Text · Amendment list
Psychosocial risks, stress and mental health at work
Document EMPL-AM-787743 · 2026/2023(INL)
- Kind
- Amendment list EMPL-AM-787743
- 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 |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks, which provides for clear obligations for employers, effective enforcement mechanisms and dissuasive sanctions in order to ensure a high level of protection of workers’ health and safety; |
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Stresses the need to strengthen the EU framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety in full respect of the principles of subsidiarity and proportionality and of the competences of the Member States in the field of health; |
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Stresses the need to strengthen the implementation and enforcement of the existing EU legislative framework on the prevention of psychosocial risks, ensuring that current standards are applied effectively across all Member States; |
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Stresses the need to ensure a high level of protection of workers’ health and safety; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Stresses the need to improve implementation and enforcement of existing EU and national legislative frameworks on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; |
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ mental as well as physical health and safety; |
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Emphasises the possibility to strengthen the existing EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; |
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Recommends Member States to strengthen their national framework on the prevention, identification and management of work-related psychosocial risks if a high level of protection of workers’ health and safety is not already in place; |
| Motion for a resolution | Amendment |
|---|---|
| 1. Stresses the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; | 1. Stresses the need to strengthen the EU framework on the prevention, identification and management of work-related psychosocial risks and to ensure a high level of protection of workers’ health and safety; |
| Motion for a resolution | Amendment |
|---|---|
| 1a. Stresses the far-reaching implications of work-related psychosocial risks on individuals, including adverse effects on mental and physical health, work–life balance, and private life, as well as the potential to cause economic hardship, particularly in cases of prolonged incapacity to work; |
| Motion for a resolution | Amendment |
|---|---|
| 1a. Acknowledges the important role that the workplace can play in facilitating good mental health and recognises that healthy working conditions can have a positive impact on physical and mental health, well-being and productivity; |
| Motion for a resolution | Amendment |
|---|---|
| 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; | 2. Calls on the Commission to facilitate the exchange of best practices between Member States regarding the recognition and prevention of work-related mental health disorders, while respecting national competencies and the diversity of national social security systems; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; | 2. Calls on the Commission and the Member States in accordance with national systems to recognise that work-related psychosocial risks, along with factors external to the workplace may give rise to occupational diseases, including mental health disorders, as well as to work-related accidents; calls, therefore, for a holistic and multifactorial approach in national systems for the recognition, prevention and compensation of occupational diseases and accidents at work, taking into account both occupational and non-occupational determinants; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; |
| Motion for a resolution | Amendment |
|---|---|
| 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; | 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; |
| Motion for a resolution | Amendment |
|---|---|
| 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; | 2. Recommends Member States to consider recognising that work-related psychosocial risks may give rise to occupational diseases, including mental health disorders, as well as to work-related accidents; calls on the Commission to review and, if necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; |
| Motion for a resolution | Amendment |
|---|---|
| 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; | 2. Calls on the Commission and the Member States to recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; |
| Motion for a resolution | Amendment |
|---|---|
| 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; | 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission, in cooperation with the Advisory Committee on Safety and Health at Work, to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; |
| Motion for a resolution | Amendment |
|---|---|
| 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health disorders, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; | 2. Calls on the Commission and the Member States to explicitly recognise that work-related psychosocial risks give rise to occupational diseases, including mental health issues, as well as to work-related accidents, and to adapt national systems for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; calls on the Commission to review and, where necessary, amend Commission Recommendation (EU) 2022/2337 of 28 November 2022 concerning the European schedule of occupational diseases accordingly; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| 2a. Calls on the Commission and the Member states to ensure that gender-based violence and harassment ('GBVH') in all its forms, is explicitly recognised as a psychosocial risk, requiring gender-responsive risk assessment, prevention and management; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| 2b. Calls on the Commission and the Member states to adopt a comprehensive approach covering all forms of GBVH, including sexual harassment, third-party violence, cyber-violence and the spillover of domestic violence into the workplace, in line with ILO Convention No. 190 and Recommendation No. 206; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| 2c. Calls on the Commission and the Member states to establish clear employer obligations to prevent and address GBVH, including preventive measures, safe reporting mechanisms, victim protection and the involvement of workers’ representatives; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks; | 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker considers themselves affected by an adverse health impairment due to exposure to serious work-related psychosocial risks such as mobbing, violence, psychological or sexual harassment, repeated burnout and work-related stress, on the basis of facts established from which such exposure and resulting impairment may be presumed; |
| Motion for a resolution | Amendment |
|---|---|
| 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks; | 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks, including establishing a presumption in favour of the worker that the health damage is work-related, unless proven otherwise by the employer; |
| Motion for a resolution | Amendment |
|---|---|
| 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks; | 3. Calls for the consideration of possible mechanisms aimed at facilitating the burden of proof in cases of health impairment due to exposure to work-related psychosocial risks, while ensuring legal certainty for employers and preventing abusive or unfounded claims; |
| Motion for a resolution | Amendment |
|---|---|
| 3. Calls for the introduction of mechanisms for the reversal or alleviation of the burden of proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks; | 3. Calls for the introduction of mechanisms for a balanced approach to proof where a worker is affected by an adverse health impairment due to exposure to work-related psychosocial risks as a best practice; |
| Motion for a resolution | Amendment |
|---|---|
| 3a. Welcomes the initiative for a Quality Jobs Act with the aim to ensure employment practices keep up with developments in the modern economy; stresses the need for this Act together with the forthcoming update of the European Pillar of Social Rights Action Plan to include measures that improve workplace health and safety and address psychosocial risks; calls on the Commission to conduct a comprehensive review of the current strategic framework on health and safety at work and the existing OSH legislative framework, in particular Directives 89/391/EEC and 90/270/EEC, with a view to identifying remaining gaps and ensuring the EU acquis remains fit for purpose concerning work-related psychosocial risks as well as feeding into the design of the post 2027 strategic framework; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments are proportionate, appropriate and adapted to the specific context of the workplace; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments are systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and representatives, as well as the right of workers' representatives to suspend hazardous work practices when serious psychosocial risks are identified; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, conducted at regular intervals and in cases of significant changes in the work environment, including the introduction of new technologies, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments are risk based, proportionate, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities, including specific consideration of workers during pregnancy, maternity or paternity leave and upon their return to work; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on Member States to ensure that psychosocial risks are integrated into existing risk assessment processes in accordance with the framework directive and in a proportionate manner, avoiding unnecessary administrative burdens and respecting the role of social partners; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments are encouraged and are also participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers taking into account sectoral, occupational and organisational specificities; calls for the integration of a gender-sensitive perspective in such assessments, taking into account discrimination and gender inequalities and stereotypes; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Calls on the Member States to ensure that psychosocial risk assessments, when needed, are systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities, where and when relevant; |
| Motion for a resolution | Amendment |
|---|---|
| 4. Calls on the Member States to ensure that psychosocial risk assessments are mandatory, systematic, participatory and properly documented in all workplaces, and undertaken with the effective involvement of workers and their representatives; calls for the systematic integration of a gender-sensitive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; | 4. Recommends Member States to implement as a good practice that psychosocial risk assessments are systematic, participatory and properly documented in major workplaces, while avoiding to impose any administrative, financial and legal constraints impacting small and medium-sized undertakings; |
| Motion for a resolution | Amendment |
|---|---|
| 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; | 5. Recalls the obligation to inform and consult workers and their representatives with regard to psychosocial risk assessment, prevention and elimination, in accordance with labour law and social dialogue principles; |
| Motion for a resolution | Amendment |
|---|---|
| 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; | 5. Recalls the need to inform and consult workers and their representatives at relevant stages of psychosocial risk assessment, prevention and elimination, in accordance with EU and national labour law and social dialogue principles, ensuring the participation of workers and their representatives in the implementation of measures; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; | 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with Directive 89/391, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks.; |
| Motion for a resolution | Amendment |
|---|---|
| 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; | 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks; |
| Motion for a resolution | Amendment |
|---|---|
| 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; | 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks; |
| Motion for a resolution | Amendment |
|---|---|
| 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; | 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist, establish dedicated channels for workers to report OSH risks and challenges and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; |
| Motion for a resolution | Amendment |
|---|---|
| 5. Recalls the obligation to inform and consult workers and their representatives at all stages of psychosocial risk assessment, prevention and elimination, in accordance with EU labour law and social dialogue principles, ensuring the participation of workers and their representatives in the conception and implementation of measures and continuous monitoring of risks, through establishing dedicated bodies in workplaces where they do not exist and strengthening the prerogatives of existing health and safety committees by granting them rights to expertise; | 5. Recalls the importance of informing and consulting workers within existing social dialogue structures and health and safety committees in accordance with the Framework Directive and the Directive on Information and Consultation, ensuring effective participation without imposing new requirements for dedicated bodies or additional external expertise costs; |
| Motion for a resolution | Amendment |
|---|---|
| 5a. Stresses that in the current times of economic decline for the EU, it is important to boost competitiveness and economic growth by reducing administrative burdens for SMEs and supporting EU businesses which would contribute to reducing the stress and the emotional strain caused by excessive bureaucracy, increase productivity, and enhance psychosocial well-being and mental health at work; |
| Motion for a resolution | Amendment |
|---|---|
| 6. Underlines the important role of social partners and collective bargaining in preventing and addressing work-related psychosocial risks, by ensuring structured social dialogue, strengthening workers’ protection, and promoting healthier, safer and more resilient workplaces; | 6. Underlines the important role of social partners, including employers’ organisations, and collective bargaining in preventing and addressing work-related psychosocial risks, by ensuring social dialogue, strengthening workers’ protection, and promoting healthier, safer and more resilient workplaces; |
| Motion for a resolution | Amendment |
|---|---|
| 6a. Considers vital that the autonomy of the social partners is to be respected; finds important, on one hand, that the Member States should be able to allow the social partners, under specific conditions, to maintain, negotiate, conclude and enforce collective agreements which differ from certain provisions of related this report, while respecting the overall protection of workers; |
| Motion for a resolution | Amendment |
|---|---|
| 6a. Calls on the Member States to ensure high levels of collective bargaining coverage as a key tool for preventing psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| 6b. Calls on the Commission and the Member States to promote the reduction of working time without a reduction in pay, as a key measure to prevent work-related stress and improve mental health; |
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; further calls on Member States to ensure that training and specific tools and methodologies are made available to support and guide employers in the assessment of work-related psychosocial risk, which should facilitate the application of that concept, especially for micro, small and medium-sized enterprises; highlights that, taking into account national law, collective agreements and/or practice, Member States should be able to entrust the development of specific tools and methodologies to the social partners or develop them in cooperation with, or after consulting, the social partners; |
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention and intervention measures in particular how to identify and assess such risks notably by raising awareness about the first signs of burnout and other work-related mental health conditions; |
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Calls on the Member States to ensure continuous, accessible and specialised training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence with particular emphasis on preventing abuse of authority and harassment by supervisors or colleagues, as well as on sector-specific risks; |
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Calls on the Member States to have training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Calls on the Member States to encourage training initiatives for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Encourages Member States and social partners to make available training for employers and workers on managing psychosocial risks, ensuring that such initiatives are practical, accessible, and tailored to the needs of different sectors. |
