Text · Opinion parliamentary committee
On Psychosocial risks, stress and mental health at work
Document SANT-AD-787021 · 2026/2023(INL)
- Kind
- Opinion parliamentary committee SANT-AD-787021
- Date
- 16 July 2026
- Committee
- Committee on Public Health
- Rapporteur
- Irena Joveva
- Dossier
- 2026-2023
More facts (3)
- Formats
- Official page PDF Word
- Subject matter
- SECU, SANI
- Reference
- 2026/2023(INL)
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Back matter, 3
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Amendments 473 blocks
The Committee on Public Health presents the following to the Committee on Employment and Social Affairs, as the committee responsible:
| Motion for a resolution | Amendment |
|---|---|
| – having regard to the 2022 policy brief of the World Health Organization and of the International Labour Organization entitled ‘Mental health at work: policy brief’, |
| Motion for a resolution | Amendment |
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| A. whereas work-related psychosocial risks arise primarily from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work, and working conditions; | A. whereas work-related psychosocial risks arise primarily from exposure to risk factors related to the organisation, design and management of work, as well as from the social and relational context of work, and working conditions; whereas workers are often exposed simultaneously to multiple and interacting risk factors, whereas such cumulative and combined exposure can amplify the negative impact of work-related psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| Aa. whereas in addressing and preventing psychosocial risks, measures should be proportionate to the size, resources and organisational capacity of undertakings, in particular SMEs; |
| Motion for a resolution | Amendment |
|---|---|
| B. whereas exposure to psychosocial risk factors such as excessive workload, unreasonable work pace, workforce shortages, lack of autonomy, job insecurity, poor management practices, dysfunctional performance and merit-based evaluation systems significantly increase work-related psychosocial risks; | B. whereas, according to the ILO report on “The psychosocial working environment: Global developments and pathways for actions”, more than 840,000 people die each year from health conditions linked to psychosocial risks; whereas exposure to psychosocial risk factors such as excessive workload and unsafe staffing levels, unreasonable work pace, including with unpredictable schedules and inadequate rest periods, workforce shortages, lack of autonomy, job insecurity with unpredictable income and weak access to social protection, poor management practices, dysfunctional performance and merit-based evaluation systems, including those based on algorithmic and automated monitoring, as well as barriers to reporting psychosocial risks significantly increase work-related psychosocial risks; whereas supportive management and positive workplace relationships contribute significantly to mental well-being and can act as protective factors against psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| C. whereas exposure to psychosocial risk factors has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, musculoskeletal disorders and long-term work incapacity; | C. whereas work, despite not being the sole dimension of individuals’ lives, is an important part of it, whereas exposure to psychosocial risk factors at work has serious negative effects on workers’ mental and physical health, including work-related stress, burnout, anxiety disorders, depression, cardiovascular diseases, neurological and musculoskeletal disorders and long-term work incapacity and constitutes a motive to increased demand for mental healthcare and medication use; |
| Motion for a resolution | Amendment |
|---|---|
| D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose from 27 % in 2015 to 40 % in 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time; | D. whereas Eurofound’s European Working Conditions Survey shows that exposure to high work intensity rose from 27 % in 2015 to 40 % in 2021 with one in three employees working at high work intensity, to tight deadlines or during their free time; whereas the effects of this are particularly stark in the case of continuous shift work, night work and systematic staff shortages; |
| Motion for a resolution | Amendment |
|---|---|
| Da. whereas gender, age, occupation, sector and country significantly impact the quality of jobs and working environments; whereas reportedly all workers identify a safe working environment for physical and mental health as the most important aspect; whereas the social environment index has decreased for women with simultaneous deterioration of the work intensity index, while the latter has improved for men 4aleading to an overall situation where the proportion of men in good health is higher than that of women; | |
| 4a https://www.eurofound.europa.eu/en/publications/all/european-working-conditions-survey-2024-overview-report |
| Motion for a resolution | Amendment |
|---|---|
| E. whereas work-related psychosocial risks generate substantial social and economic costs, including absenteeism, labour market exit and reduced productivity across the Union, accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers and employers; | E. whereas work-related psychosocial risks generate substantial social and economic costs, including absenteeism, labour market exit and reduced productivity across the Union, accounting for approximately 60% of lost working days in the EU, thereby contributing to labour shortages and increased work intensity for workers in organisations impacted by such shortages; whereas addressing work-related psychosocial risks, stress and mental health at work is beneficial for both workers and employers as it constitutes a key asset contributing to productivity, innovation, job satisfaction and staff retention; whereas promoting mental well-being at work should therefore be understood as a shared interest and commitment of employers and workers; |
| Motion for a resolution | Amendment |
|---|---|
| Ea. whereas work-related psychosocial risks intensify the burden on healthcare systems and health public expenditures and has a bearing on the financial viability of organisations in both the public and private sector, whereas investing in prevention, early intervention and accessible counselling services reduces pressure on healthcare and social protection systems and constitutes therefore an essential component of preventive public health policy; |
| Motion for a resolution | Amendment |
|---|---|
| F. whereas adverse social behaviour, including verbal abuse, threats, unwanted sexual attention, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations; whereas violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and addressed; | F. whereas adverse social behaviour, including verbal abuse, threats, sexual and psychological harassment, bullying, violence and harassment, has a particularly severe and long-lasting impact on workers’ physical and mental health, while disproportionately affecting workers in health, public administration and client-facing occupations as well as female workers in general; whereas all types of violence, including third-party violence from clients, patients, care recipients or service users, should be explicitly recognised and proactively addressed through a gender sensitive approach; |
| Motion for a resolution | Amendment |
|---|---|
