Understanding NOM-035 Compliance Requirements for a Safer Workplace

Understanding NOM-035 Compliance Requirements for a Safer Workplace

Employee well-being is no longer just a moral imperative—it’s now central to the success of every business. 

In Mexico, NOM-035-STPS-2018 (commonly called NOM-035) reinforces this principle by setting standards for identifying and mitigating psychosocial risks in the workplace. 

However, for many businesses, understanding what NOM-035 entails and how to comply can feel daunting. 

This guide simplifies the process, showing you not just how to comply but how to thrive.

What Is NOM-035 and Why It Matters?

NOM-035 is a regulation designed to help companies foster better mental health in the workplace by addressing psychosocial risks. 

These risks can include anything from high stress and unclear job roles to outright workplace harassment. 

By proactively managing these challenges, businesses can enhance employee satisfaction, reduce turnover, and even improve overall productivity.

For companies, the stakes are high. 

While failing to comply with NOM-035 can result in penalties and fines, the larger issue often lies in the unseen costs—lost productivity, low morale, and reputational damage when employees feel unheard or unsupported. 

On the flip side, embracing NOM-035 as an opportunity for cultural transformation can help organizations build a healthier, more engaged workforce.

Understanding the Core Requirements of NOM-035

The scope of NOM-035 depends on the size of your organization. 

Companies with fewer than 50 employees must focus on identifying and addressing psychosocial risk factors. 

Larger companies, on the other hand, are expected to implement comprehensive systems for ongoing risk management, which includes preventative measures and regular evaluations.

At its core, the regulation revolves around three main pillars: understanding workplace stressors, implementing strategies to mitigate them, and continuously monitoring progress. 

For example, it’s not enough to identify stress-inducing workloads or interpersonal conflicts; companies are also expected to develop actionable plans to prevent these risks from recurring and to ensure employees are aware of and trust the processes in place.

How to Achieve NOM-035 Compliance: A Step-by-Step Approach

To comply with NOM-035, organizations must first conduct a deep assessment of their workplace environment. 

This means gathering information directly from employees to understand their experiences and concerns. 

Think of it as mapping out the emotional and mental terrain of your workforce. 

Using anonymous surveys or conducting confidential interviews can provide a wealth of insights into stress triggers, role ambiguities, and even instances of workplace violence.

Once the assessment is complete, companies must act on their findings by drafting clear policies that address the identified risks. 

If employees report high stress due to unclear expectations, a company might respond by creating detailed job descriptions and providing better training for managers. 

If harassment is a concern, establishing a robust anti-harassment policy with clear reporting mechanisms is critical.

Training plays a crucial role in embedding these new policies into the company’s culture. 

It’s not enough to introduce guidelines—employees and managers alike need to understand why these changes matter and how they can contribute. 

By equipping team leaders to recognize signs of workplace stress or conflict, organizations can create a culture of proactive care rather than reactive damage control.

Compliance is not a one-time effort. 

Companies should establish systems for regular monitoring, ensuring that their policies are effective and continuously improved. 

This could involve quarterly reviews, employee feedback sessions, or third-party audits to identify blind spots.

Leveraging Technology for Seamless Compliance

Navigating the complexities of NOM-035 is significantly easier with the right tools. 

Advanced HR platforms like SuperCompany can streamline many aspects of compliance. 

These platforms often provide functionalities such as anonymous feedback channels, compliance dashboards that monitor progress in real-time, and pre-designed policy templates that can be customized to fit your organization’s needs.

Imagine having a system that automatically tracks how well your organization is addressing psychosocial risks while also offering clear visualizations of areas that need improvement. 

This not only saves time but ensures accuracy, reducing the risk of overlooking critical compliance requirements.

The True Cost of Ignoring NOM-035

Failure to comply with NOM-035 can lead to more than just financial penalties. 

Consider the story of a mid-sized company that chose to treat compliance as a box-ticking exercise. 

Employees, feeling neglected and unsupported, began to leave. Productivity dipped, morale tanked, and customer satisfaction suffered. 

The fallout wasn’t just financial—it was reputational, leaving the company struggling to attract top talent even years later.

By contrast, businesses that treat NOM-035 as a chance to genuinely improve workplace conditions often experience the opposite effect: higher employee engagement, better retention rates, and a stronger reputation as an employer of choice.

Building a Culture That Goes Beyond Compliance

While complying with NOM-035 is important, the true potential lies in embedding its principles into your organizational culture. 

Businesses that prioritize employee well-being don’t just avoid penalties—they thrive.

Start by making psychosocial well-being part of everyday conversations. 

Leaders should model behaviors that promote trust, openness, and inclusivity. Recognition programs can go a long way in boosting morale, and regular feedback loops can ensure that employees feel heard. 

It’s about creating an environment where compliance becomes a natural byproduct of a genuinely supportive workplace.

Take Action to Transform Your Workplace Today

NOM-035 compliance is not just about meeting regulatory requirements—it’s a strategic opportunity to build a healthier, more engaged workforce. 

By addressing psychosocial risks, your organization can foster an environment where employees feel supported, valued, and empowered to perform at their best.

But achieving this transformation requires action. 

Start by conducting a comprehensive psychosocial risk assessment to understand your employees’ needs and challenges. 

Use the insights to develop clear policies and equip your team with the tools and training to address these issues head-on.

If the process feels overwhelming, technology can be your greatest ally. 

Platforms like the one offered by SuperCompany provide ready-made solutions for conducting surveys, tracking compliance, and automating workflows, saving your team valuable time while ensuring accuracy.

Take the first step today. 

Gather your HR team, map out a plan, and commit to creating a workplace culture where compliance goes hand-in-hand with employee well-being. 

Remember, NOM-035 is not a hurdle—it’s a bridge to a thriving, productive, and resilient organization.

Ready to start? 

Begin your compliance journey now by exploring innovative tools and strategies that align with your goals. 

Your employees—and your bottom line—will thank you.