{"product_id":"organisatorisk-social-arbetsmiljo-osa-riskbedomning-2026-2027","title":"Organizational \u0026 Social Work Environment (OSA) 2026\/2027 – Risk Assessment, Procedures \u0026 Action Plan Word\/PDF","description":"\n\u003ch2\u003eOrganizational \u0026amp; Social Work Environment (OSA) 2026\/2027 – Risk Assessment, Procedures \u0026amp; Action Plan\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and practical template package for the employer's work with the \u003cstrong\u003eorganizational and social work environment (OSA)\u003c\/strong\u003e. The package helps the organization to investigate, perform risk assessments, and follow up on areas such as \u003cstrong\u003eworkload, demands and resources, roles and priorities, working hours and recovery, highly mentally demanding work, and victimization\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, and is based on \u003cstrong\u003eAFS 2023:2 Chapter 2\u003c\/strong\u003e regarding the organizational and social work environment and \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e regarding systematic work environment management.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eThis is included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRisk Assessment – Organizational \u0026amp; Social Work Environment\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eMapping – Demands, Resources, Roles \u0026amp; Priorities\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRisk Assessment – Working Hours \u0026amp; Recovery\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eProcedure – Victimization\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eOSA Goals \u0026amp; Action Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat does organizational and social work environment mean?\u003c\/h3\u003e\n\u003cp\u003eOSA concerns how work is organized, led, communicated, and distributed, as well as the social interaction and support in the workplace. The Swedish Work Environment Authority (Arbetsmiljöverket) particularly highlights three areas that the employer must be able to prevent:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eunhealthy workload,\u003c\/li\u003e\n\n\u003cli\u003ethe scheduling of working hours,\u003c\/li\u003e\n\n\u003cli\u003evictimization.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe package is designed to make these requirements concrete and documentable in ongoing work environment management.\u003c\/p\u003e\n\n\u003ch3\u003eRisk Assessment – OSA\u003c\/h3\u003e\n\u003cp\u003eThe comprehensive risk assessment provides the employer with a structured review of, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edemands and resources,\u003c\/li\u003e\n\n\u003cli\u003ework volume and time constraints,\u003c\/li\u003e\n\n\u003cli\u003estaffing and competence,\u003c\/li\u003e\n\n\u003cli\u003epriorities, roles, and mandates,\u003c\/li\u003e\n\n\u003cli\u003esocial climate and support,\u003c\/li\u003e\n\n\u003cli\u003eworking hours and recovery,\u003c\/li\u003e\n\n\u003cli\u003ehighly mentally demanding work,\u003c\/li\u003e\n\n\u003cli\u003erisk environments for victimization.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eRisks are documented with probability, consequence, risk value, measures, the person responsible, and date. The template also serves as a reminder to mark if a risk is serious.\u003c\/p\u003e\n\n\u003ch3\u003eBalance between demands and resources\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires the employer to ensure that work tasks and responsibilities do not give rise to an unhealthy workload. This means that resources need to be adapted to the demands of the work.\u003c\/p\u003e\n\u003cp\u003eThe separate mapping helps the organization to analyze, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eif the workload fits within the available time,\u003c\/li\u003e\n\n\u003cli\u003eif staffing corresponds to the mission,\u003c\/li\u003e\n\n\u003cli\u003eif competence and induction are sufficient,\u003c\/li\u003e\n\n\u003cli\u003eif technology and work tools facilitate or create extra demands,\u003c\/li\u003e\n\n\u003cli\u003eif there is support from managers and colleagues,\u003c\/li\u003e\n\n\u003cli\u003eif the scope of action is reasonable,\u003c\/li\u003e\n\n\u003cli\u003eif recovery works in practice.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eClarity in tasks, results, priorities, and responsibilities\u003c\/h3\u003e\n\u003cp\u003eAccording to Section 7 of the OSA chapter, employees must know:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhat tasks they are to perform,\u003c\/li\u003e\n\n\u003cli\u003ewhat results are to be achieved,\u003c\/li\u003e\n\n\u003cli\u003ehow the work is to be carried out when specific work methods exist,\u003c\/li\u003e\n\n\u003cli\u003ewhat to prioritize when time is insufficient,\u003c\/li\u003e\n\n\u003cli\u003ewho they can turn to for help and support,\u003c\/li\u003e\n\n\u003cli\u003ewhat authority they have in their work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe mapping therefore contains its own control section for all these points.