| Fa. whereas people with lived experience of mental health conditions and psychosocial disabilities face additional stigma, discrimination and barriers in employment, which can exacerbate psychosocial risks; |
| Motion for a resolution | Amendment |
|---|---|
| Fb. whereas healthcare workers are particularly exposed to acute psychosocial risks due to demanding working conditions, high emotional burden, shift work and frequent exposure to suffering and death; whereas aggressive behaviour towards health, social care and emergency service workers are particularly acute; whereas one in three doctors and nurses report depression and one in ten experience passive suicidal thoughts 5a; whereas one in three doctors and nurses have experienced bullying or violent threats at work, and one in ten have experienced physical violence and/or sexual harassment; whereas workers in the health and social care sector are exposed to a combination of psychosocial, physical, biological, chemical and musculoskeletal risks that may reinforce each other6a; whereas high emotional demands, staff shortages, long and irregular shifts, low autonomy, poor communication, moral distress, and violence or verbal abuse from patients, relatives, care recipients or service users create a particularly acute psychosocial risk profile in hospitals, long-term care, home care, emergency care and community services; whereas addressing these factors by ensuring safe staffing levels, adequate resourcing, supportive management practices with adequate supervision, adequate crisis preparedness, continuity of teams and post incident support, and decent working conditions is essential to both protect the physical and mental health of healthcare workers, to guarantee patient safety as well as the quality and continuity of patient care, ensure the quality of public services; whereas the exchange of best practices and fostering a culture of openness and transparency among healthcare professionals can support learning from each other; | |
| 5a https://iris.who.int/server/api/core/bitstrea%20ms/e584e5dd-735f-4985-8879%2067e310151fa9/content | |
| 6a https://healthyworkplaces.osha.europa.eu/sites/hwc/files/hwx/publication/Digital%20platform%20work%20health%20social%20care_en.pdf |
| Motion for a resolution | Amendment |
|---|---|
| Fc. whereas workers in the education sector are exposed to high levels of psychosocial risks due to increasing workloads, staff shortages, administrative burden and emotional demands, whereas those factors contribute to stress, burnout and workforce shortages, and require targeted measures comparable to those applied in the healthcare sector; |
| Motion for a resolution | Amendment |
|---|---|
| Fd. whereas farmers and agricultural workers face high levels of work-related stress and psychosocial risks stemming, inter alia, from long working hours, social isolation, lack of holidays, financial uncertainty, climate-related weather events and emerging plant and animal diseases; whereas these pressures contribute to an alarming rate of suicide7a in the sector; whereas access to mental health services and tailored support remains limited in many rural areas; whereas greater awareness, locally adapted psychological support, the use of farm advisory networks and rural community support groups, and measures promoting work-life balance are essential to improving the quality of life of EU farmers and agricultural workers; | |
| 7a https://www.tandfonline.com/doi/10.1080/1059924X.2016.1211052?url_ver=Z39.88-2003픯_id=ori:rid:crossref.org픯_dat=cr_pub%20%200pubmed |
| Motion for a resolution | Amendment |
|---|---|
| Fe. whereas workers in other sectors also face particular challenges, such as veterinarians, who are frequently exposed to death, animal euthanasia, moral distress and conflicts with clients, workers in slaughterhouse and meatpacking 8a, as well as those handling content moderation9a, who are facing high level of psychological distress; | |
| 8a https://kar.kent.ac.uk/100440/ | |
| 9a https://cyberpsychology.eu/article/view/33166 |
| Motion for a resolution | Amendment |
|---|---|
| G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risks; | G. whereas the current EU occupational safety and health (OSH) framework, in particular Directive 89/391/EEC, does not provide sufficiently specific binding rules stating the responsibility of the employer to address all risk factors; |
| Motion for a resolution | Amendment |
|---|---|
| H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection across the Union; | H. whereas there is considerable variation in the prevalence of work-related psychosocial risks and in how they have been addressed in national legislation and wider policies, including those implementing the European social partners’ agreements on work-related stress and on harassment and violence; whereas such variation reflects differences in labour market structures, regulatory frameworks and implementation practices, thereby leading to unequal levels of protection and discrepancies across the Union; |
| Motion for a resolution | Amendment |
|---|---|
| I. whereas climate-related psychosocial risks, including exposure to extreme weather events and conditions and their outcomes, such as heat stress, eco-anxiety, and work-related stress linked to environmental transitions, are significant determinants of workers’ health and safety; whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the evolving world of work; | I. whereas climate-related psychosocial risks and environmental stressors in the workplace, including exposure to extreme weather events and conditions, air pollution, poor indoor air quality and their outcomes, such as heat stress, eco-anxiety, cognitive overload, psychological strain as well as and work-related stress and fatigue linked to environmental transitions, are significant determinants of workers’ health and safety; whereas those risks disproportionately affect vulnerable workers and sectors, whereas the integration of these risks in EU law would modernise it and ensure its continued relevance to the changing nature of the workplace, while ensuring continuity of care during health and environmental crises; |
| Motion for a resolution | Amendment |
|---|---|
| J. whereas EU-OSHA highlights the importance of participatory risk assessment processes and the effective involvement of workers and their representatives in preventing work-related psychosocial risks; | J. whereas EU-OSHA highlights the importance of participatory risk assessment processes and the effective involvement of workers and their representatives in preventing work-related psychosocial risks in order to ensure that measures are effective, inclusive and grounded in actual workplace conditions and needs, including the adoption of efficient and sustainable organisational models and the involvement of professionals with operational responsibilities; |
| Motion for a resolution | Amendment |
|---|---|
| K. whereas 29 % of workers report being not very well informed or not at all informed about the prevention of work-related stress at their workplace indicating a significant knowledge and communication gap on psychosocial risk prevention; | K. whereas 29 % of workers report being not very well informed or not at all informed about the prevention of work-related stress at their workplace indicating a significant knowledge and communication gap on psychosocial risk prevention as well as insufficient access to early psychosocial support, occupational mental health guidance and referral pathways when symptoms emerge (103), not least to those entering the labour market for the first time (104); |