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Calls on the Member States to recommend continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| 7. Calls on the Member States to ensure mandatory and continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; | 7. Calls on the Member States to ensure continuous training for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment and violence, and prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| 7a. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management; |
| Motion for a resolution | Amendment |
|---|---|
| 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, ensuring protection against retaliation and respect for victims’ rights; | 8. Recalls the EP consent in 2024 on the draft Council decision inviting Member States to ratify the Violence and Harassment Convention, 2019 (No. 190) of the International Labour Organization, and encourages all the Member States to swiftly do so; urges the European Commission and the Member States to adopt a zero-tolerance to violence approach, especially for the professional and client facing sectors, which are most heavily exposed; calls on the Member States to ensure that national collective agreements include clear and enforceable safety protocols that define the rights and responsibilities of all parties in incidents of violence against workers; underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, ensuring protection against retaliation and respect for victims’ rights; |
| Motion for a resolution | Amendment |
|---|---|
| 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, ensuring protection against retaliation and respect for victims’ rights; | 8. Underlines the importance of effective internal procedures to address harassment and violence at work, emphasizing the role of social dialogue and existing workplace policies and systems, as well as the systems in place in accordance with the Whistleblower Directive, in ensuring a safe working environment; |
| Motion for a resolution | Amendment |
|---|---|
| 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, ensuring protection against retaliation and respect for victims’ rights; | 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, including cases involving hierarchical abuse or misconduct by supervisors or management, ensuring protection against retaliation and respect for victims’ rights even when adverse working conditions originate from a colleague, supervisor or employer; |
| Motion for a resolution | Amendment |
|---|---|
| 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, ensuring protection against retaliation and respect for victims’ rights; | 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, ensuring protection against adverse treatment and respect for victims’ rights; |
| Motion for a resolution | Amendment |
|---|---|
| 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and discrimination at work, ensuring protection against retaliation and respect for victims’ rights; | 8. Underlines the importance of clear, confidential, independent and accessible procedures to address cases of harassment, violence and bullying at work, ensuring protection against retaliation and respect for victims’ rights; |
| Motion for a resolution | Amendment |
|---|---|
| 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; | 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; urges the Commission and co-legislators to explore the potential benefits of expanding the mandate of the European Labor Authority to include the collection and dissemination of best practices of national labour inspectorates and the issuing of recommendations based on these learnings; |
| Motion for a resolution | Amendment |
|---|---|
| 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; | 9. Calls on the Member States to ensure that their labour inspectorates include in their respective labour inspections the field of work-related psychosocial risks, providing them with proper training; |
| Motion for a resolution | Amendment |
|---|---|
| 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; | 9. Calls on the Commission and Member States to strengthen the capacity of labour inspectorates through specialised training, better targeting of inspections and adequate support for effective prevention and enforcement in particular taking into account the realities of SME’s. |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; | 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of enhanced cooperation and exchange of best practices for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; |
| Motion for a resolution | Amendment |
|---|---|
| 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; | 9. Calls on the Commission and Member States to strengthen labour inspectorates through a proposal for a Council Recommendation on EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; |
| Motion for a resolution | Amendment |
|---|---|
| 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; | 9. Calls on the Member States to strengthen labour inspectorates based on EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; |
| Motion for a resolution | Amendment |
|---|---|
| 9. Calls on the Commission and Member States to strengthen labour inspectorates through the establishment of minimum EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; | 9. Calls on the Commission and Member States to strengthen labour inspectorates through exchange of best-practices and EU-wide standards for labour inspections in the field of work-related psychosocial risks, including specialised training, harmonised assessment and monitoring tools, and adequate resources to support effective prevention and enforcement; |
| Motion for a resolution | Amendment |
|---|---|
| 9a. Calls on the Member States to ensure that a clear regulatory framework is in place and effectively implemented for the protection of workers from violence and harassment by third parties in the workplace; underlines that no commercial relationship or business interest may justify or cover up abusive behaviour towards workers; |
| Motion for a resolution | Amendment |
|---|---|
| 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; | 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of accurate high-quality, comparative data on work-related psychosocial risks and associated absences, occupational diseases to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; stresses the need to integrate preventive education and training on psychosocial risks into lifelong learning systems, including vocational education and training; |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; | 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures, while minimising administrative burden, especially for SMEs; |
| Motion for a resolution | Amendment |
|---|---|
| 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; | 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies while paying particular attention to more vulnerable groups, such as women and young people, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; |
| Motion for a resolution | Amendment |
|---|---|
| 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; | 10. Encourages Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; |
| Motion for a resolution | Amendment |
|---|---|
| 10. Urges Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; | 10. Recommends Member States to incorporate primary and secondary prevention measures into their national occupational health and safety strategies, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data on work-related psychosocial risks and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures; |
| Motion for a resolution | Amendment |
|---|---|
| 10a. Notes the detrimental effects that full-time telework may have on workers, particularly where it is imposed by the employer; highlights that such arrangements can hinder the development of meaningful social connections with colleagues, reduce opportunities for informal exchanges and peer support, and limit access to on-the-job learning and professional guidance; underlines that prolonged isolation, combined with blurred boundaries between professional and private life, may increase the risk of stress and burnout; stresses, therefore, the importance of ensuring a balanced and voluntary approach to telework, including adequate opportunities for in-person interaction and managerial support; |
| Motion for a resolution | Amendment |
|---|---|
| 10a. Calls on the Member States to ensure universal, free and public access to mental health services for all workers; |
| Motion for a resolution | Amendment |
|---|---|
| 11. Stresses the need for comprehensive return-to-work policies that support employees following illness or psychosocial difficulties; encourages Member States to develop tailored reintegration programs, including workplace adjustments, flexible schedules, and continuous occupational health support; highlights the importance of collaboration between employers, healthcare providers, and social partners to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being; | 11. Stresses the need for comprehensive return-to-work policies that support employees following illness or psychosocial difficulties; encourages Member States to develop tailored reintegration programs, including workplace adjustments to tasks, hours or environment and continuous occupational health support; highlights the importance of collaboration between employers, including human resources personnel and occupational health services, healthcare providers, and social partners to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being; |
| Motion for a resolution | Amendment |
|---|---|
| 11. Stresses the need for comprehensive return-to-work policies that support employees following illness or psychosocial difficulties; encourages Member States to develop tailored reintegration programs, including workplace adjustments, flexible schedules, and continuous occupational health support; highlights the importance of collaboration between employers, healthcare providers, and social partners to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being; | 11. Stresses the need for comprehensive return-to-work policies that support employees following illness or psychosocial difficulties, pregnancy, implications of pregnancy or miscarriage; encourages Member States to develop tailored reintegration programs, including workplace adjustments, teleworking, flexible working hours and continuous occupational health support; highlights the importance of collaboration between employers and healthcare providers to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being; |
| Motion for a resolution | Amendment |
|---|---|
| 11. Stresses the need for comprehensive return-to-work policies that support employees following illness or psychosocial difficulties; encourages Member States to develop tailored reintegration programs, including workplace adjustments, flexible schedules, and continuous occupational health support; highlights the importance of collaboration between employers, healthcare providers, and social partners to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being; | 11. Stresses the need for comprehensive return-to-work policies that support employees following illness or psychosocial difficulties; encourages Member States to develop tailored reintegration programs, including continuous occupational health support; highlights the importance of collaboration between employers, healthcare providers, and social partners to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being; |
| Motion for a resolution | Amendment |
|---|---|
| 11. Stresses the need for comprehensive return-to-work policies that support employees following illness or psychosocial difficulties; encourages Member States to develop tailored reintegration programs, including workplace adjustments, flexible schedules, and continuous occupational health support; highlights the importance of collaboration between employers, healthcare providers, and social partners to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being; | 11. Stresses the importance of voluntary return-to-work initiatives and flexible arrangements developed through social dialogue at the workplace level, supporting employees' reintegration without creating rigid legal obligations for employers; highlights the importance of collaboration between employers, healthcare providers, public sector actors and social partners to facilitate a smooth, sustainable, and inclusive return to work, while preventing relapses and promoting long-term well-being . |
| Motion for a resolution | Amendment |
|---|---|
| 11a. Highlights that Member States are unevenly equipped to protect workers against work-related psychosocial risks; notes that some have already adopted specific legislative and policy measures to address these challenges; calls, therefore, on the European Commission to strengthen EU knowledge on the most effective prevention measures by improving data collection and monitoring, assessing the impact of existing policies, and promoting the exchange of best practices among Member States, companies and social partners; |
| Motion for a resolution | Amendment |
|---|---|
| 11a. Stresses that precarious employment and intensification of work are a key factor in psychosocial risks and calls for the elimination of abusive forms of employment, including bogus self-employment; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Stresses the value of common European guidelines and definitions developed in cooperation with social partners to provide clarity on psychosocial risks, while respecting national systems and avoiding fragmented or overly complex legal requirements. |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Calls for the assessment of best practices in the recognition, prevention and protection against work-related psychosocial risks; with due consideration to collective bargaining, recommends Member States to propose clear definitions of work-related psychosocial risks and psychosocial risk factors, covering risks arising from organisational factors and working conditions, as well as risks arising from the social context at work, including issues such as work-related stress, burnout, anxiety disorders, sleeping problems and fatigue; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Calls on the Commission to propose guidance and a non-binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Stresses the need for a thorough implementation of the existing legislation in the area of health and safety at work as well as for a promotion of exchange of best practices among Member States; calls on the Commission to develop and promote effective strategies to prevent work-related psychosocial risks and tackle and mitigate psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination, while respecting the principles of subsidiarity and proportionality and taking into account national labour market models; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and, discrimination and the increased psychosocial risks related to digital surveillance and algorithmic management at the workplace; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose complimentary definitions of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; |
| Motion for a resolution | Amendment |
|---|---|
| 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a clear and legally binding definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, burnout, harassment, violence and discrimination; | 12. Stresses the need for minimum standards in the recognition, prevention and compensation of work-related psychosocial risks, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to propose a definition of work-related psychosocial risks and psychosocial risk factors, covering risks arising from work organisation, design and management practices, the social and relational context at work and working conditions, and including issues such as work-related stress, mobbing, burnout, harassment, violence and discrimination; |
| Motion for a resolution | Amendment |
|---|---|
| 12a. Underlines that measures to prevent and address work-related psychosocial risks must be workable for companies of all sizes, and should therefore reflect the specific realities of micro, small and medium-sized enterprises; highlights that SMEs should benefit from dedicated support such as streamlined and digital risk-assessment tools, practical sector-specific guidance and targeted financial or advisory assistance to implement organisational improvements and reintegration measures; stresses that such tailored support can help SMEs embed effective and sustainable psychosocial risk prevention in their daily operations while remaining fully aligned with the Union’s ambition to promote safe, healthy and productive workplaces; |
| Motion for a resolution | Amendment |
|---|---|
| 12a. Stresses that increased digitalisation and the use of artificial intelligence are contributing risk factors towards detrimental work-related psychosocial risk prevalence; calls on the Commission to propose clear rules on algorithmic management and AI use in the workplace alongside a European initiative on work-related psychosocial risks to address all risks; calls for algorithmic management systems and technologies to be better integrated into health and safety systems at workplaces, with effective involvement of worker representatives; |
