NOM-035-STPS-2018 – Informative Guide (Part 2)

HOW SHOULD THE IDENTIFICATION AND ANALYSIS OF PSYCHOSOCIAL RISK FACTORS BE CONDUCTED?

The identification and analysis of psychosocial risk factors should consider the following:

• Conditions in the work environment. These refer to hazardous, unsafe, or deficient and unhealthy conditions in the workplace that, under certain circumstances, require the worker to make an additional effort to adapt.
• Workloads. These refer to the demands that work imposes on the worker, exceeding their capacity. Workloads can be of various types, such as quantitative, cognitive or mental, emotional, responsibility-related, as well as contradictory or inconsistent loads.
• Lack of control over work. Control over work is the worker’s ability to influence and make decisions in the performance of their activities. Initiative and autonomy, use and development of skills and knowledge, participation and handling of change, as well as training are aspects that give the worker the ability to influence their work. When these elements are nonexistent or scarce, they become a risk factor.
• Lack of control is defined as the limited or nonexistent ability of the worker to influence and make decisions about various aspects of their activities. In contrast, initiative and autonomy, the use and development of skills and knowledge, participation, and change management are elements that give the worker the ability to influence their work.
• Working hours and shift rotation exceeding the limits set by the Federal Labor Law. Represent a demand for working time in terms of duration and schedule, becoming a psychosocial risk factor when working with long hours, frequent shift rotations or night shifts, without clearly established breaks and rest periods, and without preventive measures to detect health impacts early on.
• Interference in the work-family relationship. Arises when there is a conflict between family or personal activities and work responsibilities. This occurs when work responsibilities consistently require attention during the time dedicated to family and personal life or when work is done outside of working hours.
• Negative leadership and negative work relationships:
• Negative leadership at work refers to the type of relationship established between the employer or their representatives and workers, which influences the way of working and relationships in a work area. It is directly related to aggressive and/or imposing attitudes, lack of clarity in job functions, and minimal or no recognition and feedback on performance.
• Negative work relationships refer to the interaction established in the work context and include aspects such as the inability to interact with colleagues to solve work-related problems and unfavorable characteristics of these interactions in functional aspects such as deficient or nonexistent teamwork and social support.
• Workplace violence, as follows:
  • Harassment, psychological harassment: Acts that harm the psychological stability, personality, dignity, or integrity of the worker. It consists of systematic and persistent intimidation actions, such as discrediting, insults, humiliations, devaluation, marginalization, indifference, destructive comparisons, rejection, restriction of self-determination, and threats, leading the worker to depression, isolation, and loss of self-esteem. For the purposes of this standard, sexual harassment is not considered.
  • Harassment: The exercise of power in a real subordinate relationship of the victim to the aggressor in the workplace, expressed in verbal, physical, or both behaviors.
  • Mistreatment: Acts consisting of insults, mockery, humiliations, and/or ridicule of the worker, performed continuously and persistently (more than once and/or on different occasions).

This obligation applies to workplaces with 16 to 50 workers and those with more than 50 workers. To carry out the identification and analysis of psychosocial risk factors, there are two possibilities:
1) Use Reference Guide II for workplaces with fewer than 50 workers or Reference Guide III for workplaces with more than 50 workers.
2) Any method that considers the same factors and is validated according to the parameters established by the standard (Section 7.5).

• The way to conduct questionnaire applications.
• How to evaluate questionnaires.
• Risk levels and how to determine them based on questionnaire results.

The identification and analysis of psychosocial risk factors must be carried out at least every two years.

HOW SHOULD THE EVALUATION OF THE ORGANIZATIONAL ENVIRONMENT BE CONDUCTED?

The evaluation of a favorable organizational environment should include the following elements:

• Employees’ sense of belonging to the company.
• Training for the proper performance of assigned tasks.
• Precise definition of responsibilities for workers.
• Proactive participation and communication between the employer, their representatives, and workers.
• Proper distribution of workloads with regular working hours.
• Evaluation and recognition of performance.

This obligation applies only to workplaces with more than 50 workers. To conduct the evaluation of the organizational environment, there are two possibilities:
1) Use Reference Guide III.
2) Any method that considers the same factors and is validated according to the parameters established by the standard (Section 7.5).

• The way to conduct questionnaire applications.
• How to evaluate questionnaires.
• Risk levels and how to determine them based on questionnaire results.

The evaluation of the organizational environment must be carried out at least every two years.

WHEN SHOULD CONTROL MEASURES BE APPLIED?