| Motion for a resolution | Amendment |
|---|---|
| L. whereas the increasing use of digital technologies, algorithmic management and artificial intelligence contributes to technostress, cognitive overload, work intensification, social isolation and loss of autonomy, and often results in workers being required to adapt to machines rather than technology being adapted to workers; | L. whereas the improper, disproportionate or non-transparent use use of digital technologies, the lack of disconnection, algorithmic management and artificial intelligence can contributes to psychosocial risks, including technostress, cognitive overload, work intensification, social isolation and loss of autonomy, by resulting in an ‘ever-connected, ‘always on’, or ‘constantly on-call’ culture, whereas, conversely, using these tools responsibly can improve the organisation of work, safety, continuity of care and quality of services; |
| Motion for a resolution | Amendment |
|---|---|
| M. whereas telework and flexible working arrangements, while providing autonomy and flexibility, have also been associated with increased work intensity, work–life interference, extended availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly regulated; | M. whereas digitisation, artificial intelligence, remote work and new employment arrangements are reshaping the psychosocial working environment, requiring organisations to identify risks and implement effective preventive measures; whereas telework and flexible working arrangements can provide important benefits, such as increased labour market participation, not least for workers and parents with long commuting time, and contribute to reducing psychosocial risks, notably through reduced commuting-related stress, increased working flexibility, and improved work-life balance, while also providing autonomy and flexibility, they have also been associated, when not properly managed, with increased work intensity, reduced social interaction, work–life interference, connection to work-related digital tools beyond working hours, extended availability and the emergence of an “always-on” work culture, which can negatively affect mental health if not properly regulated; whereas promoting digital and mental health literacy, good management practices and establishing a right to disconnect is essential to mitigate those risks; |
| Motion for a resolution | Amendment |
|---|---|
| N. whereas women, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a chronic condition, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the organisation of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; | N. whereas women, including pregnant workers, workers returning from maternity and parental leave or that are breastfeeding, young and older workers, workers in precarious or non-standard forms of employment, managerial staff, migrant workers and ethnic minorities, workers living with a disability or chronic condition, such as diabetes, epilepsy, autoimmune diseases or cardiovascular conditions, and workers subject to intense performance monitoring and merit-based reward systems are disproportionately exposed to work-related psychosocial risks; whereas this is not due to individual vulnerability but a result of structural inequalities, power imbalances and discriminatory practices in the design organisation and management of work, including sexism, ageism, racism, ableism, class-based discrimination and discrimination based on sexual orientation, gender identity or expression; whereas these intersecting forms of discrimination constitute psychosocial risk factors in themselves; |
| Motion for a resolution | Amendment |
|---|---|
| Na. whereas young people are disproportionately affected by anxiety, mental distress and burnout in the workplace, not least due to their more intensive use of digital technologies and the often-precarious nature of early career employment, whereas the expansion o of teleworking may further limit opportunities to build meaningful social connections, access informal learning, and receive adequate supervision and mentoring, all of which are essential at the beginning of a professional career; whereas these factors may increase the risk of isolation and frustration, thereby exacerbating psychosocial risks among young workers; |
| Motion for a resolution | Amendment |
|---|---|
| O. whereas migrant workers are disproportionately exposed to psychosocial risks at work due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; | O. whereas migrant workers are disproportionately exposed to psychosocial risks at work10a due to various factors such as precarious employment, unsafe working conditions, unequal treatment and barriers to accessing rights and reporting abuse; whereas workers in an irregular situation are particularly vulnerable to labour exploitation, abusive practices and fear of retaliation or deportation when seeking to assert their rights; whereas these risks are especially acute in sectors such as domestic work, where migrant women are overrepresented; and in large scale agriculture industry where migrant workers, often employed through intermediary agencies, face additional mental health challenges such as isolation, dependency on recruiters and limited access to support networks |
| 10a https://op.europa.eu/en/publication-detail/-/publication/2cc5271d-a080-11ee-b164-01aa75ed71a1/ |
| Motion for a resolution | Amendment |
|---|---|
| Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to retaliation, isolation, intimidation and career penalties; | Q. whereas workers who report wrongdoing, occupational safety and health violations or work-related psychosocial risks, as well as direct and indirect witnesses, are particularly exposed to retaliation, isolation, intimidation and career penalties; whereas the underreporting of work-related psychosocial risks and mental health conditions remains widespread due to stigma, fear of retaliation, and lack of awareness, thereby limiting access to justice and appropriate support; |
| Motion for a resolution | Amendment |
|---|---|
| R. whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant support measures; whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; | R. whereas mental health is an integral component of overall health, and access to timely affordable and quality mental health services is essential for the prevention and effective management of work-related psychosocial risks; whereas secondary prevention plays a key role in protecting workers’ health by enabling the early detection of work-related health impairments, in particular those linked to psychosocial risks, and by ensuring timely intervention to prevent their aggravation; whereas it includes, inter alia, appropriate monitoring, alert and support mechanisms, including access to occupational health services and relevant workplace-based support measures, including psychological support and counselling, where necessary; whereas employers should facilitate this access in coordination with public health services and Member States should ensure that when workers are exposed to work-related psychosocial risk factors, they should be subject to an independent medical or occupational assessment in order to determine its possible link to working conditions, whereas a structured approach to secondary prevention contributes to reducing the duration of absences, facilitating a sustainable return to work and preventing recurrence, thus complementing primary prevention measures; |
