{"id":32,"date":"2026-07-08T23:15:25","date_gmt":"2026-07-08T23:15:25","guid":{"rendered":"https:\/\/denuncieaquioficial.com.br\/blog\/nr-01-psychosocial-risks-what-to-do\/"},"modified":"2026-07-08T23:15:25","modified_gmt":"2026-07-08T23:15:25","slug":"nr-01-psychosocial-risks-what-to-do","status":"publish","type":"post","link":"https:\/\/denuncieaquioficial.com.br\/blog\/en\/nr-01-psychosocial-risks-what-to-do\/","title":{"rendered":"NR-01 and psychosocial risks: what your company needs to do now that the rule is in force"},"content":{"rendered":"<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1672\" height=\"941\" src=\"https:\/\/denuncieaquioficial.com.br\/blog\/wp-content\/uploads\/2026\/07\/Imagem-art-2.png\" alt=\"NR-01 and psychosocial risks at work supported by a whistleblowing channel for companies\" class=\"wp-image-30\" style=\"border-radius:14px;width:100%;height:auto\" srcset=\"https:\/\/denuncieaquioficial.com.br\/blog\/wp-content\/uploads\/2026\/07\/Imagem-art-2.png 1672w, https:\/\/denuncieaquioficial.com.br\/blog\/wp-content\/uploads\/2026\/07\/Imagem-art-2-300x169.png 300w, https:\/\/denuncieaquioficial.com.br\/blog\/wp-content\/uploads\/2026\/07\/Imagem-art-2-1024x576.png 1024w, https:\/\/denuncieaquioficial.com.br\/blog\/wp-content\/uploads\/2026\/07\/Imagem-art-2-768x432.png 768w, https:\/\/denuncieaquioficial.com.br\/blog\/wp-content\/uploads\/2026\/07\/Imagem-art-2-1536x864.png 1536w\" sizes=\"auto, (max-width: 1672px) 100vw, 1672px\" \/><\/figure>\n<p><em>Updated on July 8, 2026<\/em><\/p>\n<div style=\"background:#F4F8FD;border-left:4px solid #003376;border-radius:0 10px 10px 0;padding:16px 20px;margin:0 0 24px\">\n<p style=\"margin:0\"><strong>Quick answer:<\/strong> Since May 26, 2026, NR-01 requires work-related psychosocial risk factors to be considered in the GRO and the PGR. This includes situations such as harassment, overload, abusive targets, internal conflicts and excessive pressure. Although the STF temporarily suspended specific fines and administrative sanctions on the topic, the rule remains in force and companies must adapt.<\/p>\n<\/div>\n<p>Since May 26, 2026, the new wording of <strong>NR-01<\/strong> (Regulatory Standard No. 01) has expressly included work-related <strong>psychosocial risk<\/strong> factors within GRO (Occupational Risk Management) and PGR (Risk Management Program).<\/p>\n<p>In practice, this means that mental health is no longer a topic handled only by HR and has become part of the formal management of occupational health and safety.<\/p>\n<p>Companies with employees must pay attention to factors such as harassment, work overload, excessive pressure to meet targets, internal conflicts, lack of leadership support and other elements that may affect workers&#8217; mental health.<\/p>\n<p>However, there is an important point: on June 25, 2026, the STF (Brazilian Supreme Federal Court) suspended, for 90 days, the application of fines and other administrative sanctions specifically related to the NR-01 provisions on psychosocial risks.<\/p>\n<p>This does not mean that the rule was revoked. NR-01 remains in force, and companies should use this period to adapt safely, review their internal documents and demonstrate that they are treating the issue seriously.<\/p>\n<p>In this article, we explain in clear language what changed in NR-01, what psychosocial risks are, who needs to adapt, what must be included in the PGR and the role of the whistleblowing channel in this new scenario.<\/p>\n<h2>What is NR-01?<\/h2>\n<p>NR-01 is Regulatory Standard No. 01 issued by Brazil&#8217;s Ministry of Labor and Employment. It works as the base standard for the occupational health and safety system in Brazil.<\/p>\n<p>NR-01 establishes the general guidelines for GRO (Occupational Risk Management).<\/p>\n<p>Put simply, GRO is the process a company must adopt to identify hazards, assess risks, define preventive measures, monitor results and continuously improve workers&#8217; health and safety.<\/p>\n<p>Within this process is the PGR (Risk Management Program), which is the document where the company records the risks present in the work environment and the measures adopted to control them.<\/p>\n<p>In other words:<\/p>\n<ul>\n<li>NR-01 is the general standard;<\/li>\n<li>GRO is the occupational risk management system;<\/li>\n<li>PGR is the document that records those risks and the company&#8217;s action plan.