| Motion for a resolution | Amendment |
|---|---|
| 12b. Recognises that protection of workers from occupational risks associated with heat, heat stress and extreme weather events needs to be improved; recalls that climate hazards such as heatwaves, wildfires, floods, storms, and cold spells are becoming more common and more intense, posing not only physical health risks, such as heat stroke, injuries, and respiratory illnesses, but also mental health challenges, including anxiety and stress, and further increasing the risk of accidents, illnesses, and a loss of productivity across the labour market; notes that emergency responders regularly face mental health challenges, including chronic stress, anxiety, burnout, and post-traumatic stress disorder, as they operate under life or-death pressure and are frequently exposed to death, suffering, and in some cases violence or civil unrest; |
| Motion for a resolution | Amendment |
|---|---|
| 12b. Calls on the Commission and the Member States to ensure adequate and coordinated funding across health, social and labour sectors for the implementation of workplace mental health measures, including access to expert guidance on effective interventions to support enterprises, in particular small and medium-sized enterprises (SMEs), in applying such measures without additional administrative burdens; considers that funding should also be used to strengthen resources for advising, monitoring and enforcing occupational safety and health standards related to mental health, as well as to enhance the capacity of health and labour services to identify and address work-related mental health issues, thereby improving access to care; |
| Motion for a resolution | Amendment |
|---|---|
| 13. Requests that the Commission submit, by the end of 2026, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union, a proposal for a directive on work-related psychosocial risks, stress and mental health at work, including minimum requirements with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 13. Requests that the Commission submit, by the end of 2026, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union, a proposal for a directive on work-related psychosocial risks, stress and mental health at work, including minimum requirements with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; | deleted |
Mariateresa Vivaldini, Elena Donazzan, Lara Magoni, Georgiana Teodorescu, Chiara Gemma, Geadis Geadi, Marlena Maląg
| Motion for a resolution | Amendment |
|---|---|
| 13. Requests that the Commission submit, by the end of 2026, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union, a proposal for a directive on work-related psychosocial risks, stress and mental health at work, including minimum requirements with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; | deleted |
Eleonora Meleti, Rosa Estaràs Ferragut, Maravillas Abadía Jover, Miriam Lexmann, Angelika Winzig, Arba Kokalari, Raúl de la Hoz Quintano, Giusi Princi
| Motion for a resolution | Amendment |
|---|---|
| 13. Requests that the Commission submit, by the end of 2026, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union, a proposal for a directive on work-related psychosocial risks, stress and mental health at work, including minimum requirements with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 13. Requests that the Commission submit, by the end of 2026, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union, a proposal for a directive on work-related psychosocial risks, stress and mental health at work, including minimum requirements with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 13. Requests that the Commission submit, by the end of 2026, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union, a proposal for a directive on work-related psychosocial risks, stress and mental health at work, including minimum requirements with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; | 13. Requests that the Commission, in close cooperation with social partners, ensures a continued focus on strengthening the implementation of existing OSH directives and promoting best practices for managing mental health at work; encourages the Commission to consider including a clarification that the obligation on employers to perform risk assessment concerns all risks in the workplace, under the OSH Framework Directive, including psychosocial risks as part of the modernization of the Workplace Directive as initially indicated by the Commission to be included in the Quality Jobs Act; |
| Motion for a resolution | Amendment |
|---|---|
| 13. Requests that the Commission submit, by the end of 2026, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union, a proposal for a directive on work-related psychosocial risks, stress and mental health at work, including minimum requirements with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; | 13. Requests that the Commission to carry out an impact assessment complemented by a competitiveness and SME test and to submit, by the end of 2027, on the basis of Article 153(2), point (b), and Article 153(1), point (a), of the Treaty on the Functioning of the European Union and the result of the aforementioned steps, a proposal for a directive on work-related psychosocial risks, stress and mental health at work which would address the remaining gaps in existing legislation and avoid creation of overlapping legal instruments, with view to an equivalent, high level of protection for all workers in the Union following the recommendations set out in the Annex hereto; |
| Motion for a resolution | Amendment |
|---|---|
| 13a. Calls on the Commission to prioritise the effective implementation, enforcement and simplification of existing EU legislation, in particular Directive 89/391/EEC, and to assess the impact of non-legislative measures, guidelines and exchange of best practices before considering any new legislative proposal; |
| Motion for a resolution | Amendment |
|---|---|
| 13a. Stresses that any future revision of current legislation or new proposals should respect the diversity of national systems, the principle of subsidiarity and the autonomy of social partners, allowing Member States flexibility in implementation; |
| Motion for a resolution | Amendment |
|---|---|
| 13a. Invites the European Commission to identify best practices across the Union when it comes to legislation on psychosocial risks and mental health at work, and to monitor the implementation of already existing occupational health and safety measures |
| Motion for a resolution | Amendment |
|---|---|
| 14. Considers that the financial implications of the requested proposal should be covered by existing budgetary allocations; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 14. Considers that the financial implications of the requested proposal should be covered by existing budgetary allocations; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| 14. Considers that the financial implications of the requested proposal should be covered by existing budgetary allocations; | 14. Emphasises that the financial implications of the requested proposal should be covered by existing budgetary allocations; |
| Motion for a resolution | Amendment |
|---|---|
| 15. Instructs its President to forward this resolution and the accompanying recommendations to the Commission and the Council, and to the parliaments and governments of the Member States. | 15. Instructs its President to forward this resolution to the Commission and the Council, and to the parliaments and governments of the Member States. |
| Motion for a resolution | Amendment |
|---|---|
| 15. Instructs its President to forward this resolution and the accompanying recommendations to the Commission and the Council, and to the parliaments and governments of the Member States. | 15. Instructs its President to forward this resolution to the Commission and the Council, and to the parliaments and governments of the Member States. |
Eleonora Meleti, Rosa Estaràs Ferragut, Maravillas Abadía Jover, Miriam Lexmann, Angelika Winzig, Arba Kokalari, Raúl de la Hoz Quintano, Henrik Dahl, Andrea Wechsler, Giusi Princi, Marion Walsmann
| Motion for a resolution | Amendment |
|---|---|
| (2) A definition of work-related psychosocial risks and risk factors related to work organisation, design and management, the social and relational context at work and working conditions should be adopted at a European level to provide certainty to employers and workers. | (2) A definition of work-related psychosocial risks and risk factors related to work organisation and working conditions, on the one hand, and to the social context at work, on the other, should be adopted at a European level to provide certainty to employers and workers. |
| Motion for a resolution | Amendment |
|---|---|
| (3) Work-related psychosocial risks should be recognised as occupational risks within the meaning of Union occupational safety and health law. | (3) Work-related psychosocial risks should be explicitly recognised as occupational risks within the meaning of Union occupational safety and health law. |
| Motion for a resolution | Amendment |
|---|---|
| (3a) Small and medium-sized undertakings are excluded from the scope of this Directive in order to avoid imposing on them administrative, financial and legal constraints which hold back their creation and development. |
| Motion for a resolution | Amendment |
|---|---|
| (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures, in accordance with the hierarchy of prevention, including the adjustment of workload, working time, job control, staffing levels, management practices and performance evaluation systems. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management. | (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures. Individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligation to minimise work-related psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures, in accordance with the hierarchy of prevention, including the adjustment of workload, working time, job control, staffing levels, management practices and performance evaluation systems. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management. | (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures, in accordance with the hierarchy of prevention, including the adjustment of workload, working time, job control, safe staffing levels, management practices and performance evaluation systems. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management. |
| Motion for a resolution | Amendment |
|---|---|
| (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures, in accordance with the hierarchy of prevention, including the adjustment of workload, working time, job control, staffing levels, management practices and performance evaluation systems. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management. | (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures, in accordance with the hierarchy of prevention, including the adjustment of workload, working time, job control, safe staffing levels, management practices and performance evaluation systems. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management. |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures, in accordance with the hierarchy of prevention, including the adjustment of workload, working time, job control, staffing levels, management practices and performance evaluation systems. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management. | (4) The prevention of work-related psychosocial risks should be based primarily on collective and organisational measures, in accordance with the hierarchy of prevention, including the adjustment of workload, working time, job control, safe staffing levels, management practices and performance evaluation systems. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks by adapting work organisation, design and management. |
| Motion for a resolution | Amendment |
|---|---|
| (6a) To ensure the effective monitoring and enforcement of this Directive on Union and national level, Member States should ensure adequate and timely data collection on the identified psychosocial risks, particularly through establishing effective data collection tools to provide comparative data, while being mindful of unnecessary reporting burden. As such data collection can pose challenges for employers, in particular micro and small enterprises, financial and practical support should be provided to them in line with the Commission Communication of 12 September 2023 on an SME Relief Package. |
| Motion for a resolution | Amendment |
|---|---|
| This Directive lays down minimum requirements to prevent, eliminate or, where this is not possible, reduce work-related psychosocial risks. | This Directive lays down minimum requirements to prevent, eliminate or, where this is not possible, reduce work-related psychosocial risks and their potential outcomes which may include, inter alia, work-related stress, burnout, harassment, violence, mental disorders, addiction or suicidal behaviour, cardiovascular diseases and musculo-skeletal disorders. |
| Motion for a resolution | Amendment |
|---|---|
| It establishes binding organisational, structural and participatory obligations for employers in order to protect workers’ mental and physical health and to ensure safe and dignified working conditions. | It establishes binding organisational, structural and participatory obligations for employers in order to protect workers’ mental and physical health and to ensure safe and dignified working conditions, while ensuring flexibility for employers and respecting national competences. |
| Motion for a resolution | Amendment |
|---|---|
| It establishes binding organisational, structural and participatory obligations for employers in order to protect workers’ mental and physical health and to ensure safe and dignified working conditions. | It establishes binding organisational, structural and participatory obligations for employers in order to protect workers’ mental and physical health, including clear sanctions in case of non-compliance, thus ensuring safe and dignified working conditions. |
| Motion for a resolution | Amendment |
|---|---|
| This Directive applies to workers in all sectors of economic activity, both public and private. | This Directive applies to workers in all sectors of economic activity, both public and private, including workers in informal employment, the self-employed and platform workers. |
| Motion for a resolution | Amendment |
|---|---|
| This Directive applies to workers in all sectors of economic activity, both public and private. | This Directive applies to workers, as defined by 89/391/EEC as any person employed by an employer, including trainees and apprentices, in all sectors of economic activity, both public and private. |
| Motion for a resolution | Amendment |
|---|---|
| Undertakings with less than 1,000 employees are excluded from the scope of this Directive. |
| Motion for a resolution | Amendment |
|---|---|
| (1) “Work-related psychosocial risks” means work-related risks arising from exposure to psychosocial risk factors related to the organisation, design and management of work, the social and relational context at work and working conditions, which may affect workers’ mental and physical health, safety and dignity; such risks may lead, inter alia, to work-related stress, burnout, harassment, violence, mental disorders, addiction or suicidal behaviour, cardiovascular diseases and musculo-skeletal disorders; | (1) “Work-related psychosocial risks” means work-related risks arising from exposure to psychosocial risk factors related to the organisation, design and management of work, the social and relational context at work and working conditions, which may affect workers’ mental and physical health, safety and dignity with the potential to cause psychological or physical harm; |
| Motion for a resolution | Amendment |
|---|---|
| (1) “Work-related psychosocial risks” means work-related risks arising from exposure to psychosocial risk factors related to the organisation, design and management of work, the social and relational context at work and working conditions, which may affect workers’ mental and physical health, safety and dignity; such risks may lead, inter alia, to work-related stress, burnout, harassment, violence, mental disorders, addiction or suicidal behaviour, cardiovascular diseases and musculo-skeletal disorders; | (1) “Work-related psychosocial risks” means work-related risks arising from exposure to psychosocial risk factors related to the organisation, design and management of work, the social and relational context at work and working conditions, which may affect workers’ mental and physical health, safety and dignity; such risks may lead, inter alia, to work-related stress, burnout, harassment, violence, including cyber violence and harassment, mental health issues, addiction or suicidal behaviour, cardiovascular diseases and musculo-skeletal disorders; |
| Motion for a resolution | Amendment |
|---|---|
