Text · Amendment list
Psychosocial risks, stress and mental health at work
Document EMPL-AM-787726 · 2026/2023(INL)
- Kind
- Amendment list EMPL-AM-787726
- Date
- 21 April 2026
- Committee
- Committee on Employment and Social Affairs
- Dossier
- 2026-2023
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- 2026/2023(INL)
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| Motion for a resolution | Amendment |
|---|---|
| – having regard to Article 225 of the Treaty on the Functioning of the European Union (TFEU), | – having regard to Articles 151, 153(1), point (a) and 153(2) of the Treaty on the Functioning of the European Union (TFEU), |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the Charter of Fundamental Rights of the European Union, and in particular Articles 1, 3, 21, 27, 31 and 35 thereof, | – having regard to the Charter of Fundamental Rights of the European Union, and in particular Articles 1, 3, 27, 31 and 35 thereof, |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the European Pillar of Social Rights, in particular Principle 10 on healthy, safe and well-adapted work environments, | deleted |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the European social partners’ framework agreement on work-related stress (2004), | – having regard to the Framework agreement on work-related stress signed by ETUC, UNICE, UEAPME and CEEP on 8 October (2004), |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the European social partners’ framework agreement on harassment and violence at work (2007), | – having regard to the Framework agreement on harassment and violence at work signed by ETUC, BUSINESSEUROPE, UEAPME and CEEP (on 26 April 2007), |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the EU Strategic Framework on Health and Safety at Work 2021–2027, which sets out key priorities for anticipating and managing change in the new world of work, improving prevention of workplace accidents and diseases, and increasing preparedness for future health crises, | deleted |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to its resolution of 17 December 2025 with recommendations to the Commission on digitalisation, artificial intelligence and algorithmic management in the workplace – shaping the future of work (2025/2080(INL)), |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to European Economic and Social Committee’s opinion on Precarious work and Mental Health (SOC/745-EESC-2023), | deleted |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to EU-OSHA’s report on “Work-related psychosocial risks and mental health in the EU health and social care sector” published on 13 November 2025, | – having regard to EU-OSHA’s report entitled "An overview of work-related psychological risk and mental health outcomes in the EU health and social care sector” published on 13 November 2025, |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the WHO Europe’s Mental Health of Nurses and Doctors (MeND) survey in the European Union, Iceland and Norway published on 10 October 2025 |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the 2022 policy brief by the WHO and the ILO entitled ‘Mental health at work: policy brief’, |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| – having regard to its resolution of [...] on [An EU health workforce crisis plan: sustainability of healthcare systems and employment and working conditions in the healthcare sector]1a, | |
| 1a OJ C ... |
Eleonora Meleti, Rosa Estaràs Ferragut, Maravillas Abadía Jover, Wouter Beke, Pascal Arimont, Liesbet Sommen, Martine Kemp, Giusi Princi
| Motion for a resolution | Amendment |
|---|---|
| – having regard to its resolution of 12 December 2023 on mental health (2023/2074(INI)) |
Eleonora Meleti, Rosa Estaràs Ferragut, Maravillas Abadía Jover, Liesbet Sommen, Martine Kemp, Giusi Princi
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the World Health Organization guidelines on mental health at work (2022) |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the reports of the European Agency for Safety and Health at Work on psychosocial risks and stress at work |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the European Commission communication of 5 March 2026 entitled “A Union of Equality: Gender Equality Strategy 2026–2030” |
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU |
| Motion for a resolution | Amendment |
|---|---|
| A. whereas work-related psychosocial risks arise primarily from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work, and working conditions; | A. whereas, according to EU-OSHA’s report entitled “An overview of work-related psychosocial risks and mental health outcomes in the EU health and social care sector”, work-related psychosocial risks factors can be categorised into risk related to organisational factors, and working conditions, on one side, and risk related to the social environment of work, namely the psychosocial environment in which work is performed, on the other side; |
| Motion for a resolution | Amendment |
|---|---|
| A. whereas work-related psychosocial risks arise primarily from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work, and working conditions; | A. whereas work-related psychosocial risks are multifactorial and may be influenced by a combination of factors related to work and broader individual circumstances; |
| Motion for a resolution | Amendment |
|---|---|
| A. whereas work-related psychosocial risks arise primarily from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work, and working conditions; | A. whereas work-related psychosocial risks and resulting impacts arise primarily from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work; |
| Motion for a resolution | Amendment |
|---|---|
| A. whereas work-related psychosocial risks arise primarily from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work, and working conditions; | A. whereas work-related psychosocial risks arise from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work, and working conditions; |
| Motion for a resolution | Amendment |
|---|---|
| Aa. whereas the organisation, financing and delivery of health services and medical care, including mental health services, remain the responsibility of the Member States; whereas Union action in the field of occupational safety and health should respect national competences while supporting cooperation, coordination and the exchange of best practices; |
| Motion for a resolution | Amendment |
|---|---|
| Aa. whereas a distinction must be made between work-related psychosocial risks and mental health, with organisations such as the ILO1a and WHO1b outlining that for poor health results mental health is the “outcome” and work-related psychosocial risks are the “cause”; | |
| 1a https://www.ilo.org/publications/mental-health-work | |
| 1b https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work |
| Motion for a resolution | Amendment |
|---|---|
