Prevention of psychosocial risks

How to move from preventing psychosocial risks to developing Quality of Working Life.

The prevention of psychosocial risks cannot be reduced to one-off interventions targeting only the ability of each person to adapt.

A process concerning psychosocial risks must involve all members of the company, with the directors first in line.

Our team proposes a support approach involving the commitment of General Management.

  • Setting up a mixed steering committee on the psychosocial risks process: psychosocial risks (DG, operational management, SST, Health and Safety and Working Conditions Committee)
  • Qualitative and quantitative study of the psychosocial risk factors
  • Return to mixed steering committee to decide on action plans
  • Support through implementation and measurement of action plans

Quantitative and qualitative study

It is necessary to use scientifically validated questionnaires and interview guides:

  • Diagnose the level of stress and work-related wellbeing.
  • Diagnose the resources used by employees to handle stress.
  • Study the most commonly present stress factors and the most frequent solutions.
  • Together propose and create recommendations at several levels.

Supporting companies in ensuring they comply with their legal and contractual obligations:

  • Implement measures to evaluate and prevent occupational risks and promote their inclusion in internal company documents (e.g. Internal Regulations, Single Risk Assessment Document (DU), collective bargaining agreements)
  • Anticipate the risks linked to a restructuring plan on employees’ health and court-ordered suspension or cancellation of the operation (rulings: SNECMA of 5 March 2008, Employment Cassation, and FNAC of 13 December 2012, CA Paris): concerted upstream analysis of risks (qualitative and quantitative assessment of transfers of workload, in particular)

Consultancy firm specialising in preventing psychosocial risks
and developing Quality of Working Life.