Table of Contents
Quick Answer
Psychosocial Risk Assessment PRisMA is a workplace risk assessment and management framework introduced by DOSH Malaysia to help employers identify, assess and manage psychosocial risks at work.
PRisMA stands for Psychosocial Risk Assessment and Management in the Workplace. It is used to assess workplace-related psychosocial hazards such as excessive workload, poor job control, lack of support, unclear roles, workplace conflict, bullying, harassment, discrimination, long working hours and poor work-life balance.
For employers, PRisMA is important because psychosocial risk is now part of workplace safety and health management. It should be handled systematically, just like chemical, noise, ergonomic, machinery and other workplace risks.
Key Takeaways:
PRisMA stands for Psychosocial Risk Assessment and Management in the Workplace.
PRisMA helps employers assess workplace-related psychosocial risks.
Psychosocial risks include workload, job control, support, role clarity, bullying, harassment, communication and work-life balance.
PRisMA is not a clinical mental health diagnosis tool.
LEO26 is used to screen psychosocial risk exposure.
EPC23 is used to review existing employer practices and control measures.
A Psychosocial Trained Person can assist employers with the PRisMA process.
PRisMA should be conducted by work unit because different departments may have different risks.
The assessment must be followed by a practical PRiMA action plan.
Records, reassessment and follow-up actions are important for continuous improvement and DOSH/JKKP inspection readiness.
What Is PRisMA?
PRisMA means Psychosocial Risk Assessment and Management in the Workplace.
It is a structured approach for employers to screen and manage psychosocial risks in the workplace. The aim is to help organisations identify workplace factors that may affect employee psychological health, social well-being, work performance and organisational stability.
PRisMA is not a medical diagnosis tool. It does not diagnose depression, anxiety, burnout or any other mental health condition. Instead, it focuses on workplace-related risk factors that may contribute to psychological stress, poor well-being or reduced work performance.
In simple terms, PRisMA helps employers answer these questions:
Are employees exposed to psychosocial risks at work?
Which work units or departments have higher risk?
What existing control measures are already in place?
What gaps need to be improved?
What action plan should management implement?
What Is Psychosocial Risk?
Psychosocial risk refers to workplace factors that may affect employees psychologically, emotionally, socially or physically.
These risks usually come from how work is designed, organised, managed and experienced.
Examples include:
Excessive workload
Unrealistic deadlines
Lack of job control
Poor supervisor support
Poor colleague support
Unclear job role
Role conflict
Poor communication
Workplace bullying
Harassment
Discrimination
Long working hours
Shift work fatigue
Poor work-life balance
Job insecurity
Lack of career development
Poor change management
Workplace conflict
Exposure to traumatic or emotionally difficult work
Psychosocial risks are sometimes harder to see than physical hazards. However, they can still affect employee health, workplace safety, productivity, absenteeism, turnover and organisational performance.
Why PRisMA Matters for Employers in Malaysia
PRisMA matters because workplace mental health and psychosocial risk should not be treated as an informal HR issue only.
For many companies, stress, burnout, conflict, absenteeism and high turnover are already happening, but they are not measured or managed systematically. PRisMA gives employers a structured way to assess the problem and take action.
A proper PRisMA process can help employers:
Identify work-related psychosocial risks early
Understand which departments or work units need attention
Improve workload and job control issues
Strengthen supervisor and colleague support
Improve workplace communication
Reduce absenteeism and presenteeism
Reduce staff turnover risk
Improve employee morale and productivity
Support DOSH/JKKP inspection readiness
Strengthen occupational safety and health management
Demonstrate that workplace risk assessment is being implemented
PRisMA should be viewed as part of an employer’s overall OSH risk management system.
Is PRisMA Mandatory?
PRisMA is issued as DOSH’s guideline for psychosocial risk assessment and management at the workplace.
Employers should be careful with the word “mandatory”. The broader legal duty is that employers must assess and control safety and health risks at the workplace under OSHA 1994, as amended. PRisMA provides a structured DOSH-aligned method for managing psychosocial risks.