| Aa. whereas Article 35 of the Charter of Fundamental Rights of the European Union establishes that it is for the Member States to establish the conditions under which everyone has the right of access to preventive health care and the right to benefit from medical treatment; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| Aa. Whereas work constitutes an important part of individuals’ lives but not its sole dimension; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| Ab. Whereas psychosocial risks, stress and mental health issues may originate not only from work-related factors but also from factors external to the workplace; |
| Motion for a resolution | Amendment |
|---|---|
| Β. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | Β. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance, non-merit-based evaluation systems, the liquidation of free time due to new forms of work and the increasing intensification of work linked to profit models, austerity, staff reductions and labour market deregulation significantly increase work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems, workplace bullying, mobbing, devaluating of personal dignity and the undermining of professional identity, originating from an employer, supervisor or colleagues, significantly increase work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas exposure to psychosocial risk factors such as excessive workload and unreasonable work pace, workforce shortages including unsafe staffing levels, psychological and sexual harassment, lack of autonomy or influence, lack of role clarity and ineffective communication, job insecurity, poor management and collegial practices significantly increase work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, lack of autonomy and dysfunctional performance significantly increase work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas excessive workload, unsocial working hours, lack of autonomy, job and work insecurity, poor management practices, blurring of work and life through expectations of constant connection, dysfunctional performance, merit-based evaluation systems, work intensity and ethical demands significantly increase exposure to work-related psychosocial risks; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, lack of training and development opportunities, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, unachievable objectives, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas exposure to psychosocial risk factors related to work organisation and management should be managed effectively to ensure a healthy working environment and support productivity; |
| Motion for a resolution | Amendment |
|---|---|
| Ba. whereas the Chair of the Committee on Employment and Social Affairs and the Chair of the Committee on Public Health joint letter to the Chair of Conference of Committee Chairs of 5 February 2026 D 200441 states that the Union, when it comes to social policy, shall support and complement the activities of the Member States in the fields of improvement in particular of the working environment to protect workers’ health and safety, the working conditions, the social security and social protection of workers, among others; |
| Motion for a resolution | Amendment |
|---|---|
| Ba. whereas "worker" refers to any person employed by an employer, at all levels of responsibility, including trainees and apprentices, as defined by Directive 89/391/EEC; |
| Motion for a resolution | Amendment |
|---|---|
| Ba. whereas strong managerial support and leadership quality are key mitigating factors for psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, musculoskeletal disorders and long-term work incapacity; | C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, musculoskeletal disorders and long-term work incapacity; whereas conversely a good psychosocial workplace environment enhances good performance for both workers and businesses as well as workers’ personal development and mental and physical wellbeing; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, musculoskeletal disorders and long-term work incapacity; | C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, the suicide rate, cardiovascular diseases, relational disruptions and their impact on the social climate in the workplace, the consumption of anxiolytics or alcohol, smoking, musculoskeletal disorders, and long-term work incapacity; |
| Motion for a resolution | Amendment |
|---|---|
| C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, musculoskeletal disorders and long-term work incapacity; | C. whereas, according to EU-OSHA’s report entitled “An overview of work-related psychosocial risks and mental health outcomes in the EU health and social care sector”, exposure to psychosocial risk factors has serious negative effects on workers’ health, including work-related stress, burnout, anxiety disorders and other mental health outcomes; |
Eleonora Meleti, Rosa Estaràs Ferragut, Maravillas Abadía Jover, Liesbet Sommen, Martine Kemp, Giusi Princi
| Motion for a resolution | Amendment |
|---|---|
| C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, musculoskeletal disorders and long-term work incapacity; | C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, musculoskeletal disorders and long-term work incapacity potentially resulting in the loss of employment or resignation; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| Ca. whereas, according to the WHO/Europe MeND survey, 1 in 3 doctors and nurses report symptoms of depression and 1 in 10 experience passive suicidal thoughts; whereas 1 in 3 doctors and nurses experience bullying or threats of violence at work, and 10% report having experienced physical violence or sexual harassment; |
| Motion for a resolution | Amendment |
|---|---|
| Ca. whereas psychosocial risk factors can have a negative effect on disability, including health conditions such as diabetes, epilepsy, autoimmune diseases or rheumatic and musculoskeletal diseases (RMDs); whereas these conditions require flexible and appropriate support measures at work; |
| Motion for a resolution | Amendment |
|---|---|
| Ca. whereas 153(2), point (b) establishes that "directives shall avoid imposing administrative, financial and legal constraints in a way which would hold back the creation and development of small and medium-sized undertakings"; |
| Motion for a resolution | Amendment |
|---|---|
| D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose from 27 % in 2015 to 40 % in 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time; | D. whereas Eurofound’s European Working Conditions Survey 2024 underlines that most of the EU workforce reports good or very good health, and this share has been slowly increasing over the years: 77 % in 2010, 78 % in 2015 and 80 % in 2024; whereas the share of workforce reporting bad or very bad health at the time of the survey was stable, at around 2.5 %; whereas, overall, the proportion of men in good health is higher than that of women, but with country variations; whereas Eurofound’s European Working Conditions Survey 2024 shows that the level of subjective well-being in the EU remains quite high and has increased by 0.5 pp since 2015, with an average EU score of 69 % in 2024; |
