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In August 2024, the Brazilian Ministry of Labour issued Ordinance No. 1.419/24, which introduced significant changes to Norm No. 1 (NR-1). The new rules, effective from 26 May 2025, require companies to include the management of psychosocial risks in their Professional Risk Management Programmes (PGR). This initiative is a response to alarming statistics: over the past year, the number of cases of incapacity due to mental health issues (stress, burnout) has increased by nearly 70%.

The ordinance establishes general standards, but each company is required to develop its own approach to the PGR, taking into account unique working conditions and specific risks. Key factors that require monitoring include:

For ������, caring for the mental wellbeing of employees is not just formal compliance with regulations, but a core value and part of our culture. We view the NR-1 update as an opportunity to systematise and enhance our existing initiatives.

We consider the interests and needs of each user and offer them the chance to choose activities that resonate with them. That’s why each project includes over 20 activities and the ability to determine the intensity of workouts and select suitable content.

In a project with a record engagement rate of 95%, J&J employees chose more than 20 activities, including walking and meditation. Meditation ranked in the top three — a signal that J&J employees consciously fought against stress and burnout during the program, resulting in a noticeable increase in mental and emotional energy within just a month.

We strive to communicate with users in a shared language and provide the necessary encouragement through the Nudge approach — a method of gently nudging towards goals. To achieve this, we send motivational push notifications and use widgets for personal and team progress.A particularly inspiring format is the Charity Challenge, where activity is converted into dollars and sent to charities. For instance, employees at Playrix raised $38,000 for a good cause, and their participation in the challenge took on profound meaning.

Giving people the opportunity to get to know their colleagues better, find allies and friends is one of the key focuses of the program. The activity feed, likes, comments — everything necessary to create a platform for communication and better acquaintance with colleagues.

This approach works: employees at Mars actively used the internal platform for interaction: 98% viewed stories, and 45% sent messages in the chat.

The ������ team closely monitors the program's development, studies feedback, and makes adjustments as necessary. Our goal is to ensure that every user feels comfortable and can unlock their potential in the area of healthy living.

Creating a shared space allowed Indrive to elevate the team to a new level of cohesion and understanding. Employees felt a sense of unity, despite geographical distances — a case of uniting colleagues from 30 countries.

The care managers' task is to provide assistance and support to users who encounter difficulties on the platform. The average response time from specialists to users is 20 minutes.

Life satisfaction is determined by a complex interplay of factors, primarily related to psychosocial well-being (mental health, quality relationships, good work)—not just material conditions (income) or status attributes (education).

NR-1 remains a cornerstone of Brazil's occupational safety system. At ������, we are not only pleased to comply with new requirements but also see them as confirmation of the importance of our course.

By developing our ������itt product, we are creating innovative technological solutions that become effective tools for maintaining employee well-being and building a psychologically safe work environment that meets the latest standards, including the updated NR-1