| Motion for a resolution | Amendment |
|---|---|
| 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. Recognises the urgent need for the Member States to effectively implement and enforce existing Union and national health and safety at work legislation, while stressing the urgent need to strengthen the EU legislative framework on the prevention, identification and management of work-related psychosocial risk factors to ensure a high level of protection of workers’ health and safety, including mental health, with a strong focus on primary prevention measures, addressing risks at their source; Highlights that such legislative framework should be based on the principles of subsidiarity and proportionality in full respect of the competences of the Member States and avoid unnecessary administrative burden on enterprises, particularly on SME’s, while ensuring high level of workers’ health and safety; |
| Motion for a resolution | Amendment |
|---|---|
| 1a. Emphasises that work-related psychosocial risk factors must be understood in a modern and comprehensive manner, taking into account the cumulative impact of work organisation, employment insecurity, digitalisation, surveillance, trauma-exposed work, environmental pollution, climate-related risks, noise, light, poor indoor air quality and other workplace stressors on workers’ mental and physical health; Further 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 |
|---|---|
| 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 neurological and mental health conditions, as well as to work-related accidents; Calls on the Commission to provide support for the Member States to further develop and adapt national systems in a holistic and multifactorial approach for the recognition, prevention and compensation of occupational diseases and accidents at work accordingly; stresses the need to ensure that recognition systems are accessible, non-discriminatory and responsive to the needs of workers, including those with pre-existing mental health conditions and that they take 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, while specifically including mental disorders of possible psychosocial work-related origin, in accordance with International Labour Organization Recommendation 194 (2002), as well as developing clear, evidence-based criteria for establishing causality in order to provide legal certainty for both workers and employers; |
| Motion for a resolution | Amendment |
|---|---|
| 2a. Calls on the Commission and the Member States to treat mental health at work as part of a broader Union preventive mental health policy, in line with Article 168 TFEU and the European Pillar of Social Rights, by addressing the social determinants of mental ill-health, strengthening mental health literacy, ensuring timely access to psychosocial support and mental healthcare services, improving data collection and monitoring, and paying particular attention to young workers and workers entering employment in the digital era; |
| 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, in line with the obligations under Article 9 of the OSH Framework Directive, to ensure that psychosocial risk assessments are proportionate systematic, participatory and properly documented according to specific contexts of in all workplaces; calls for the systematic integration of a gender-responsive and intersectional perspective in such assessments, taking into account discrimination and structural inequalities; stresses that assessments should take into account the size of the organisation; recalls that new emerging technologies can support employers to document exposure of workers to psychosocial risks facilitate the collection of data in order for employers to introduce workplace adjustments to limit and manage exposure to psychosocial risk factors, in full compliance with Regulation (EU) 2016/679; |
| Motion for a resolution | Amendment |
|---|---|
| 4a. Highlights the need to adopt specific measures for certain sectors facing considerable organisational pressure as a result of negative psychosocial effects; calls, in that regard, on the Commission and Member States for raising greater awareness of the importance of mental health in c sectors facing a high rate of suicide; emphasises that this is an alarming phenomenon caused, inter alia, by high levels of stress, uncertainty, as well as vulnerability, social isolation, poor work-life balance, traumatic tasks, debt and economic hardship;; urges the Commission and the Member States to foster collaboration to develop a comprehensive mental health strategy for such sectors and ensure that appropriate EU funding for support measures is ensured; emphasises the value of tailor made approaches to specific and local circumstances, using various types of support services, including current advisory networks and other community support groups; considers that it is necessary to develop psychological support programmes, as well as measures promoting work-life balance, all of which will improve the quality of life of EU workers; |
| 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 and national 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; stresses that the risk assessment should take into account the specific situation of workers with chronic conditions or disabilities whose health management may interact with psychological risk factors; stresses that, where such interactions are identified, employers shall provide individual reasonable accommodations in accordance with Directive 2000/78/EC in order to contribute to the mental health stability of the worker; |
| 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 and collective bargaining in preventing and addressing work-related psychosocial risks and risk factors (174), by ensuring structured social dialogue, strengthening workers’ protection, and promoting healthier, safer and more resilient workplaces; |
| 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, specialised and continuous training initiatives for employers, managers, workers and workers’ representatives on work-related psychosocial risks and psychosocial risk factors, including harassment, violence and on the impact of chronic conditions, as well as on prevention measures, stigma reduction, and mental health literacy, with particular attention to workers in their first employment setting, supported, where appropriate, by Union funding instruments such as ESF+ and other relevant programmes, as well as making use of European networks and organisations for vocational education and training, including Cedefop; |
| Motion for a resolution | Amendment |
|---|---|
| 7a. Calls on Member States to ensure that occupational health services and healthcare professionals receive adequate and continuous training to better identify and assess psychosocial risks, including those specifically related to the workplace, and to enable early detection and intervention, in particular by raising awareness about the first signs of burnout and other work-related mental health conditions; |
| 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 retaliation and respect for victims’ rights, paying particular attention to workers at risk of assault by third parties and thus ensuring they receive appropriate support; |
| Motion for a resolution | Amendment |
|---|---|
