Work-Related Stress: Psychosocial Risks (PSR) and Prevention

Work-related stress and psychosocial risks (PSR) affect the mental and physical health of workers. Burnout, harassment, excessive workload: this article presents prevention according to the INRS approach and WHO guidelines.

Work-related stress and psychosocial risks (PSR) are now recognized as full-fledged occupational hazards, on par with physical or chemical risks. Their prevention falls within the employer's overall obligation to ensure the physical and mental health of workers. Burnout, anxiety, depression, harassment, addictive behaviors: the manifestations are multiple and require a structured approach.

Definition of PSR

Psychosocial risks cover risks to mental, physical, and social health, arising from employment conditions and organizational and relational factors at work. Unlike an outdated view that individualized the problem ("individual stress"), the modern approach recognizes its organizational origins.

Clinical Manifestations

PSR can manifest as:

• Chronic stress: hypertension, sleep disorders, persistent fatigue, irritability.
• Burnout (professional exhaustion syndrome): emotional exhaustion, cynicism, reduced professional efficacy.
• Anxiety, depression, suicidal ideation.
• Moral and sexual harassment: degrading remarks, isolation, paradoxical demands.
• Addictive behaviors: alcohol, medications, screens, gambling.
• Musculoskeletal disorders (MSDs): often correlated with stress.

Organizational Causes

Risk factors are well-documented (Karasek model — Job Demand-Control-Support; Siegrist model — Effort-Reward Imbalance):

• Excessive workload or underload (high demand, low decision-making latitude).
• Low recognition (effort-reward imbalance).
• Lack of social support from colleagues and management.
• Role conflicts, contradictory demands, job insecurity.
• Poor communication, lack of transparency.

Levels of Prevention

PSR prevention is structured into three levels (INRS model):

1. Primary prevention — action on the organization of work itself: redefinition of workloads, clarification of roles, improvement of communication, recognition. This is the most effective but also the most demanding level.
2. Secondary prevention — training for managers and teams (stress management, psychosocial skills), peer-to-peer support, access to a social service.
3. Tertiary prevention — support for workers in difficulty: psychological support, occupational physician, job retention, gradual return to work after absence.

Legal Framework in Morocco

The Moroccan Labor Code (Law No. 65-99) protects mental health and penalizes moral harassment (Article 404-1, introduced by Law No. 19-12 of August 12, 2018, on combating violence against women). The prevention of PSR is the responsibility of the employer and is integrated into the assessment of occupational risks (Title IV — Articles 281 and following).

Sources et références

8. Code du travail marocain (Loi n° 65-99), Titre IV + Article 404-1 (harcèlement moral, introduit par Loi 19-12 du 12/08/2018) ILO NATLEX : https://natlex.ilo.org/dyn/natlex2/r/natlex/fe/details?p3_isn=67319

9. INRS — Prévenir les risques psychosociaux (RPS). Ce qu'il faut retenir (URL vérifiée 24/10/2026) https://www.inrs.fr/risques/psychosociaux/ce-qu-il-faut-retenir.html

10. INRS — Stress au travail. Ce qu'il faut retenir (URL vérifiée 24/10/2026) https://www.inrs.fr/risques/stress/ce-qu-il-faut-retenir.html