A practical way to understand it is this:
OSHA 1994 establishes employer duties for workplace safety and health risk assessment.
DOSH PRisMA provides guidance for psychosocial risk assessment and management.
Employers should use PRisMA to show that workplace psychosocial risks are being identified, assessed, controlled and reviewed.
Employers should not wait until a serious complaint, burnout case, resignation trend, workplace conflict or mental health-related incident occurs before taking action.
PRisMA vs Mental Health Diagnosis
PRisMA is not a clinical assessment.
It does not diagnose an employee’s mental health condition. It does not replace a doctor, psychologist, counsellor or medical assessment.
PRisMA focuses on work-related psychosocial factors.
For example:
Is workload too high?
Do employees have enough control over their work?
Are supervisors providing sufficient support?
Are job roles clear?
Are employees exposed to bullying or harassment?
Is work-life balance being affected by work design?
Are communication and reporting channels effective?
If an employee has a personal or medical mental health issue, that matter should be handled through appropriate professional and confidential channels. PRisMA focuses on workplace risk management.
Key PRisMA Terms Employers Should Know
LEO26
LEO26 stands for Likelihood of Environment and Occupational Exposure Scale towards Psychosocial Risk in the Workplace.
It is a 26-item screening tool used to identify psychosocial risk exposure among employees.
LEO26 focuses on three main components:
Job Control
Work Demand
Job Support
The result helps identify whether individuals or work units may be exposed to high psychosocial risk.
EPC23
EPC23 stands for Employer Practice Checklist.
It is a checklist used to assess the employer’s existing control measures and workplace practices.
EPC23 helps identify whether the organisation already has suitable controls or whether improvement is needed.
It is especially useful when LEO26 results show high-risk areas because it helps management connect employee risk exposure with practical organisational action.
PTP
PTP stands for Psychosocial Trained Person.
A PTP is a person who has undergone appropriate training to assist the employer in conducting PRisMA.
The PTP may assist with hazard identification, assessment of existing controls, risk prioritisation, risk management, reassessment and recordkeeping.
PRiMA Action Plan
PRiMA refers to the Psychosocial Risk Management Plan of Actions.
This is the action plan stage where the employer converts assessment findings into practical control measures.
The action plan should clearly state what needs to be improved, who is responsible, when action should be completed and how effectiveness will be reviewed.
PRisMA Process: How It Works
The PRisMA process can be understood in six main steps.
Step 1: Identify Psychosocial Hazards Using LEO26
The first step is to identify psychosocial hazards and risk exposure using LEO26.
Employees usually complete the assessment so the organisation can understand workplace risk patterns.
The assessment should be handled professionally and confidentially. Employees must feel safe enough to provide honest feedback.
The employer should communicate clearly that the purpose is to improve the workplace, not to blame individuals.
Step 2: Assess Existing Control Measures Using EPC23
After identifying risk exposure, the employer reviews existing workplace practices and controls using EPC23.
This helps answer questions such as:
Are job roles clearly defined?
Are workload expectations realistic?
Are supervisors trained to support employees?
Are reporting channels available?
Are bullying and harassment controls in place?
Are communication systems effective?
Are employees consulted on work changes?
Are there policies or procedures for psychosocial risk issues?
This step helps the employer identify organisational gaps.
Step 3: Prioritise Risk
Not all risks can be addressed at the same time. PRisMA helps employers prioritise risk based on assessment findings.
High-risk work units or high-risk components should receive earlier management attention.
For example, one department may have high work demand. Another department may have weak job support. Another may have unclear job control.
Different work units may need different actions.
Step 4: Manage Risks According to Priority
After prioritising the risks, the employer should prepare and implement a risk management action plan.
Actions may include:
Reviewing workload distribution
Improving manpower planning
Clarifying job roles
Improving supervisor communication
Setting realistic deadlines
Improving reporting channels
Strengthening anti-bullying and harassment procedures
Improving employee consultation
Reviewing shift patterns
Improving work-life balance practices
Providing training for supervisors
Improving conflict resolution process
Strengthening employee support systems
The action plan should be practical and measurable.
Step 5: Reassess Risk
PRisMA is not a one-time survey.