<\/li>\n<\/ul>\n<h2>What changed in NR-01?<\/h2>\n<p>Ordinance MTE No. 1,419\/2024 amended chapter 1.5 of NR-01, which deals with Occupational Risk Management.<\/p>\n<p>The main change was the express inclusion of work-related psychosocial risk factors among the risks that the company must identify, assess and control.<\/p>\n<p>Before this update, many companies focused the PGR only on more traditional risks, such as:<\/p>\n<ul>\n<li>physical risks, such as noise, heat, cold and vibration;<\/li>\n<li>chemical risks, such as dust, vapors and chemical products;<\/li>\n<li>biological risks, such as viruses, bacteria and fungi;<\/li>\n<li>accident risks, such as machinery, falls and electric shocks;<\/li>\n<li>ergonomic factors, such as poor posture, repetitive strain and inadequate furniture.<\/li>\n<\/ul>\n<p>With the update to NR-01, psychosocial risks now appear expressly within this management logic.<\/p>\n<p>In practice, this means that the company must also look at factors related to work organization, internal relationships, leadership, goals, workload and the psychological environment.<\/p>\n<h2>What are psychosocial risk factors?<\/h2>\n<p>Psychosocial risk factors are work-related situations that may harm workers&#8217; mental, emotional or social health.<\/p>\n<p>They are not connected only to the individual behavior of one person. In many cases, they are related to the way work is organized, demanded and conducted within the company.<\/p>\n<p>Common examples include:<\/p>\n<ul>\n<li>work overload;<\/li>\n<li>habitual overtime;<\/li>\n<li>excessive or unattainable goals;<\/li>\n<li>moral harassment;<\/li>\n<li>sexual harassment;<\/li>\n<li>abuse of power;<\/li>\n<li>lack of clarity about roles and responsibilities;<\/li>\n<li>lack of leadership support;<\/li>\n<li>recurring conflicts between coworkers or teams;<\/li>\n<li>aggressive or disorganized internal communication;<\/li>\n<li>constant insecurity about job maintenance;<\/li>\n<li>low autonomy to perform tasks;<\/li>\n<li>excessive pressure for productivity;<\/li>\n<li>frequent exposure to humiliation, embarrassment or isolation.<\/li>\n<\/ul>\n<p>When these factors are not identified and managed, they may contribute to chronic stress, anxiety, depression, burnout, leaves of absence, reduced productivity and increased turnover.<\/p>\n<p>For this reason, NR-01 requires a preventive approach. The company should not wait for illness to occur before acting. It must map risks, create control measures and monitor whether those measures are working.<\/p>\n<h2>Which companies need to pay attention to NR-01?<\/h2>\n<p>NR-01 has a broad scope and applies to organizations that have employees governed by the CLT (Brazilian Consolidation of Labor Laws).<\/p>\n<p>This means the rule is not relevant only to large companies. Small and medium-sized employers also need to understand the issue, especially when they have employees hired under the Brazilian labor regime.<\/p>\n<p>There are differentiated rules for MEI (Individual Microentrepreneur), ME (Microenterprise) and EPP (Small Business) in certain situations, especially regarding how the PGR is prepared.<\/p>\n<p>However, it is important not to confuse differentiated treatment with a complete absence of responsibility. Even when a company has some documentary waiver or simplification, it still has the duty to care for the work environment, prevent illness, avoid harassment, act upon reports and comply with the applicable health and safety rules.<\/p>\n<h2>When did NR-01 on psychosocial risks start to apply?<\/h2>\n<p>The new wording of chapter 1.5 of NR-01, approved by Ordinance MTE No. 1,419\/2024, began producing effects on May 26, 2026, according to Ordinance MTE No. 765\/2025.<\/p>\n<p>From that date, work-related psychosocial risk factors became expressly integrated into GRO and must be considered in the PGR.<\/p>\n<p>In practice, this means that the company must:<\/p>\n<ul>\n<li>identify existing psychosocial risk factors;<\/li>\n<li>assess the severity and likelihood of those risks;<\/li>\n<li>record the risks in the PGR;<\/li>\n<li>create an action plan;<\/li>\n<li>define responsible parties and deadlines;<\/li>\n<li>monitor whether the adopted measures are working.