Under the Working Environment Act, companies are responsible for ensuring a fully satisfactory psychosocial working environment. Otherwise, the Labour Inspection Authority may become involved, and companies can become liable in various ways.
The proposed changes aim to assist companies with understanding how to maintain a fully satisfactory working environment. For that reason, the changes do not include new rights and obligations but “simply” guidance.
More specifically, if passed, the proposed rules will clarify that an improper psychosocial work environment also involves scenarios where employees are subject to:
- Unclear requirements (e.g., conflicting responsibilities, tasks, and roles)
- Emotional demands (e.g., managing emotions, adjusting or suppressing behaviour)
- Heavy workloads (e.g., deadlines, persistent pressure)
- Offensive actions (e.g., harassment, other degrading behaviour)
IUNO’s opinion
Companies should actively assess and, where relevant, address the listed scenarios to comply with their work environment obligations. Of course, companies must also be aware of other risks related to the psychosocial work environment, as the list is not exhaustive.
IUNO recommends that companies review their work environment measures in light of the new guidance to ensure a continuous, adequate working environment. Preventive measures are crucial and can take many forms, including more efficient internal routines and policies, training, or improved communication lines with the employees.
There is a growing focus on psychosocial risks, and similar rules have already been introduced in Denmark and Sweden. We have previously written about Denmark’s approach here.
[Draft bill on amendments to the Working Environment Act concerning psychosocial work environment requirements – prop. 94 L (2024-2025)]