| (1) “Work-related psychosocial risks” means work-related risks arising from exposure to psychosocial risk factors related to the organisation, design and management of work, the social and relational context at work and working conditions, which may affect workers’ mental and physical health, safety and dignity; such risks may lead, inter alia, to work-related stress, burnout, harassment, violence, mental disorders, addiction or suicidal behaviour, cardiovascular diseases and musculo-skeletal disorders; | (1) “Work-related psychosocial risks” means work-related risks arising from exposure to psychosocial risk factors related to the organisation of work, and working conditions, on the one hand, and to the social environment of work, on the other, which involve exposure to damaging workers’ mental and physical health; by way of example, such damaging include, inter alia, work-related stress, burnout, mental disorders, addiction or suicidal behaviour, cardiovascular diseases and musculo-skeletal disorders; |
| Motion for a resolution | Amendment |
|---|---|
| (3) “Psychosocial risk factors” means work-related risk factors related to the organisation, design and management of work, its social and relational context and working conditions, including high workload, high work intensity, long working hours, lack of autonomy, lack of support from supervisors, harassment, violence and discrimination behaviour, high emotional demands, high digital intensity, being subject to automated decision-making or monitoring systems, unrealistic targets; | (3) “Psychosocial risk factors” means work-related risk factors related to the organisation of work and working conditions, on the one hand, and to the risks related to the social environment of work, namely the psychosocial environment in which work is performed, on the other hand; |
| Motion for a resolution | Amendment |
|---|---|
| (3) “Psychosocial risk factors” means work-related risk factors related to the organisation, design and management of work, its social and relational context and working conditions, including high workload, high work intensity, long working hours, lack of autonomy, lack of support from supervisors, harassment, violence and discrimination behaviour, high emotional demands, high digital intensity, being subject to automated decision-making or monitoring systems, unrealistic targets; | (3) “Psychosocial risk factors” means work-related risk factors related to the organisation, design and management of work, its social and relational context and working conditions, including high workload, high work intensity, long working hours, lack of autonomy, lack of support from supervisors, harassment, violence, including cyber violence and harassment, and discrimination behaviour, high emotional demands, high digital intensity, experiencing ethical stress due to a high level of work intensity, being subject to automated decision-making or monitoring systems, constant customer evaluation by real-time rating systems, unrealistic targets; |
| Motion for a resolution | Amendment |
|---|---|
| (3) “Psychosocial risk factors” means work-related risk factors related to the organisation, design and management of work, its social and relational context and working conditions, including high workload, high work intensity, long working hours, lack of autonomy, lack of support from supervisors, harassment, violence and discrimination behaviour, high emotional demands, high digital intensity, being subject to automated decision-making or monitoring systems, unrealistic targets; | (3) “Psychosocial risk factors” means work-related risk factors related to the organisation, design and management of work, its social and relational context and working conditions, including excessive workload, high work intensity, long and unpredictable working hours, lack of autonomy, lack of support from supervisors, psychological and sexual harassment, violence and discriminatory behaviour, high emotional demands, high digital intensity, intrusive monitoring and undue excessive surveillance, lack of role clarity and ineffective communication; |
| Motion for a resolution | Amendment |
|---|---|
| (3a) “Moral distress” means distress arising when workers are constrained from acting in accordance with professional, ethical or clinical standards, including because of understaffing, insufficient resources, conflicting instructions or unsafe organisational arrangements; |
| Motion for a resolution | Amendment |
|---|---|
| (3b) “Presenteeism” means employees presence at the workplace when exhibiting ill-health or illness, due to fear stemming from possible negative consequences of their absence being perceived or measured as being less productive, which could lead to them being made redundant, job loss, income loss and subsequent overall well-being being threatened from a socioeconomic stance; |
| Motion for a resolution | Amendment |
|---|---|
| (4) “Primary prevention” means measures aimed at eliminating and preventing work-related psychosocial risks at source through adaptations to work organisation, design and management, and working conditions; | (4) “Primary prevention” means measures aimed at eliminating and preventing work-related psychosocial risks at source, or where not possible, mitigating negative effects, through adaptations to work organisation, design and management, and working conditions; |
| Motion for a resolution | Amendment |
|---|---|
| (4) “Primary prevention” means measures aimed at eliminating and preventing work-related psychosocial risks at source through adaptations to work organisation, design and management, and working conditions; | (4) “Primary prevention” means measures aimed at preventing, eliminating or reducing work-related psychosocial risks at source through adaptations to work organisation, design and management, and working conditions; |
| Motion for a resolution | Amendment |
|---|---|
| (5a) “Tertiary prevention” means measures aimed at managing and mitigating the adverse outcomes from psychosocial risks that have already occurred, in order to, without undue delay, prevent their progression, reduce their impact, prevent permanent impairing and set out a path for rehabilitation; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (5a) "Tertiary prevention" refers to measures that can support a sustainable and manageable return to work for everyone. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall ensure the prevention of work-related psychosocial risks by: | 1. Employers shall ensure the prevention or reduction of work-related psychosocial risks by one or more of the following measures: |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (a) avoiding risks; | (a) managing and minimising risks; |
| Motion for a resolution | Amendment |
|---|---|
| (c) combating the risks at source; | (c) establishing continuous risk management systems to combat the risks at source; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (c) combating the risks at source; | (c) eliminating the risks at source; |
| Motion for a resolution | Amendment |
|---|---|
| (d) adapting the work to the individual, especially as regards the design of workplaces, the choice of work equipment and the choice of working and production methods, with a view, in particular, to alleviating monotonous work and work at a predetermined work-rate and to reducing their effect on health; | deleted |
| Motion for a resolution | Amendment |
|---|---|
| (d) adapting the work to the individual, especially as regards the design of workplaces, the choice of work equipment and the choice of working and production methods, with a view, in particular, to alleviating monotonous work and work at a predetermined work-rate and to reducing their effect on health; | (d) adapting the work to the individual, especially as regards the design of workplaces, the choice of work equipment and the choice of working and production methods, with a view, in particular, to alleviating monotonous work and work at a predetermined work-rate, to avoiding imposed telework and to reducing their effect on health; |
| Motion for a resolution | Amendment |
|---|---|
| (d) adapting the work to the individual, especially as regards the design of workplaces, the choice of work equipment and the choice of working and production methods, with a view, in particular, to alleviating monotonous work and work at a predetermined work-rate and to reducing their effect on health; | (d) ensuring the adaptation between work and workers, especially as regards the design of workplaces, the choice of work equipment and the choice of working and production methods, with a view, in particular, to reducing monotonous work when it is not needed and to reducing their negative effect on health; |
| Motion for a resolution | Amendment |
|---|---|
| (f) replacing the dangerous by the non-dangerous or the less dangerous; | (f) replacing, when and where possible, the dangerous by the non-dangerous or the less dangerous; |
| Motion for a resolution | Amendment |
|---|---|
| (g) developing a coherent overall prevention policy which covers technology, organization of work, working conditions, social relationships and the influence of factors related to the working environment; | (g) developing a coherent overall prevention policy which covers technology, organization of work, working conditions, safe staffing levels, social relationships and the influence of factors related to the working environment; |
| Motion for a resolution | Amendment |
|---|---|
| (g) developing a coherent overall prevention policy which covers technology, organization of work, working conditions, social relationships and the influence of factors related to the working environment; | (g) developing a coherent overall prevention policy which covers technology, organization of work, working conditions, safe staffing levels, social relationships and the influence of factors related to the working environment; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (g) developing a coherent overall prevention policy which covers technology, organization of work, working conditions, social relationships and the influence of factors related to the working environment; | (g) developing a coherent overall prevention policy which covers technology, organization of work, working conditions, safe staffing levels, social relationships and the influence of factors related to the working environment; |
| Motion for a resolution | Amendment |
|---|---|
| (i) giving appropriate instructions to the workers. | (i) giving clear and non-contradicting instructions to the workers. |
| Motion for a resolution | Amendment |
|---|---|
| (i) giving appropriate instructions to the workers. | (i) giving appropriate and clear instructions to the workers. |
| Motion for a resolution | Amendment |
|---|---|
| (ia) regular follow-up assessments of psychosocial risks, in order to monitor their evolution and evaluate the effectiveness of preventive and corrective measures. |
| Motion for a resolution | Amendment |
|---|---|
| (ia) ensuring adequate staffing levels to avoid excessive workload and work intensification. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall ensure that organisational resources that support primary prevention, including managerial support, worker participation and access to training, are made effectively available to all workers. | Taking into account the nature of the activities and the size of the enterprise concerned, employers shall ensure that organisational resources that support primary prevention, including managerial support, worker participation and access to training, are made effectively available to all workers. |
| Motion for a resolution | Amendment |
|---|---|
| They shall also provide regular and adequate training to workers, managers and supervisors on work-related psychosocial risks and risk factors related to work organisation, design and management, the social and relational context at work, and working conditions, and prevention measures. | They shall also provide regular and adequate training to workers, managers and supervisors on work-related psychosocial risks and risk factors related to work organisation, design and management, the social and relational context at work, and working conditions, and prevention measures, while ensuring improvement of individual resistance, training or counselling shall not be considered sufficient where organisational risk factors remain unaddressed. |
| Motion for a resolution | Amendment |
|---|---|
| They shall also provide regular and adequate training to workers, managers and supervisors on work-related psychosocial risks and risk factors related to work organisation, design and management, the social and relational context at work, and working conditions, and prevention measures. | They shall also provide regular and adequate training to workers, managers and supervisors on work-related psychosocial risks, risk factors and prevention measures. |
| Motion for a resolution | Amendment |
|---|---|
| 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, health or well-being. | 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, health or well-being, including incidents originating from third parties, such as customers, service users or other external actors; they shall ensure that a zero-tolerance policy is implemented against such conduct and that no commercial relationship or customer service may override the protection of workers’ dignity and mental health. |
| Motion for a resolution | Amendment |
|---|---|
| 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, health or well-being. | 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and bullying. |
| Motion for a resolution | Amendment |
|---|---|
| 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, health or well-being. | 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, physical and/or mental health or well-being. |
| Motion for a resolution | Amendment |
|---|---|
| 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, health or well-being. | 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discriminatory behaviour that undermines workers’ dignity, health or well-being. |
| Motion for a resolution | Amendment |
|---|---|
| 3. Employers shall adopt and implement a code of conduct defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, health or well-being. | 3. Employers shall adopt and implement policies defining and prohibiting violence, harassment and discrimination behaviour that undermines workers’ dignity, health or well-being. |
| Motion for a resolution | Amendment |
|---|---|
| 4. Employers shall also implement appropriate secondary prevention measures, including early detection mechanisms, access to occupational health services, and timely support for workers exposed to psychosocial risks. | 4. Employers shall also implement appropriate secondary prevention measures, including early detection mechanisms and risk-based prevention protocols for third-party violence, access to occupational health services, and timely support for workers exposed to psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| 4a. Employers shall ensure the nomination of designated personnel, with sufficient training and/or expertise, supported by appropriate resources, to oversee the management of measures related to the mitigation of work-related psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| 4b. Information on the measures implemented will be made available to workers as per 89/391/EEC. |
| Motion for a resolution | Amendment |
|---|---|
| Mandatory psychosocial risk assessment | Mandatory psychosocial risk assessment and preventive and remedial measures |
| Motion for a resolution | Amendment |
|---|---|
| Mandatory psychosocial risk assessment | Psychosocial risk assessment |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall carry out a psychosocial risk assessment at least once per year and whenever significant changes to the organisation of work and organisational restructuring occur. | 1. Employers shall carry out a psychosocial risk assessment one year after the entry into force of this directive, at regular intervals thereafter, and whenever significant changes to the organisation of work and organisational restructuring occur, including notable fluctuation in staffing levels, high instances of workplace sick-leave, and a prevalence of long-term and/or repeat absences. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall carry out a psychosocial risk assessment at least once per year and whenever significant changes to the organisation of work and organisational restructuring occur. | 1. Employers shall carry out a psychosocial risk assessment at least once per year and whenever significant changes to the organisation of work and organisational restructuring occur. Additionally, workers’ representatives shall have the possibility to trigger an assessment based on their reasoned evaluation. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall carry out a psychosocial risk assessment at least once per year and whenever significant changes to the organisation of work and organisational restructuring occur. | 1. Employers shall carry out a psychosocial risk assessment regularly, where appropriate and whenever significant changes to the organisation of work and organisational restructuring occur. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall carry out a psychosocial risk assessment at least once per year and whenever significant changes to the organisation of work and organisational restructuring occur. | 1. Employers can, when relevant and necessary, carry out a psychosocial risk assessment whenever significant changes to the organisation of work and organisational restructuring occur. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall carry out a psychosocial risk assessment at least once per year and whenever significant changes to the organisation of work and organisational restructuring occur. | 1. Employers shall carry out a regular psychosocial risk assessment and whenever significant changes to the organisation of work and organisational restructuring occur. |