After controls are implemented, the employer should reassess risk to check whether the action taken is effective.
Reassessment is important because psychosocial risk may change when there are changes in workload, manpower, management, shift pattern, business pressure, workplace culture or work design.
Step 6: Recordkeeping
Employers should keep proper PRisMA records.
Records may include:
Work units assessed
Number of employees involved
LEO26 results
EPC23 review
Risk prioritisation
PRiMA action plan
Person in charge
Timeline
Corrective action evidence
Reassessment records
Management review notes
Good recordkeeping supports continuous improvement and DOSH/JKKP inspection readiness.
What Are Common Psychosocial Hazards at Work?
Common psychosocial hazards include:
Excessive Workload
This happens when employees have too much work, unrealistic deadlines or insufficient resources.
Possible effects include stress, fatigue, burnout, mistakes, absenteeism and poor morale.
Low Job Control
This happens when employees have little influence over how they perform their work.
Examples include lack of decision-making authority, rigid procedures, poor autonomy or no involvement in work planning.
Poor Job Support
This happens when employees do not receive enough support from supervisors, colleagues or management.
Poor support can worsen stress and reduce trust in the organisation.
Unclear Roles
Employees may experience stress when job responsibilities, reporting lines or performance expectations are unclear.
Role conflict can also occur when employees receive conflicting instructions from different managers.
Workplace Bullying and Harassment
Bullying, harassment, discrimination and workplace violence can create serious psychosocial risk.
Employers should have clear policies, reporting channels and response procedures.
Poor Communication
Poor communication can cause confusion, conflict, uncertainty and lack of trust.
This is especially common during restructuring, rapid business change or poor supervisor-worker communication.
Long Working Hours
Long hours, shift work, overtime and lack of recovery time can affect health, safety and family life.
Fatigue can also increase the risk of workplace mistakes and accidents.
Poor Work-Life Balance
Work-life imbalance may occur when work demands consistently interfere with rest, family responsibilities and personal recovery.
This can contribute to stress, burnout and turnover.
Which Workplaces Should Prioritise PRisMA?
PRisMA is relevant to many workplaces, not only office environments.
Employers should prioritise PRisMA if they operate in:
Manufacturing
Healthcare
Logistics and warehousing
Construction
Oil and gas support services
Retail
Customer service and call centres
Education
Laboratories
Security services
Food and beverage processing
Engineering workshops
Corporate offices
High-pressure sales environments
Shift-based operations
Workplaces with high turnover or absenteeism
Workplaces with bullying, harassment or conflict complaints
Any workplace with high workload, people management issues, long working hours, shift work, emotional labour or high employee stress should consider PRisMA.
Who Should Be Involved in PRisMA?
A good PRisMA implementation should involve the right people.
This may include:
Employer or top management
HSE manager
HR manager
Safety and Health Officer
OSH Coordinator
Department heads
Supervisors
Psychosocial Trained Person
Employee representatives
Safety and Health Committee
External HSE consultant, where needed
Psychosocial risk sits between OSH, HR and operations. Therefore, it should not be handled by one department alone.
Employer Responsibilities Under PRisMA
Employers should take an active role in the process.
Responsibilities include:
Appointing or engaging a suitable trained person
Communicating the purpose of PRisMA clearly
Protecting confidentiality
Encouraging honest employee participation
Identifying work units properly
Reviewing LEO26 and EPC23 findings
Preparing an action plan
Assigning responsible persons
Implementing control measures
Monitoring progress
Reassessing risk
Keeping proper records
Reviewing policy and workplace systems
The employer should make it clear that PRisMA is about improving work systems, not blaming employees.
How to Prepare for PRisMA
Before conducting PRisMA, employers should prepare carefully.
Useful preparation steps include:
Identify departments or work units.
Appoint a Psychosocial Trained Person or suitable support.
Brief management and department heads.
Communicate the purpose to employees.
Explain confidentiality and how results will be used.
Prepare employee participation plan.
Review existing HR and OSH policies.
Prepare organisation chart and work unit list.
Review absenteeism, turnover, complaints and incident trends.
