Psychosocial Risk Management

The European Agency for Safety and Health at Work considers that Psychosocial Risks (PSR) are among the most challenging issues in occupational health and safety as it significantly impacts the health of individuals, organisations and national economies. Indeed, recent EU funded projects on the topic have shown that work-related depression was estimated to be above the €600 billion mark in terms of costs at European level (including cost for absenteeism, loss of productivity, healthcare costs and social welfare costs). The situation related to the COVID-19 pandemic will probably have a magnifying and/or changing effect on those phenomena with the significant increase of remote working schemes, which may generate other or additional forms of Psychosocial Risks.

In Luxembourg, Psychosocial Risks are not yet defined legally. However, certain legal frameworks (notably the « convention du 25 juin 2009 relative au harcèlement et à la violence au travail ») and sector-specific agreements do exist regarding specific topics such as mobbing. This additional uncertainty can of course be an important risk factor for organisations when facing issues or incidents of psychosocial nature.

Psychosocial Risks are generally divided into 4 categories relating to their origin:

• Requirements and organisation of work (level of autonomy, hardship, workload, etc.)
• Management and interpersonal relations at work (quality of relationships with colleagues, management, recognition, etc.)
• Working conditions relating to the values and expectations of workers (work-life balance, professional development, ethics, etc.)
• Change in the nature of work (work security, introduction of new technologies, reorganisations, etc.)

Work-related stress, mobbing, burn-out, suicide, alcoholism and drug abuse are among the most well-known manifestations of Psychosocial Risks that organisations have increasingly to deal with.

As an employer, it is important to set a favourable culture within the organization, identifying resource persons (internally or externally), and implement preventive actions, but also to set up internal policies and rules in order to have a clear framework and develop an “organizational resilience” towards Psychosocial Risks. This will also enable the organization to take the right measures and act quickly as this is often critical when it comes to resolving situations of psychosocial nature or it may even be a legal requirement in certain situations.

Hudson offers support to organisations on a range of topics and challenges related to Psychosocial Risks such as conducting investigations in case of mobbing allegations, conducting stress surveys and collective/organizational stress diagnostics, offering psychological support (e.g. in post-traumatic stress situations), etc.

Our experienced, multilingual consultants and organizational psychologists have the related skills in order to advise, support and investigate neutrally and confidentially, to find the best possible approach in the Prevention and Management of Psychosocial Risks.

Please do not hesitate to contact us for further information on our services and how we could be helpful with regards to your specific situation.