\u003c\/p\u003e\n\n\u003ch3\u003eHighly mentally demanding work\u003c\/h3\u003e\n\u003cp\u003eThe employer must take measures to prevent highly mentally demanding work tasks or work situations from leading to ill health. This may, for example, involve:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emeetings with people in difficult or traumatic situations,\u003c\/li\u003e\n\n\u003cli\u003econflict management,\u003c\/li\u003e\n\n\u003cli\u003edifficult decisions under pressure,\u003c\/li\u003e\n\n\u003cli\u003eethical dilemmas,\u003c\/li\u003e\n\n\u003cli\u003eother recurring mentally demanding situations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe package includes fields to document the need for supervision, training, support, changed staffing, or other preventive measures.\u003c\/p\u003e\n\n\u003ch3\u003eWorking hours are also a work environment issue\u003c\/h3\u003e\n\u003cp\u003eIt is not always sufficient for a schedule to comply with the formal time limits of the Working Hours Act. AFS 2023:2 requires that the employer also counteracts the risk that the \u003cstrong\u003escheduling of working hours\u003c\/strong\u003e leads to ill health.\u003c\/p\u003e\n\u003cp\u003eThe specific risk assessment for working hours and recovery captures, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eshift work,\u003c\/li\u003e\n\n\u003cli\u003enight work,\u003c\/li\u003e\n\n\u003cli\u003esplit shifts,\u003c\/li\u003e\n\n\u003cli\u003elong working shifts,\u003c\/li\u003e\n\n\u003cli\u003eextensive overtime or extra hours,\u003c\/li\u003e\n\n\u003cli\u003einsufficient recovery,\u003c\/li\u003e\n\n\u003cli\u003erapid transitions between working hours,\u003c\/li\u003e\n\n\u003cli\u003eexpectations of constant availability,\u003c\/li\u003e\n\n\u003cli\u003eworking hours that increase the risk of mistakes or accidents.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eOSA goals – written for at least ten employees\u003c\/h3\u003e\n\u003cp\u003eThe employer must have goals for the organizational and social work environment. The goals must promote health and increase the organization's ability to prevent ill health.\u003c\/p\u003e\n\u003cp\u003eEmployees must be given the opportunity to participate when the goals are developed and must be aware of them. If the organization has \u003cstrong\u003eten or more employees\u003c\/strong\u003e, the goals must be in writing.\u003c\/p\u003e\n\u003cp\u003eThe package's OSA goals and action plan include goal areas for, among other things, workload, clarity, recovery, leadership, cooperation, and victimization.\u003c\/p\u003e\n\n\u003ch3\u003eManagers and supervisors need the right knowledge and right conditions\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires that managers and supervisors have knowledge of how to prevent and manage unhealthy workloads and victimization. At the same time, training is not enough if the organization does not give them reasonable conditions to put that knowledge into practice.\u003c\/p\u003e\n\u003cp\u003eIt may therefore be necessary to assess whether managers have sufficient authority, support, time, and a reasonable workload of their own.\u003c\/p\u003e\n\n\u003ch3\u003eProcedure for victimization\u003c\/h3\u003e\n\u003cp\u003eThe employer must clarify that victimization is not accepted and prevent work environment conditions that may contribute to the problems.\u003c\/p\u003e\n\u003cp\u003eThere must also be procedures that clearly state:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewho receives information about victimization,\u003c\/li\u003e\n\n\u003cli\u003ewhat the recipient should do and how the information is handled,\u003c\/li\u003e\n\n\u003cli\u003ehow and where the victim can quickly get help.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003cp\u003eThe procedures must be known to all employees.\u003c\/p\u003e\n\n\u003ch3\u003eSeparate reporting and support channel\u003c\/h3\u003e\n\u003cp\u003eThe procedure template contains space for several contact paths, for example, the immediate manager, a higher manager, HR, or another designated function. It is important that there is an alternative when the immediate manager is personally involved in the situation.\u003c\/p\u003e\n\u003cp\u003eThere are also fields for occupational health services, quick help, temporary protective or work adjustment measures, and follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eFocus on the work environment – not just the individual\u003c\/h3\u003e\n\u003cp\u003eThe package is deliberately designed to guide the analysis toward \u003cstrong\u003eorganizational causes\u003c\/strong\u003e. In the case of a high workload, the question is, for example, not just whether a person is experiencing stress, but whether the workload, staffing, priorities, technology, responsibilities, support, and recovery are reasonable.