ISO 45001:2025 Will Include Mental Health! Here’s What’s Changing
ISO 45001:2025 Will Include Mental Health! Here’s What’s Changing
The upcoming revision of ISO 45001 is set to redefine workplace safety — moving beyond physical hazards to include mental health and psychosocial risks as core components of occupational health.
🔍 Why Mental Health Is Now a Safety Priority
Workplace injuries aren’t just physical. According to the ILO, over 35% of all work-related disabilities are due to mental health conditions like anxiety, depression, and burnout.
Modern work environments — with remote work, digital overload, job insecurity, and high-pressure KPIs — have increased psychosocial risks significantly.
Recognizing this, ISO/TC 176 is updating ISO 45001 to ensure organizations proactively manage these invisible but critical hazards.
📋 Key Expected Changes in ISO 45001:2025
| Current Clause (2018) | Expected Update (2025) |
|---|---|
| Clause 6.1 – Actions on Risks & Opportunities | Explicit inclusion of psychosocial risks (e.g., stress, harassment, workload imbalance) |
| Clause 8.1 – Operational Control | Requirements for managing mental health in remote/hybrid work models |
| Clause 9.1 – Performance Evaluation | Monitoring indicators like absenteeism, turnover, and employee sentiment |
| Clause 5.1 – Leadership Commitment | Top management must demonstrate support for mental well-being programs |
| Annex A Guidance | New examples on assessing bullying, fatigue, and cognitive load |
🧠 What Are Psychosocial Risks?
These are factors that affect workers’ psychological and social well-being, including:
- Excessive workload or unrealistic deadlines
- Lack of control over tasks
- Poor communication or leadership
- Bullying, harassment, or discrimination
- Fear of job loss or automation
- Isolation in remote work settings
Left unmanaged, these can lead to burnout, reduced productivity, higher accident rates, and long-term disability claims.
🛠️ How to Prepare for ISO 45001:2025
1. Conduct a Psychosocial Risk Assessment
Use anonymous surveys, focus groups, or HR data to identify stress hotspots. Tools like the WHO Mental Health at Work toolkit can help.
2. Train Managers on Psychological Safety
Equip supervisors to recognize signs of distress, have supportive conversations, and refer employees to EAPs (Employee Assistance Programs).
3. Integrate Mental Health into Your OH&S Policy
Add commitments to psychological well-being alongside physical safety goals.
4. Monitor Leading Indicators
Track metrics such as:
- Staff turnover rate
- Sick leave due to stress
- Engagement survey scores
- Incidents of conflict or harassment
5. Leverage Technology
Use digital platforms to deliver mental health resources, conduct check-ins, and analyze sentiment trends — similar to how EMIS supports energy performance in ISO 50001.
🌐 Case Study: Tech Company Reduces Burnout by 40%
A software firm in Singapore implemented a proactive mental health program aligned with future ISO 45001 expectations.
Actions:
- Launched quarterly well-being pulse surveys
- Trained team leads in mental health first aid
- Introduced “no-meeting Wednesdays” to reduce cognitive load
- Integrated wellness tracking into their QHSE platform
Results in 12 Months:
- Burnout symptoms ↓ 40%
- Voluntary turnover ↓ 28%
- Passed ISO 45001 surveillance audit with recognition for innovation
🎯 Final Thoughts: Safety Isn’t Just Physical — It’s Human
ISO 45001:2025 reflects a fundamental truth: true workplace safety includes the mind as much as the body.
Organizations that embrace this shift will not only comply with future standards — they’ll build more resilient, engaged, and productive teams.
And when combined with digital tools for monitoring and intervention, mental health becomes not just a policy, but a measurable, improvable outcome.
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