Control measures should only be applied when the results of evaluations determine the need to develop control actions. In the case of Guides II and III, control measures are applied when the result indicates a medium, high, or very high risk level. The program for addressing psychosocial risk factors and, if necessary, promoting a favorable organizational environment and preventing acts of workplace violence, should include:

• Work areas and/or workers subject to the program.
• Types of actions and control measures to be adopted.
• Scheduled dates for implementation.
• Monitoring progress in program implementation.
• Post-implementation evaluation of control measures, if applicable.
• The person responsible for execution.

Control actions should be determined for each type of risk factor with a medium, high, or very high risk level, according to the characteristics of the workplace activities.

HOW TO IDENTIFY WORKERS WHO EXPERIENCED SEVERE TRAUMATIC EVENTS?

The obligation to identify workers who have experienced severe traumatic events during or due to work and refer them for attention applies to all workplaces. There are two possibilities:
a) If the workplace has information about workers exposed to severe traumatic events (e.g., results of the accident investigation referred to in NOM-019-STPS-2011), it can apply Reference Guide I only to previously identified workers.
b) If the workplace does not have reliable information, it must apply Reference Guide I to all workers.

Note: Reference Guide I does not allow identifying a specific illness or disorder. It only infers the need for a worker to be referred for appropriate medical attention.

WHEN SHOULD MEDICAL EXAMINATIONS AND PSYCHOLOGICAL EVALUATIONS BE CONDUCTED ON WORKERS?

The practice of medical examinations and/or psychological evaluations is a general measure, and the entry into force of the standard is not the circumstance that obliges them. The conditions for conducting these examinations are:
a) Demonstrated exposure of the worker to workplace violence and/or psychosocial risk factors. This can be confirmed through the identification and analysis of psychosocial risk factors when there is a very high-risk level or through the mechanism by which the workplace receives complaints about practices contrary to a favorable organizational environment and reports of workplace violence acts.
b) Presence of signs or symptoms indicating a worker’s health alteration.

The standard allows medical examinations and psychological evaluations to be conducted through the social security or private institution, the workplace or company’s physician, psychiatrist, or psychologist. In all cases, the physician is responsible for determining the need for medical examinations and/or referring workers for psychological care.

DO WORKERS HAVE OBLIGATIONS?

The standard establishes obligations for workers as a complement to employer obligations. Workers must:

• Observe prevention and, if applicable, control measures established by the standard and the employer to control psychosocial risk factors, collaborate in creating a favorable organizational environment, and prevent workplace violence acts.
• Refrain from engaging in practices contrary to a favorable organizational environment and acts of workplace violence.
• Participate in identifying psychosocial risk factors and, if applicable, in evaluating the organizational environment.
• Report practices contrary to a favorable organizational environment and denounce acts of workplace violence using mechanisms established by the employer or through the safety and hygiene committee.
• Report in writing to the employer directly, through occupational safety and health services, or the safety and hygiene committee if they witnessed or suffered a severe traumatic event.
• Participate in informational events provided by the employer.
• Undergo medical examinations and psychological evaluations as determined by the standard and/or official Mexican standards issued by the Secretariat of Health and/or the Ministry of Labor and Social Welfare, or, in the absence of these, as indicated by the social security or private institution, or the workplace or company’s physician, psychologist, or psychiatrist.

WHAT RECORDS DO I NEED?

Workplaces must maintain records of:

• Results of the identification and analysis of psychosocial risk factors and, for workplaces with more than 50 workers, evaluations of the organizational environment.
• Control measures taken when the identification and analysis of psychosocial risk factors and the evaluation of the organizational environment indicate the need.
• Names of workers subjected to medical examinations or clinical evaluations and confirmed exposure to psychosocial risk factors, workplace violence, or severe traumatic events.

The record of the identification and analysis of psychosocial risk factors, for workplaces with more than 50 workers, and the evaluation of the organizational environment is mandatory for all workplaces.

DOES THE STANDARD APPLY TO ALL WORKPLACES?

The standard applies to workplaces with 16 to 50 workers and those with more than 50 workers.

WHEN DOES THE NOM-035-STPS-2018 TAKE EFFECT?

The NOM-035-STPS-2018 takes effect in two stages:

1. The policy, prevention measures, identification of workers exposed to severe traumatic events, and information dissemination will come into effect on October 23, 2019.
2. The identification and analysis of psychosocial risk factors, evaluation of the organizational environment, control measures, medical examinations, and records will come into effect on October 23, 2020.

