Tag: Brazil

  • Legislative Updates – 21JUL26

    Legislative Updates – 21JUL26

    1. European Union – Major Step Towards Stronger Protection from Hazardous Substances

    The Council of the European Union and the European Parliament have reached a provisional agreement on the sixth revision of the Carcinogens, Mutagens and Reprotoxic Substances Directive (CMRD). This is one of the most significant European occupational health developments this year.

    The agreement would:

    • introduce new occupational exposure limits for cobalt and inorganic cobalt compounds;
    • establish exposure limits for 1,4-dioxane;
    • establish exposure limits for polycyclic aromatic hydrocarbons (PAHs); and
    • add welding fumes to the list of hazardous processes specifically covered by the Directive.

    Why this matters

    Although this is not yet law, once formally adopted EU member states will eventually need to transpose these requirements into national legislation.

    For organisations working in:

    • manufacturing,
    • mining,
    • fabrication,
    • heavy engineering,
    • steel production,
    • battery manufacturing,
    • chemical processing,

    this could result in:

    • revised exposure monitoring;
    • improved engineering controls;
    • updated respiratory protection programmes;
    • revised health surveillance.

    I think this is probably the most important legislative development globally during the past fortnight.

    2. Great Britain – Chemicals (Health and Safety) Regulations Amendment

    The UK Parliament is currently considering the Draft Chemicals (Health and Safety) (Amendment) (Consequential and Transitional Provision) Regulations 2026.

    These amendments are largely technical and are intended to ensure Great Britain’s chemicals regime continues to operate effectively following ongoing divergence between UK and EU chemical classification rules.

    The HSE has also confirmed that further work will continue through 2026–2027 to determine whether new EU chemical classification changes should be replicated within Great Britain before they take effect elsewhere.

    Why this matters?

    While these amendments are unlikely to change day-to-day safety management immediately, organisations involved in:

    • importing chemicals;
    • manufacturing;
    • hazardous substances;
    • SDS preparation;
    • chemical labelling;

    should monitor developments closely because future classification changes could trigger updates to:

    • COSHH assessments;
    • Safety Data Sheets;
    • labels;
    • employee training.

    3. New Zealand – Health and Safety at Work Amendment Bill Continues Through Parliament

    The Health and Safety at Work Amendment Bill continues progressing through the New Zealand Parliament following its report back from the Education and Workforce Committee.

    As we’ve discussed previously, proposed amendments include:

    • narrowing certain regulatory obligations;
    • changes to governance expectations;
    • proposed clarification around critical risks;
    • significant discussion regarding working-at-height provisions.

    The Bill has attracted considerable debate within the New Zealand safety profession.

    Why this matters?

    If enacted in its current form, organisations operating in New Zealand would need to review:

    • governance arrangements;
    • critical risk management;
    • working-at-height procedures;
    • legal compliance frameworks.

    Although not yet enacted, this remains one of the most significant proposed reforms to New Zealand’s health and safety legislation in recent years.

    4. Brazil – Psychosocial Risk Requirements Now in Force

    Brazil’s revised Regulatory Norm No. 1 (NR-1) is now in effect, requiring employers to incorporate psychosocial hazards into their occupational risk management programmes. Labour inspectors are currently taking an educational approach while organisations adapt.

    The new expectations include consideration of:

    • excessive workload;
    • workplace stress;
    • harassment;
    • organisational factors affecting worker mental health.

    Why this matters?

    This is one of the most significant examples globally of psychosocial hazards moving from guidance into enforceable occupational health and safety obligations.

    Many jurisdictions—including Australia and parts of Europe—are watching similar developments closely.

  • Legislative Updates – 03JUL26

    Legislative Updates – 03JUL26

    1. European Union – Agreement Reached on New Worker Protection Standards

    This is probably the most significant development globally during the past week.

    The European Parliament and the Council of the European Union reached a provisional political agreement on the sixth revision of the Carcinogens, Mutagens and Reprotoxic Substances Directive (CMRD).

    Key changes

    The agreement introduces:

    • New occupational exposure limits (OELs) for:
      • Cobalt and inorganic cobalt compounds
      • Polycyclic aromatic hydrocarbons (PAHs)
      • 1,4-Dioxane
      • Isoprene
    • Welding fumes formally recognised within the Directive.
    • Stronger requirements regarding PPE use.
    • Requirements for regular breaks where workers must wear PPE for prolonged periods.
    • Transitional arrangements for industries affected by new exposure limits.

    Why it matters

    If adopted, employers throughout the EU will need to:

    • review COSHH-equivalent assessments,
    • reassess airborne exposure monitoring,
    • review ventilation systems,
    • update health surveillance programmes,
    • review PPE requirements.

    This is a very significant development for manufacturing, construction, mining, foundries, metal fabrication and chemical industries.

    2. United Kingdom – Final Week of the RIDDOR Consultation

    The UK’s consultation on proposed reforms to RIDDOR closes on 30 June 2026, making this the final opportunity for businesses and safety professionals to influence the future reporting framework.

    The proposals include:

    • clearer reporting requirements,
    • revised dangerous occurrence definitions,
    • updated occupational disease reporting,
    • allowing diagnoses from a wider range of health professionals,
    • reducing unnecessary reporting burden.

    Why it matters

    Any organisation operating in the UK should consider whether the proposals adequately capture:

    • high-potential incidents,
    • emerging occupational diseases,
    • process safety events.

    As we’ve discussed previously, this consultation presents an opportunity to modernise UK incident reporting.

    3. Brazil – New Psychosocial Risk Requirements Now in Force

    Brazil’s revised Regulatory Norm No. 1 (NR-1) has now come into force, requiring employers to formally identify and manage psychosocial risks within their occupational risk management programmes.

    Employers must now assess hazards such as:

    • excessive workload,
    • workplace stress,
    • harassment,
    • organisational factors,
    • mental health risks.

    Although regulators have indicated they will initially focus on education rather than enforcement, this represents one of the more significant legislative shifts towards psychological health in the workplace.

    4. European Parliament Begins Discussion on the Post-2027 EU OSH Strategy

    The European Parliament has begun discussions on the next EU Strategic Framework on Health and Safety at Work, which will replace the current strategy after 2027.

    Key emerging themes include:

    • occupational disease prevention,
    • mental health,
    • artificial intelligence,
    • climate change,
    • heat stress,
    • occupational cancers.

    While this is not yet legislation, it provides a clear indication of where future European regulation is heading.

    5. UK – Heat Stress Becomes a Major Regulatory Focus

    Although no new legislation has been introduced, several official bodies have issued updated guidance during the recent heatwave, including:

    • UK Health Security Agency,
    • HSE,
    • Acas.

    The renewed guidance reinforces employer duties to manage heat stress through risk assessment, hydration, rest breaks, ventilation and flexible working where appropriate.

    At the same time, trade unions have renewed calls for legally enforceable maximum workplace temperatures, but no legislative proposal has yet been adopted.