Plan how findings will be converted into action.
Good preparation improves participation and makes the results more useful.
What Should Be Included in a PRisMA Report?
A practical PRisMA report may include:
Company and workplace details
Work units assessed
Number of employees assessed
Participation rate
Summary of LEO26 findings
Job Control result
Work Demand result
Job Support result
High-risk work units
EPC23 review findings
Existing control measures
Organisational gaps
Risk prioritisation
Recommended control measures
PRiMA action plan
Responsible person
Target completion date
Reassessment schedule
Recordkeeping and confidentiality notes
The report should be written in a way that management can understand and act on.
PRisMA Action Plan: What Employers Should Do After Assessment
The most important part of PRisMA is action.
After receiving the results, employers should:
Review findings with management
Identify high-risk work units
Prioritise urgent psychosocial risks
Prepare improvement actions
Assign responsible persons
Set realistic deadlines
Communicate appropriate findings to relevant parties
Implement control measures
Monitor progress
Review effectiveness
Reassess when required
Without an action plan, PRisMA becomes only a survey. The real value comes from risk control and workplace improvement.
Examples of PRisMA Control Measures
Possible control measures include:
Workload Control
Review manpower planning
Adjust deadlines
Improve task allocation
Reduce unnecessary reporting burden
Improve scheduling
Monitor overtime and fatigue
Job Control Improvement
Allow employees more input into work methods
Clarify decision-making authority
Improve role clarity
Involve employees in work planning
Improve communication during change
Job Support Improvement
Train supervisors in supportive leadership
Improve team communication
Create clear escalation channels
Strengthen peer support
Improve feedback and recognition
Bullying and Harassment Control
Update anti-bullying and harassment policy
Provide confidential reporting channels
Train managers to respond properly
Investigate complaints fairly
Protect employees from retaliation
Work-Life Balance Improvement
Review shift schedules
Manage overtime
Encourage rest breaks
Reduce unnecessary after-hours communication
Support flexible arrangements where practical
Organisational Communication
Improve briefing process
Communicate changes earlier
Clarify responsibilities
Improve two-way feedback
Reduce uncertainty where possible
PRisMA vs HIRARC
HIRARC is a general workplace risk assessment method used to identify hazards, assess risk and control risks.
PRisMA is specific to psychosocial risk.
In simple terms:
HIRARC covers general workplace hazards and risk control.
PRisMA focuses on psychosocial hazards and workplace mental health risk factors.
HIRARC may identify stress, workload or bullying as general hazards, but PRisMA provides a more structured way to assess and manage psychosocial risks.
PRisMA vs ERA
ERA stands for Ergonomic Risk Assessment.
ERA focuses on physical ergonomic risks such as awkward posture, repetitive movement, manual handling, prolonged sitting and prolonged standing.
PRisMA focuses on psychosocial risks such as workload, control, support, bullying, harassment, role clarity and work-life balance.
Both can affect employee well-being and productivity, but they assess different risk factors.
PRisMA vs Employee Satisfaction Survey
An employee satisfaction survey usually measures how employees feel about the workplace.
PRisMA is more structured and risk-based.
A satisfaction survey may ask whether employees are happy. PRisMA focuses on whether workplace factors create psychosocial risk and what controls should be implemented.
For compliance and OSH risk management, PRisMA is more suitable than a general satisfaction survey.
Common PRisMA Mistakes Employers Make
Common mistakes include:
Treating PRisMA as an HR survey only
Not explaining confidentiality
Low employee participation
Assessing the whole company without separating work units
Ignoring high-risk departments
Collecting data but not acting on it
Blaming employees instead of reviewing work design
Not involving management
Not involving supervisors
No action plan after assessment
No reassessment after action
Poor recordkeeping
Assuming mental health talks alone are enough
The main mistake is conducting PRisMA without implementing real workplace improvements.
