What is a Psychological Risk Assessment?
A psychological risk assessment (German: psychische Gefährdungsbeurteilung or GB Psych) is a systematic procedure for identifying and evaluating psychological stressors in the workplace. It is part of the general risk assessment under the German Occupational Health and Safety Act (ArbSchG) and has been explicitly required by law since 2013.
Unlike the assessment of physical hazards, the psychological risk assessment focuses on working conditions that can affect employees' mental health. These include, for example:
- Work intensity and time pressure
- Scope for action and decision-making freedom
- Social relationships in the workplace
- Work environment (noise, lighting, room climate)
- Working hours and work-life balance
Important: The psychological risk assessment does not capture individual mental illnesses or personal problems of employees. It is exclusively about the working conditions themselves.
Legal Requirements: Why is the Assessment Mandatory?
The legal basis for psychological risk assessment is found in the German Occupational Health and Safety Act (ArbSchG):
§ 5 ArbSchG - Assessment of Working Conditions
Since the 2013 amendment, § 5 para. 3 no. 6 ArbSchG explicitly mentions "psychological stress at work" as a risk factor to be considered. This means:
- Every employer is required to assess psychological stress
- There are no exceptions based on company size or industry
- The obligation applies from the first employee
§ 6 ArbSchG - Documentation Requirement
Employers with more than 10 employees must document the results of the risk assessment. The documentation must include:
- The result of the risk assessment
- The defined occupational health and safety measures
- The result of the review (effectiveness check)
Consequences of Non-Compliance
Failure to conduct a psychological risk assessment can have serious consequences:
- Fines up to 30,000 euros under § 25 ArbSchG
- Personal liability of management in case of work accidents or illnesses
- Recourse claims from employer's liability insurance associations
- Criminal liability in case of intent (§ 26 ArbSchG)
GDA Inspections 2026: Stricter Controls
The Joint German Occupational Safety and Health Strategy (GDA) has designated psychological stress as a priority topic for the period 2024-2029. This means:
- Increased inspections by trade supervisory authorities and employer's liability insurance associations
- Standardized inspection procedures for psychological risk assessments
- Higher fines for identified deficiencies
According to GDA statistics, only about 50% of companies have so far conducted a complete psychological risk assessment. Authorities will increasingly verify this in the coming years.
The 7 Steps of Psychological Risk Assessment
Conducting a psychological risk assessment follows a structured process with seven steps:
Step 1: Preparation and Planning
Before starting, you should clarify the following questions:
- Who is responsible for conducting the assessment?
- Which method will be used (questionnaire, interviews, workshops)?
- How will the works council be involved?
- What budget and timeframe are available?
Step 2: Define Activities/Areas
Identify similar activity groups in your company. Not every individual workplace needs to be considered separately - comparable activities can be grouped together.
Step 3: Identify Psychological Stressors
Psychological stressors can be identified through various methods:
- Standardized questionnaires (e.g., COPSOQ, KFZA)
- Employee interviews
- Facilitated workshops
- Observation methods
Step 4: Evaluate Stressors
The identified stressors are evaluated. Results are compared with reference values or benchmarks to identify critical areas.
Step 5: Develop Measures
For identified problem areas, measures are developed according to the TOP principle:
- Technical measures (e.g., better work equipment)
- Organizational measures (e.g., process optimization)
- Personal measures (e.g., training)
Step 6: Implement Measures
The agreed measures are implemented with clear responsibilities and deadlines.
Step 7: Review Effectiveness
After an appropriate period, it is checked whether the measures are having the desired effect. Adjustments are made if necessary.
Method Comparison: Questionnaire, Interview, or Workshop?
There are various recognized methods for conducting a psychological risk assessment. Each has its advantages and disadvantages:
Standardized Questionnaires
Advantages:
- Anonymous participation possible
- Quantitative, comparable results
- Low time investment per employee
- Scientifically validated
Disadvantages:
- Less depth on individual topics
- No individual follow-up questions possible
Guided Interviews
Advantages:
- In-depth information
- Individual follow-up questions possible
- High acceptance among employees
Disadvantages:
- High time investment
- No anonymity
- Requires trained interviewers
Facilitated Workshops
Advantages:
- Direct involvement of employees
- Team-based measure development
- High acceptance of results
Disadvantages:
- Group dynamics can influence results
- Not suitable for all topics
- Requires experienced facilitation
Common Mistakes in Psychological Risk Assessment – And How to Avoid Them
The same mistakes are repeatedly made when conducting psychological risk assessments:
Mistake 1: No or Insufficient Documentation
Problem: Results are not documented or only incompletely documented.
Solution: Use structured documentation that records all steps in a traceable manner. Digital solutions like SafeMind automatically create legally compliant records.
Mistake 2: One-Time Implementation Without Updates
Problem: The assessment is conducted once and then forgotten.
Solution: The risk assessment must be updated regularly – at least every 2-3 years or when working conditions change significantly.
Mistake 3: Failure to Involve the Works Council
Problem: The works council is not involved or involved too late.
Solution: Involve the works council from the beginning. They have co-determination rights under § 87 BetrVG on health protection matters.
Mistake 4: No Measures Derived from Results
Problem: Stressors are identified, but no concrete measures follow.
Solution: Develop at least one concrete measure with responsibility and deadline for each identified problem area.
Digital Solutions: Implementing Psychological Risk Assessment Efficiently
Modern digital solutions like SafeMind significantly simplify conducting psychological risk assessments:
- Quick setup: Create a survey in minutes
- Barrier-free participation: Available in 15 languages
- Automatic evaluation: Results immediately available with benchmarking
- Legally compliant documentation: Certificates with timestamps
- Measure tracking: Integrated tool for implementation monitoring
Conclusion: Act Now
Psychological risk assessment is not only a legal obligation but also an important tool for improving working conditions and employee satisfaction. With the right approach and appropriate tools, it can be implemented efficiently and in compliance with regulations.
The increased GDA inspections from 2026 make it clear: Anyone who has not yet conducted a psychological risk assessment should act quickly. Fines are substantial, and the responsibility lies with management.