| Motion for a resolution | Amendment |
|---|---|
| D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose from 27 % in 2015 to 40 % in 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time; | D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose from 27 % in 2015 to 40 % in 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time and remains one of the most significant drivers of psychosocial risks, requiring targeted organisational measures to manage workload and staffing levels; |
| Motion for a resolution | Amendment |
|---|---|
| D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose from 27 % in 2015 to 40 % in 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time; | D. whereas Eurofound’s European Working Conditions Survey shows that work intensity decreased by 4.3% between 2010 and 2024, which proves some effectiveness of the current framework for prevention of occupational risks in force within the Member States; |
| Motion for a resolution | Amendment |
|---|---|
| D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose from 27 % in 2015 to 40 % in 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time; | D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose between 2015 and 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time; |
| Motion for a resolution | Amendment |
|---|---|
| Da. whereas the WHO defines a healthy workplace as an environment where workers and managers collaborate to promote the health, safety and well-being of all workers and the sustainability of the workplace; whereas to improve the health of workers, their families, and other members of the community, consideration should be given not only to the (i) physical work environment, but also (ii) the organisation of work and workplace culture, (iii) the personal health resources in the workplace, and (iv) the ways of participating in the community1a; | |
| 1a World Health Organization (WHO) (2010). WHO healthy workplace framework and model: Background and supporting literature and practices. https://iris.who.int/server/api/core/bitstreams/70cf9aff-6a33-4897-9328-f96d0ece89f1/content |
| Motion for a resolution | Amendment |
|---|---|
| E. whereas work-related psychosocial risks generate substantial social and economic costs, including absenteeism, labour market exit and reduced productivity across the Union, accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers and employers; | E. whereas work-related psychosocial risks generate substantial social and economic costs, including absenteeism, labour market exit, increased rates of early retirement as well as reduced productivity and competitiveness across the Union, costing over one hundred billions euro annually, increasing pressure on healthcare systems and public health expenditure and accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers, employers and the wider economy and society; |
| Motion for a resolution | Amendment |
|---|---|
| E. whereas work-related psychosocial risks generate substantial social and economic costs, including absenteeism, labour market exit and reduced productivity across the Union, accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers and employers; | E. whereas work-related psychosocial risks generate social and economic costs, including increased sickness absence and early exit from employment, with implications for productivity across the Union. |
Eleonora Meleti, Rosa Estaràs Ferragut, Maravillas Abadía Jover, Miriam Lexmann, Liesbet Sommen, Martine Kemp, Giusi Princi
| Motion for a resolution | Amendment |
|---|---|
| E. whereas work-related psychosocial risks generate substantial social and economic costs, including absenteeism, labour market exit and reduced productivity across the Union, accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers and employers; | E. whereas work-related psychosocial risks generate substantial social and economic costs, including increased public expenditure, absenteeism, labour market exit and reduced productivity across the Union, accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers and employers contributing to productivity, innovation and the competitiveness of European businesses and SMEs; |
| Motion for a resolution | Amendment |
|---|---|
| E. whereas work-related psychosocial risks generate substantial social and economic costs, including absenteeism, labour market exit and reduced productivity across the Union, accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers and employers; | E. whereas work-related psychosocial risks generate social and economic effects, including absenteeism, forced labour market exit, reduced productivity across the Union and labour shortages; whereas addressing work-related psychosocial risks, stress and mental health at work in a balanced manner is beneficial for both workers and employers; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in public-facing occupations, particularly in situations of understaffing or isolation, such as health, public administration and client-facing occupations and passenger transport workers; whereas women are more exposed to workplace violence and harassment; whereas the whole spectrum of harassment and violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed, with a gendered approach; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations, including passenger transport workers; whereas women are more exposed to workplace violence and harassment; whereas the whole spectrum of harassment and violence, including third-party and cyber violence, violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed, with a gendered approach; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including verbal abuse, devaluation of personal dignity and undermining of professional identity, threats, unwanted sexual attention, bullying, mobbing, violence and harassment or abusive conduct by employers, colleagues, supervisors, managers or persons in positions of authority, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including violence and harassment, should be addressed through existing frameworks and social dialogue, focusing on sectors where these risks are most prevalent, including workers in health care and public administration; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including violence, (sexual) harassment and bullying, has an impact on workers’ health, while particularly affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including verbal abuse, threats, , bullying, psychological and sexual violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting women and workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and proactively addressed; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting female workers and workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas psychosocial risks at work are related, inter alia, to adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, work-related stress, burnout, harassment/mobbing, overload, job insecurity and poor management, which have a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; |
