he Netherlands: Mandatory Psychosocial Risk Management in Workplaces from 2026
By News

In recent years, increasing attention across Europe has been paid to workplace mental health, stress, burnout, and psychosocial risks. The Netherlands is one of the most progressive countries in this field and, from 2026, will introduce stricter regulations making the comprehensive management of psychosocial risks mandatory in workplaces.

What Are Psychosocial Risks?

Psychosocial risks refer to any workplace factors that may negatively affect employees’ mental or emotional well-being. These include, among others:

  • prolonged workplace stress
  • excessive workload
  • burnout
  • lack of work–life balance
  • harassment and discrimination
  • insecure or unstable work environments
  • inadequate leadership communication

These risks impact not only individual employees’ health but also organizational performance, employee turnover, and employer reputation.

What Will Change in the Netherlands from 2026?

In the Netherlands, employers are already required to address Psychosociale Arbeidsbelasting (PSA), which refers to psychosocial workload.

From 2026 onwards, enforcement and expectations will become stricter, particularly in the following areas:

  • mandatory, documented psychosocial risk assessments
  • regular stress and mental health surveys
  • integration of preventive measures into occupational health and safety systems
  • targeted training for managers and HR professionals
  • increased inspections and regulatory oversight

The key principle behind the regulation is that mental health is not solely an individual issue but also an employer responsibility

What Does This Mean for Employers and HR?

These changes clearly strengthen the role of HR within occupational health and safety. Going forward, HR will not only act as an administrative or strategic function but also as an active risk management partner.

HR responsibilities may include:

  • coordinating psychosocial risk assessments
  • conducting employee satisfaction and stress surveys
  • supporting managers in recognizing mental workload risks
  • developing internal policies and procedures
  • implementing preventive programs (workplace wellbeing, burnout prevention)

Why Is This Relevant Beyond the Netherlands?

Although the regulation originates from the Dutch legal environment, it strongly aligns with broader European Union trends. The EU increasingly recognizes mental health as a critical occupational safety factor.

This means that:

  • similar requirements may emerge in other countries,
  • multinational companies may need to adopt unified HR and occupational safety practices,
  • mental safety will become a key factor in employer branding and employee retention.

One of the most important lessons of the Dutch approach is that:

Addressing mental health is not a reaction, but a matter of prevention.

Organizations that begin now to:

  • identify psychosocial risks,
  • actively involve HR and leadership,
  • build conscious and structured wellbeing strategies,

can gain a significant competitive advantage in the coming years.

InterHRM aims to support organizations in navigating international HR and occupational safety trends by providing practical, people-centered solutions to future workplace challenges.

Prepared by the InterHRM Expert Team, in accordance with international workplace safety and HR best practices.