| Motion for a resolution | Amendment |
|---|---|
| The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; | The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, especially in client-facing occupations, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated or semi-automated decision-making or monitoring systems which are used or which support the supervision and evaluation of workers and decisions related to their work and working conditions or in any manner of profiling or inferences made about them based on processing workplace data; |
| Motion for a resolution | Amendment |
|---|---|
| The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; | The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work pace, lack of autonomy, job insecurity, work–life balance, or being subject to automated decision-making or automated monitoring systems; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; | The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour from both internal sources in the organisation and external parties, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; |
| Motion for a resolution | Amendment |
|---|---|
| The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; | The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, especially in client-facing occupations, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; |
| Motion for a resolution | Amendment |
|---|---|
| The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; | The psychosocial risk assessment shall evaluate psychosocial risk factors including excessive workload, high work intensity, long and unpredictable working hours, presenteeism, lack of autonomy, lack of support from supervisors, psychological and sexual harassment, violence and discriminatory behaviour, high emotional demands, high digital intensity, intrusive monitoring and undue excessive surveillance, lack of role clarity and ineffective communication; |
| Motion for a resolution | Amendment |
|---|---|
| The psychosocial risk assessment shall evaluate psychosocial risk factors including workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; | The psychosocial risk assessment can evaluate psychosocial risk factors such as workload, work intensity, lack of autonomy, long working hours, lack of appropriate rewards and recognition resulting from poor performance and evaluation systems, emotional demands, exposure to adverse social behaviour, job insecurity, work–life interference, digital connectivity outside working time, or being subject to automated decision-making or monitoring systems; |
| Motion for a resolution | Amendment |
|---|---|
| Such assessment shall be based on scientifically validated methods. | Such assessment shall be based on scientifically validated methods. Methods agreed by collective bargaining shall be deemed to be scientifically validated. |
| Motion for a resolution | Amendment |
|---|---|
| Such assessment shall be based on scientifically validated methods. | Such assessment shall be based on scientifically comparable validated methods. |
| Motion for a resolution | Amendment |
|---|---|
| 3. When carrying out the psychosocial risk assessment, employers shall ensure the effective participation of workers’ representatives and trade unions and that the protective and preventive services for psychosocial risks designated pursuant Article 15 take part throughout the entire process. | 3. When carrying out the psychosocial risk assessment, employers shall ensure the effective participation of workers’ representatives and trade unions. |
| Motion for a resolution | Amendment |
|---|---|
| 4. The results of the assessment shall be documented and communicated to all workers in the workplace in an accessible manner. | deleted |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| 4. The results of the assessment shall be documented and communicated to all workers in the workplace in an accessible manner. | 4. The results of the assessment shall be documented and communicated to all workers in the workplace in an accessible manner. These results shall lead to adaptations of work organization at all levels. These adaptations shall be evaluated over time. |
| Motion for a resolution | Amendment |
|---|---|
| 4. The results of the assessment shall be documented and communicated to all workers in the workplace in an accessible manner. | 4. The results of the assessment shall be documented and communicated in an adequate and an accessible manner. |
| Motion for a resolution | Amendment |
|---|---|
| 4a. In particular as part of the psychosocial risk assessment, employers shall adopt concrete measures to prevent, eliminate or reduce identified work-related psychosocial risks and ensure their implementation, monitoring and evaluation. |
| Motion for a resolution | Amendment |
|---|---|
| 4b. The risk assessment’s preventive and remedial measures shall include, where relevant: | |
| (a) measures to reduce excessive workload, workforce shortages, unsafe staffing levels and work intensity; | |
| (b) sector-specific measures for health and social care, including prevention of moral distress, management of emotional demands, presenteeism, rest and recovery arrangements after critical incidents, supervision and debriefing, and protocols for violence from patients, relatives, care recipients or service users; | |
| (c) measures to assess the use and impact of overtime and unpredictable working hours; | |
| (d) effective implementation of the right to disconnect and presenteeism; | |
| (e) measures to prevent abusive social behaviour such as harassment, bullying and violence; | |
| (f) rules governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; | |
| (g) measures aimed at preventing extended availability and “always-on” work cultures, including technical and organisational safeguards; | |
| (h) targeted measures for sectors, occupations and groups of workers identified as being at higher risk, including health, public administration and client-facing services; | |
| (i) measures for early intervention and support, including access to counselling, occupational health follow-up and mechanisms facilitating sustainable return to work; | |
| (j) continuous risk management systems based on the results of the risk assessment to ensure a cyclical approach to prevention by: | |
| (i) prioritisation of identified risks; | |
| (ii) definition of measurable objectives and timelines; | |
| (iii) allocation of adequate resources for implementation; | |
| (iv) regular review of progress; | |
| (v) adaptation of measures based on evaluation outcomes and changes in the organisation of work. |
| Motion for a resolution | Amendment |
|---|---|
| 4c. The risk assessment’s measures shall be subject to approval by the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15. Workers representatives and trade unions shall be duly and systematically involved in the design, implementation and evaluation of this plan. The risk assessment shall be regularly reviewed and updated as part of a continuous improvement process. |
| Motion for a resolution | Amendment |
|---|---|
| 4d. The results of the assessment and its preventive and remedial measures shall be documented and communicated to all workers in the workplace in an accessible manner. |
| Motion for a resolution | Amendment |
|---|---|
| Article 6 | deleted |
| Annual action plan | |
| 1. On the basis of the psychosocial risk assessment, employers shall adopt an annual action plan setting out concrete measures to prevent, eliminate or reduce work-related psychosocial risks. Employers shall implement, monitor and evaluate the application of the annual action plan. | |
| 2. The action plan shall include, where relevant: | |
| (a) measures to reduce excessive workload, workforce shortages, work intensity and reduce monotonous work; | |
| (b) limitations on overtime and unpredictable working hours; | |
| (c) effective implementation of the right to disconnect; | |
| (d) measures to prevent abusive social behaviour such as harassment, bullying and violence; | |
| (e) rules governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; | |
| (f) measures aimed at preventing extended availability and “always-on” work cultures, including technical and organisational safeguards; | |
| (g) targeted measures for sectors, occupations and groups of workers identified as being at higher risk, including health, public administration and client-facing services; | |
| (h) measures for early intervention and support, including access to counselling, occupational health follow-up and mechanisms facilitating sustainable return to work. | |
| 3. The action plan shall be subject to approval by the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15. Workers representatives and trade unions shall be duly and systematically involved in the design, implementation and evaluation of this plan. | |
| 4. Employers shall take all necessary measures to prevent, eliminate or reduce work-related psychosocial risks identified through the risk assessment. |
| Motion for a resolution | Amendment |
|---|---|
| Annual action plan | Implementing measures to address psychosocial risks |
| Motion for a resolution | Amendment |
|---|---|
| 1. On the basis of the psychosocial risk assessment, employers shall adopt an annual action plan setting out concrete measures to prevent, eliminate or reduce work-related psychosocial risks. Employers shall implement, monitor and evaluate the application of the annual action plan. | 1. On the basis of the psychosocial risk assessment, employers shall adopt, where significant risks are identified, an action plan setting out concrete measures to prevent, eliminate or reduce work-related psychosocial risks. Employers shall implement, monitor and evaluate the application of the annual action plan. |
| Motion for a resolution | Amendment |
|---|---|
| 1. On the basis of the psychosocial risk assessment, employers shall adopt an annual action plan setting out concrete measures to prevent, eliminate or reduce work-related psychosocial risks. Employers shall implement, monitor and evaluate the application of the annual action plan. | 1. On the basis of the psychosocial risk assessment, employers shall adopt an annual action plan setting out concrete measures to prevent, eliminate, or where this is not possible, reduce work-related psychosocial risks. Employers shall implement, monitor and evaluate the application of the annual action plan. |
| Motion for a resolution | Amendment |
|---|---|
| 1. On the basis of the psychosocial risk assessment, employers shall adopt an annual action plan setting out concrete measures to prevent, eliminate or reduce work-related psychosocial risks. Employers shall implement, monitor and evaluate the application of the annual action plan. | 1. On the basis of the psychosocial risk assessment, employers shall take measures to prevent, eliminate or reduce work-related psychosocial risks. Employers shall implement, monitor and evaluate the application of these measures. |
| Motion for a resolution | Amendment |
|---|---|
| 2. The action plan shall include, where relevant: | 2. The measures that are not implemented immediately shall constitute an action plan. The measures can include, where relevant: |
| Motion for a resolution | Amendment |
|---|---|
| (a) measures to reduce excessive workload, workforce shortages, work intensity and reduce monotonous work; | (a) measures to reduce excessive workload, workforce shortages and work intensity, including through adequate staffing levels, improved working conditions, and reducing monotonous work; |
| Motion for a resolution | Amendment |
|---|---|
| (a) measures to reduce excessive workload, workforce shortages, work intensity and reduce monotonous work; | (a) measures to reduce excessive workload, constant readiness, workforce shortages, work intensity and reduce monotonous work; |
| Motion for a resolution | Amendment |
|---|---|
| (a) measures to reduce excessive workload, workforce shortages, work intensity and reduce monotonous work; | (a) measures to reduce excessive workload, unreasonable work pace and lack of autonomy; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (aa) measures aimed at promoting a good work-life balance. |
| Motion for a resolution | Amendment |
|---|---|
| (b) limitations on overtime and unpredictable working hours; | (b) limitations on overtime and unpredictable working hours; particular attention shall be given to sectors characterised by irregular, extended or operational working time patterns, ensuring adequate recovery periods and compensatory measures. |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (b) limitations on overtime and unpredictable working hours; | (b) measures to address excessive workload and work intensity, including, where appropriate, limitations on overtime and unpredictable working hours, in accordance with national law and practice; |
| Motion for a resolution | Amendment |
|---|---|
| (b) limitations on overtime and unpredictable working hours; | (b) limitations on overtime and unpredictable working hours, with particular attention to sectors characterised by irregular and extended working time patterns; |
| Motion for a resolution | Amendment |
|---|---|
| (d) measures to prevent abusive social behaviour such as harassment, bullying and violence; | (d) measures to prevent abusive social behaviour such as harassment, bullying and violence, cyber harassment and violence, including such behaviour from third parties; |
| Motion for a resolution | Amendment |
|---|---|
| (d) measures to prevent abusive social behaviour such as harassment, bullying and violence; | (d) measures to prevent abusive social behaviour such as harassment, bullying and violence, cyber harassment and violence, including such behaviour from third parties; |
| Motion for a resolution | Amendment |
|---|---|
| (e) rules governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; | (e) rules governing work-related psychosocial risks related to digital monitoring, surveillance, automated and semi-automated decision making, processing workers’ data for profiling or other purposes and the use of artificial intelligence, including through collective bargaining, ensuring transparency of the systems, their functioning logic and outputs and the consultation and participation in decision-making of workers and/or their representatives over their introduction and changes; |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| (e) rules governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; | (e) measures to ensure the effective involvement of workers and their representatives in the introduction and use of new digital technologies as well as rules governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| (e) rules governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; | (e) rules governing digital monitoring and the use of artificial intelligence; |
| Motion for a resolution | Amendment |
|---|---|
| (e) rules governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; | (e) measures governing digital monitoring, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| (f) measures aimed at preventing extended availability and “always-on” work cultures, including technical and organisational safeguards; | (f) measures aimed at reducing extended availability and “always-on” work cultures, including technical and organisational safeguards; |
| Motion for a resolution | Amendment |
|---|---|
| (g) targeted measures for sectors, occupations and groups of workers identified as being at higher risk, including health, public administration and client-facing services; | (g) targeted measures for sectors, occupations and groups of workers identified as being at higher risk, including health, public administration and client-facing services, taking into account factors such as high work intensity, workforce shortages and exposure to third-party violence, including cyber violence; |
| Motion for a resolution | Amendment |
|---|---|
| (g) targeted measures for sectors, occupations and groups of workers identified as being at higher risk, including health, public administration and client-facing services; | (g) targeted measures for sectors, occupations and groups of workers identified as being at higher risk, including health, public administration and client-facing services, taking into account factors such as high work intensity, workforce shortages and exposure to third-party violence; |
| Motion for a resolution | Amendment |
|---|---|
| (g) targeted measures for sectors, occupations and groups of workers identified as being at higher risk, including health, public administration and client-facing services; | (g) targeted measures for sectors, occupations and groups of workers identified as being at higher risk. |
| Motion for a resolution | Amendment |
|---|---|
| (ha) measures to prevent discrimination or adverse treatment linked to pregnancy, maternity or paternity leave, including safeguards for equal career progression and remuneration. |
| Motion for a resolution | Amendment |
|---|---|
| (ha) The establishment of peer-support systems and trust-based mechanisms, particularly in sectors with hierarchical organisational structures; |
| Motion for a resolution | Amendment |
|---|---|
| (ha) binding maximum limits on workload and work intensity (e.g. goal setting); |
| Motion for a resolution | Amendment |
|---|---|
| (hb) training of managers. |
| Motion for a resolution | Amendment |
|---|---|