| 8a. Urges the European Commission and the Member States to adopt a zero-tolerance to violence approach, especially for the professional 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; emphasises that these protocols should specify designated safe zones, outline procedures for immediate withdrawal from unsafe situations, clarify the consequences for perpetrators, underlines, in the case of the care sector, the need for a balanced approach that protects healthcare professionals’ right to a safe working environment and continuity of care through well-defined escalation and support mechanisms; |
| Motion for a resolution | Unchanged text included in the compromise |
|---|---|
| 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; |
| 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, secondary and tertiary prevention measures into their national occupational health and safety strategies while paying particular attention to more vulnerable groups, such as young people and LGBTQI+, ensuring effective coordination between healthcare systems, labour inspectorates, and social partners; emphasizes the importance of improving the collection, monitoring, and reporting of data disaggregated by gender, age, disability and type of employment, on work-related psychosocial risk factors and associated absences, occupational diseases and injuries to enable a more accurate evaluation of the effectiveness of prevention and intervention measures, while ensuring that such data collection respects workers’ privacy and is not used to stigmatise or penalise workers; |
| Motion for a resolution | Amendment |
|---|---|
| 10a. Notes that while telework and flexible working arrangements can provide important benefits, including improved work-life balance and increased labour market participation, in particular for parents and workers with long commuting times, full-time telework may also have detrimental effects on workers, particularly where it is imposed by the employer; highlights that, if not properly managed, 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 burnout1a; stresses, therefore, the importance of ensuring a balanced and voluntary approach to telework, including adequate opportunities for in-person interaction managerial support, and the promotion of digital and mental health literacy; | |
| 1a [1] https://www.europarl.europa.eu/RegData/etudes/STUD/2021/662904/IPOL_STU%282021%29662904_EN.pdf |
| 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, proportionate to the size and organisational capacity of employers, that support employees following maternity and parental leave, illness, rehabilitation or all types of psychosocial difficulties, including pregnancy related complications, miscarriage or postnatal period; encourages Member States to develop tailored and gradual reintegration programs, including workplace adjustments, flexible schedules, and continuous occupational health support; highlights the importance of collaboration between employers, including human resources 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 |
|---|---|
| 11a. Calls on the Member States to ensure timely, affordable and confidential access for all workers to occupational psychological counselling by qualified mental health professionals, psychosocial support and mental healthcare referral services, in order to support prevention, early intervention and care for workers, particularly those especially exposed; |
| Motion for a resolution | Amendment |
|---|---|
| 11b. Highlights the fact that Member States are unevenly equipped to protect workers against work-related psychosocial risks; calls on the Commission, therefore, to strengthen knowledge in the Union about 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, undertakings and social partners; |
| 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 and risk factors, in order to avoid legal fragmentation and unequal protection of workers; calls on the Commission to support and coordinate development of evidence-based strategies to prevent and mitigate psychosocial risk factors; in this regard, 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, including mobbing, violence and discrimination, while ensuring coherence with existing Union legislation; |
| 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 submit, after conducting an impact assessment, complemented by a Competitiveness and SME Test, 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 legislative proposal on work-related psychosocial risks, stress and mental health at work, including proportionate and sustainable 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; |
| Motion for a resolution | Amendment |
|---|---|
| 14a. Calls on the Commission and the Member States to ensure adequate and coordinated funding across the health, social and labour sectors, including through dedicated funding under the next Multiannual Financial Framework, for the implementation of workplace mental health measures, including access to expert guidance on effective interventions; calls for support to enterprises, in particular small and medium-sized enterprises (SMEs), in implementing such measures without creating additional administrative burdens; considers that such 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 |
|---|---|
| The European Parliament considers that, after conducting an impact assessment, complemented by a Competitiveness and SME Test, the Commission should submit a legislative proposal on work-related psychosocial risks, in which the following recommendations should be incorporated: |
| Motion for a resolution | Amendment |
|---|---|
| (1) The European Parliament has repeatedly called for the adoption of a specific EU directive to ensure a high and equivalent level of protection against work-related psychosocial risks for all workers in the Union. | (1) The European Parliament has repeatedly called for the adoption of a specific EU directive2a to ensure a high and equivalent level of protection against work-related psychosocial risks and work-related psychosocial risk factors for all workers in the Union; |
| 2a https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=oj:JOC_2022_347_R_0011 |
| 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 and risk factors 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, respectful working environments, safe staffing levels, violence prevention, management practices and performance evaluation systems. Prevention measures should also consider cumulative and combined exposure of risk factors, particularly for workers with high work intensity exposure. Stresses that individual resilience training, counselling or wellbeing/wellness programmes cannot replace employers’ legal obligations to prevent work-related psychosocial risks and risk factors by adapting work organisation, design and management. |
| Motion for a resolution | Amendment |
|---|---|
| (6) Employers should ensure that work organisation, management practices and performance evaluation systems respect workers’ health, dignity and fundamental rights, | (6) Employers should ensure that work organisation, management practices and performance evaluation systems respect workers’ health, dignity and fundamental rights. When automated performance monitoring are used to feed evaluation systems, the employers should ensure that such systems are adaptable to accommodate medical needs, without resulting in adverse consequences by penalising workers for psychological fluctuations linked to a chronic condition or disability, |
| Motion for a resolution | Amendment |
|---|---|
| (6a) To ensure the effective monitoring and enforcement of this legislative proposal on Union and national level, and its effects on ensuring improved health status of European citizens, 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 disaggregated by gender and age, while being mindful of unnecessary reporting burden, |