PRisMA Checklist for Employers
Before Assessment
Work units identified
Management briefed
PTP or support appointed
Employee communication prepared
Confidentiality explained
Participation plan prepared
Existing policy reviewed
Absenteeism and turnover data reviewed
Complaint trends reviewed
During Assessment
LEO26 conducted properly
Employee participation monitored
Work unit results separated
EPC23 completed honestly
Findings reviewed objectively
High-risk areas identified
After Assessment
Results reviewed by management
PRiMA action plan prepared
Responsible persons assigned
Timeline confirmed
Employees updated where appropriate
Controls implemented
Progress monitored
Reassessment planned
Records maintained
Benefits of PRisMA for Employers
Implementing PRisMA can help employers:
Improve workplace risk assessment compliance
Identify psychosocial hazards early
Reduce work-related stress risk
Improve supervisor support
Improve communication
Strengthen workplace culture
Reduce absenteeism and presenteeism
Reduce turnover risk
Improve productivity
Improve DOSH/JKKP audit readiness
Improve employee trust and morale
Support business continuity
PRisMA is not only about compliance. It helps employers build a healthier and more resilient workplace.
How Advanced HSE Solutions Can Help
Advanced HSE Solutions supports Malaysian employers with HSE consultancy, risk assessment, workplace safety audits, training and DOSH/JKKP compliance support.
For Psychosocial Risk Assessment PRisMA, our team can assist with:
PRisMA implementation planning
Work unit identification
Employee communication planning
LEO26 assessment coordination
EPC23 review support
Psychosocial risk reporting
PRiMA action plan preparation
Policy and documentation review
Management briefing
Supervisor awareness support
Corrective action tracking
DOSH/JKKP inspection readiness support
Integration with HIRARC, ERA, CHRA and NRA where needed
If your company is facing high workload, staff turnover, absenteeism, workplace conflict, burnout complaints or unclear psychosocial risk controls, Advanced HSE Solutions can help you implement PRisMA in a structured and practical way.
Conclusion
Psychosocial Risk Assessment PRisMA is an important part of modern occupational safety and health management in Malaysia.
It helps employers identify psychosocial hazards, assess work unit risk, review existing controls and implement practical actions to improve workplace well-being.
For employers, the key message is clear: psychosocial risk should not be ignored because it is less visible than machinery, chemical, noise or ergonomic hazards. It should be assessed, documented, controlled and reviewed systematically.
A well-managed PRisMA process supports compliance, improves employee well-being and strengthens workplace performance.
FAQ
What is Chemical Handling Training?
What is Psychosocial Risk Assessment PRisMA?
Psychosocial Risk Assessment PRisMA is a DOSH Malaysia framework that helps employers identify, assess and manage workplace psychosocial risks.
What does PRisMA stand for?
PRisMA stands for Psychosocial Risk Assessment and Management in the Workplace.
What are examples of psychosocial risks?
Examples include excessive workload, poor job control, lack of support, unclear roles, bullying, harassment, discrimination, workplace conflict, long working hours and poor work-life balance.
Is PRisMA a mental health diagnosis?
No. PRisMA is not a clinical diagnosis tool. It assesses workplace-related psychosocial risk factors, not individual medical conditions.
What is LEO26?
LEO26 is the Likelihood of Environment and Occupational Exposure Scale towards Psychosocial Risk in the Workplace. It is used to screen psychosocial risk exposure.
What is EPC23?
EPC23 is the Employer Practice Checklist. It helps employers assess existing workplace practices and control measures related to psychosocial risk.
Who should conduct PRisMA?
PRisMA should be assisted by a Psychosocial Trained Person or a suitably trained professional who understands the PRisMA process, tools, reporting and action planning.
Is PRisMA only for office workers?
No. PRisMA can apply to manufacturing, healthcare, logistics, construction, retail, offices, call centres and any workplace where employees may face psychosocial risks.
What should employers do after PRisMA?
Employers should review the findings, identify high-risk work units, prepare a PRiMA action plan, assign responsible persons, implement controls, monitor progress and reassess risk.
Can Advanced HSE Solutions help with PRisMA?
Yes. Advanced HSE Solutions can support PRisMA planning, assessment coordination, EPC23 review, reporting, PRiMA action planning, management briefing and DOSH/JKKP inspection readiness.
