ISO 45003: A systematic approach and mindset for a healthy psychosocial working environment
A dedicated focus on the psychosocial working environment not only enhances wellbeing and cooperation; it also generates tangible value. Recent Danish research from the National Research Centre for the Working Environment suggests that improvements to the psychosocial working environment could generate annual societal benefits of up to EUR 7 million. But how should organisations approach this task? Alessio Paterno, occupational psychologist at Human House and ISO 45003-certified consultant, explains why systematics and mindset are key, and how ISO 45003 can make a real difference.
ISO 45003 is the world’s first international management standard targeting psychosocial risks in the workplace – factors that influence wellbeing, cooperation, motivation, and mental health. Where ISO 45001 provides the framework for the wider working environment, such as noise, vibration, and chemicals, ISO 45003 serves as a supplement with specific focus on the psychosocial working environment.
Alessio Paterno elaborates:
– ISO 45003 challenges the random and ad hoc approach. The psychosocial working environment is complex and must be managed and improved systematically. It’s about creating clarity and structure. First, we need an analysis of who we are as an organisation, what tasks we undertake, and which psychosocial risk factors we face.
What is the purpose of ISO 45003 – and who can benefit from it?
ISO 45003 is not reserved solely for organisations already certified with ISO 45001. Any organisation seeking more structure and systematic management of its working environment can apply the standard’s principles. What matters is that the approach matches the organisation’s needs and maturity.
– The advantage is that ISO 45003 can be used as a compass, whether or not you aim for certification. The process starts with a shared commitment: everyone in the organisation – management and employees alike – commits to identifying challenges and acting to address them. ISO 45003 then assists you in embedding the psychosocial working environment into formal procedures for identifying, prioritising, and implementing interventions, ensuring your approach is not based on gut feelings or isolated surveys, Alessio notes.
By adopting ISO 45003, psychological health and safety is placed on an equal footing with quality, production, and finance, making it an integrated part of business strategy. ISO 45001 and ISO 45003 are closely linked, but the guidelines address different focus areas:
– ISO 45001 frames all occupational health and safety aspects – especially physical hazards – while ISO 45003 zooms in on psychosocial risks, such as high emotional demands, unclear expectations, and work pressure.
System + mindset = prevention
As with the Vision Zero mindset, the effectiveness and sustainability of any management system depend on top leadership commitment, Alessio Paterno emphasises:
– The first golden rule of Vision Zero applies just as much when implementing a systematic approach to psychological health and safety: it requires decision-makers to actively participate in developing a conscious strategy, where psychosocial working environment is considered on an equal footing with production, development, and quality. That’s how you bridge wellbeing and the bottom line.
Working environment as business strategy – not a quick fix
Several countries already have established methods for improving the psychosocial working environment, such as risk area models or psychosocial factor guides. Internationally, however, ISO 45003 is a much-needed system and language – especially in organisations not yet working systematically with psychosocial risks, Alessio Paterno notes:
– Many organisations only address the psychosocial working environment once issues emerge. However, proactive, systematic management is far more effective and delivers value – notably: fewer absences, lower turnover, and better collaboration. But it requires time, resources, and prioritisation from management to place the psychosocial working environment alongside other strategic business objectives.
Alessio emphasises that solutions must be tailored: high emotional demands may be unavoidable in police or social work, for example, but can be managed through supervision, peer support, and established routines. High work pace and frequent reorganisations in large manufacturing companies may be improved by giving employees greater influence over processes and communicating both the vision and meaning of tasks clearly.
So how do you embark on ISO 45003 and a more visionary approach to the psychosocial working environment?
Alessio has a clear answer:
– It cannot be emphasised enough: it starts from the top. Decision-makers and those with power within the organisation must choose to prioritise psychological health and safety and integrate it as part of the business strategy. Allocate time and resources – just as you would for other strategic business areas.
– Then, gather knowledge of what is needed and how to proceed – for example through external consultancy, and acquiring new competencies. It is not about finding the perfect model from the outset, but about taking the first step and continuously improving. The more experience you gain in managing the psychosocial working environment, the easier it becomes – and the greater the benefits, Alessio Paterno concludes.
About ISO 45003
ISO 45003 is largely based on the Plan-Do-Check-Act model:
With ‘Plan’, you map your organisation’s conditions, strengths, weaknesses, and particular risk factors – internal and external. This involves analysing your sector, market, and organisational culture, and considering how these factors impact the organisation’s psychosocial working environment.
With ‘Do’, you develop and implement concrete actions and solutions tailored to the challenges identified during ‘Plan’.
‘Check’ concerns assessing interventions: Are you successfully managing the risk factors? Are new challenges emerging? Should you continue current efforts, or adjust your initiatives?
‘Act’ covers the continuous adjustments you make along the way. A healthy psychosocial working environment is not achieved through a brief workshop – it requires ongoing development.
Any questions?