| 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 legislative proposal lays down minimum requirements and measures to prevent, eliminate or, where this is not possible, reduce work-related psychosocial risks and risk factors, and their potential outcomes which may include, inter alia, work-related stress, burnout, harassment, violence, mental health conditions, addiction or suicidal behaviour, neurological disorders, cardiovascular diseases and musculoskeletal 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 measures for employers in order to improve working conditions, protect workers’ mental and physical health, ensure timely access to psychosocial support and occupational mental health services and to ensure safe and dignified working conditions. |
| Motion for a resolution | Amendment |
|---|---|
| This Directive shall be without prejudice to existing or future national and Community provisions which are more favourable to protection of the safety and health of workers at work. | This Legislative Proposal shall be without prejudice to existing or future national and Union provisions which are more favourable to protection of the safety and health of workers at work. |
| Motion for a resolution | Amendment |
|---|---|
| This Directive applies to workers in all sectors of economic activity, both public and private. | This Legislative proposal applies to workers in all sectors of economic activity, both public and private, including within public administrations at local, regional, national and Union level. |
| 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, depending on duration, frequency and intensity of such exposures; |
| Motion for a resolution | Amendment |
|---|---|
| (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; 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); | (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, resources or from sustained exposure to other psychosocial risk factors; 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); |
| 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 conditions related to the organisation, design and management of work, its social and relational context and working conditions, including high workload, high work intensity, long and unpredictable working hours, lack of autonomy, lack of support from supervisors, lack of mentoring and inadequate organisational planning, harassment, violence and discrimination behaviour and social isolation, high emotional demands, lack of job role clarity and job insecurity, high digital intensity, being subject to automated decision-making or monitoring systems, dysfunctional and highly competitive performance-based evaluation systems, job insecurity, unpredictable scheduling and unsafe staffing levels; |
| Motion for a resolution | Amendment |
|---|---|
| (3a) “moral distress” means when employees, particularly those in caring professions, encounter organisational constraints that prevent them from acting in accordance with their moral values and beliefs3a; | |
| 3a https://journals.sagepub.com/doi/10.1177/13591053251369373 |
| 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 |
|---|---|
| (3c) “Burnout” means an occupational syndrome caused by exposure to psychosocial risks and chronic workplace stress that have not been effectively prevented or managed by an employer; it is characterised by (a) persistent physical, emotional, and mental exhaustion, (b) increased psychological distance from work and (c) a diminished sense of professional productivity; |
| 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 factors at source through adaptations to work organisation, design and management, and working conditions, including access to psychological support or counselling, and measures to reduce chronic stress exposure and cumulative mental health burden; |
| Motion for a resolution | Amendment |
|---|---|
| (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. | (5) “Secondary prevention” means measures aimed at the early identification and timely management of emerging adverse outcomes from exposure to work-related psychosocial risks factors 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 in particular symptoms of mental health condition; |
| Motion for a resolution | Amendment |
|---|---|
| (5a) "Tertiary prevention" means measures aimed at the rehabilitation and reintegration of workers who have suffered adverse health outcomes due to exposure to work-related psychosocial risk factors, providing clinical support to mitigate long-term disability, including mental health treatment and recovery support, and implementing workplace adjustments to prevent the recurrence of harm and minimise the persistence of chronic conditions. |
| Motion for a resolution | Amendment |
|---|---|
| (a) avoiding risks; | (a) avoiding risk factors; |
| Motion for a resolution | Amendment |
|---|---|
| (b) evaluating the risks which cannot be avoided; | (b) evaluating the risk factors which cannot be avoided; |
| Motion for a resolution | Amendment |
|---|---|
| (c) combating the risks at source; | (c) combating the risk factors 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; | (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 |
|---|---|
| (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 and working relationships and the influence of factors related to the working environment; |
| Motion for a resolution | Amendment |
|---|---|
| (ia) promoting efficient and sustainable models of organisation. |
| 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, to enable them to identify, prevent and address psychological risks and risk factors. Such training shall include mental health literacy, the early recognition of symptoms of stress, anxiety, burnout and emotional exhaustion as well as development of communication, leadership and management skills. |
| 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 |
|---|---|
| 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 in the healthcare sector, access to occupational health services, and timely support for workers exposed to psychosocial risks, while respecting the confidentiality and dignity of workers. Employers shall also implement appropriate tertiary prevention measures, including coordinated return-to-work programmes, and the implementation of necessary workplace adjustments for workers who have suffered health impairments, taking into account the size and organisational capacity of the employer.. |
| 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, at least triennially and whenever significant changes to the organisation of work occur and organisational restructuring, with the effective involvement of workers and their representatives and with a view to identifying risks to workers’ mental health at an early stage and by using methods appropriate to the size and structure of the workplace. |
| Motion for a resolution | Amendment |
|---|---|