| 3. The action plan shall be subject to approval by the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15. Workers representatives and trade unions shall be duly and systematically involved in the design, implementation and evaluation of this plan. | 3. The action plan shall be subject to approval by the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15. Workers representatives and trade unions shall be duly and systematically involved in the design, implementation and evaluation of this plan, including through collective bargaining. |
| Motion for a resolution | Amendment |
|---|---|
| 3. The action plan shall be subject to approval by the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15. Workers representatives and trade unions shall be duly and systematically involved in the design, implementation and evaluation of this plan. | 3. The action plan shall be subject to approval by the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15. Workers representatives and trade unions shall be duly and systematically involved in the design, implementation and evaluation of the measures and this plan. |
| Motion for a resolution | Amendment |
|---|---|
| 3. The action plan shall be subject to approval by the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15. Workers representatives and trade unions shall be duly and systematically involved in the design, implementation and evaluation of this plan. | 3. The action plan shall be conveyed to the relevant protective and preventive services for psychosocial risks designated pursuant to Article 15 for information. Workers representatives and trade unions shall be involved in the design, implementation and evaluation of this plan. |
| Motion for a resolution | Amendment |
|---|---|
| 4. Employers shall take all necessary measures to prevent, eliminate or reduce work-related psychosocial risks identified through the risk assessment. | 4. Employers shall take all necessary measures to prevent, eliminate or reduce work-related psychosocial risks included in their action plan. |
| Motion for a resolution | Amendment |
|---|---|
| Any restructuring, reorganisation of work or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment. | deleted |
| Motion for a resolution | Amendment |
|---|---|
| Any restructuring, reorganisation of work or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment. | Any restructuring, reorganisation of work, including teleworking possibilities, or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment by employers and in cooperation with workers’ representatives. |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| Any restructuring, reorganisation of work or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment. | Any restructuring, reorganisation of work or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment and shall effectively involve workers and their representatives. |
| Motion for a resolution | Amendment |
|---|---|
| Any restructuring, reorganisation of work or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment. | Any restructuring, reorganisation of work or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment, where significant impact on workers is expected. |
| Motion for a resolution | Amendment |
|---|---|
| Any restructuring, reorganisation of work or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment. | Any restructuring, reorganisation of work, reduction of workforce or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall integrate results into their safety and health systems, as regards possible risks of work-related accidents, psychosocial and ergonomic risks as well as undue pressure put on workers. The use of digital management technologies shall respect workers’ wellbeing and ensure their physical and mental health and safety. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall ensure that the introduction of digital systems does not impose excessive burden or monitoring of workers, while ensuring continuous, meaningful and effective human oversight at all times over all decisions taken or supported by digital management technologies. |
| Motion for a resolution | Amendment |
|---|---|
| Workers shall have the right to a psychologically safe working environment that does not expose them to continuous work-related psychosocial risks and degrading or humiliating practices that can result in significant negative impact on their physical and mental health. | Workers shall have the right to a psychologically safe working environment that does not expose them to continuous work-related psychosocial risks and degrading or humiliating practices that can result in significant negative impact on their physical and mental health. Otherwise, workers shall have access to legal remedies to protect themselves and/or be compensated for the violation. |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| Workers shall have the right to a psychologically safe working environment that does not expose them to continuous work-related psychosocial risks and degrading or humiliating practices that can result in significant negative impact on their physical and mental health. | Workers shall have the right to a psychologically safe working environment that does not expose them to continuous work-related psychosocial risks and degrading or humiliating practices that can result in significant negative impact on their physical and mental health and well-being. |
| Motion for a resolution | Amendment |
|---|---|
| Workers shall have the right to a psychologically safe working environment that does not expose them to continuous work-related psychosocial risks and degrading or humiliating practices that can result in significant negative impact on their physical and mental health. | Workers shall have the right to a psychologically safe working environment that does not expose them to continuous work-related psychosocial risks or risk factors that can result in significant negative impact on their physical and mental health and well-being. |
| Motion for a resolution | Amendment |
|---|---|
| Workers who have been absent from work due to health impairments linked to work-related psychosocial risks, including work-related stress, burnout, harassment or violence, shall have the right to a supported and sustainable return to work. | Workers who have been absent from work due to health impairments deriving from work-related psychosocial risks, including work-related stress, burnout, harassment or violence, shall have the right to a supported and sustainable return to work in accordance with the work context at the time of such return. |
| Motion for a resolution | Amendment |
|---|---|
| Workers who have been absent from work due to health impairments linked to work-related psychosocial risks, including work-related stress, burnout, harassment or violence, shall have the right to a supported and sustainable return to work. | Workers who have been absent from work for a long-term or repeated period of time due to health impairments linked to work-related psychosocial risks, including work-related stress, burnout, harassment or violence, shall have the right to a supported and sustainable return to work. |
| Motion for a resolution | Amendment |
|---|---|
| This right shall form part of the employer’s obligations in the framework of secondary and tertiary prevention of work-related psychosocial risks. | This right shall form part of the employer’s obligations in the framework of secondary prevention of work-related psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall ensure continuity of care and access to mental health support for workers exposed to severe psychosocial risks, including after termination of employment, particularly in sectors where exposure may have long-term consequences. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Before a worker resumes their duties after a period of absence linked to work-related psychosocial risks, the employer shall establish an individual return-to-work plan. | 1. Immediately upon a worker resuming their duties after a sustained period of absence linked to work-related psychosocial risks, the employer shall establish an individual return-to-work plan. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Before a worker resumes their duties after a period of absence linked to work-related psychosocial risks, the employer shall establish an individual return-to-work plan. | 1. When appropriate, before a worker resumes their duties after a period of absence linked to work-related psychosocial risks, the employer shall establish an individual return-to-work plan. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Before a worker resumes their duties after a period of absence linked to work-related psychosocial risks, the employer shall establish an individual return-to-work plan. | 1. Before a worker resumes their duties after a period of absence deriving from work-related psychosocial risks, the employer shall establish an individual return-to-work plan. |
| Motion for a resolution | Amendment |
|---|---|
| The plan shall be developed in cooperation with the worker concerned, occupational health services and workers’ representatives, where appropriate. | The plan shall be developed in cooperation with the worker concerned, occupational health services, staff member undertaking relevant supervisory functions and workers’ representatives, where appropriate. |
| Motion for a resolution | Amendment |
|---|---|
| It shall specify, where relevant: | It shall specify, where relevant, one or more of the following items: |
| Motion for a resolution | Amendment |
|---|---|
| It shall specify, where relevant: | It can specify, where relevant: |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall ensure regular follow-up during the return-to-work period, including the possibility to review and adapt the return-to-work plan. | Employers shall ensure regular follow-up during the return-to-work period, including the possibility to review and adapt the return-to-work plan, as well as long-term follow-up to ensure the process of return-to-work period has been successful. |
| Motion for a resolution | Amendment |
|---|---|
| Where necessary, employers shall take organisational measures to address the psychosocial risk factors that contributed to the worker’s absence. | Where necessary, employers shall take organisational measures to address the psychosocial risk factors that contributed to the worker’s absence, including the possibility of job redesign. |
| Motion for a resolution | Amendment |
|---|---|
| Workers returning after an absence linked to work-related risks shall not suffer discrimination or adverse treatment as a result of their absence. | Workers returning after an absence linked to work-related risks shall not suffer discrimination as a result of their absence. |
| Motion for a resolution | Amendment |
|---|---|
| The findings from return-to-work processes shall be taken into account in the employer’s psychosocial risk assessment and prevention measures, with a view to preventing recurrence and improving working conditions. | The findings from return-to-work processes shall be taken into account in the employer’s psychosocial risk assessment and prevention measures, with a view to preventing recurrence and, where appropriate, improving working conditions. |
| Motion for a resolution | Amendment |
|---|---|
| Workers shall have the right to report work-related psychosocial risks, including anonymously. | Workers shall have the right to report work-related psychosocial risks, including but not limited to, anonymously. Workers’ representatives shall be involved in the design and monitoring of the effective reporting channels established for this purpose. |
| Motion for a resolution | Amendment |
|---|---|
| Workers shall have the right to report work-related psychosocial risks, including anonymously. | Workers shall have the right to report, through established channels, work-related psychosocial risks they have identified or been affected by, including anonymously. |
| Motion for a resolution | Amendment |
|---|---|
| Reporting shall be conveyed to the employer at first instance. If the worker wishes to report anonymously, the conveyance of first instance to the employer will be directed to the persons listed in Article 15(6). |
| Motion for a resolution | Amendment |
|---|---|
| According to the Directive 89/391/EEC, workers and/or their representatives shall retain the right to make proposals relating to safety and health at work, including measures to address work-related psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| Article 13 | deleted |
| Right to disconnect | |
| Workers shall not be required to engage in work-related communications or tasks outside their working time. | |
| Employers shall ensure that digital tools and work organisation support the effective exercise of this right. |
| Motion for a resolution | Amendment |
|---|---|
| Article 13 | deleted |
| Right to disconnect | |
| Workers shall not be required to engage in work-related communications or tasks outside their working time. | |
| Employers shall ensure that digital tools and work organisation support the effective exercise of this right. |
| Motion for a resolution | Amendment |
|---|---|
| Article 13 | deleted |
| Right to disconnect | |
| Workers shall not be required to engage in work-related communications or tasks outside their working time. | |
| Employers shall ensure that digital tools and work organisation support the effective exercise of this right. |
| Motion for a resolution | Amendment |
|---|---|
| Right to disconnect | Work-life balance |
| Motion for a resolution | Amendment |
|---|---|
| Workers shall not be required to engage in work-related communications or tasks outside their working time. | Workers shall not be required to engage in work-related communications or tasks outside their working time, without suffering discrimination or adverse consequences. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall ensure that digital tools and work organisation support the effective exercise of this right. | Employers shall ensure that digital tools and work organisation support the effective exercise of this right and ensure that no data collection, monitoring or surveillance occurs outside work and working hours. |
| Motion for a resolution | Amendment |
|---|---|
| Workers and their representatives shall be informed, consulted and involved at all stages of the assessment, prevention, monitoring and elimination of work-related psychosocial risks. | Workers and their representatives shall be informed, consulted and involved at all stages of the assessment, prevention, monitoring and elimination of work-related psychosocial risks and the introduction or changes related to the organisation of work and working conditions, including but not limited to performance evaluation and algorithmic management practices. |
| Motion for a resolution | Amendment |
|---|---|
| Workers and their representatives shall be informed, consulted and involved at all stages of the assessment, prevention, monitoring and elimination of work-related psychosocial risks. | Workers and their representatives shall, in accordance with national laws and/ or practices which may take account, inter alia, of the size of the undertaking and/ or establishment, be informed, consulted and involved at all stages of the assessment, prevention, monitoring and elimination of work-related psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| Workers and their representatives shall be informed, consulted and involved at all stages of the assessment, prevention, monitoring and elimination of work-related psychosocial risks. | Workers and their representatives shall be informed, consulted and involved at all stages of the assessment, prevention, monitoring and elimination of work-related psychosocial risks as set out in Articles 5 and 6. |
| Motion for a resolution | Amendment |
|---|---|
| Workers and their representatives shall be informed, consulted and involved at all stages of the assessment, prevention, monitoring and elimination of work-related psychosocial risks. | Workers and their representatives shall be informed, consulted and involved in the assessment, prevention, monitoring, elimination and/or reduction of work-related psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall ensure that workers are clearly and regularly informed about work-related psychosocial risks and the measures in place to prevent them and mitigate their negative impact. | Employers shall ensure that workers are provided with information, in writing and in an accessible format, to ensure workers are clearly and regularly informed about work-related psychosocial risks and the measures in place to prevent them and mitigate their negative impact. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall ensure that workers are clearly and regularly informed about work-related psychosocial risks and the measures in place to prevent them and mitigate their negative impact. | Employers shall ensure that workers are clearly and regularly informed about work-related psychosocial risks and the measures in place to manage them and mitigate their negative impact. |
| Motion for a resolution | Amendment |
|---|---|
| Article 15 | deleted |
| Protective and preventive services for psychosocial risks | |
| 1. Employers shall designate one or more workers to carry out activities related to the prevention and management of psychosocial risks within the undertaking and/or establishment. | |
