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EAP Implementation & Operations

Psychosocial Risk Checklist | Determining Departmental Risks and Improvement Orders Based on ISO 45003

2026.10.26 16:42

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EAP · Psychological Counseling

It is common to conduct a job stress survey but feel at a loss as to where and how to use the results. This Excel spreadsheet is based on the three domains and 21 factors of ISO 45003. Risk levels by department Mark it, starting with high-risk items Improvement measures This is a checklist designed to organize.

What you can do with this material
The Excel file contains the 21 factors of the three ISO 45003 domains, departmental checklists, departmental evaluation checklists (up to 8 departments), risk maps, results summaries, improvement plans, and EAP-linked questionnaires. If you simply select the likelihood of exposure and severity Risk and rating This comes out automatically, Top 5 Company-wide Improvement Priorities The progress status of the countermeasures (improved, no change, worsened) is displayed.

📥 Download Psychosocial Risk Factor Checklist Excel

What ISO 45003 is and how it connects to EAP operations EAP Revisited Through ISO 45003 You can see it first at.

📌 Why is a checklist needed when there are survey results?

Job stress surveys like KOSS collect responses from individual employees to calculate scores for each area. While the scores indicate which areas are high, they do not tell you why they are high or what needs to be changed first. This checklist is a tool used by HR, health managers, and department representatives to make departmental assessments by comparing survey results with company data, such as attendance records. It does not include individual responses or personal counseling information.

division	Job stress questionnaire (KOSS, etc.)	This checklist
Who answers?	individual employees	HR, Health Manager, Department Representative
What do you see?	Scores by area	Exposure potential and severity by factor
result	Department/Company Aggregated Scores	Department x Factor Risk Mapping, Improvement Sequence, Countermeasure Plan
Usage	Assessment of Job Stress Factors in Subject Work under Article 669	An auxiliary tool for organizing evaluation results and company data to determine countermeasures

🧮 Risk Calculation Method | Likelihood of Exposure × Severity

ISO 45003 views psychosocial risk as a combination of exposure probability and severity. The checklist also uses the same method, marking the two factors on a scale of 1 to 3 and writing the product of these values as the risk level (1 to 9).

score	Possibility of exposure	Severity
1	Rare or occurs occasionally in some employees	Temporary inconvenience, no significant impact on work
2	Occurs regularly or is experienced by a significant number of employees	Filing a grievance affects health and work, just like intentions to take time off or change jobs
3	Always present or experienced by most employees	It can lead to serious health impairment or crisis situations

Risk levels of 6 or higher are indicated as High, 3–4 as Medium, and 1–2 as Low; the criteria can be changed in the writing guide. When assigning a score, please note what data you consulted in the basis column. Even if the scores are the same 3 points, a score based on overtime records cannot be compared with a score based on a raise during the next inspection.

🔢 Summary of Grading and Countermeasures Based on a Hypothetical Example

Let's assume, as a hypothetical example, that we are inspecting a logistics company's outbound team. Even within the same team, the supporting data and scores vary depending on the factor.

primary factor	This material	possibility	Severity	Risk level
Working hours and schedule	Increase in complaints regarding fatigue and night overtime work three or more times a week (attendance records) during the three-month peak season	3	2	6 (High)
Leadership and supervision	Directive channels split into two (department meetings) after team leader replacement, KOSS organizational structure area higher than company median	2	2	4 (usually)
Verbal abuse and violence (including third parties such as customers)	The shipping team rarely interacts directly with external customers.	1	2	2 (low)

If working hours and schedules are rated as high, write three lines in the improvement plan. For the work itself, this includes short-term staffing reinforcement during peak seasons and shift reorganization; for management methods, it involves establishing a procedure to listen to team members' opinions when creating work plans; and for individual support, it involves guiding employees complaining of fatigue to counseling. If the number of overtime shifts and grievances decreases after three months, lower the risk level for re-evaluation; if they remain the same, review the countermeasures first.