| Motion for a resolution | Amendment |
|---|---|
| Fa. whereas violence, including violence by third parties such as clients, patients, care recipients or service users, constitutes a growing and often underestimated risk to the mental health, safety and dignity of workers; whereas such incidents include, inter alia, verbal abuse, threats, intimidation and all forms of harassment; |
| Motion for a resolution | Amendment |
|---|---|
| Fa. whereas workers in service sectors, including client-facing occupations, are particularly exposed to psychosocial risks due to high work intensity, workforce shortages, challenging working conditions and exposure to third-party violence; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health (OSH) framework, in particular Council Directive 89/391/EEC, Directive (EU) 2019/1937, Directive (EU) 2024/2831, Directive 2003/88/EC, Directive (EU) 2019/1152, Directive 2002/14/EC, the Framework agreement on work-related stress signed by ETUC, UNICE, UEAPME and CEEP on 8 October 2004, and the Framework agreement on harassment and violence at work signed by ETUC, BUSINESSEUROPE, UEAPME and CEEP on 26 April 2007 already provide an extensive regulatory body of rules for the effective prevention of occupational risks; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; whereas recent Union legislation, including Directive (EU) 2024/2831 on improving working conditions in platform work, has to some extent addressed emerging risks related to work organisation, digitalisation and algorithmic management, while taking into account the diversity of national labour market systems and the role of social partners; |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules or effective sanction mechanisms stating the responsibility of the employer regarding prevention and elimination of all risks; |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, provides a comprehensive, risk-based and flexible framework covering occupational risks, while allowing adaptation to national systems and different labour market structures; |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific rules and guidance addressing developments in the world of work over the last thirty years and their psychosocial risks and impacts; |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health framework, notably Directive 89/391/EEC, provides a solid basis for managing all risks; |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC shall be thoroughly implemented and, if necessary, strengthened; |
| Motion for a resolution | Amendment |
|---|---|
| Ga. Whereas the European Parliament has noted the adverse occupational safety and health (OSH) effects of algorithmic management (2025/2080(INL)), the current EU OSH framework for addressing the specific OSH challenges posed by algorithmic management and AI systems at work remain inadequate to protect workers; whereas existing legislation, including Directive 89/391/EEC and Regulation (EU) 2024/1689, creates obligations for risk assessment, but does not specifically address the challenges of algorithmic management and AI at the workplace and relies on a risk assessment only ex ante, precluding the possibility to assess the dynamic emergence of OSH risks in the ongoing deployment of algorithmic systems and how the systems by their design adapt and learn in use; |
| Motion for a resolution | Amendment |
|---|---|
| Ga. whereas according to the EU-OSHA, 87% of enterprises in the EU report that fulfilling a legal obligation is a major reason to manage health and safety at a workplace1a; | |
| 1a Fourth European Survey of Enterprises on New and Emerging Risks (ESENER 2024) https://osha.europa.eu/en/publications/first-findings-fourth-european-survey-enterprises-new-and-emerging-risks-esener-2024 |
| Motion for a resolution | Amendment |
|---|---|
| Gb. whereas the rapid changes brought about by the adoption of algorithmic management systems, digital surveillance and AI at the workplace and the nature of these technologies to adapt and bring about OSH risks difficult to predict in the design phase requires that workers are able to report OSH-related risks through appropriate communication channels, and that they are informed, consulted and able to participate through-out the lifecycle of technologies introduced at the workplace; |
| Motion for a resolution | Amendment |
|---|---|
| H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; | H. whereas the existence of the framework agreements on work-related stress and on harassment and violence of 8 October 2004 and 26 April 2007 proves that there is already a common view across Member States for the prevention of occupational risks through collective bargaining; |
| Motion for a resolution | Amendment |
|---|---|
| H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; | H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas it is important to take into account Member States' specificities when it comes to legislation on work-related psychosocial risks, thereby avoiding a one-size-fits-all approach, respecting different social and economic situations, and reinforcing already existing occupational health and safety measures |
| Motion for a resolution | Amendment |
|---|---|
| H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; | H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby potentially risking unequal levels of protection across the Union particularly in sectors and occupations experiencing changing workplace organisation and conditions; |
| Motion for a resolution | Amendment |
|---|---|
| H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; | H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, and enables tailored and context-sensitive approaches to prevention, while contributing to a high level of protection of workers' health and safety across the Union; |
| Motion for a resolution | Amendment |
|---|---|
| H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; | H. whereas there is considerable variation in the prevalence of work-related psychosocial risks; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; whereas sharing of best practices between Member States is necessary to promote convergence towards high standards; |
| Motion for a resolution | Amendment |
|---|---|