<\/li>\n<\/ul>\n<p>However, on June 25, 2026, the STF suspended, for 90 days, the application of fines and other administrative sanctions specifically related to the NR-01 provisions on psychosocial risks. This decision did not revoke NR-01 and did not eliminate companies&#8217; responsibilities.<\/p>\n<p>Therefore, the practical recommendation is simple: the company should not wait. The rule is in force, the topic remains on the radar of inspection authorities, the MPT (Labor Prosecutor&#8217;s Office) may act based on other legal grounds, and labor courts may continue to analyze cases involving harassment, mental illness, company omission and failures in the duty of prevention.<\/p>\n<h2>What does the company need to do in practice?<\/h2>\n<p>Adapting to NR-01 is not solved with a generic document, a single lecture or a policy copied from the internet. The rule requires a real management cycle. In summary, the company needs to follow five steps.<\/p>\n<h3>1. Identify psychosocial risk factors<\/h3>\n<p>The first step is to understand which situations within the company&#8217;s reality may affect workers&#8217; mental health. This may involve analyzing working hours, workload, goals, internal communication, leadership, conflicts, reports received, leaves of absence, turnover and organizational climate.<\/p>\n<h3>2. Assess the risks found<\/h3>\n<p>After identifying risk factors, the company must assess their severity and likelihood of harm. Not every risk will have the same level of urgency: a one-off situation may require one response, while a recurring pattern involving several employees or an entire department may require deeper measures.<\/p>\n<h3>3. Record the risks in the PGR<\/h3>\n<p>The PGR must reflect the company&#8217;s actual reality. It must indicate which risks were identified, how they were assessed and what measures will be adopted. A generic document disconnected from the real work environment tends to have little value in an inspection or lawsuit.<\/p>\n<h3>4. Create and execute an action plan<\/h3>\n<p>After identifying and assessing the risks, the company must define what will be done. The action plan may include measures such as:<\/p>\n<ul>\n<li>reviewing targets;<\/li>\n<li>training leaders;<\/li>\n<li>improving internal communication channels;<\/li>\n<li>actions to prevent harassment;<\/li>\n<li>reorganizing work schedules;<\/li>\n<li>creating or improving the whistleblowing channel;<\/li>\n<li>awareness campaigns;<\/li>\n<li>monitoring higher-risk departments;<\/li>\n<li>clear procedures for investigating reports.<\/li>\n<\/ul>\n<p>The important point is that the plan must have responsible parties, deadlines and evidence of execution.<\/p>\n<h3>5. Monitor continuously<\/h3>\n<p>Psychosocial risk management is not a one-time activity. The company must monitor whether the adopted measures are working, review the PGR when necessary and update the action plan whenever new risks or relevant changes arise in the work environment.<\/p>\n<h2>What can labor inspection authorities verify?<\/h2>\n<p>Inspection by the MTE may occur on a planned basis or based on complaints. It is worth remembering that the STF temporarily suspended the application of fines and administrative sanctions specifically related to the NR-01 provisions on psychosocial risks. Even so, this does not prevent the topic from being monitored, guided, documented and analyzed by the competent authorities.<\/p>\n<p>During an inspection, Labor Inspectors may verify, among other points:<\/p>\n<ul>\n<li>whether the PGR covers psychosocial risk factors;<\/li>\n<li>whether the company used any method to identify and assess these risks;<\/li>\n<li>whether there is an action plan being executed;<\/li>\n<li>whether there is evidence of preventive measures;<\/li>\n<li>whether the company monitors results;<\/li>\n<li>whether employees were instructed;<\/li>\n<li>whether there are records of training, campaigns or internal actions;<\/li>\n<li>whether the company has listening and response mechanisms, such as a whistleblowing channel.<\/li>\n<\/ul>\n<p>Inspection authorities tend to look for evidence. It is not enough to say the company cares about mental health: it is necessary to show what was done, when, who was responsible and which measures were adopted.