ISO 45003 Maturity · Psychological Health and Wellbeing at Work
Psychological health at work, measured against ISO 45003 and turned into a costed action plan.
10 themes, a 5-level scale. And the action that moves each level to the next.
The framework’s 10 themes, already written from L1 to L5. One company, one business unit, or 300 at once.
ISO 45003 Maturity · Psychological Health and Wellbeing at Work
10 themes, 5-level scale.
Nordhavn Industries
53 / 100
They measure their maturity with Datamensio
An example
This could be your situation.
Take one company as an example: three sites, three spreadsheets, no shared answer.
Nobody can consolidate.
Nordhavn Industries, 2,400 people in Hamburg, Lyon and Porto. A client asks where the group stands. Each site answers in its own spreadsheet, with its own scales.
Three weeks, a single base.
One ISO 45003:2021, guidance supplementary to ISO 45001:2018 assessment launched across all three sites at once, from the managers’ interview notes. The framework was already written, its 10 themes and levels L1 to L5 too.
Two costs avoided before being committed.
A score of 53 out of 100, with the gap concentrated on three themes. The AI companion spotted that two actions duplicated those of another audit. The committee report took one sentence to request.
What it saved them
- 3sites measured on the same base, instead of three questionnaires to reconcile
- 2duplicate actions caught before the spend
- 1committee report, with no manual rework
These figures are an example. They could be yours.
The standard imposes processes. Datamensio says where you stand.
01
The framework is already written
Themes, questions and levels L1 to L5, all written. You do not start from an empty spreadsheet.
02
The score lands the same day
Online, by self-assessment link or in interview. Theme by theme, comparable over time.
03
The gap becomes a costed plan
Every step up carries its action. The AI prioritises on expected effect, not on the order of the standard.
04
Progress can be demonstrated
Campaign after campaign, against your target and against your own past. That is what your board asks for.
The maturity scale
One level, the next, and the action that links the two.
It is this mechanism, one level, the next level up, and the action linking the two, that turns a finding into a trajectory.
Are psychosocial risk factors identified and assessed in a structured way?
- N1
No organised identification. Psychosocial factors are addressed only when an individual situation is raised.
- N2
A survey or questionnaire has been run, with no stable method and no link to the occupational risk assessment.
- N3
Factors are identified using a documented method, included in the risk assessment document and reviewed on a set schedule across the whole scope.
- N4
The assessment is carried out by work unit, draws on several data sources and feeds action plans tracked through to closure.
- N5
The method is revised based on situations that occurred and results obtained, organisational changes trigger a reassessment, and comparisons between entities and over time are documented.
Action to move from level 2 to level 3
Formalise the method for identifying psychosocial factors, include it in the risk assessment document by work unit and put its review on the health and safety committee agenda, within the year.
« With Datamensio, we meet our objectives far more efficiently. The ERDF inspection services and our supervising ministry particularly appreciated an approach that gives them reliable data. »
Director, CCI 94CCI Île-de-France
« We believe this is the most suitable solution to scale our transformation project and measure impact according to our needs. »
Maja SucekChief Operating Officer, Interreg Danube
Rarely on its own
Frameworks combine. Put several together to cover your business, or have the AI write yours.
Take your first measurementon ISO 45003.
What this framework covers
ISO 45003, published in 2021, is the first international text dedicated to psychological health at work. It is guidance, not requirements: it supplements ISO 45001 by describing how to identify psychosocial risk factors, assess them, address them and track the effectiveness of measures taken. It covers three families of factors: work organisation (workload, autonomy, hours), social factors (management, recognition, hostile behaviour) and the working environment. It also covers wellbeing promotion and return to work after leave.
In practice, the subject is hard to steer because it is hard to measure. The indicators available are often lagging ones: absenteeism, turnover, individual alerts. The questions leadership teams actually ask are more precise. Are psychosocial factors included in the risk assessment document on the same footing as physical risks, or set aside in a separate annex? Do line managers know what to do when a warning sign appears in their team? Were the actions decided after an internal survey followed through to completion, or replaced by the next campaign?