| H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; | H. whereas there is a need for more effective implementation and enforcement of existing EU OSH standards across Member States to ensure a level playing field and consistent protection with full respect of different national labour market models and enforcement systems enabling solutions tailor-made for different industrial traditions and systems of EU Member States; |
| Motion for a resolution | Amendment |
|---|---|
| Ha. whereas the social partners have a key role to play in preventing and addressing psychosocial risks, particularly at sectoral and company level, to ensure solutions adapted to their specific context and needs; |
| Motion for a resolution | Amendment |
|---|---|
| I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; | I. whereas exposure to extreme weather events and conditions and their outcomes, such as heat stress, also has influence on workers’ health and safety; |
| Motion for a resolution | Amendment |
|---|---|
| I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; | I. whereas environmental factors can impact the working environment, and such challenges should be addressed through exchange of best practices and social dialogue; |
| Motion for a resolution | Amendment |
|---|---|
| I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; | I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, increased fatigue, irritability, reduced concentration, interpersonal conflicts, and higher prevalence of anxiety and depression and work-related stress linked to uncertainty and adaptability to the twin transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; |
| Motion for a resolution | Amendment |
|---|---|
| I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; | I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the assessment of their potential incorporation into EU strategies would modernise the EU approach to the evolving world of work; |
| Motion for a resolution | Amendment |
|---|---|
| I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; | I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, are significant determinants of workers’ health and safety; whereas addressing these risks would contribute to ensuring that EU occupational safety and health frameworks remain effective and responsive to new and emerging risks in the world of work; whereas some Member States have already taken appropriate temporary targeted measures to address those risks; |
| Motion for a resolution | Amendment |
|---|---|
| I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; | I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress and work-related stress linked to environmental transitions, may also impact workers’ health and safety, according to Eurofound’s European Working Conditions Survey; |
| Motion for a resolution | Amendment |
|---|---|
| J. whereas EU-OSHA highlights the importance of participatory risk assessment processes and the effective involvement of workers and their representatives in preventing work-related psychosocial risks; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| K. whereas 29 % of workers report being not very well informed or not at all informed about the prevention of work-related stress at their workplace indicating a significant knowledge and communication gap on psychosocial risk prevention; | K. whereas 29 % of workers report being not very well informed or not at all informed about the prevention of work-related stress at their workplace indicating a significant knowledge and communication gap on psychosocial risk prevention; whereas this highlights the need to strengthen education, training and awareness-raising measures, including at vocational and higher education levels, in order to foster preventive measures; |
| Motion for a resolution | Amendment |
|---|---|
| K. whereas 29 % of workers report being not very well informed or not at all informed about the prevention of work-related stress at their workplace indicating a significant knowledge and communication gap on psychosocial risk prevention; | K. whereas, according to Eurofound’s European Working Conditions Survey, a large majority of workers are well informed about occupational safety and health risks and the prevention of work-related stress; |
| Motion for a resolution | Amendment |
|---|---|
| Ka. whereas effective prevention of work-related psychosocial risks requires that workers are adequately informed, in a timely, clear and comprehensible manner, about the nature of such risks, the factors affecting them and the measures in place to prevent and address them; whereas such information should be provided in writing and in formats that are accessible and understandable to all workers, taking into account diverse needs, including those of persons with disabilities; whereas accessibility should be ensured in accordance with the principles of universal design; whereas ensuring all workers, including those with disabilities, can access, understand and use such information is essential to enabling their meaningful participation in prevention, reporting and risk management processes; |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, discrimination, undue surveillance, and often results in workers being required to adapt to machines rather than technology being adapted to workers; whereas around two-thirds of managers that use algorithmic management tools have trustworthiness concerns regarding their current use; whereas managers most often flag unclear accountability (28%), lack of explainability (27%), as well as inadequate protection of employees’ physical and mental health (27%)1a; |
| 1a OECD Working Paper, Algorithmic Management in the Workplace, 2025, p. 37. |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence could contribute to technostress, cognitive overload, work intensification, social isolation and loss of autonomy; whereas digital technologies also have the potential to support workers; whereas it is important to apply a human-centric approach when developing technologies, so they are adapted to the workers' needs and do not pose psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence, while also offering opportunities to improve work organisation and flexibility when properly implemented, contributes to cognitive overload, work intensification and social isolation, and often results in workers being required to adapt to technology rather than the other way around; |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence may contribute to cognitive overload, social isolation and loss of autonomy, if workers are required to adapt to machines with no ethical human control; |
| Motion for a resolution | Amendment |
|---|---|