| 2. The designated workers shall not be placed at any disadvantage because of their activities related to the prevention of psychosocial risks. They shall be allowed adequate time and provided with appropriate resources to fulfil their duties. | |
| 3. Where the competencies to carry out the activities referred to in paragraph 1 are not available within the undertaking and/or establishment, the employer shall enlist competent external services or persons with expertise in psychosocial risks. | |
| 4. In such cases, the employer shall inform those services or persons of all relevant factors known to affect, or suspected of affecting, the mental health and well-being of workers, including work organisation, working conditions, and interpersonal relations at work. | |
| 5. In all cases: | |
| - the designated workers must have the necessary capabilities, training and means in the field of psychosocial risk prevention; | |
| - the external services or persons consulted must have the necessary aptitudes and professional resources; and | |
| - the number of designated workers and external services or persons consulted shall be sufficient, taking into account the size of the undertaking and/or establishment, the nature of the activities, and the level and distribution of exposure to psychosocial risks. | |
| 6. The prevention of psychosocial risks may be carried out by one or more workers, by an internal service, or by external services. These actors shall cooperate where necessary to ensure a coherent and effective approach. | |
| 7. Member States may define, in light of the nature of the activities and the size of the undertakings, the categories of undertakings in which the employer, provided that he or she is competent, may assume responsibility for the measures referred to in paragraph 1. | |
| 8. Member States shall determine: | |
| - the necessary capabilities and qualifications in the field of psychosocial risk prevention; | |
| - the sufficient number of persons or services required to carry out these tasks. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall designate one or more workers to carry out activities related to the prevention and management of psychosocial risks within the undertaking and/or establishment. | 1. Employers shall designate one or more workers to carry out activities related to the monitoring, risk assessment and early detection, prevention and management of psychosocial risks within the undertaking and/or establishment. The designated workers may be the same as those designated to carry out activities related to the protection and prevention of other occupational risks for the employer. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Employers shall designate one or more workers to carry out activities related to the prevention and management of psychosocial risks within the undertaking and/or establishment. | 1. Employers shall designate one or more workers, such as an occupational safety and health representative, to carry out activities related to the prevention and management of psychosocial risks within the undertaking and/or establishment. |
| Motion for a resolution | Amendment |
|---|---|
| 4. In such cases, the employer shall inform those services or persons of all relevant factors known to affect, or suspected of affecting, the mental health and well-being of workers, including work organisation, working conditions, and interpersonal relations at work. | 4. In such cases, the employer shall inform those services or persons of all relevant factors affecting the health and safety of workers. |
| Motion for a resolution | Amendment |
|---|---|
| 4. In such cases, the employer shall inform those services or persons of all relevant factors known to affect, or suspected of affecting, the mental health and well-being of workers, including work organisation, working conditions, and interpersonal relations at work. | 4. In such cases, the employer shall inform those services or persons of all relevant factors known to affect, or suspected of affecting, the mental health and well-being of workers, including work organisation, working conditions, unsafe staffing levels and interpersonal relations at work. |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| – employers shall ensure that managers have the necessary knowledge, capabilities, training and means in the field of psychosocial risk prevention and management; |
| Motion for a resolution | Amendment |
|---|---|
| 6. The prevention of psychosocial risks may be carried out by one or more workers, by an internal service, or by external services. These actors shall cooperate where necessary to ensure a coherent and effective approach. | 6. The prevention of psychosocial risks may be carried out by one or more workers, by an internal service, or by external services. |
| Motion for a resolution | Amendment |
|---|---|
| 6. The prevention of psychosocial risks may be carried out by one or more workers, by an internal service, or by external services. These actors shall cooperate where necessary to ensure a coherent and effective approach. | 6. The prevention of psychosocial risks may be carried out by a designated worker or workers, by an internal service, or by external services. These actors shall cooperate where necessary to ensure a coherent and effective approach. |
| Motion for a resolution | Amendment |
|---|---|
| Consultation and participation of workers | Information, consultation and participation of workers |
| Motion for a resolution | Amendment |
|---|---|
| 1. The employer shall ensure that workers and/or their representatives are consulted and are allowed to take part in discussions in all stages of the prevention and management of psychosocial risks. | 1. The employer shall ensure that workers and/or their representatives are consulted and are allowed to take part in discussions in all stages of the prevention and management of psychosocial risks. Workers should have the right to nominate their representatives in the consultation processes. |
| Motion for a resolution | Amendment |
|---|---|
| 1. The employer shall ensure that workers and/or their representatives are consulted and are allowed to take part in discussions in all stages of the prevention and management of psychosocial risks. | 1. The employer shall ensure that workers and/or their representatives are informed, consulted and are allowed to take part in discussions in all stages of the prevention and management of psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| 2. Such consultation and participation shall concern, in particular: | 2. Such information, consultation and participation shall concern, in particular: |
| Motion for a resolution | Amendment |
|---|---|
| – the design, planning and implementation of preventive measures and action plans; | – the design, planning and implementation of risk assessment preventive and remedial measures; |
| Motion for a resolution | Amendment |
|---|---|
| – the involvement, when necessary, of national health and safety bodies to implement solutions in helping to guard against detected/identified risks. |
| Motion for a resolution | Amendment |
|---|---|
| 4. Participation shall take place in good time and in a meaningful manner, allowing workers and/or their representatives to contribute to decision-making and the development of appropriate measures. | 4. Participation shall take place in good time and in a meaningful manner. |
| Motion for a resolution | Amendment |
|---|---|
| 4a. Workers representatives are entitled to appeal, in accordance with national law, to the authority responsible for safety and health protection at work if they consider that a structure, process or practice related to working conditions and management, including related digital monitoring and management systems, is either inadequate for the purposes of ensuring safety and health at work, or places their health and safety at risk of psychological or physical damage. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall ensure that labour inspection authorities are provided with adequate powers, training, expertise, tools and resources in the field of work-related psychosocial risks, including with view to identifying, assessing and investigating these risks effectively. | Member States shall ensure that labour inspection authorities are provided with adequate powers, training, expertise, tools and resources in the field of work-related psychosocial risks, including with view to identifying, assessing and investigating these risks effectively. They shall, in particular, ensure adequate staffing and continuous reinforcement of inspection mechanisms, so that they can respond to the increasing volume and complexity of incidents, as well as carry out regular and targeted inspections. They shall ensure the specialised training of inspectors on issues of violence and harassment, including incidents by third parties, and ensure effective enforcement of the relevant legislation. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall ensure that labour inspection authorities are provided with adequate powers, training, expertise, tools and resources in the field of work-related psychosocial risks, including with view to identifying, assessing and investigating these risks effectively. | Member States shall ensure that labour inspection authorities are provided with adequate powers, training, expertise, tools and resources in the field of work-related psychosocial risks, including with view to regularly identify, assess and monitor obligations concerning prevention and combatting of these risks effectively. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall ensure that labour inspection authorities are provided with adequate powers, training, expertise, tools and resources in the field of work-related psychosocial risks, including with view to identifying, assessing and investigating these risks effectively. | Member States shall ensure, in accordance with national enforcement systems, that labour inspection authorities are provided with adequate powers, training, expertise, tools and resources in the field of work-related psychosocial risks, including with view to identifying, assessing and investigating these risks effectively. |
| Motion for a resolution | Amendment |
|---|---|
| Article 17a | |
| Occupational health services | |
| Member States shall develop education and training programmes related to psychosocial risks at work, thus allowing management, occupational health services and all relevant occupational health professionals to receive adequate, continuous and multidisciplinary training on psychosocial risks at work, including their identification, assessment, prevention and management. |
| Motion for a resolution | Amendment |
|---|---|
| Article 18 | deleted |
| Legal presumption and Burden of proof | |
| 1. Member States shall ensure that, where a worker establishes facts from which it may be presumed that they have been exposed to work-related psychosocial risk factors and have suffered a health impairment compatible with such exposure, it shall be presumed that the impairment is work-related. | |
| 2. In such cases, the burden of proof shall shift to the employer, who shall demonstrate that: | |
| (a) appropriate preventive measures were taken in accordance with this Directive; and | |
| (b) the health impairment is not linked to working conditions. | |
| 3. Member States may provide for more favourable provisions, including mechanisms for the alleviation of the burden of proof. |
| Motion for a resolution | Amendment |
|---|---|
| Article 18 | deleted |
| Legal presumption and Burden of proof | |
| 1. Member States shall ensure that, where a worker establishes facts from which it may be presumed that they have been exposed to work-related psychosocial risk factors and have suffered a health impairment compatible with such exposure, it shall be presumed that the impairment is work-related. | |
| 2. In such cases, the burden of proof shall shift to the employer, who shall demonstrate that: | |
| (a) appropriate preventive measures were taken in accordance with this Directive; and | |
| (b) the health impairment is not linked to working conditions. | |
| 3. Member States may provide for more favourable provisions, including mechanisms for the alleviation of the burden of proof. |
| Motion for a resolution | Amendment |
|---|---|
| Article 18 | deleted |
| Legal presumption and Burden of proof | |
| 1. Member States shall ensure that, where a worker establishes facts from which it may be presumed that they have been exposed to work-related psychosocial risk factors and have suffered a health impairment compatible with such exposure, it shall be presumed that the impairment is work-related. | |
| 2. In such cases, the burden of proof shall shift to the employer, who shall demonstrate that: | |
| (a) appropriate preventive measures were taken in accordance with this Directive; and | |
| (b) the health impairment is not linked to working conditions. | |
| 3. Member States may provide for more favourable provisions, including mechanisms for the alleviation of the burden of proof. |
| Motion for a resolution | Amendment |
|---|---|
| Article 18 | deleted |
| Legal presumption and Burden of proof | |
| 1. Member States shall ensure that, where a worker establishes facts from which it may be presumed that they have been exposed to work-related psychosocial risk factors and have suffered a health impairment compatible with such exposure, it shall be presumed that the impairment is work-related. | |
| 2. In such cases, the burden of proof shall shift to the employer, who shall demonstrate that: | |
| (a) appropriate preventive measures were taken in accordance with this Directive; and | |
| (b) the health impairment is not linked to working conditions. | |
| 3. Member States may provide for more favourable provisions, including mechanisms for the alleviation of the burden of proof. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Member States shall ensure that, where a worker establishes facts from which it may be presumed that they have been exposed to work-related psychosocial risk factors and have suffered a health impairment compatible with such exposure, it shall be presumed that the impairment is work-related. | 1. Member States shall ensure that, where a worker establishes facts from which it may be presumed that they have been exposed to work-related psychosocial risk factors and have suffered a health impairment resulting from such exposure, it shall be presumed that the impairment is work-related. |
| Motion for a resolution | Amendment |
|---|---|
| (a) appropriate preventive measures were taken in accordance with this Directive; and | (a) appropriate preventive measures were taken and all obligations were complied with in accordance with this Directive. |
| Motion for a resolution | Amendment |
|---|---|
| (b) the health impairment is not linked to working conditions. | deleted |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall ensure, in accordance with their national legal systems and the principle of subsidiarity, that workers have access to effective procedures for proving the link between their health impairment and their work. The evidentiary procedure must strike a fair balance between the parties, avoiding disproportionate burdens on employers while guaranteeing workers' fundamental right to judicial remedy without risking the competitiveness of the employers |
| Motion for a resolution | Amendment |
|---|---|
| Member states shall ensure that effective data is collected for the purpose of monitoring trends in work-related psychosocial risks in accordance with obligations set in Chapter II. The data shall be prepared in accordance with Regulation (EU) 2016/679 and regularly reported to the institutions listed in the previous paragraph. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall promote the active involvement of stakeholders, in particular social partners in collecting and monitoring the work-related psychosocial risks and effectiveness of subsequent measures at national level. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall lay down the rules on sanctions applicable to infringements of national provisions adopted pursuant to this Directive and shall take all measures necessary to ensure that they are implemented. The sanctions provided for shall be effective, proportionate and dissuasive. Member States shall, without delay, notify the Commission of those rules and of those measures and shall notify it, without delay, of any subsequent amendment affecting them. | Member States shall lay down the rules on sanctions applicable to infringements of national provisions adopted pursuant to this Directive and shall take all measures necessary to ensure that they are implemented. The sanctions provided for shall be effective, proportionate and dissuasive. Member States shall, without delay, notify the Commission of those rules and of those measures and shall notify it, without delay, of any subsequent amendment affecting them. Sanctions shall include administrative fines proportional to the enterprise's turnover, as well as the possibility of criminal sanctions in cases of serious violations. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall lay down the rules on sanctions applicable to infringements of national provisions adopted pursuant to this Directive and shall take all measures necessary to ensure that they are implemented. The sanctions provided for shall be effective, proportionate and dissuasive. Member States shall, without delay, notify the Commission of those rules and of those measures and shall notify it, without delay, of any subsequent amendment affecting them. | Member States, taking into account proportionality and impact on SMEs, shall lay down the rules on sanctions applicable to infringements of national provisions adopted pursuant to this Directive and shall take all measures necessary to ensure that they are implemented. The sanctions provided for shall be effective, proportionate and dissuasive. Member States shall, without delay, notify the Commission of those rules and of those measures and shall notify it, without delay, of any subsequent amendment affecting them. |