One confusion comes up repeatedly. Many organisations equate psychological health with individual support arrangements: helplines, counselling services, stress management workshops. ISO 45003 starts from work organisation, meaning primary prevention. Individual support is useful, but it does not fix an unevenly distributed workload or a failing management style. The framework assesses both, and distinguishes what addresses causes from what addresses effects.
A conformity audit ends with a binary finding: the requirement is met or it is not. A maturity assessment answers a different question. What level of control does the organisation have on each theme, and what specific action moves it to the next level. On a subject that progresses in stages, theme by theme and entity by entity, this is the only reading that supports building a transformation programme and tracking its progress.
Within Datamensio, the framework is ready to use and adaptable. The AI adjusts the themes, questions and levels to your sector and your organisation, or builds a version from your own documents: quality of working life agreement, risk assessment document, internal survey results.
Reference standard: ISO 45003:2021, guidance supplementary to ISO 45001:2018
The themes assessed
Policy and leadership commitment
Existence of a policy covering psychological health, formalised leadership commitment, resource allocation, alignment with the existing health and safety policy.
Roles, responsibilities and skills
Division of roles between HR, prevention officers, managers and occupational health, line manager training, skills available in-house.
Participation and consultation
Involvement of employees and their representatives in risk identification, bodies engaged, handling of proposals from the ground.
Identification of psychosocial factors
Factors linked to work organisation (workload, autonomy, role clarity, hours), social factors (managerial support, recognition, hostile behaviour), working environment, scope covered.
Risk assessment and prioritisation
Method used, data sources drawn on, granularity by team or role, integration into the risk assessment document, prioritisation of priorities.
Primary prevention and action on work
Measures targeting work organisation, review of workloads and processes, consideration of psychological health in change projects.
Individual support and case management
Listening and support arrangements, procedure for reporting and handling harassment or violence, confidentiality, coordination with care provision.
Return to work and retention
Support for returns after leave, adjustments to role and workload, ongoing follow-up, coordination with occupational health.
Indicators and monitoring
Indicators tracked and their nature (leading or lagging), measurement frequency, comparison between entities and over time, reporting to the executive committee.
Review and continuous improvement
Analysis of situations that occurred, tracking of actions through to closure, review of the assessment method, sharing of learning between sites.
A short version of the framework is available for the online self-assessment.
Frequently asked questions
Is ISO 45003 certifiable?
No. It is guidance, with no binding requirements. Certification applies to ISO 45001, of which ISO 45003 sets out the psychosocial component. The assessment measures your maturity and prepares you for the ISO 45001 audit, it does not issue a certificate.
What is the difference between this assessment and a conformity audit?
An audit checks for the presence of requirements and concludes with a gap or a pass. The assessment places your practices on a progressive scale, theme by theme, and identifies the action that moves you up a level. The two are complementary: the assessment prepares, the audit confirms.
How long does the assessment take?
The short version can be completed in a single working session. The full version, run collaboratively with several contributors (HR, prevention officers, managers, occupational health), takes one to two weeks, with most of the time spent on data collection.
Can the framework be adapted to our organisation?
Yes. You can change the questions, levels and themes, or start from your own documents: the AI then builds a version aligned with your quality of working life agreement and your risk assessment document. You keep full control of the framework.
Does this assessment replace an employee survey?
No, it covers a different object. A survey measures how employees experience their work. The assessment evaluates the maturity of the prevention arrangements: method, governance, actions, follow-up. Survey results are a useful data source for answering several questions.
How do we compare several sites or business units?
Each entity is assessed against the same framework, which makes scores comparable by theme. The benchmark places entities against each other and against their own previous assessments. A cross-cutting roadmap consolidates action plans to avoid duplicating the same work.
Do respondents need expertise in occupational psychology?
No. The questions cover management and organisational practices, not clinical assessments. An HR manager or prevention officer can answer them, assigning certain questions to occupational health or to the relevant managers.
Where is the data hosted?
In France, with OVH, backed up with Scaleway. No transfer outside the European Union. The AI models used can be selected, including from European providers.