HOW SHOULD THE IDENTIFICATION AND ANALYSIS OF PSYCHOSOCIAL RISK FACTORS BE CONDUCTED?

The identification and analysis of psychosocial risk factors should consider the following:

• Conditions in the work environment. These refer to hazardous, unsafe, or deficient and unhealthy conditions in the workplace that, under certain circumstances, require the worker to make an additional effort to adapt.
• Workloads. These refer to the demands that work imposes on the worker, exceeding their capacity. Workloads can be of various types, such as quantitative, cognitive or mental, emotional, responsibility-related, as well as contradictory or inconsistent loads.
• Lack of control over work. Control over work is the worker’s ability to influence and make decisions in the performance of their activities. Initiative and autonomy, use and development of skills and knowledge, participation and handling of change, as well as training are aspects that give the worker the ability to influence their work. When these elements are nonexistent or scarce, they become a risk factor.
• Lack of control is defined as the limited or nonexistent ability of the worker to influence and make decisions about various aspects of their activities. In contrast, initiative and autonomy, the use and development of skills and knowledge, participation, and change management are elements that give the worker the ability to influence their work.
• Working hours and shift rotation exceeding the limits set by the Federal Labor Law. Represent a demand for working time in terms of duration and schedule, becoming a psychosocial risk factor when working with long hours, frequent shift rotations or night shifts, without clearly established breaks and rest periods, and without preventive measures to detect health impacts early on.
• Interference in the work-family relationship. Arises when there is a conflict between family or personal activities and work responsibilities. This occurs when work responsibilities consistently require attention during the time dedicated to family and personal life or when work is done outside of working hours.
• Negative leadership and negative work relationships:
• Negative leadership at work refers to the type of relationship established between the employer or their representatives and workers, which influences the way of working and relationships in a work area. It is directly related to aggressive and/or imposing attitudes, lack of clarity in job functions, and minimal or no recognition and feedback on performance.
• Negative work relationships refer to the interaction established in the work context and include aspects such as the inability to interact with colleagues to solve work-related problems and unfavorable characteristics of these interactions in functional aspects such as deficient or nonexistent teamwork and social support.
• Workplace violence, as follows:
  • Harassment, psychological harassment: Acts that harm the psychological stability, personality, dignity, or integrity of the worker. It consists of systematic and persistent intimidation actions, such as discrediting, insults, humiliations, devaluation, marginalization, indifference, destructive comparisons, rejection, restriction of self-determination, and threats, leading the worker to depression, isolation, and loss of self-esteem. For the purposes of this standard, sexual harassment is not considered.
  • Harassment: The exercise of power in a real subordinate relationship of the victim to the aggressor in the workplace, expressed in verbal, physical, or both behaviors.
  • Mistreatment: Acts consisting of insults, mockery, humiliations, and/or ridicule of the worker, performed continuously and persistently (more than once and/or on different occasions).

This obligation applies to workplaces with 16 to 50 workers and those with more than 50 workers. To carry out the identification and analysis of psychosocial risk factors, there are two possibilities:
1) Use Reference Guide II for workplaces with fewer than 50 workers or Reference Guide III for workplaces with more than 50 workers.
2) Any method that considers the same factors and is validated according to the parameters established by the standard (Section 7.5).

• The way to conduct questionnaire applications.
• How to evaluate questionnaires.
• Risk levels and how to determine them based on questionnaire results.

The identification and analysis of psychosocial risk factors must be carried out at least every two years.

HOW SHOULD THE EVALUATION OF THE ORGANIZATIONAL ENVIRONMENT BE CONDUCTED?

The evaluation of a favorable organizational environment should include the following elements:

• Employees’ sense of belonging to the company.
• Training for the proper performance of assigned tasks.
• Precise definition of responsibilities for workers.
• Proactive participation and communication between the employer, their representatives, and workers.
• Proper distribution of workloads with regular working hours.
• Evaluation and recognition of performance.

This obligation applies only to workplaces with more than 50 workers. To conduct the evaluation of the organizational environment, there are two possibilities:
1) Use Reference Guide III.
2) Any method that considers the same factors and is validated according to the parameters established by the standard (Section 7.5).

• The way to conduct questionnaire applications.
• How to evaluate questionnaires.
• Risk levels and how to determine them based on questionnaire results.

The evaluation of the organizational environment must be carried out at least every two years.

WHEN SHOULD CONTROL MEASURES BE APPLIED?

