Psychological risk assessment
Assessing psychological strain is part of statutory occupational safety – and co-determined in its arrangement. This guide neutrally explains the procedure, content and the role of the conciliation committee.
Legal framework: Sec. 5 ArbSchG and Section 87(1) no. 7 BetrVG
The employer must assess working conditions for hazards – expressly including psychological strain (Sec. 5 ArbSchG). The whether follows from the law. The how – methodology, instruments and the measures derived – is co-determined by the works council where discretion exists (Section 87(1) no. 7 BetrVG). If no agreement is reached, the conciliation committee decides.
Typical content
- Methodology & instruments (surveys, observation, workshops)
- Activities & areas included
- Conduct & evaluation
- Deriving and implementing measures
- Effectiveness review
- Data protection & anonymity
- Documentation
If no agreement is reached
As chair, I guide the parties to a traceable, practical procedure that meets the statutory duty, derives effective measures and preserves employees' anonymity.
Briefly answered
Yes. The employer must assess working conditions for psychological strain too (Sec. 5 ArbSchG). Its arrangement is subject to co-determination.
In particular methodology, instruments, conduct, evaluation and the deriving and implementation of measures (Section 87(1) no. 7 BetrVG).
More in the guide: Health protection · all guides
A conciliation committee on the risk assessment?
As a neutral chair I guide the parties to an effective, legally sound procedure – across Germany.