| 1a. For employers with low identified risk levels, Member States may allow longer intervals between regular assessments, without prejudice to the obligation to carry out an assessment where significant changes 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 excessive workload, unsafe staffing levels, high work intensity, lack of autonomy, long and unpredictable working hours, unrealistic deadlines, lack of support from supervisors, psychological and sexual harassment, violence and discriminatory behaviour, high emotional demands, exposure to adverse social behaviour, lack of role clarity, job insecurity and income instability, work–life interference, high digital intensity including excessive professional screen time, cumulative multi-device exposure and undue excessive surveillance, digital connectivity outside working time, or being subject to algorithmic and 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 and may include, where appropriate, employee feedback mechanisms such as staff surveys or other forms of regular consultation. |
| Motion for a resolution | Amendment |
|---|---|
| Annual action plan | 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 results, employers shall adopt, a triennial action plan setting out concrete measures to prevent, eliminate, or where this is not possible, reduce work-related psychosocial risk factors, taking into account the size, resources and organisational capacity of the workplace. Employers shall implement, monitor and evaluate the application of the action plan. |
| Motion for a resolution | Amendment |
|---|---|
| 1a. For micro, small and medium-sized enterprises, such measures may take the form of simplified or informal processes, including regular team discussions, internal communication mechanisms or basic action planning tools. |
| 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, unsafe staffing levels work intensity and reduce monotonous work; |
| 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 and negative interpersonal relationships such as harassment, intimidation, violence and gender-based violence, including violence committed by third parties not employed by the employer, such as patients, users, clients, care recipients or accompanying persons; these said measures shall include specific assessment of this risk, protocols for notification and recording of incidents, and access to psychological support for affected workers; |
| 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, surveillance and the use of artificial intelligence to prevent worker exposure to work-related psychosocial risk and risk factors; |
| 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 preventing extended availability, presenteeism 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, education, public administration, agriculture, meat-industry and client-facing services; sector-specific measures for health and social care, including prevention of moral distress and management of emotional demands arising from exposure to suffering and death, rest and recovery arrangements after critical incidents, risks associated with staff shortages, supervision and debriefing, and protocols for adverse social behaviour, harassment and violence in the healthcare sector, perpetrated by patients, relatives, care recipients or service users; |
| Motion for a resolution | Amendment |
|---|---|
| (h) measures for early intervention and support, including access to counselling, occupational health follow-up and mechanisms facilitating sustainable return to work. | (h) measures for early intervention and support, including access to counselling, psychological first-line support, occupational mental health follow-up and referral to specialised mental healthcare where necessary, and mechanisms facilitating sustainable return to work; |
| Motion for a resolution | Amendment |
|---|---|
| (ha) measures that integrate neuro-design and neuro-architecture to limit stressors and ensure workers' brain health and wellbeing; |
| Motion for a resolution | Amendment |
|---|---|
| (hb) other measures aiming at mitigating the risk factors. |
| 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 developed in consultation with 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, taking into account the size and organizational structure of the workplace. The action plan shall be regularly reviewed and updated as part of an ongoing improvement process. |
| Motion for a resolution | Amendment |
|---|---|
| 4a. The action plan shall include measurable indicators of effectiveness and follow-up mechanisms, ensuring traceability between risk assessment, preventive actions and improvements in addressing psychosocial risk factors. |
| 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 significant restructuring, reorganisation of work, including with regard to telework, or introduction of surveillance or digital management technologies shall be subject to a prior psychosocial risk assessment, including an evaluation of the impact on mental health, by employers and in cooperation with workers’ representatives. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall integrate results into their occupational safety and health management 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 shall not put at risk their safety or their physical and mental health (31). |
| Motion for a resolution | Amendment |
|---|---|
| Right to a psychologically safe working environment and to relevant support services | Right to a psychologically safe and healthy working environment and to relevant support services |
| 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 and healthy working environment that does not expose them to continuous work-related psychosocial risks and work-related psychosocial risk factors. Workers shall have the right to confidential, timely and affordable access to psychosocial support, occupational psychological counselling and referral to mental healthcare services where exposure to psychosocial risks has caused or is likely to cause harm. |
| Motion for a resolution | Amendment |
|---|---|
| Employers shall ensure that the return to work is organised in a manner that protects the worker’s health and prevents recurrence of the risks that contributed to the absence. | Employers shall ensure that the return to work is organised in a manner that protects the worker’s health and prevents recurrence of the risks and risk factors that contributed to the absence. |
| 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 and tertiary prevention of work-related psychosocial risks and risk factors. |
| Motion for a resolution | Amendment |
|---|---|
| d) the measures addressing the work-related psychosocial risks that had a negative impact on their health. | d) the measures addressing the work-related psychosocial risks and risk factors that had a negative impact on their health, while ensuring that relevant findings from the return-to-work process are, where appropriate and with due regard to confidentiality, reflected in the review of the workplace risk assessment and preventive measures. |
| 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 and risk factors, including anonymously. |
| 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 risk factors. |
| 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 a format accessible to people with disabilities, 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 |
|---|---|
| 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 prevention and management of psychosocial risks and risk factors within the undertaking and/or establishment. |
| Motion for a resolution | Amendment |
|---|---|
| 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. | 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 and risk factors. |
| 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. |
| Motion for a resolution | Amendment |
|---|---|