Control measures should only be applied when the results of evaluations determine the need to develop control actions. In the case of Guides II and III, control measures are applied when the result indicates a medium, high, or very high risk level. The program for addressing psychosocial risk factors and, if necessary, promoting a favorable organizational environment and preventing acts of workplace violence, should include:

• Work areas and/or workers subject to the program.
• Types of actions and control measures to be adopted.
• Scheduled dates for implementation.
• Monitoring progress in program implementation.
• Post-implementation evaluation of control measures, if applicable.
• The person responsible for execution.

Control actions should be determined for each type of risk factor with a medium, high, or very high risk level, according to the characteristics of the workplace activities.

HOW TO IDENTIFY WORKERS WHO EXPERIENCED SEVERE TRAUMATIC EVENTS?

The obligation to identify workers who have experienced severe traumatic events during or due to work and refer them for attention applies to all workplaces. There are two possibilities:
a) If the workplace has information about workers exposed to severe traumatic events (e.g., results of the accident investigation referred to in NOM-019-STPS-2011), it can apply Reference Guide I only to previously identified workers.
b) If the workplace does not have reliable information, it must apply Reference Guide I to all workers.

Note: Reference Guide I does not allow identifying a specific illness or disorder. It only infers the need for a worker to be referred for appropriate medical attention.

WHEN SHOULD MEDICAL EXAMINATIONS AND PSYCHOLOGICAL EVALUATIONS BE CONDUCTED ON WORKERS?

The practice of medical examinations and/or psychological evaluations is a general measure, and the entry into force of the standard is not the circumstance that obliges them. The conditions for conducting these examinations are:
a) Demonstrated exposure of the worker to workplace violence and/or psychosocial risk factors. This can be confirmed through the identification and analysis of psychosocial risk factors when there is a very high-risk level or through the mechanism by which the workplace receives complaints about practices contrary to a favorable organizational environment and reports of workplace violence acts.
b) Presence of signs or symptoms indicating a worker’s health alteration.

The standard allows medical examinations and psychological evaluations to be conducted through the social security or private institution, the workplace or company’s physician, psychiatrist, or psychologist. In all cases, the physician is responsible for determining the need for medical examinations and/or referring workers for psychological care.

DO WORKERS HAVE OBLIGATIONS?

The standard establishes obligations for workers as a complement to employer obligations. Workers must:

• Observe prevention and, if applicable, control measures established by the standard and the employer to control psychosocial risk factors, collaborate in creating a favorable organizational environment, and prevent workplace violence acts.
• Refrain from engaging in practices contrary to a favorable organizational environment and acts of workplace violence.
• Participate in identifying psychosocial risk factors and, if applicable, in evaluating the organizational environment.
• Report practices contrary to a favorable organizational environment and denounce acts of workplace violence using mechanisms established by the employer or through the safety and hygiene committee.
• Report in writing to the employer directly, through occupational safety and health services, or the safety and hygiene committee if they witnessed or suffered a severe traumatic event.
• Participate in informational events provided by the employer.
• Undergo medical examinations and psychological evaluations as determined by the standard and/or official Mexican standards issued by the Secretariat of Health and/or the Ministry of Labor and Social Welfare, or, in the absence of these, as indicated by the social security or private institution, or the workplace or company’s physician, psychologist, or psychiatrist.

WHAT RECORDS DO I NEED?

Workplaces must maintain records of:

• Results of the identification and analysis of psychosocial risk factors and, for workplaces with more than 50 workers, evaluations of the organizational environment.
• Control measures taken when the identification and analysis of psychosocial risk factors and the evaluation of the organizational environment indicate the need.
• Names of workers subjected to medical examinations or clinical evaluations and confirmed exposure to psychosocial risk factors, workplace violence, or severe traumatic events.

The record of the identification and analysis of psychosocial risk factors, for workplaces with more than 50 workers, and the evaluation of the organizational environment is mandatory for all workplaces.

DOES THE STANDARD APPLY TO ALL WORKPLACES?

The standard applies to workplaces with 16 to 50 workers and those with more than 50 workers.

WHEN DOES THE NOM-035-STPS-2018 TAKE EFFECT?

The NOM-035-STPS-2018 takes effect in two stages:

1. The policy, prevention measures, identification of workers exposed to severe traumatic events, and information dissemination will come into effect on October 23, 2019.
2. The identification and analysis of psychosocial risk factors, evaluation of the organizational environment, control measures, medical examinations, and records will come into effect on October 23, 2020.

HOW SHOULD THE IDENTIFICATION AND ANALYSIS OF PSYCHOSOCIAL RISK FACTORS BE CONDUCTED?

