Psychosocial risks (PSR): right to raise concerns and prevention in the workplace
Psychosocial risks now play a major role in occupational health and safety issues. Prolonged stress, cognitive overload, isolation, and harassment can have significant consequences for employees' health, both mentally and physically.
In these situations, regulations provide for a right to raise an alert, allowing individuals to report a danger. But who can activate this right and how do they proceed? Here are the essential points to know.
Understanding psychosocial risks
Psychosocial risks (PSRs) encompass various professional situations that can degrade working conditions and affect the health of employees.
Among the main factors identified are the intensity of work, emotional demands, lack of autonomy, deteriorating relationships within teams, conflicts of values, and job insecurity.
These factors can lead to a variety of problems: anxiety, sleep disorders, chronic fatigue, or more serious illnesses. Contrary to popular belief, these risks are often linked to work organization or management practices.
In the long run, they can impact the company's performance, deteriorate the social climate and generate significant costs.
Who can trigger an alert?
The right to raise concerns regarding psychosocial risks can be exercised by several actors, each within a defined framework.
Every employee has an individual right to report a situation they consider dangerous to their health or safety. They can contact their employer directly or a staff representative.
The elected members of the Social and Economic Committee (CSE) also have a specific right to raise concerns. They can intervene on their own initiative or relay a situation reported by an employee.
The occupational physician also plays a key role. As part of their duties, they can alert the company when they identify a psychosocial risk, particularly during medical visits or interventions in the workplace.
How to formalize a psychosocial risk alert?
To be effective, an alert must be structured and substantiated. It is recommended to formalize the report in writing, precisely describing the observed facts.
The document must present the situation objectively, highlighting the concrete elements likely to harm employee health. It can be based on various indicators: data from the single risk assessment document, absenteeism rates, staff turnover, feedback from past experiences, or on-site observations.
Involving employee representatives in this process makes it easier to analyze and promotes constructive dialogue with the employer.
In some cases, it may be relevant to call upon a specialist external consultant, such as an ergonomist or an occupational psychologist, in order to establish a thorough diagnosis and propose appropriate solutions.
Training as a prevention tool
Preventing psychosocial risks relies heavily on training for company employees. This training helps them better understand the underlying mechanisms, identify early warning signs, and take proactive measures.
MD Conseil Formation offers training courses dedicated to the prevention of psychosocial risks, health and safety at work, support for members of the Works Council, and the role of harassment liaison officer.
These programs can be adapted to the specific needs of each organization, depending on the sector of activity, internal challenges, and team profiles. They are accessible in person, remotely, or directly on-site.
Training teams means giving them the means to act effectively in the face of psychosocial risks, strengthening the quality of working life and preserving the health of employees in the long term.
