Confidential & structured
Psychosocial Risk Assessment.
A structured, confidential look at the pressures, workload, and working relationships inside your business, turned into practical, non-judgemental recommendations leadership can actually act on.
The problem
Stress is a real risk factor. It just doesn't leave a mark you can see.
Overload, unclear responsibilities, poor communication, or unresolved conflict affect health and performance just as much as a slippery floor or an unguarded machine. The difference is that a physical hazard is obvious the moment someone sees it, these risk factors aren't. There's no incident report, no visible injury, nothing that forces a conversation.
Left unaddressed, they don't disappear. They show up later, as absence, turnover, or conflict that's harder and more expensive to untangle than it would have been to prevent.
What the assessment covers
A structured look at the risk factors that actually matter.
The risk factors we assess
- Workload and time pressure
- Work organisation and how tasks are structured
- Social relationships at work, including communication and conflict
- Role clarity, whether responsibilities are actually clear
How we gather it
- Recognised methods: anonymous employee surveys and/or facilitated workshops
- Results reported in aggregate, never tied to individuals
- Practical, non-judgemental recommendations for leadership
- A follow-up check on whether the measures actually helped
How we approach it
Anonymous where it matters. Never about individuals.
This is a sensitive topic and we treat it that way. Where anonymity is appropriate, the method and the reporting are built around it from the start, not added afterwards as a disclaimer. The focus stays on the work and how it's organised, not on any one person or team.
We're not diagnosing anyone, and we don't offer clinical advice. What we deliver is a structured read on organisational risk factors, and a plan for what leadership can realistically do about them.
Format
How an assessment actually runs.
Scoping conversation
We talk to leadership about team size, structure, and what prompted the assessment, and agree the right method.
Confidential data collection
An anonymous survey and/or a facilitated workshop, run so no individual response can be traced back to a person.
Findings & recommendations
Aggregate findings and a set of practical, non-judgemental recommendations leadership can put into action.
Follow-up check
We come back after the measures have had time to take effect and check whether they actually helped.
Questions
About Psychosocial Risk Assessment
Yes. Under the German Arbeitsschutzgesetz (ArbSchG), employers are required to assess psychosocial risk factors as part of their overall risk assessment duty. It isn't an optional extra alongside physical hazards, it's part of the same legal obligation.
That's the goal, and it shapes how we work. We choose methods and report results in aggregate specifically so no individual can be identified from the findings, and small or unevenly distributed groups are handled with extra care so responses can't be traced back to a person.
Handled carefully, an assessment surfaces issues that are already there, it doesn't create new ones. The goal throughout is practical fixes to how work is organised, not blame directed at anyone.
No. The same legal duty applies regardless of company size, starting with the first employee. For a small team, we typically use a lighter-touch method, such as a short structured conversation, rather than a full survey.
Ready to talk it through?
Get a clear, confidential read on psychosocial risk.
Tell us about your team and what prompted the question, we'll come back with a method that fits and a straightforward quote.