1/31/2022
Since January 1st, the World Health Organization “WHO” has classified burnout as an occupational syndrome resulting from “chronic workplace stress that has not been successfully managed”.
This chronic stress causes feelings of energy depletion, exhaustion, increased apathy with work, reduced efficacy, negativism or cynicism related to the work routine.
According to the Brazilian Social Security Institute (INSS), mental pathologies, such as depression and anxiety, recorded the highest increase among the main diseases indicated as a reason for requesting sick pay, with an increase of 33.7% in 2020.
This significant increase surpassed, even, the benefits granted for leaves of absence due to musculoskeletal and connective system pathologies, which are in second place in the ranking.
With the new alteration made by the WHO, professionals suffering from burnout will have the same rights as those who suffer from other occupational diseases, which range from absence with the perception of remuneration paid by the company for a minimum period of 15 days, and in the event of absence of more than 15 days, the employee will receive social security sick pay provided by INSS, to job security for 12 months after the return from INSS discharge when the occupational disease is proven.
Companies must comply with the regulations provided for in the collective agreements of unions for the purpose of preserving assured rights, such as special deadlines for guaranteeing employment and extending benefits.
On the other hand, in a preventive way and in order to keep the work environment healthy, also because it is the company’s responsibility, it is important:
- To keep managers attentive to their employees and when they realize that an employee is under great pressure, overloaded or developing possible frustration at work, they should look for ways to reverse this scenario and avoid further wearing down;
- To maintain the practice of empathy, allowing greater sensitivity when directing their activities and providing feedback on their performance;
- Leaders must remember how important that person is to their team and value what people have in common;
- To maintain an open and easily accessible channel between employees and those in charge of HR.
- To avoid overtime.
In addition to the measures above, companies should always count on the support of their legal advisors, so that these professionals, along with those in charge of HR, seek the best solution to avoid situations involving burnout cases.