| L whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, job cuts, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence may contribute to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and can result in workers being required to adapt to machines rather than technology being adapted to workers; |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the digital transition offers opportunities for growth and productivity, associated risks; whereas introducing new technologies should be managed through social dialogue and existing OSH principles; |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence can contribute to technostress, work intensification, undue surveillance, social isolation and loss of autonomy if not deployed and managed in a human-centric way with workers’ involvement and training; |
| Motion for a resolution | Amendment |
|---|---|
| La. whereas the ever greater use of digital tools for work purposes has resulted in an ‘ever-connected’, ‘always on’, or ‘constantly on-call’ culture, which can have detrimental effect on workers’ fundamental rights and fair working conditions, the limitation of working time and work-life balance, physical and mental health and safety at work and well-being, as well as on equality between men and women, because of its disproportionate impact on workers with caring responsibilities, who tend to be women; whereas the digital transition should be guided by respect for human rights and for the fundamental rights and values of the Union, and should have a positive impact on workers and working conditions; |
| Motion for a resolution | Amendment |
|---|---|
| La. whereas mental fatigue from excessive use or oversight of AI tools beyond one’s cognitive capacity, a phenomenon, sometimes described as “digital” or “AI-related brain fatigue” or “brainfry”, may lead to reduced concentration, impaired decision-making, decreased productivity, and increased psychosocial stress, particularly in high-responsibility environments; |
| Motion for a resolution | Amendment |
|---|---|
| La. whereas this phenomenon, sometimes described as “digital” or “AI-related brain fatigue”, may lead to reduced concentration, impaired decision-making, decreased productivity, and increased psychosocial stress, particularly in high-responsibility environments; |
| Motion for a resolution | Amendment |
|---|---|
| M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, have also been associated with increased work intensity, work–life interference, extended availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly regulated; | M. whereas telework and flexible working arrangements, while providing autonomy, flexibility and opportunities for improving work-life balance, have also been associated with increased work intensity, connection to work-related digital tools beyond working hours, extended availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly regulated and deployed; |
| Motion for a resolution | Amendment |
|---|---|
| M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, have also been associated with increased work intensity, work–life interference, extended availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly regulated; | M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, may increase work intensity, work–life interference, extend availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly managed; recalls, however, that flexible working arrangements are necessary for managing different conditions including disabilities or chronic diseases such as rheumatic and musculoskeletal diseases or diabetes; |
Eleonora Meleti, Rosa Estaràs Ferragut, Maravillas Abadía Jover, Liesbet Sommen, Martine Kemp, Giusi Princi
| Motion for a resolution | Amendment |
|---|---|
| M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, have also been associated with increased work intensity, work–life interference, extended availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly regulated; | M. whereas telework and adaptive working arrangements, while providing flexibility, have also been associated with increased work intensity, work–life interference and extended availability which can negatively affect mental health if not properly managed; |
| Motion for a resolution | Amendment |
|---|---|
| M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, have also been associated with increased work intensity, work–life interference, extended availability and the emergence of an ‘always-on’ work culture, which can negatively affect mental health if not properly regulated; | M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, have also been associated with increased work intensity, the impossibility of differentiating between professional and personal life, extended availability and the emergence of an ‘always-on’ work culture, which can negatively affect mental health if not properly regulated; |
| Motion for a resolution | Amendment |
|---|---|
| M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, have also been associated with increased work intensity, work–life interference, extended availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly regulated; | M. whereas, while telework and flexible work offer benefits for work-life balance and productivity, the right balance must be found; whereas any challenges should be addressed through social dialogue between social partners at the appropriate level within the current framework; |
| Motion for a resolution | Amendment |
|---|---|
| Ma. whereas professional and managerial level employees are affected by particular stressors such as demanding nature of work, self-management and job autonomy, fragmentation and spillover of work into private life; whereas superiors suffering from work-related burnout and exhaustion create a trickle-down effect, with workers that they manage also experiencing higher levels of emotional exhaustion, anxiety, and depression; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| Ma. Whereas women workers are disproportionately exposed to psychosocial risks in the world of work, including gender-based violence and harassment, which constitute serious occupational safety and health (OSH) risks with significant impacts on their physical, economical and mental well-being |
| Motion for a resolution | Amendment |
|---|---|
| Mb. whereas the ILO Convention No. 190 (C190) is the first international treaty to recognise the right of everyone to a world of work free from violence and harassment, including gender-based violence and harassment; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas young workers, workers in precarious forms of employment, and workers living with a chronic condition are disproportionately exposed to work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas risk assessments should be inclusive, ensuring that all workers are protected in accordance with existing non-discrimination and OSH legislation without creating additional administrative burdens; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas women, young and older workers, single parents, people with care responsibilities, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; whereas gender disparities affect how psychosocial risks are experienced, reported, and managed within workplace environments; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, third country nationals, workers living with a chronic illness, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of certain workplace practices, including unequal treatment and discrimination on various grounds, such as sex, age, disability, or sexual orientation may contribute to psychosocial risks; whereas addressing these factors is important to ensure a safe and healthy working environment for all workers; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, workers with disabilities, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, posted workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems may be disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; |