<\/p>\n<h2>Why does this go beyond fines?<\/h2>\n<p>The risk of a fine is only part of the problem. When a company does not properly manage psychosocial risks, it may face other impacts, such as:<\/p>\n<ul>\n<li>labor lawsuits for moral or sexual harassment;<\/li>\n<li>claims for moral damages;<\/li>\n<li>leaves of absence due to mental illness;<\/li>\n<li>recognition of work-related illness;<\/li>\n<li>job stability in certain accident-related cases;<\/li>\n<li>increase in labor liabilities;<\/li>\n<li>loss of productivity;<\/li>\n<li>increased turnover;<\/li>\n<li>reputational damage.<\/li>\n<\/ul>\n<p>There may also be social security impacts. When an illness is recognized as work-related, it may generate consequences such as provisional job stability and an impact on FAP (Accident Prevention Factor).<\/p>\n<p>In 2025, Brazil&#8217;s Social Security granted 546,254 temporary incapacity benefits for mental and behavioral disorders, a 15.66% increase compared to 2024, when 472,328 benefits of this nature were granted. For this reason, adaptation should be seen not only as legal compliance, but also as business protection.<\/p>\n<h2>What is the role of the whistleblowing channel in psychosocial risk management?<\/h2>\n<p>NR-01 does not, by itself, require the company to hire a whistleblowing channel platform. However, in practice, the <a href=\"https:\/\/denuncieaquioficial.com.br\">whistleblowing channel<\/a> has become one of the most useful tools to support the management required by the standard. This happens for three main reasons.<\/p>\n<h3>1. The channel helps see problems that do not appear in documents<\/h3>\n<p>Harassment, abuse of power, humiliation, abusive targets and internal conflicts often do not appear in formal reports. They appear in reports from people. With a secure channel that allows anonymity, the company increases the chance of receiving important information before the problem becomes a leave of absence, resignation, lawsuit or external complaint.<\/p>\n<h3>2. Reports help feed the PGR with real data<\/h3>\n<p>The channel can reveal patterns, such as several reports against the same leader, recurring complaints about excessive working hours, reports of harassment in a specific department or failures in internal communication. This helps the company understand where the risks are and what to prioritize.<\/p>\n<h3>3. The channel demonstrates company diligence<\/h3>\n<p>In an inspection or lawsuit, a company that demonstrates it has a structured mechanism for listening, investigating and responding is in a safer position than one that simply claims it did not know about the problem.<\/p>\n<p>The channel does not replace the PGR or technical analysis, but it is an important piece within a broader prevention strategy. For companies required to establish a CIPA, the channel is already a practical requirement under Law No. 14,457\/2022 \u2014 as we explain in detail in the article <a href=\"https:\/\/denuncieaquioficial.com.br\/blog\/en\/mandatory-whistleblowing-channel-brazil\/\">Mandatory whistleblowing channel in Brazil: 10 questions every business owner should know<\/a>.<\/p>\n<h2>Conclusion: the deadline has arrived, and the company must act with method<\/h2>\n<p>The inclusion of psychosocial risks in NR-01 represents an important change in occupational health and safety in Brazil. Although the STF temporarily suspended fines and administrative sanctions related to these provisions, the rule remains in force and the topic remains on the radar of labor inspection authorities, the Labor Prosecutor&#8217;s Office and labor courts.<\/p>\n<p>For companies that have not yet adapted, inertia is the worst strategy. The path involves an honest diagnosis, an updated PGR, an action plan under execution and real listening mechanisms, such as the whistleblowing channel. Companies that act early not only reduce legal risks: they build a healthier work environment, improve internal trust and turn a legal obligation into a competitive advantage.<\/p>\n<div style=\"background:#003376;border-radius:14px;padding:24px 26px;margin:28px 0\">\n<p style=\"color:#fff;font-size:18px;font-weight:800;margin:0 0 6px\">Want to structure a secure whistleblowing channel aligned with Law 14,457\/2022 and NR-01?<\/p>\n<p style=\"color:#C3D6F0;margin:0 0 14px\">Get to know the Denuncie Aqui platform and strengthen prevention within your company.