Mental health at work is important. Countries and standards bodies use different approaches to protect workers and manage psychosocial risks alongside Mexico's NOM-035 .
Eight references discussed in the original article
The original article lists eight international references. They are not all equivalent to NOM-035, and organizations should consult the current official texts before relying on them.
- ISO 45001 / OHSAS 18001 (international):
ISO 45001 is an occupational health and safety management-system standard. It replaced the older OHSAS 18001 specification.
The original article associates this framework with identification and control of workplace hazards. For guidance specifically on psychosocial risks within an ISO 45001 system, ISO 45003 is the more direct reference.
A healthy work environment requires attention to both physical safety and psychosocial conditions.
- ANSI/ASSP Z590.3 (United States):
The original article describes ANSI/ASSP Z590.3 as a standard focused on psychosocial risks , but its publisher identifies it as a prevention-through-design standard. It should not be presented as a dedicated mental-health standard.
- The standard addresses reducing hazards when workplaces, processes, and equipment are designed or redesigned; consult its official scope before applying it.
HSE Management Standards (United Kingdom):
The UK's HSE Management Standards provide guidance for assessing work-related stress factors, including demands, control, support, relationships, role, and change.
- They can help employers discuss risks with workers and design practical improvements.
CAN/CSA-Z1003-13 (Canada):
- The Canadian reference cited by the original article addresses psychological health and safety in the workplace. Confirm its current edition and requirements with the issuing body.
AS/NZS 4801 (Australia and New Zealand):
- The original article cites AS/NZS 4801 as an occupational safety reference. Do not assume it is a current, dedicated psychosocial-risk standard; check the official status and applicable guidance.
DIN SPEC 77224 (Germany):
- The original article attributes a workplace mental-health focus to DIN SPEC 77224. Its title, scope, and current status should be verified with DIN before it is used in a compliance program.
JIS Z 10075 (Japan):
- The original article cites JIS Z 10075 for psychosocial risks. Confirm the exact designation and current official scope before relying on this reference.
NTP ISO 10075 (Peru):
The article links this Peruvian adoption of ISO 10075 to ergonomics and mental workload. Its exact coverage should be verified in the official technical standard.
Why an ethics hotline can help at work
Standards and guidance do not replace a trusted way for workers to raise concerns. An ethics hotline can be one part of a wider prevention and response system.
A reporting channel can help employees raise concerns about harassment, discrimination, and other conduct that may affect workplace wellbeing. Its effectiveness depends on confidentiality, fair handling, protection against retaliation, and action on the issues reported.
In addition, an ethics hotline may reveal patterns such as bullying or poor stress management, allowing an organization to consider preventive and corrective measures.
Need help implementing an ethics hotline? Contact us to discuss a healthier and more ethical workplace.
In summary, workplace mental health deserves attention worldwide, but the references above have different scopes. ISO 45003 provides specific guidance on managing psychosocial risk within an ISO 45001 system.
An effective hotline can complement these efforts by helping workers report concerns safely.
You have read Workplace Mental Health Standards Beyond NOM-035. We also recommend: Violence in the Workplace: Identification, Prevention, and Solutions.
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