The identification and analysis of psychosocial risk factors should consider the following:

• Conditions in the work environment. These refer to hazardous, unsafe, or deficient and unhealthy conditions in the workplace that, under certain circumstances, require the worker to make an additional effort to adapt.
• Workloads. These refer to the demands that work imposes on the worker, exceeding their capacity. Workloads can be of various types, such as quantitative, cognitive or mental, emotional, responsibility-related, as well as contradictory or inconsistent loads.
• Lack of control over work. Control over work is the worker’s ability to influence and make decisions in the performance of their activities. Initiative and autonomy, use and development of skills and knowledge, participation and handling of change, as well as training are aspects that give the worker the ability to influence their work. When these elements are nonexistent or scarce, they become a risk factor.
• Lack of control is defined as the limited or nonexistent ability of the worker to influence and make decisions about various aspects of their activities. In contrast, initiative and autonomy, the use and development of skills and knowledge, participation, and change management are elements that give the worker the ability to influence their work.
• Working hours and shift rotation exceeding the limits set by the Federal Labor Law. Represent a demand for working time in terms of duration and schedule, becoming a psychosocial risk factor when working with long hours, frequent shift rotations or night shifts, without clearly established breaks and rest periods, and without preventive measures to detect health impacts early on.
• Interference in the work-family relationship. Arises when there is a conflict between family or personal activities and work responsibilities. This occurs when work responsibilities consistently require attention during the time dedicated to family and personal life or when work is done outside of working hours.
• Negative leadership and negative work relationships:
• Negative leadership at work refers to the type of relationship established between the employer or their representatives and workers, which influences the way of working and relationships in a work area. It is directly related to aggressive and/or imposing attitudes, lack of clarity in job functions, and minimal or no recognition and feedback on performance.
• Negative work relationships refer to the interaction established in the work context and include aspects such as the inability to interact with colleagues to solve work-related problems and unfavorable characteristics of these interactions in functional aspects such as deficient or nonexistent teamwork and social support.
• Workplace violence, as follows:
  • Harassment, psychological harassment: Acts that harm the psychological stability, personality, dignity, or integrity of the worker. It consists of systematic and persistent intimidation actions, such as discrediting, insults, humiliations, devaluation, marginalization, indifference, destructive comparisons, rejection, restriction of self-determination, and threats, leading the worker to depression, isolation, and loss of self-esteem. For the purposes of this standard, sexual harassment is not considered.
  • Harassment: The exercise of power in a real subordinate relationship of the victim to the aggressor in the workplace, expressed in verbal, physical, or both behaviors.
  • Mistreatment: Acts consisting of insults, mockery, humiliations, and/or ridicule of the worker, performed continuously and persistently (more than once and/or on different occasions).

This obligation applies to workplaces with 16 to 50 workers and those with more than 50 workers. To carry out the identification and analysis of psychosocial risk factors, there are two possibilities:
1) Use Reference Guide II for workplaces with fewer than 50 workers or Reference Guide III for workplaces with more than 50 workers.
2) Any method that considers the same factors and is validated according to the parameters established by the standard (Section 7.5).

• The way to conduct questionnaire applications.
• How to evaluate questionnaires.
• Risk levels and how to determine them based on questionnaire results.

The identification and analysis of psychosocial risk factors must be carried out at least every two years.

HOW SHOULD THE EVALUATION OF THE ORGANIZATIONAL ENVIRONMENT BE CONDUCTED?

The evaluation of a favorable organizational environment should include the following elements:

• Employees’ sense of belonging to the company.
• Training for the proper performance of assigned tasks.
• Precise definition of responsibilities for workers.
• Proactive participation and communication between the employer, their representatives, and workers.
• Proper distribution of workloads with regular working hours.
• Evaluation and recognition of performance.

This obligation applies only to workplaces with more than 50 workers. To conduct the evaluation of the organizational environment, there are two possibilities:
1) Use Reference Guide III.
2) Any method that considers the same factors and is validated according to the parameters established by the standard (Section 7.5).

• The way to conduct questionnaire applications.
• How to evaluate questionnaires.
• Risk levels and how to determine them based on questionnaire results.

The evaluation of the organizational environment must be carried out at least every two years.

WHEN SHOULD CONTROL MEASURES BE APPLIED?