| Motion for a resolution | Amendment |
|---|---|
| 1. Member States shall, in accordance with their national law and practice, take adequate measures to ensure the effective involvement of the social partners and to promote and enhance social dialogue with a view to implementing this Directive. | 1. Member States shall, in accordance with their national law and practice, take adequate measures to ensure the effective involvement of the social partners and to promote and enhance social dialogue with a view to implementing this Directive, with the aim of achieving a high level of collective bargaining coverage. |
Estelle Ceulemans, Johan Danielsson, Marianne Vind, Alicia Homs Ginel, Vilija Blinkevičiūtė, Romana Jerković, Evelyn Regner, Nora Mebarek
| Motion for a resolution | Amendment |
|---|---|
| 3a. Member States shall ensure that any psychosocial risk assessment system is coupled with an immediately accessible support provision. The Commission shall, within twelve months, establish a harmonized methodology for measuring Time-to-Symptom-Normalization (TSN) and shall annually publish an aggregated indicator of Suffering-Time Saved (STS) by Member State and by sector |
| Motion for a resolution | Amendment |
|---|---|
| 3a. Member States shall ensure adequate public funding for occupational health and mental health services for workers. |
| Motion for a resolution | Amendment |
|---|---|
| ANNEX TO THE MOTION FOR A RESOLUTION | |
| RECOMMENDATIONS AS TO THE CONTENT OF THE PROPOSAL REQUESTED |
| Motion for a resolution | Amendment |
|---|---|
| The European Parliament considers that, if the Commission, after conducting an impact assessment, complemented by a Competitiveness and SME Test, submits a proposal on the prevention of work-related psychosocial risks, stress and mental health at work, the following recommendations should be incorporated: |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 1 | |
| Subject matter and purpose | |
| The aim of the proposal should be to lay down minimum requirements to prevent, eliminate or, where this is not possible, reduce work-related psychosocial risks, in full respect of the competences of the Member States and of the principles of subsidiarity and proportionality. | |
| It should establish organisational, structural and participatory obligations for employers in order to protect workers’ mental and physical health and to ensure safe and dignified working conditions. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 2 | |
| Scope | |
| The proposal should apply to workers in all sectors of economic activity, both public and private, while allowing for sector-specific adaptations where justified by the nature of the activity. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 3 | |
| Definitions | |
| The proposal should provide for the following definitions: | |
| (1) “Work-related psychosocial risks” means work-related risks arising from exposure to psychosocial risk factors related to the organisation, design and management of work, the social and relational context at work and working conditions, which affect workers’ mental and physical health, safety and dignity, where a clear link to working conditions can be established; such risks may lead, inter alia, to work-related stress, burnout, harassment, violence, mental disorders, including post-traumatic stress disorder (PTSD), moral injury and trauma-related conditions, addiction or suicidal behaviour, cardiovascular diseases and musculo-skeletal disorders, which may lead to job loss, termination of employment, or pressure to resign; | |
| (2) “Work-related stress” means a state of physical, emotional, and psychological strain resulting from prolonged exposure to work demands that exceed a worker’s capacity or resources or from prolonged exposure to adverse working relationships and workplace bullying; it is characterized not only by feelings of exhaustion, but also by heightened levels of tension, anxiety, or being persistently “on edge,” reflecting both overactivation (stress/anxiety) and depletion (fatigue); | |
| (3) “Psychosocial risk factors” means work-related risk factors related to the organisation, design and management of work, its social and relational context and working conditions, including high workload, high work intensity, long working hours, lack of autonomy, lack of support from supervisors, harassment, violence and discrimination behaviour, high emotional demands, violation of personal dignity, devaluation of professional identity, and undermining of performance, high digital intensity, being subject to automated decision-making or monitoring systems, unrealistic targets; | |
| (4) “Primary prevention” means measures aimed at eliminating and preventing work-related psychosocial risks at source through adaptations to work organisation, design and management, and working conditions; | |
| (5) “Secondary prevention” means measures aimed at the early identification and timely management of emerging adverse outcomes from exposure to work-related psychosocial risks in order to prevent their progression, reduce their impact, and avoid the development of more serious outcomes, including through screening, monitoring and targeted interventions for workers showing initial signs of exposure or harm. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 4 | |
| General prevention obligation | |
| 1. Employers should ensure the prevention of work-related psychosocial risks by: | |
| (a) avoiding risks and combating them at source; | |
| (b) evaluating the risks which cannot be avoided; | |
| (c) adapting the work to the individual's needs when possible; | |
| (d) developing a coherent overall prevention policy which covers technology, organization of work, working conditions, and the influence of factors related to the working environment; | |
| (e) giving appropriate instructions to the workers; | |
| (f) providing awareness-raising on psychosocial risks, mental health at work; | |
| (g) establishing effective mechanisms for reporting and addressing psychosocial risks, ensuring that workers are protected from retaliation; | |
| 2. Employers should ensure that organisational resources that support primary prevention, including managerial support, worker participation and access to training, are made effectively available and accessible to all workers. | |
| They should also provide regular, targeted, role-specific and adequate training to workers, managers and supervisors on work-related psychosocial risks and risk factors related to work organisation, design, management, and working conditions, including the prevention of harassment, mobbing, abuse of authority and inappropriate managerial practices, and ensure that such training is adapted to sector-specific needs. | |
| 3. Employers should adopt and implement a code of conduct defining and prohibiting violence, harassment, mobbing and discrimination, including any behaviour that undermines workers’ dignity, health or well-being. This code of conduct should include effective procedures for reporting and addressing such behaviour, ensure confidentiality and protect workers from retaliation, and be accompanied by appropriate training and awareness-raising measures. | |
| 4. Employers should also implement appropriate secondary prevention measures, including early detection mechanisms, access to occupational health services, and timely support for workers exposed to psychosocial risks. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 5 | |
| Encouraging a proportionate approach to psychosocial risk assessment | |
| 1. Employers are encouraged to regularly review psychosocial aspects of the work environment, taking into account, where relevant, organisational changes or adjustments in work organisation. | |
| 2. Such reviews may consider, where appropriate, a range of psychosocial factors, including workload and work intensity, working time arrangements, recognition and feedback practices, workplace relationships, and exposure to adverse behaviours such as harassment, mobbing, violence or discrimination. Attention may also be given to evolving challenges, such as digital connectivity, work–life balance, job and income security, and the use of digital or automated systems in the workplace. These assessments should, where feasible, draw on appropriate and reliable methods, reflecting the evolving nature of work. | |
| 3. Member States should support a proportionate and flexible implementation of such approaches, taking into account the size, sector and resources of undertakings. In this context, simplified and practical tools should be made available, particularly for SMEs, to facilitate implementation without undue administrative burden. | |
| 4. Where such assessments and potential follow-up measures are carried out, employers are encouraged to share relevant information with workers in a clear and accessible manner and to promote, where appropriate, their involvement in a constructive and balanced way. | |
| 5. Any restructuring or reorganisation of work or introduction may benefit from being subject to a prior psychosocial risk assessment. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 6 | |
| Right to a psychologically safe working environment and to relevant support services | |
| 1. Workers should have the right to a psychologically safe working environment that does not expose them to continuous work-related psychosocial risks and degrading or humiliating practices that can result in significant negative impact on their physical and mental health. | |
| 2. Employers should take measures to address stigma related to mental health and ensure that seeking psychological support does not lead to negative career consequences. | |
| Member States should be encouraged to promote or establish, where they do not already exist, specialised mental health support centres that can cooperate with employers, businesses, and SMEs in order to support workers through the use of existing funds. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 7 | |
| Supporting a sustainable return to work | |
| 1. Workers who have been absent from work due to health impairments linked to work-related psychosocial risks, such as work-related stress, mobbing, burnout, harassment or violence, should be supported in their return to work in a sustainable and appropriate manner. | |
| 2. Employers are encouraged, where appropriate, to consider flexible and proportionate arrangements to facilitate such a return, taking into account the worker’s situation as well as the operational needs and resources of the undertaking. This may include, where relevant, a gradual resumption of work, temporary adjustments to tasks or working time, or other practical measures aimed at supporting reintegration into the workplace. | |
| Such arrangements may, where feasible, be developed in dialogue with the worker concerned and in a manner that respects the voluntary nature of the process. | |
| 3. Employers are also encouraged to maintain appropriate communication during the return-to-work period and to adapt, where relevant, any supportive measures in a flexible way. | |
| 4. Where appropriate, experience from return-to-work situations may be taken into account in broader workplace practices, with a view to promoting well-being at work and reducing the likelihood of similar situations in the future. Workers returning after an absence should be treated in a fair and supportive manner. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 8 | |
| Report and protection against retaliation | |
| 1. Workers should be enabled to report work-related psychosocial risks, including through anonymous or confidential channels where appropriate. | |
| 2. Appropriate safeguards should be in place to help prevent any form of retaliation, discrimination or disadvantage linked to such reporting. | |
| 3. These approaches should be applied in line with Directive (EU) 2019/1937 and relevant national laws and practices. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 9 | |
| Right to disconnect | |
| 1. Workers should not be expected to engage in work-related communications or tasks outside their working time, in line with national rules and practices on working time and availability arrangements. | |
| 2. Employers are encouraged to ensure that digital tools and work organisation support respect for this principle, taking into account different forms of work organisation and ensuring a balanced approach that provides flexibility for both workers and employers. | |
| 3. Where necessary work-related communication occurs, consideration could be given, in line with national practices, to appropriate forms of compensation or compensatory arrangements. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 10 | |
| Protective and preventive services for psychosocial risks | |
| 1. Employers shall ensure that appropriate arrangements are in place for the prevention and management of psychosocial risks within the undertaking and/or establishment, by first making use of available internal competences and resources, and where these are not sufficient, by engaging competent external services or persons. | |
| 2. Member States should determine the necessary capabilities and qualifications in the field of psychosocial risk prevention. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 11 | |
| Involvement of workers | |
| 1. Employers are encouraged to ensure that workers and/or their representatives are appropriately informed and consulted, and, where relevant, involved in the prevention and management of psychosocial risks, including through appropriate educational and awareness-raising measures. | |
| 2. Such involvement could, where appropriate, cover the identification and assessment of risks, the development and implementation of proportionate measures, and the review of their effectiveness. | |
| 3. Participation could take place in a timely and appropriate manner, enabling constructive input from workers and/or their representatives, while respecting the organisation of work and established decision-making structures. | |
| 4. These approaches should remain flexible and consistent with national laws, practices and workplace organisation. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 12 | |
| Labour inspections | |
| Member States should ensure that labour inspection authorities are equipped with appropriate powers, as well as the necessary training, expertise, tools and resources to address work-related psychosocial risks. Such measures should enable inspections to identify, assess and, where necessary, investigate these risks effectively, in a manner that is risk-based, proportionate and aligned with national systems, while avoiding undue administrative burdens on employers. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 13 | |
| Burden of proof | |
| 1. Member States should ensure that, where a worker presents clear and sufficient indications of exposure to work-related psychosocial risk factors and a corresponding health impairment, a presumption of work-relatedness may be established. | |
| 2. In such cases, the burden of proof may shift to the employer, who should be able to demonstrate that: | |
| (a) appropriate and proportionate preventive measures were duly implemented; and | |
| (b) the health impairment is not causally linked to the working environment. | |
| 3. Member States should retain the flexibility to provide for more favourable provisions in accordance with national practices, including balanced mechanisms to facilitate the presentation of evidence, while ensuring legal certainty and avoiding disproportionate administrative burdens on employers and unfounded claims. |
| Motion for a resolution | Amendment |
|---|---|
| Recommendation 14 | |
| Monitoring and data collection | |
| The European Commission, in cooperation with the European Foundation for the Improvement of Living and Working Conditions (Eurofound) and the European Agency for Safety and Health at Work (EU-OSHA), should monitor trends in work-related psychosocial risks across Member States. |
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- Licensed CC BY 4.0.
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- 25 September 2026
Cite as
European Parliament (2026). “AMENDMENTS 154 - 466 - Draft report Psychosocial risks, stress and mental health at work”. Text, 21 April 2026. docId EMPL-AM-787743. EU Parl Watch Research. https://news.eu-parl.st-solutions.dev/texts/EMPL-AM-787743 (retrieved 25 September 2026). Data: EP Open Data API: document record, https://data.europarl.europa.eu/api/v2/documents/EMPL-AM-787743 (CC BY 4.0).
BibTeX
@misc{epw-text-empl-am-787743,
author = {{European Parliament}},
title = {{AMENDMENTS 154 - 466 - 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-787743}},
url = {https://news.eu-parl.st-solutions.dev/texts/EMPL-AM-787743},
urldate = {2026-09-25},
publisher = {EU Parl Watch Research},
note = {Text. docId EMPL-AM-787743. Data: EP Open Data API: document record (CC BY 4.0)}
}