| Motion for a resolution | Amendment |
|---|---|
| Na. whereas young people are disproportionately affected by anxiety, mental distress and burnout in the workplace, not least due to their more intensive use of digital technologies and the often-precarious nature of early-career employment; whereas the expansion of teleworking may further limit opportunities to build meaningful social connections, access informal learning, and receive adequate supervision and mentoring, all of which are essential at the beginning of a professional career; whereas these factors may increase the risk of isolation and frustration, thereby exacerbating psychosocial risks among young workers; |
| Motion for a resolution | Amendment |
|---|---|
| Na. whereas workers with non-binary or diverse gender identities face unique psychosocial challenges in the workplace including discrimination, anticipated rejection, and stress that negatively affect both work outcomes and mental health; |
| Motion for a resolution | Amendment |
|---|---|
| O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; | O. whereas enforcement of existing labour and OSH laws is essential to protect all workers, ensuring uniform protection and a level playing field across the Union; |
| Motion for a resolution | Amendment |
|---|---|
| O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; | O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abusive practices at work; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; |
| Motion for a resolution | Amendment |
|---|---|
| O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; | O. whereas third country workers are disproportionately exposed to psychosocial risks at work due to various factors such as atypical and precarious working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation and abusive practices when seeking to assert their rights; whereas these risks are particularly relevant in sectors such as domestic work, where women from third countries constitute a significant part of the workforce and may face unfair working conditions; |
| Motion for a resolution | Amendment |
|---|---|
| O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; | O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in platform work and sectors such as domestic work, where migrant women are overrepresented; |
| Motion for a resolution | Amendment |
|---|---|
| Oa. whereas the expansion of telework and other digitally enabled forms of work organisation, which accelerated during and after the COVID-19 pandemic, has transformed working patterns across the Union, creating new opportunities for flexibility, improved work-life balance and autonomy but also increasing certain psychosocial risks, including higher work intensity and the blurring of boundaries between working time and private life; whereas, in this context, ensuring clear limits to working time and protecting workers from being required to engage in work-related communications outside normal working hours, may contribute to mitigating the adverse effects associated with digitalisation of work; |
| Motion for a resolution | Amendment |
|---|---|
| Oa. whereas certain professions, including military personnel, emergency services and other security-related occupations, are exposed to specific and cumulative psychosocial risks, including operational stress, trauma exposure, moral injury and prolonged separation from family, which require tailored preventive and support measures; |
| Motion for a resolution | Amendment |
|---|---|
| P. whereas difficulties in the legal recognition of work-related psychosocial diseases resulting from exposure to work-related psychosocial risks and the burden of proof placed on workers constitute major obstacles to effective prevention, enforcement and access to justice; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| P. whereas difficulties in the legal recognition of work-related psychosocial diseases resulting from exposure to work-related psychosocial risks and the burden of proof placed on workers constitute major obstacles to effective prevention, enforcement and access to justice; | P. whereas difficulties in the recognition of work-related psychosocial diseases resulting from exposure to work-related psychosocial risks constitute obstacles to effective prevention and response; |
| Motion for a resolution | Amendment |
|---|---|
| P. whereas difficulties in the legal recognition of work-related psychosocial diseases resulting from exposure to work-related psychosocial risks and the burden of proof placed on workers constitute major obstacles to effective prevention, enforcement and access to justice; | P. whereas difficulties in the legal recognition of work-related psychosocial diseases resulting from exposure to work-related psychosocial risks constitute obstacles to effective prevention, enforcement and access to justice; |
| Motion for a resolution | Amendment |
|---|---|
| Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to retaliation, isolation, intimidation and career penalties; | Q. whereas raising mental health aspects and mentioning challenges in the workplace is still attached to the fear of stigma by workers; whereas workers who report occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to adverse treatment; |
| Motion for a resolution | Amendment |
|---|---|
| Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to retaliation, isolation, intimidation and career penalties; | Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to retaliation, isolation, intimidation and career penalties such as limiting their responsibilities, inaction and pressure to resign; |
| Motion for a resolution | Amendment |
|---|---|
| Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to retaliation, isolation, intimidation and career penalties; | Q. whereas the protection of persons reporting breaches of Union law is already established in - among others - the Whistleblower Directive (2019/1937/EU), ensuring protection against retaliation, intimidation and career penalties; |
| Motion for a resolution | Amendment |
|---|---|
| Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to retaliation, isolation, intimidation and career penalties; | Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, may be particularly exposed to retaliation, isolation, intimidation and career penalties; |
