeated overwork can be a major factor in stress and burnout.

Promote work/life balance

By adopting flexible schedules, promoting time off, and respecting the right to disconnect, companies help employees maintain a healthy balance between professional and personal life, reducing stress.

Step 3:

Train managers and teams

Managers play a key role in early detection of PSRs. They must be trained to identify signs of distress and adopt supportive management practices.

Identify early warning signs

Managers should be trained to recognize early signs of stress or discomfort in employees before these issues escalate.

Adopt caring and inclusive management

Managers should be trained in positive leadership practices that encourage recognition, support, and active listening while promoting diversity and inclusion within the team.

Step 4:

Suggest support systems

Psychological and organizational support is crucial to help employees overcome difficulties related to PSRs at work. Appropriate measures help reduce the risk of burnout and work-related suffering.

Psychological listening services

Implement confidential listening services, such as support cells or hotlines, allowing employees to express concerns freely without fear of stigma.

Support for employees in difficulty

It is essential to offer practical solutions for employees struggling, including coaching, workload adjustment, or personalized follow-up with mental health professionals.

These actions not only help prevent PSRs but also promote a healthy work environment where employees feel supported and valued.