\u003c\/p\u003e\n\u003cp\u003eSimilarly, conflicts and victimization should be analyzed together with factors such as work distribution, cooperation, changes, workload, and leadership.\u003c\/p\u003e\n\n\u003ch3\u003eAction plan and follow-up\u003c\/h3\u003e\n\u003cp\u003eMeasures that are not implemented immediately can be documented with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003erisk or development need,\u003c\/li\u003e\n\n\u003cli\u003edecided action,\u003c\/li\u003e\n\n\u003cli\u003epriority,\u003c\/li\u003e\n\n\u003cli\u003eperson responsible,\u003c\/li\u003e\n\n\u003cli\u003edeadline,\u003c\/li\u003e\n\n\u003cli\u003estatus.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eFollow-up also focuses on the \u003cstrong\u003eeffect\u003c\/strong\u003e of the measures – not just on an activity being marked as completed.\u003c\/p\u003e\n\n\u003ch3\u003eWhen should the OSA risk assessment be updated?\u003c\/h3\u003e\n\u003cp\u003eA new or updated assessment may be needed when, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe organization or staffing changes,\u003c\/li\u003e\n\n\u003cli\u003enew work tasks or systems are introduced,\u003c\/li\u003e\n\n\u003cli\u003eworking hours or schedules change,\u003c\/li\u003e\n\n\u003cli\u003ethe workload increases,\u003c\/li\u003e\n\n\u003cli\u003econflicts or signals of victimization arise,\u003c\/li\u003e\n\n\u003cli\u003esick leave, incidents, or other ill health provide new signals,\u003c\/li\u003e\n\n\u003cli\u003eprevious measures have not had the intended effect.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDetailed user guide included\u003c\/h3\u003e\n\u003cp\u003eThe guide takes you step-by-step through:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewhat OSA covers,\u003c\/li\u003e\n\n\u003cli\u003emanager knowledge and organizational conditions,\u003c\/li\u003e\n\n\u003cli\u003ehow OSA goals are developed,\u003c\/li\u003e\n\n\u003cli\u003ebalance between demands and resources,\u003c\/li\u003e\n\n\u003cli\u003eclarity according to Section 7,\u003c\/li\u003e\n\n\u003cli\u003ehighly mentally demanding work,\u003c\/li\u003e\n\n\u003cli\u003eworking hours and recovery,\u003c\/li\u003e\n\n\u003cli\u003eprocedures for victimization,\u003c\/li\u003e\n\n\u003cli\u003erecommended workflow,\u003c\/li\u003e\n\n\u003cli\u003ewhich document in the package is used when.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:2 Chapter 2 Sections 4–11\u003c\/strong\u003e – organizational and social work environment.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management and written risk assessment.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Discrimination Act (2008:567)\u003c\/strong\u003e where, for example, harassment or sexual harassment may be relevant.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical goods are sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eMust all employers work with OSA?\u003c\/strong\u003e\u003cbr\u003eThe provisions in AFS 2023:2 Chapter 2 apply to operations where employees perform work on behalf of the employer.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust OSA goals be in writing?\u003c\/strong\u003e\u003cbr\u003eYes, if the organization has ten or more employees. Smaller organizations can also benefit from documenting them.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs working time only an issue under the Working Hours Act?\u003c\/strong\u003e\u003cbr\u003eNo. AFS 2023:2 also requires the employer to counteract ill health caused by the scheduling of working hours.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust there be a procedure for victimization?\u003c\/strong\u003e\u003cbr\u003eYes. The procedure must, among other things, specify the recipient, how it is handled, and where the victim can quickly get help, and it must be known to all employees.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the package replace the company's SAM (Systematic Work Environment Management)?\u003c\/strong\u003e\u003cbr\u003eNo. OSA must be integrated into systematic work environment management. The package is specialized material for the organizational and social part.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment materials and need to be adapted to the organization's actual setup, work tasks, staffing, working hours, and risks. In the event of complicated conflicts, serious ill health, or situations where one's own expertise is insufficient, occupational health services or other expert help should be consulted.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598835695958,"sku":"OSA-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-osa-2026-2027-afs-2023-2.png?v=1791151627","url":"https:\/\/mallbutiken.se\/en\/products\/organisatorisk-social-arbetsmiljo-osa-riskbedomning-2026-2027","provider":"Mallbutiken","version":"1.0","type":"link"}