Psychosocial Risk Assessment in Malaysia: PRisMA 2024 and the PTP

What is a psychosocial risk assessment?

It identifies work-related hazards that can harm employees’ mental and physical health, such as excessive workload, unclear roles, poor support or bullying, and determines how to control them. DOSH sets out the method in the PRisMA 2024 guideline, launched on 26 October 2024.

PRisMA stands for Psychosocial Risk Assessment and Management at the Workplace. Aligned with ISO 45003:2021, it lists eight example hazards: excessive workload or unrealistic deadlines; poor communication or conflict; monotonous tasks; lack of job control; unclear roles; bullying, harassment or discrimination; inflexible or long working hours; and limited career development.

Is psychosocial risk assessment a legal requirement in Malaysia?

Yes, through section 18B of the Occupational Safety and Health Act 1994, which since 1 June 2024 requires every employer to assess safety and health risks and put controls in place. PRisMA 2024 is the DOSH guideline for doing this for psychosocial risk; it is not a separate regulation.

In May 2026, a DOSH Deputy Director General called psychological health a legal requirement under section 18B (Bernama). No separate psychosocial regulation is in force. See our OSHA amendment guide and the section 18B duty.

Who carries out PRisMA: the employer or a Psychosocial Trained Person?

The employer owns the duty. The guideline says employers should appoint a Psychosocial Trained Person (PTP) to assist, and that the PTP should undergo appropriate training. The PTP scores the survey, checks evidence and reports; HR, the OSH team and work unit representatives each have a part.

The PTP has six processes: identify hazards, assess controls, prioritise, manage, reassess, and report and keep records (section 09.4). DOSH publishes a list of Psychosocial Trained Persons and a list of PTP training centres (five as of 18 September 2026). Check both before you appoint or train a PTP.

What are the steps in a PRisMA assessment?

Three stages and 11 steps: hazard identification with the LEO26 survey, risk assessment with the 23-point employer checklist (EPC23) where a work unit is high risk, and risk control through a PRiMA action plan. Reassessment and recordkeeping follow. Every work unit, management included, is assessed.

Each work unit needs its own report (section 10.3). Where LEO26 shows high risk but EPC23 looks satisfactory, the LEO26 result takes priority.

How does LEO26 scoring work?

Each employee rates 26 statements from 1 (never) to 5 (always) for the past six months. The answers form three components: Job Control, Work Demand and Job Support. A person past a cut-off is high risk; a work unit is high risk when enough of its people are.

What records and reports does PRisMA require?

The PTP reports to the employer within 30 days of completing the assessment, using the PRisMA Reporting Form for each work unit and the PRiMA action table. The employer keeps all records for at least seven years for DOSH audit; the PTP keeps information confidential under the PDPA 2010.

• Reporting Form (Appendix 3): participation rate, component scores and status, EPC23 “No” items, and the PTP’s name, registration number and signature.
• PRiMA table (Appendix 4): actions by theme, with assessment and reassessment dates.

What should HR and OSH teams know before PRisMA starts?

They need to run the parts the PTP cannot do alone: announce the survey, reach a high response rate, define work units, gather checklist evidence, protect confidentiality and turn the action plan into HR and OSH measures. The guideline stresses training for managers at all levels.

• List every work unit, including top and middle management.
• Announce early; the guideline aims for a 100% response.
• Gather EPC23 evidence: working hours, role descriptions, complaint procedures and ergonomic factors (see our ergonomic risk assessment guide).
• Agree who may see survey data, and budget for short-term and long-term actions.

The PRiMA table also lists training as an action, including stress management awareness and resilience-building (pp. 21 to 22). OSHMed’s 1-day Stress management and mental strengthening course covers practical skills to manage workplace stress, build resilience and stay focused under pressure. For awareness first, see the OSH Talk: Stress and Mental Health.

PTP course or team training: which do you need?

Often both, for different people. The PTP should be trained appropriately, and DOSH lists PTP training centres. HR, OSH and line managers need to understand PRisMA to support the PTP and carry out the actions. Employees may need a stress management course if the action plan calls for one.

OSHMED Solutions Sdn Bhd in Kajang, Selangor, serves employers across Malaysia. Its training page lists Psychosocial risk assessment, training for HR and OSH teams (ask for the course outline), and the 1-day stress management course. Its DOSH training provider registration (SL/22/22/181036) covers the Ergonomic Trained Person course. OSHMed is not a DOSH-listed PTP training centre, so its psychosocial course does not lead to a PTP listing. OSHMed is not a clinic and does not provide counselling.

Before you decide: three common objections

Three objections come up when employers look at PRisMA: an existing wellness programme, leaving it all to one officer, and seeing mental health as a purely medical matter. Each is checked below against the PRisMA 2024 guideline itself, so the answer rests on DOSH’s own text.

"We already run a wellness programme."

A programme on par with PRisMA may continue (Case Study 4). Check that yours screens every work unit, uses set cut-offs, links results to actions and keeps records for seven years.

"Our safety and health officer can run it alone."

The officer can lead the OSH side, but the guideline expects a trained PTP, and many actions sit with HR: working hours, staffing and role clarity.

"Mental health is a medical matter, not OSH."

PRisMA targets work design and does not diagnose anyone. Where a case needs a doctor or counsellor, the employer arranges that help (section 10.3).

Frequently asked questions

Your next step

Fill in the planner above, or send us your headcount, work units and PTP status. OSHMed will reply with the course outline and a written quote.

If ergonomic or environmental factors show up in EPC23, see our assessment services.

Sources and references

Disclaimer: This article is general information for employers and is not legal advice. Requirements depend on your workplace, processes and the current law. For a decision on your premises, speak to a DOSH-registered competent person or contact DOSH (JKKP).