🗂️ Sheet composition

sheet	detail
Writing Guide	Usage order, scoring criteria, grading criteria, evaluation unit (maximum 8 department names)
Factor 21	ISO 45003 21 Factors in Three Domains, Departmental Checklist Questions, KOSS Response Areas, Relevant Domestic Standards, Examples of Three-Step Improvement Measures
Departmental evaluation	Input exposure probability and severity for each department, automatic risk calculation, and supporting memos
Risk Map	Color-coded Department × Factor Risk Levels, Number of High-Risk Departments by Factor, and Priority
Results Summary	Number of 'high' scores by department and average by area, top 5 company-wide improvement priorities, and progress status of improvement plans
Improvement plan	Level of countermeasures (work itself, management method, individual support), person in charge, deadline, risk of re-examination, progress status
EAP linkage	Activities EAP can support at each stage and questions to check with the provider
reason	Summary and original link to ISO 45003, relevant laws and regulations, and KOSHA technical support regulations

Among the factors of the standard, 'supervision' and 'courtesy and respect' were grouped under the Leadership and Organizational Culture category to suit the domestic environment. Verbal abuse by customers and workplace harassment were separated to be directly linked to domestic legal measures.

The EAP Integration Sheet is a table designed for companies currently using an external EAP or planning to switch. It organizes the support you can request from the vendor and the deliverables you need for each stage—identification, countermeasures, support, inspection, and confidentiality—allowing it to be used as a list of questions during vendor meetings prior to contract renewal.

✍️ Order of Use

Write the evaluation unit in the writing guide. For teams with fewer members, combine them into a single unit.
Gather the necessary data by reviewing the Factor 21 checklist. The basics include departmental aggregates of job stress surveys, overtime and shift records, the number of grievances and reports (anonymized), and trends in resignations and absenteeism.
Enter the potential exposure and severity in the departmental evaluation. If there are multiple evaluators, each assigns a rating, and then only the items with significant differences are discussed again.
First, identify the improvement factors in the results summary, and in the improvement plan, write three-step countermeasures for each factor on a single line.
If you re-inspect using the same criteria after 3 to 6 months and enter the re-inspection risk level, the status changes to 'Improved', 'No Change', or 'Deteriorated'.

🔐 Points to note when sharing results

Departmental risk levels are not scores for evaluating department heads, but data intended to change working conditions. If the scope and method of sharing are not determined first, honest responses will decrease in subsequent surveys.

Please combine small departments with other departments. There is no legally defined limit for how many people can be combined, so the company decides.
Individual counseling content cannot be included in this checklist. Ensuring worker anonymity during EAP operations is a statutory obligation. Article 83, Paragraph 2 of the Framework Act on Labor Welfare ).
Health status or diagnosis is sensitive information. Article 23 of the Personal Information Protection Act Write down working conditions, not diseases, on the checklist.
Since the confidentiality of the investigation process must be maintained in harassment cases, ( Article 76-3, Paragraph 7 of the Labor Standards Act ), reflects only the trend in the number of cases, not the details of the cases.
If the workplace involves work subject to Article 669, a separate assessment of job stress factors must be conducted. This checklist is an auxiliary tool for organizing the results.

To what extent the investigation results will be disclosed to the department head Criteria for Sharing Job Stress Survey Results , how to check the effect after improvement How to verify the effectiveness of job stress improvement It was covered in more detail in [link].

❓ FAQ

Q1. Can I use this even if I have never taken a job stress survey?

You can use this. The likelihood and severity of exposure can be assessed based solely on overtime and shift records, the number of grievances and reports, and trends in resignations and absenteeism. However, if there is work subject to Article 669 of the Occupational Safety and Health Regulations, such as long working hours or shift work, a separate assessment of job stress factors must be conducted.

Q2. What if there are more than 8 departments?

Divide files by workplace or headquarters, or group teams with similar work characteristics into a single evaluation unit. Grouping small teams also helps prevent individual performance from being exposed.

Q3. How do you convey this to a department head who has been assessed as having a high risk level?

Please clarify first that this is data intended to change working conditions, not an evaluation of the department head, and present the supporting data and draft countermeasures along with the score. It is easier to proceed with implementation if you designate a person in charge of the countermeasures together with the department head.

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