| – the designated workers must have the necessary capabilities, training and means in the field of psychosocial risk prevention; | – the designated workers or external services must have the necessary capabilities, training and means in the field of psychosocial risk and risk factors’ prevention; where required by the size of the undertaking or by the nature and level of the risks identified, such services shall be multidisciplinary, bringing together expertise in occupational medicine, organisational psychology and ergonomics; |
| Motion for a resolution | Amendment |
|---|---|
| – 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. | – 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 risk factors. |
| Motion for a resolution | Amendment |
|---|---|
| 8a. Member States shall ensure that sufficient capacity is available for the prevention and management of work-related psychosocial risks, including through investment in education, training and the development of a qualified workforce, in order to support effective prevention, early intervention and appropriate support measures. |
| Motion for a resolution | Amendment |
|---|---|
| – the identification and assessment of psychosocial risks; | – the identification and assessment of psychosocial risks and risk factors; |
| 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 and promoting prevention and support measures. |
| Motion for a resolution | Amendment |
|---|---|
| Article 17a | |
| Occupational health services Member States shall develop education and training programmes related to psychosocial risks at work, for the purpose of allowing 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 (35). |
| Motion for a resolution | Amendment |
|---|---|
| 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), shall monitor trends in work-related psychosocial risks across Member States, in order to assess the effectiveness of this Directive. | The European Commission, in cooperation with the European Foundation for the Improvement of Living and Working Conditions (Eurofound), the European Agency for Safety and Health at Work (EU-OSHA) and Cedefop, in particular with regard to skills analysis, training and the adaptation of vocational education and training (VET) systems for the prevention and management of psychosocial risks, shall monitor trends in work-related psychosocial risks across Member States, including access to prevention, psychological support, counselling services and return-to-work measures, in order to assess the effectiveness of this legislative proposal. The findings shall be published at least every two years in the form of comparative reports between Member States, and submitted to the Commission. |
| 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 collected within the framework of Regulation (EC) No 1338/2008 and prepared in accordance with Regulation (EU) 2016/679 and regularly reported to institutions referred to in paragraph 1. |
| 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 |
|---|---|
| Mental health impact review No later than 6 years after the transposition of this legislative proposal, the Commission shall assess its impact on workers’ mental health outcomes, access to psychosocial support and occupational mental health services. |
| 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 legislative proposal 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 |
|---|---|
| 3. The autonomy of the social partners is to be respected. 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 this Directive, while respecting the overall protection of workers. | 3. The autonomy of the social partners is to be respected. 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 this legislative proposal, while respecting the overall level of protection of workers. |
| Motion for a resolution | Amendment |
|---|---|
| Member States shall bring into force the laws, regulations and administrative provisions necessary to comply with this Directive within two years of its entry into force. They shall communicate to the Commission the text of the main measures of national law which they adopt in the field covered by this Directive. | Member States shall bring into force the laws, regulations and administrative provisions necessary to comply with this legislative proposal within two years of its entry into force. They shall communicate to the Commission the text of the main measures of national law which they adopt in the field covered by this legislative proposal. |
Annex: declaration of input 4 blocks
Pursuant to Article 8 of Annex I to the Rules of Procedure, the rapporteur for opinion declares that she included in her opinion input on matters pertaining to the subject of the file that she received, in the preparation of the opinion, prior to the adoption thereof in committee, from the following interest representatives falling within the scope of the Interinstitutional Agreement on a mandatory transparency register, or from the following representatives of public authorities of third countries, including their diplomatic missions and embassies:
| 1. Interest representatives falling within the scope of the Interinstitutional Agreement on a mandatory transparency register |
| European Federation of Nurses Associations |
| 2. Representatives of public authorities of third countries, including their diplomatic missions and embassies |
| None |
Where natural persons are identified in the list by their name, by their function or by both, the rapporteur for opinion declares that she has submitted to the natural persons concerned the European Parliament's Data Protection Notice No 484 (https://www.europarl.europa.eu/data-protect/index.do), which sets out the conditions applicable to the processing of their personal data and the rights linked to that processing.
Procedure pages and committee votes
How the committees handled the text and how their members voted on it. Collapsed.
Final vote by roll call by the committee asked for opinion 3 blocks
29 · For
- ECR
- Aurelijus Veryga
- No group
- Monika Beňová
- EPP
- Hildegard Bentele, Michalis Hadjipantela, Sérgio Humberto, Adam Jarubas, Marie-Sophie Lanig, Letizia Moratti, Elena Nevado del Campo, Jessica Polfjärd, Manuela Ripa, Oliver Schenk
- Renew
- Stine Bosse, Veronika Cifrová Ostrihoňová, Jérémy Decerle
- S&D
- Vytenis Povilas Andriukaitis, Christophe Clergeau, Nicolás González Casares, Romana Jerković, Victor Negrescu, Nikos Papandreou, Günther Sidl, Tiemo Wölken
- The Left
- Sebastian Everding, Catarina Martins, Dario Tamburrano
- Greens
- Martin Häusling, Ignazio Roberto Marino, Tilly Metz
Connections
The dossier, the decisions on this text and its other versions.
No connections found for this item.
Sources & citation
Where the facts on this page come from, and how to cite it.
- Data source
- Licensed CC BY 4.0.
- Retrieved
- 25 September 2026
Cite as
European Parliament (2026). “OPINION on Psychosocial risks, stress and mental health at work”. Text, 16 July 2026. docId SANT-AD-787021. EU Parl Watch Research. https://news.eu-parl.st-solutions.dev/texts/SANT-AD-787021 (retrieved 25 September 2026). Data: EP Open Data API: document record, https://data.europarl.europa.eu/api/v2/documents/SANT-AD-787021 (CC BY 4.0).
BibTeX
@misc{epw-text-sant-ad-787021,
author = {{European Parliament}},
title = {{OPINION on Psychosocial risks, stress and mental health at work}},
year = {2026},
date = {2026-07-16},
howpublished = {\url{https://news.eu-parl.st-solutions.dev/texts/SANT-AD-787021}},
url = {https://news.eu-parl.st-solutions.dev/texts/SANT-AD-787021},
urldate = {2026-09-25},
publisher = {EU Parl Watch Research},
note = {Text. docId SANT-AD-787021. Data: EP Open Data API: document record (CC BY 4.0)}
}