NR-1: Psychosocial Risk Management with Communication Intelligence
Detect, monitor, and document psychosocial risks through your organization's communication patterns — before they become absenteeism, conflict, or labor liability.
Already available for companies in Brazil. Built for LGPD compliance.
Four obligations every company in Brazil must fulfill
Portaria MTE 1.419/2024 made psychosocial risk management mandatory in PGR. See what your company needs to implement.
Psychosocial Risk Identification
Map risk factors in the organization of work — not in the individual: overload, work pace, lack of support, conflicts, harassment, toxic communication, isolation, and unclear hierarchy. Conducted through the Preliminary Ergonomic Assessment (AEP, NR-17), which is always mandatory.
Assessment and Continuous Monitoring
Assign each risk a level (severity × probability) and classify it for prioritization, per NR-1. Continuously monitor indicators of deterioration in the organization of work.
Action Plans (PGR)
Document action plans with deadlines, responsible parties, and effectiveness indicators. Include evidence in PGR for audit purposes.
Worker Notification
Notify employees about identified risks, preventive measures adopted, and their rights — with acknowledgment registration.
Psychosocial risk starts in communication — before any visible symptom
65–93% of meaning is lost in digital communication. Ambiguous messages, aggressive tone, unresolved conflicts, and communication overload are early signs of psychosocial risk that no climate survey captures in real time.
By the time turnover, leave, or harassment reaches HR as a formal problem, the damage has already occurred. And under NR-1, the source of psychosocial risk lies in the organization of work — not in the individual. Decodeme operates exactly there: in the day-to-day communication patterns that reveal the real work.
From detection to documentation — without exposing individual data
Decodeme monitors communication patterns to generate evidence of continuous psychosocial monitoring — compatible with NR-1 and LGPD, with PGR-ready documentation.
Behavioral Drift Index (BDI)
Detects shifts in team and area communication patterns over time — an auxiliary indicator (aligned with the data-analysis approach in the MTE guidance and ISO 45003) that helps identify psychosocial risk factors in the organization of work and feeds the AEP conducted by the competent professional.
Psychosocial Risk Alerts
Early-warning signals in the dashboard when aggregated communication patterns indicate cognitive overload, emerging conflict, or toxicity — enabling intervention before escalation.
Documentation for PGR and RIPD
Generates documented evidence of continuous monitoring suitable for integration into PGR, with audit trail and RIPD (LGPD Art. 38).
Consent Management and Worker Notification
Manages employee consent, records Worker Notification acknowledgments, and maintains communication rights history as required by LGPD.
Privacy by Design — LGPD Art. 11
Encrypted in transit (TLS 1.3) and at rest (AES-256), data never used to train AI models, retention aligned to each obligation (LGPD compliance evidence and the 20-year risk-inventory history required by NR-1), and rights exercise via DPO (dpo@decodeme.ai).
Anonymized Organizational Panel
Departmental communication health dashboard — without exposing individual messages. Risk trend visibility for HR, leadership, and compliance teams.
For every function in the NR-1 compliance chain
Need:
Comply with NR-1 without exposing individual employee data
Outcome with Decodeme:
Anonymized dashboard with risk trends by department. Documentation ready for PGR and audits.
Need:
Documented evidence of continuous psychosocial monitoring
Outcome with Decodeme:
Audit trail with anonymized communication data, documented LGPD legal basis, and structured RIPD.
Need:
Identify high-risk departments before serious incidents
Outcome with Decodeme:
Behavioral Drift alerts by team. Early intervention with trackable action plans in the system.
Need:
Understand when team communication is deteriorating
Outcome with Decodeme:
Real-time alerts on communication patterns. Conversation Prep tools for difficult conversations.
Complete coverage: NR-1 + NR-17 + LGPD
NR-1 / NR-17 / PGR
- Continuous monitoring of the organization of work
- Risk level via severity × probability matrix (ISO 45002)
- Indicators that feed the AEP/AET (NR-17), run by the competent professional
- Supports worker participation (the worker's voice), required by NR-17
- Action plans with deadlines, owners, and effectiveness metrics
- Risk inventory with 20-year history, integrated with the PGR and action plan
LGPD
- Legal basis: Art. 11, II, a (legal obligation)
- Employee consent management
- 5-year retention for LGPD compliance evidence
- Structured and documented RIPD
- Rights exercise via DPO
Security
- Encrypted in transit (TLS 1.3) and at rest (AES-256)
- Data never used to train AI models
- Isolated and ephemeral sessions per analysis
- Hosted on Google Cloud infrastructure, SOC 2 Type II certified
- Role-based access control (RBAC)
Important notice: Decodeme is an organizational communication monitoring tool. Its results are informational and do not replace assessments conducted by occupational psychologists, occupational physicians, or other qualified health professionals. Under NR-1/NR-17, psychosocial risk assessment focuses on work conditions and the organization of work — not on individual symptoms — and requires worker participation; Decodeme provides auxiliary indicators that support, and do not replace, the AEP/AET conducted by the competent professional. For clinical diagnoses or leave decisions, consult qualified professionals. NR-1 compliance may require additional measures beyond communication monitoring.
Frequently Asked Questions — NR-1 and Decodeme
When do psychosocial NR-1 requirements come into effect?
Portaria MTE nº 1.419/2024 established psychosocial risk obligations and entered an educational phase in May 2025. From May 26, 2026, companies must formally include psychosocial risk factors in their GRO/PGR — the date from which compliance is enforceable by labor inspectors.
How does Decodeme fit with NR-17 and the AEP/AET?
Psychosocial risk management under NR-1 is carried out together with NR-17, through the Preliminary Ergonomic Assessment (AEP) — always mandatory, even for companies exempt from the PGR — and the Ergonomic Work Analysis (AET) when applicable. Decodeme does not replace the AEP/AET: it supplies continuous indicators and documented evidence that feed the assessment conducted by the competent professional.
Does Decodeme assess individuals?
No. NR-1 is explicit that the source of psychosocial risk lies in the organization of work — not in the individual — and that the analysis must address work conditions and stressor factors, with worker participation. Decodeme works at the team and organizational level and provides auxiliary indicators; it does not produce individual diagnoses.
Does Decodeme replace a professional psychological assessment?
No. Decodeme is an organizational communication monitoring tool based on behavioral intelligence. It provides signals and evidence that complement — but do not replace — assessments conducted by occupational psychologists or occupational physicians.
What data does Decodeme process for NR-1 purposes?
Decodeme analyzes written work communications (emails, corporate messages) with employee consent (LGPD Art. 11, II, a). Texts are processed in isolated, ephemeral sessions. Only pattern metadata is retained — never raw content without explicit authorization.
How does Worker Notification work in Decodeme?
The platform manages the complete flow: employee notification about psychosocial monitoring, acknowledgment collection (with timestamp and IP), LGPD consent registration, and auditable history of the entire process.
Does Decodeme work for companies of all sizes?
Yes. The platform serves companies from 20 employees to large corporations with multiple departments and branches. The organizational dashboard allows department-level visibility, with pricing adapted to team size.