The Cyprus presidency of the Council of the European Union has reached a provisional agreement with the European Parliament on updated rules designed to strengthen protection for workers exposed to hazardous substances that may cause serious illnesses, including cancer and asthma

The agreement relates to the sixth revision of the Carcinogens, Mutagens and Reprotoxic Substances Directive (CMRD), which updates EU occupational health and safety legislation by introducing stricter measures against workplace exposure to dangerous substances.

“This agreement reflects our shared commitment to ensuring a high level of protection for workers against serious occupational health risks. By introducing new occupational exposure limit values, we are ensuring that the Union’s legislative framework keeps pace with the latest scientific evidence and technological developments. This outcome will help create safer working environments for millions of workers across Europe and further strengthen the prevention of work-related illnesses,” said Marinos Moushouttas, Minister for Labour and Social Insurance, Republic of Cyprus.

The revised rules are expected to prevent approximately 1,700 cases of lung cancer and 19,000 other work-related illnesses over the next 40 years.

Under the proposed revision, the directive will introduce new occupational exposure limit values (OELs) for cobalt and its inorganic compounds, polycyclic aromatic hydrocarbons (PAHs) and 1,4-dioxane. It will also add welding fumes to the list of substances, mixtures and processes covered under Annex I of the directive.

As part of the provisional agreement, the Council and Parliament agreed to expand the scope of the directive by introducing an OEL for isoprene. The agreement also extends the transitional period for applying the new OEL for PAHs to seven years and expands the sectors eligible for this transition period to include all carbon and graphite manufacturers.

The revised framework will also introduce requirements for regular breaks for workers using personal protective equipment (PPE) and clarify rules governing PPE use in relation to existing legislation.

In addition, the agreement updates the definitions of 'carcinogen', 'mutagen' and 'reprotoxic substance' to reflect the inclusion of welding fumes in Annex I, recognising their potential reprotoxic effects. It also highlights the need for further guidance on welding fumes and notes that establishing occupational exposure limits alone does not completely remove risks to workers’ health and safety.

The provisional agreement must now receive formal approval from both the Council and the European Parliament. Once adopted, the legislation will enter into force following legal and linguistic review.

The CMRD establishes measures to prevent and control risks arising from exposure to carcinogenic, mutagenic and reprotoxic substances in workplaces across the EU. The directive requires the introduction of occupational exposure limits wherever possible.

Following an evaluation of EU occupational safety and health legislation in 2017, the CMRD has undergone several updates, with five revisions already adopted addressing more than 40 hazardous substances. The European Commission presented its proposal for the sixth revision on 18 July 2025.

Energy-focused psychological consultancy IntrospeXion has announced a new contract with a major UAE-based operator to deliver a company-wide mental health and wellbeing programme that will support employees across onshore, remote, and offshore sites

Increased focus on psychological wellbeing

Psychosocial risk factors have been strongly associated with cardiovascular diseases and mental health conditions. The ILO noted that these risks impose substantial economic and social costs, affecting productivity, increasing healthcare burdens and undermining organisational resilience. As such, creating safe and healthy working environments is not only a moral imperative but also a key driver of sustainable economic performance, it says. Oil and gas and energy workers are particularly at risk of psychological stress given factors such as loneliness and isolation due to remote and offshore environments, stress due to working in hazardous conditions and fatigue due to shift patterns, with one in five oilfield employees reporting struggles with depression, anxiety or other issues according to a recent study. This has an impact not only on productivity, but also on safety.

Occupational health and safety is evolving in the region to put a stronger focus on psychological factors and mental wellbeing, as companies prioritise the wellbeing of their employees to bolster resilience, support teams, and embed psychologically safe practices within safety cultures. The UAE’s National Strategy for Wellbeing 2031 includes provisions for worker and workplace wellbeing, mandating specific workplace mental health pillars.

Comprehensive workplace psychological wellbeing programme

Against this background, the operator has appointed IntrospeXion to deliver a comprehensive workplace psychological wellbeing programme for its local workforce. Working closely with senior leaders, IntrospeXion's team of psychologists will design and implement a bespoke strategy that reflects the unique operational demands of the energy sector while strengthening psychological health, leadership capability and workforce resilience across the client's UAE operations.

The programme will include psychological profiling, executive coaching, workplace mental health strategy, psychological risk assessment, wellbeing workshops, confidential employee support, critical incident response, and specialist consultancy support. Support will be tailored to the operational realities of both office-based and field personnel across the UAE, helping to aid performance, reduce psychological risk, prevent burnout, and build a resilient workforce.

This collaboration builds on IntrospeXion’s growth in the UAE and wider Middle East, reflecting the increasing demand for its services. Earlier this year, the company announced the launch of a new regional operation, signifying the organisation's ability to deliver specialist workplace psychological services in-country, since when it has established a base in Masdar City, Abu Dhabi.

Shabnum Hanif, CEO and founder of IntrospeXion commented, “The energy sector has long recognised the importance of protecting physical safety, and we're now seeing forward-thinking organisations place the same strategic focus on psychological safety & wellbeing. Supporting people's mental health isn't simply about preventing ill health; it's about enabling individuals, leaders and organisations to perform at their very best. We're proud to deliver an evidence-based programme that will develop leadership, build resilience, and create lasting value for workforces across the UAE."

Creating a blame-free  environment where employees can report any safety concerns or unsafe practices without fear of reprisal is critical for a good safety culture and strong safety performance. However, all too often employees are effectively punished for doing so

US employees who believe they are retaliated against for exercising their legal rights can file a whistleblower complaint with OSHA. OSHA's Whistleblower Protection Program enforces protections for employees who suffer retaliation for engaging in protected activities under more than 20 federal laws.

OSHA highlights a case where a public transit employee noticed some damage on the tracks that could cause railcars to derail if left unrepaired. After reporting the hazard, the employee's manager said there wasn't time to make repairs because service would be disrupted. The manager then reassigned the employee to the night shift and removed them from rail repair work.

The employee filed a whistleblower complaint with OSHA. An investigation found that the site manager's actions violated the National Transit Systems Security Act, which protects public transportation workers from retaliation for reporting potential safety or security violations. As a result, the employee's original work schedule was restored, and the track damage was reported to the Federal Transit Administration.

“This case is a reminder that workplace safety is a shared responsibility,” says OSHA. “Workers have the right to report safety concerns without fear of retaliation, and speaking up can help prevent serious incidents before they happen.”

OSHA has published guidance to help employers create workplaces that are free from retaliation, highlighting five key elements:

1.Management commitment

Managers need to lead by example and ensure that systems for reporting concerns, anti-retaliation policies and practices, and training for managers are implemented, enforced and evaluated. Make use of strong codes of conduct and ethics programmes to identify retaliatory behaviour as a form of misconduct.

2. Compliance concern response system

Create an environment where raising concerns about workplace conditions and activities is comfortable for all employees. Have at least one to allow anonymous or confidential reporting, respond in a timely manner, and provide fair and transparent resolution to concerns.

3. Anti-retaliation response system

Take all concerns seriously. Make the process to report concerns known and clear, investigate claims objectively and listen to all sides before making a judgement, ensuring that employees are not discouraged from reporting concerns.

4. Anti-retaliation training

Effective anti-retaliation training should give employees the knowledge, skills, and tools they need, as well as explain the employer’s commitment to complying with the law, employee rights, an overview of the employer’s anti-retaliation programme, and what constitutes retaliation.

5. Programme oversight

Rigorous oversight is needed to ensure an anti-retaliation programme is effective. Develop a plan for oversight, review findings and modify and improve the programme as needed.