OSA 2026 – organizational and social work environment according to AFS 2023:2
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The organizational and social work environment, OSA, concerns how work is led, organized, and interacts with people's social conditions. AFS 2023:2 sets requirements for, among other things, knowledge, goals, workload, working hours, and routines against victimization.
Quick overview
- The OSA rules are found in Chapter 2 of AFS 2023:2.
- The employer must ensure that demands and resources do not create an unhealthy workload.
- Managers and supervisors must have the knowledge and practical prerequisites to prevent risks.
- OSA goals must exist and be written down if there are at least ten employees.
- Routines for victimization must be known to all employees.
| Demands and resources | Workload, level of difficulty, and time requirements in relation to staffing, competence, and support. |
| Working hours | Shifts, nights, long shifts, overtime, and opportunities for recovery. |
| Clarity | Goals, priorities, authority, and what to do when there is not enough time. |
| Social environment | Cooperation, support, conflicts, and treatment. |
| Follow-up | Signal data, incidents, sick leave, discussions, and action plans. |
Demands and resources must be balanced
Unhealthy workload occurs when demands exceed resources for more than a temporary period and recovery is insufficient. Measures may include reducing the workload, changing priorities, adding staff or expertise, changing work methods, or creating better opportunities for recovery.
OSA goals must be more than just nice-sounding words
The goals should promote health and strengthen the organization's ability to counteract ill health. They should therefore be linked to concrete activities and follow-ups. For ten or more employees, the goals must be in writing.
The scheduling of working hours is a work environment issue
Shift work, night work, long shifts, extensive overtime, and expectations of constant availability can increase risks. The employer needs to factor in recovery as early as the planning stage.
Victimization – prevent and have known routines
The employer must clarify that victimization is not accepted and counteract conditions that may give rise to it. The routines must specify who receives information, what the recipient should do, and how the victim can get help quickly.
Common mistakes to avoid
- Measuring well-being but failing to conduct a risk assessment of work organization.
- Placing the entire responsibility for OSA on the individual's stress management.
- Having OSA goals without a person in charge, a schedule, or follow-up.
- Lacking an alternative contact route when the immediate manager is part of the problem.
- Failing to provide managers with reasonable authority and resources for their work environment responsibilities.
Frequently asked questions
What does OSA mean?
Organizational and social work environment – conditions regarding management, control, communication, workload, working hours, interaction, and social support.
Must OSA goals be in writing?
Yes, if the business has ten or more employees. Even smaller businesses should document goals in order to track them.
Is stress always an individual problem?
No. The rules focus on how demands, resources, and the organization should be designed to prevent unhealthy workload.
Must there be a routine for victimization?
Yes. The routine must be known and describe who receives information, how it is handled, and where the victim can get quick help.
OSA risk assessment, routines, and action plan
The template package helps the employer map organizational and social risks, document goals and routines, and follow up on measures.
Read also
Sources and further reading
Last updated: October 5, 2026. This article provides general information and does not replace a business-specific work environment assessment.