| Motion for a resolution | Amendment |
|---|---|
| Qa. whereas female workers who are pregnant, have recently given birth or are returning from maternity leave may face specific forms of discrimination, unequal treatment or adverse career impacts, which constitute psychosocial risk factors and must be prevented; |
| Motion for a resolution | Amendment |
|---|---|
| R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant support measures; whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; | R. whereas early intervention and support for a sustainable return to work can be beneficial, provided that such measures are based on a solid evidence-base, which is in need of development; whereas it is paramount to give businesses access to well-founded guidelines on the topic; |
| Motion for a resolution | Amendment |
|---|---|
| R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant support measures; whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; | R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant support measures; whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work that reduces symptoms of ill-health following periods of absence and preventing recurrence, thus complementing primary prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant support measures; whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; | R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, self-regulation, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant support measures; whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant support measures; whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; | R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational and mental health services and relevant support measures; whereas an oriented approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| Ra. whereas austerity policies and the underfunding of public services, particularly in the health, care and education sectors, have led to chronic understaffing, significantly exacerbating psychosocial risks for workers. |
Eleonora Meleti, Rosa Estaràs Ferragut, Wouter Beke, Pascal Arimont, Liesbet Sommen, Martine Kemp, Giusi Princi
| Motion for a resolution | Amendment |
|---|---|
| Ra. whereas psychosocial risks may have cumulative and delayed effects, particularly in professions involving exposure to traumatic events, where health impairments may arise long after the initial exposure; |
| Motion for a resolution | Amendment |
|---|---|
| S. whereas work-related psychosocial risks are the responsibility of the employer and must be addressed primarily through collective and organisational prevention measures rather than through individualised coping strategies; | S. whereas work-related psychosocial risks are the responsibility of the employer and must be addressed primarily through collective and organisational prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| S. whereas work-related psychosocial risks are the responsibility of the employer and must be addressed primarily through collective and organisational prevention measures rather than through individualised coping strategies; | S. whereas work-related psychosocial risks are the responsibility of both the employee and the employer and must be addressed through collective and organisational prevention measures, as well as through individualised coping strategies; |
| Motion for a resolution | Amendment |
|---|---|
| S. whereas work-related psychosocial risks are the responsibility of the employer and must be addressed primarily through collective and organisational prevention measures rather than through individualised coping strategies; | S. whereas work-related psychosocial risks are the responsibility of the employer and must be addressed primarily both through collective and organisational prevention measures as well as through individualised coping strategies; |
| Motion for a resolution | Amendment |
|---|---|
| Sa. whereas a healthy work–life balance is an essential component of workers’ well-being and a key factor in preventing work-related psychosocial risks; whereas excessive working hours, unpredictable schedules and constant connectivity can negatively affect workers’ mental health and overall quality of life; whereas appropriate work organisation, including the possibility to disconnect and flexible working arrangements when properly managed, can contribute to improved well-being, productivity and labour market participation; |
| Motion for a resolution | Amendment |
|---|---|
| Sa. Whereas companies, in particular SMEs, must be supported to fulfil their OSH obligations, including addressing work-related psychosocial risks, through awareness raising, training initiatives particularly for management and user-friendly tools and practical guidance, including on preventive measures, emerging workplace technologies and policies supporting return-to-work; |
| Motion for a resolution | Amendment |
|---|---|
| Sa. whereas social partners and collective bargaining, including at sectoral level, play a key role in shaping such measures and strengthening workers’ protection; whereas collective agreements should not be used as a pretext to weaken protection of workers from work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| Sa. whereas work is also a source of psychosocial well-being and mental health, contributing to the worker's personal development, enhancing social relations, giving a sense of purpose and belonging, and providing financial stability; |
| Motion for a resolution | Amendment |
|---|---|
| Sa. whereas military personnel, as citizens in uniform, are entitled to the same level of protection of their health, safety and dignity at work as other workers, while taking into account the specific nature of their duties; |
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- Licensed CC BY 4.0.
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- 25 September 2026
Cite as
European Parliament (2026). “AMENDMENTS 1 - 153 - Draft report Psychosocial risks, stress and mental health at work”. Text, 21 April 2026. docId EMPL-AM-787726. EU Parl Watch Research. https://news.eu-parl.st-solutions.dev/texts/EMPL-AM-787726 (retrieved 25 September 2026). Data: EP Open Data API: document record, https://data.europarl.europa.eu/api/v2/documents/EMPL-AM-787726 (CC BY 4.0).
BibTeX
@misc{epw-text-empl-am-787726,
author = {{European Parliament}},
title = {{AMENDMENTS 1 - 153 - Draft report Psychosocial risks, stress and mental health at work}},
year = {2026},
date = {2026-04-21},
howpublished = {\url{https://news.eu-parl.st-solutions.dev/texts/EMPL-AM-787726}},
url = {https://news.eu-parl.st-solutions.dev/texts/EMPL-AM-787726},
urldate = {2026-09-25},
publisher = {EU Parl Watch Research},
note = {Text. docId EMPL-AM-787726. Data: EP Open Data API: document record (CC BY 4.0)}
}