Organizations must redesign to prevent psychosocial risks.
Brazil just mandated employer-level psychosocial risk identification and prevention. Spain declared 2026 its Year of Occupational Safety. EU-OSHA's 2026-2028 campaign is titled Together for Mental Health at Work. This is what regulatory convergence looks like when the science is clear.
Most organizations are responding to burnout with more resilience training, more apps, and more EAP utilization campaigns.
Meanwhile, Brazil just mandated that employers systematically identify and prevent psychosocial risks at the organizational level. Spain declared 2026 its Year of Occupational Safety. EU-OSHA titled its next three-year campaign "Together for Mental Health at Work."
This is what regulatory convergence looks like when the science is clear. 89% of organizations acknowledge that stress, fatigue, and mental health are central to safety outcomes, but only 1 in 3 have embedded these factors into strategy.
That gap is not a wellness problem. It is not an employee problem. It is an organizational design problem.
The countries writing psychosocial risk into hard law understand something most corporate well-being programs still do not: you cannot out-app a toxic work environment. You have to redesign the conditions that create it.
Job design. Workload distribution. Leadership behavior. Decision authority.
The organizations that address these upstream conditions will not just comply. They will outperform.
What would change in your organization if psychosocial risk lived on the same register as physical safety?