Accommodation and Infrastructure

The Regulatory Milestone

Mental Health Is Now Regulated by Law. Enforcement Has Already Begun.

The Deadline Has Passed. Enforcement Has Arrived.

Logistics and Visas

MTE Ordinance No. 1,419 officially included psychosocial risk factors in NR-1, ending a transition period that many companies underestimated. As of May 26, 2026, the Labor Inspectorate began exercising full enforcement authority, and the Public Prosecutor’s Office has already acted independently in sectors with high rates of mental illness. For major corporations in the country, the question is no longer “when?” but rather: “How do we prove that psychosocial risks are being effectively managed?” SISI3 exists to answer this question with scientific evidence, not rhetoric.

Since May 26, 2026, managing burnout, chronic stress, and work overload is no longer merely “good practice” — it has become a legal obligation under NR-1. Psychosocial risk factors are now part of the PGR, alongside physical, chemical, and ergonomic risks, and the punitive phase is already underway. At SISI3 in Miami, leaders who are leading the market seek the science, protocols, and international benchmarks needed to turn regulatory requirements into a competitive advantage.

We provide comprehensive support with invitation letters and official travel guidance to facilitate the consular visa process for business and tourism in the United States.

Accommodation and Infrastructure

The Regulatory Milestone

What Is at Stake

The Cost of Inaction

The SISI3 Response

Failure to act goes far beyond administrative penalties. It can lead to the issuance of an Occupational Accident Report (CAT), increase the Social Security Accident Prevention Factor (FAP), raise labor-related liabilities, and result in occupational illness claims due to employer negligence. In an environment of active enforcement and more informed employees, the cost of “leaving it for later” increases with each quarter.

Every company with employees under Brazil’s CLT labor regime, regardless of size or risk category, must identify, assess, and manage psychosocial risks such as excessive workloads, moral harassment, abusive targets, and working hours that lead to exhaustion. It is no longer a generic matter within the PGR: it requires methodology, diagnosis, an action plan, and documented monitoring.

Burnout, chronic stress, and insomnia are the scientific focus of a symposium built precisely around the areas NR-1 now requires companies to prevent. Here, you gain access to protocols from integrative healthcare that transform compliance into productivity, talent retention, and high team performance.

Beyond the Clinic

Who Is Already on Their Way to Miami

Brazilian Leadership Will Not Be Left Behind

50+ Executives, HR leaders, and C-level professionals gathered

20+ High-profile international speakers

3 continents
Brazil, the United States, and Europe on one stage

2 full days
of immersive experiences on November 6 and 7

HR directors, occupational health and safety managers, and C-level executives from Brazil’s leading corporations are already organizing their trip to Miami to stay ahead of NR-1 compliance. Being in this room means belonging to the group that defines the market standard—not the group that follows it later.

From the Stage to Monday-Morning Practice

Your Company Leaves Prepared

Scientific Guidelines

Up-to-date scientific guidelines on burnout, stress, and insomnia applied to the PGR.

Risk Management

International models for psychosocial risk management and corporate well-being.

Benchmarking with Leaders

Direct benchmarking with leaders who have already implemented workplace mental health programs.

Qualified Networking

Strategic networking with executives, specialists, and corporations from three continents.

Authority and Positioning

Authority and positioning: your company joins those leading the agenda—not those merely reacting to it.