Control measures should only be applied when the results of evaluations determine the need to develop control actions. In the case of Guides II and III, control measures are applied when the result indicates a medium, high, or very high risk level. The program for addressing psychosocial risk factors and, if necessary, promoting a favorable organizational environment and preventing acts of workplace violence, should include:

• Work areas and/or workers subject to the program.
• Types of actions and control measures to be adopted.
• Scheduled dates for implementation.
• Monitoring progress in program implementation.
• Post-implementation evaluation of control measures, if applicable.
• The person responsible for execution.

Control actions should be determined for each type of risk factor with a medium, high, or very high risk level, according to the characteristics of the workplace activities.

HOW TO IDENTIFY WORKERS WHO EXPERIENCED SEVERE TRAUMATIC EVENTS?

The obligation to identify workers who have experienced severe traumatic events during or due to work and refer them for attention applies to all workplaces. There are two possibilities:
a) If the workplace has information about workers exposed to severe traumatic events (e.g., results of the accident investigation referred to in NOM-019-STPS-2011), it can apply Reference Guide I only to previously identified workers.
b) If the workplace does not have reliable information, it must apply Reference Guide I to all workers.

Note: Reference Guide I does not allow identifying a specific illness or disorder. It only infers the need for a worker to be referred for appropriate medical attention.

WHEN SHOULD MEDICAL EXAMINATIONS AND PSYCHOLOGICAL EVALUATIONS BE CONDUCTED ON WORKERS?

The practice of medical examinations and/or psychological evaluations is a general measure, and the entry into force of the standard is not the circumstance that obliges them. The conditions for conducting these examinations are:
a) Demonstrated exposure of the worker to workplace violence and/or psychosocial risk factors. This can be confirmed through the identification and analysis of psychosocial risk factors when there is a very high-risk level or through the mechanism by which the workplace receives complaints about practices contrary to a favorable organizational environment and reports of workplace violence acts.
b) Presence of signs or symptoms indicating a worker’s health alteration.

The standard allows medical examinations and psychological evaluations to be conducted through the social security or private institution, the workplace or company’s physician, psychiatrist, or psychologist. In all cases, the physician is responsible for determining the need for medical examinations and/or referring workers for psychological care.

DO WORKERS HAVE OBLIGATIONS?

The standard establishes obligations for workers as a complement to employer obligations. Workers must:

• Observe prevention and, if applicable, control measures established by the standard and the employer to control psychosocial risk factors, collaborate in creating a favorable organizational environment, and prevent workplace violence acts.
• Refrain from engaging in practices contrary to a favorable organizational environment and acts of workplace violence.
• Participate in identifying psychosocial risk factors and, if applicable, in evaluating the organizational environment.
• Report practices contrary to a favorable organizational environment and denounce acts of workplace violence using mechanisms established by the employer or through the safety and hygiene committee.
• Report in writing to the employer directly, through occupational safety and health services, or the safety and hygiene committee if they witnessed or suffered a severe traumatic event.
• Participate in informational events provided by the employer.
• Undergo medical examinations and psychological evaluations as determined by the standard and/or official Mexican standards issued by the Secretariat of Health and/or the Ministry of Labor and Social Welfare, or, in the absence of these, as indicated by the social security or private institution, or the workplace or company’s physician, psychologist, or psychiatrist.

WHAT RECORDS DO I NEED?

Workplaces must maintain records of:

• Results of the identification and analysis of psychosocial risk factors and, for workplaces with more than 50 workers, evaluations of the organizational environment.
• Control measures taken when the identification and analysis of psychosocial risk factors and the evaluation of the organizational environment indicate the need.
• Names of workers subjected to medical examinations or clinical evaluations and confirmed exposure to psychosocial risk factors, workplace violence, or severe traumatic events.

The record of the identification and analysis of psychosocial risk factors, for workplaces with more than 50 workers, and the evaluation of the organizational environment is mandatory for all workplaces.

DOES THE STANDARD APPLY TO ALL WORKPLACES?

The standard applies to workplaces with 16 to 50 workers and those with more than 50 workers.

WHEN DOES THE NOM-035-STPS-2018 TAKE EFFECT?

The NOM-035-STPS-2018 takes effect in two stages:

1. The policy, prevention measures, identification of workers exposed to severe traumatic events, and information dissemination will come into effect on October 23, 2019.
2. The identification and analysis of psychosocial risk factors, evaluation of the organizational environment, control measures, medical examinations, and records will come into effect on October 23, 2020.

Information source: https://www.gob.mx/cms/uploads/attachment/file/503381/NOM035_guia.pdf

“If you are distressed by anything external, the pain is not due to the thing itself, but to your estimate of it; and this you have the power to revoke at any moment.”

– Marcus Aurelius –