Psychosocial risk assessment in Germany: guide, methods and measures
Since 2013, mental workload has explicitly been part of the risk assessment in Germany. What is assessed, which methods are suitable, how to proceed in seven steps and which measures help.
Last updated on 9 min readAMS Go editorial team
Key points at a glance
- Since 2013, the Occupational Safety and Health Act has explicitly named mental workload at work as a hazard (Section 5 (3) No. 6 ArbSchG) – it belongs in every risk assessment.
- What is assessed is the working conditions, not the mental state of individual employees.
- The GDA recommends six design areas: work content, work organisation, working time, social relationships, work equipment and working environment.
- Suitable methods are surveys, observations and moderated workshops – often in combination.
What is a psychosocial risk assessment?
The assessment of mental workload – often called the “psychosocial risk assessment” (psychische Gefährdungsbeurteilung) – is not a separate document alongside the risk assessment but part of it. It examines which working conditions can put mental strain on employees and defines measures to avoid or reduce workloads that endanger health.
The distinction between workload and strain under DIN EN ISO 10075 is important: mental workload covers all external influences acting on a person – such as time pressure, interruptions or noise. Strain is the individual reaction to it. The risk assessment looks at the workload, i.e. the work.
Is the psychosocial risk assessment mandatory?
Yes. Since the amendment of the Occupational Safety and Health Act in 2013, Section 5 (3) No. 6 ArbSchG explicitly names mental workload at work as a possible hazard. Every employer must therefore consider it in the risk assessment and document the result (Section 6 ArbSchG) – regardless of company size.
During company inspections, the supervisory authorities check whether mental workload has been considered and can order the assessment to be carried out. If there is a works council, it has a right of co-determination on the risk assessment (Section 87 (1) No. 7 of the Works Constitution Act, BetrVG).
What is assessed? The six design areas
The recommendations of the Joint German Occupational Safety and Health Strategy (GDA) name six design areas that should be considered in the assessment:
Work content and task
Examples of workload factorsScope for decision-making, completeness of the task, responsibility, emotional demands
Work organisation
Examples of workload factorsWork processes, work intensity, interruptions, communication and cooperation
Working time
Examples of workload factorsLength and timing of working hours, shift and night work, breaks, availability
Social relationships
Examples of workload factorsTeamwork, leadership behaviour, conflicts, contact with customers or patients
Work equipment
Examples of workload factorsDesign of machines, tools and software, frequent malfunctions
Working environment
Examples of workload factorsNoise, lighting, indoor climate, cramped space
Which methods are suitable?
There is no single right method. Three approaches have proven themselves and combine well:
Written survey
Suitable forCompanies and areas with many employees
NoteUse standardised questionnaires and ensure anonymity
Observation and observation interview
Suitable forActivities that are easy to observe
NoteBy trained people, for example the occupational safety specialist
Moderated workshop
Suitable forSmall companies and individual teams
NoteEmployees work out workloads and solutions together
Psychosocial risk assessment in 7 steps
- 1
Define activities and areas
Decide which activities or areas are considered together – for example assembly, administration or field service.
- 2
Identify mental workload
Record the workload factors with a survey, observation or workshop – depending on company size and the question.
- 3
Assess the workload
Evaluate whether and where action is needed – for example using benchmark values from the questionnaire or the assessment in the workshop.
- 4
Develop and implement measures
Derive measures, define people responsible and deadlines, and implement them.
- 5
Check effectiveness
After some time, check whether the measures are working – for example with a short follow-up survey or workshop.
- 6
Update and continue
Update the assessment when things change, such as new work processes, new software or restructuring.
- 7
Document
Record the approach, results, measures and their review in writing.
Typical measures
As with other hazards, measures on working conditions take precedence over measures aimed at the behaviour of individuals. Examples:
- Design processes so that there are fewer interruptions and disruptions
- Extend scope for decision-making and clearly regulate responsibilities
- Check staffing levels and workload
- Ensure breaks and design shift schedules with health in mind
- Train managers in health-oriented leadership
- Train employees with customer contact in de-escalation and define emergency procedures
Checklist: psychosocial risk assessment
- People responsible defined and approach planned
- Works council and employees informed and involved early
- Activities or areas for the assessment defined
- Method chosen – survey, observation or workshop
- Anonymity ensured in the evaluation
- Measures defined with people responsible and deadlines
- Effectiveness of the measures checked
- Approach, results and measures documented
Free templates for this guide
As PDF and Excel, no sign-up – free to use in your own company.
Frequently asked questions
Is the psychosocial risk assessment mandatory?
Yes. Since 2013, mental workload has been explicitly named as a hazard in the Occupational Safety and Health Act (Section 5 (3) No. 6 ArbSchG). It must be considered in every company's risk assessment.
Who carries out the psychosocial risk assessment?
The employer is responsible. They can appoint competent persons; the occupational safety specialist and company doctor advise. External experts can support but are not required.
How often must the psychosocial risk assessment be repeated?
There is no fixed interval. The assessment must be updated when working conditions change, and the effectiveness of the measures should be checked regularly.
Is an employee survey mandatory?
No. A survey is one of several suitable methods. Especially in small companies, moderated workshops or observation interviews are often more suitable.
Are individual employees assessed?
No. What is assessed is the working conditions – not the mental health or resilience of individuals.
Terms from the glossary
This guide gives a general overview of German occupational safety law and does not replace legal advice. The regulations in force and the rules of the statutory accident insurance institutions are authoritative.
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