Psychosocial work environment requirements

Last updated 2026-08-07

The psychosocial working environment is regulated on a par with the physical. Section 4-3 of the Working Environment Act requires work to be organised so that employees’ integrity and dignity are safeguarded and no one is exposed to harassment or other improper conduct. The requirement is met through systematic mapping, concrete measures and leaders who handle situations when they arise.

What is covered by the psychosocial working environment?

• Workload and job demands set against control and support.
• Role clarity — does the employee know what is expected?
• Conflict, bullying, harassment and exclusion.
• Leadership support and feedback culture.
• Violence, threats and stressful customer meetings in exposed occupations.

How do you map it?

Mapping is typically done through employee surveys, safety inspections, employee interviews and review of sick leave and turnover. The point is not the numbers themselves, but that findings lead to documented measures with a responsible person and a deadline.

Which measures count?

Measures that change practice. An action plan without behavioural change among leaders rarely shows up in the next measurement. What changes the perceived working environment fastest is that the nearest leader actually addresses conflict, gives clear feedback and follows up the individual.

Who is responsible?

The employer is responsible, the safety representative shall safeguard employees’ interests and the working environment committee handles matters in enterprises above a certain size. Employees have a duty to participate, but participation does not relieve the employer.