<\/p>\n<p style=\"margin:0\"><a href=\"https:\/\/denuncieaquioficial.com.br\" style=\"display:inline-block;background:#fff;color:#003376;font-weight:800;text-decoration:none;padding:12px 22px;border-radius:99px\">Discover Denuncie Aqui<\/a><\/p>\n<\/div>\n<h2>Important note<\/h2>\n<p>This article is for informational purposes only and does not replace legal analysis of a specific case. The way to adapt to NR-01 varies according to the company&#8217;s size, sector, risk level, internal structure and actual reality.<\/p>\n<p>To learn how to structure psychosocial risk management and implement a whistleblowing channel aligned with Law No. 14,457\/2022 and NR-01, get to know the Denuncie Aqui platform.<\/p>\n<h2>Legal references and official sources<\/h2>\n<ul>\n<li><a href=\"https:\/\/www.planalto.gov.br\/ccivil_03\/_ato2019-2022\/2022\/lei\/l14457.htm\" target=\"_blank\" rel=\"noopener nofollow\">Law No. 14,457\/2022 \u2014 Emprega + Mulheres Program<\/a><\/li>\n<li><a href=\"https:\/\/www.gov.br\/trabalho-e-emprego\/pt-br\/assuntos\/inspecao-do-trabalho\/seguranca-e-saude-no-trabalho\/sst-portarias\/2024\/portaria-mte-no-1-419-nr-01-gro-nova-redacao.pdf\/view\" target=\"_blank\" rel=\"noopener nofollow\">Ordinance MTE No. 1,419\/2024 \u2014 new wording of chapter 1.5 of NR-01<\/a><\/li>\n<li><a href=\"https:\/\/www.gov.br\/trabalho-e-emprego\/pt-br\/assuntos\/inspecao-do-trabalho\/seguranca-e-saude-no-trabalho\/sst-portarias\/2025\/portaria-mte-no-765-prorroga-inicio-de-vigencia-cap-1-5-da-nr-01.pdf\" target=\"_blank\" rel=\"noopener nofollow\">Ordinance MTE No. 765\/2025 \u2014 entry into force on May 26, 2026<\/a><\/li>\n<li>NR-01 \u2014 General Provisions and Occupational Risk Management (Ministry of Labor and Employment).<\/li>\n<li>STF decision in ADPF 1316 \u2014 temporary suspension of administrative sanctions on psychosocial risks.<\/li>\n<li>Guide on Work-Related Psychosocial Risk Factors \u2014 Ministry of Labor and Employment.<\/li>\n<li>Brazilian Social Security \u2014 data on benefits for mental and behavioral disorders (2024\u20132025).<\/li>\n<\/ul>\n<p><script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"BlogPosting\",\"headline\":\"NR-01 and psychosocial risks: what your company needs to do now that the rule is in force\",\"datePublished\":\"2026-07-08\",\"dateModified\":\"2026-07-08\",\"author\":{\"@type\":\"Person\",\"name\":\"Pedro Castro\"},\"publisher\":{\"@type\":\"Organization\",\"name\":\"Denuncie Aqui\"},\"inLanguage\":\"en\",\"image\":\"https:\/\/denuncieaquioficial.com.br\/blog\/wp-content\/uploads\/2026\/07\/Imagem-art-2.png\"}<\/script><br \/>\n<script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What are psychosocial risks under NR-01?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Psychosocial risks are factors related to work organization, internal relationships, leadership, workload and the psychological environment that may affect workers' mental health, such as harassment, overload, abusive targets, conflicts and excessive pressure.\"}},{\"@type\":\"Question\",\"name\":\"Is NR-01 on psychosocial risks already in force?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Yes. 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Although there are differentiated rules for MEI, ME and EPP in certain situations, this does not eliminate the duty of prevention, care for the work environment and adequate response to reports and occupational risks.\"}}]}<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Understand NR-01 on psychosocial risks, what changed in the PGR, how inspection works in 2026 and the role of the whistleblowing channel.<\/p>\n","protected":false},"author":1,"featured_media":30,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[18],"tags":[],"class_list":["post-32","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sem-categoria-en"],"_links":{"self":[{"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/posts\/32","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/comments?post=32"}],"version-history":[{"count":0,"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/posts\/32\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/media\/30"}],"wp:attachment":[{"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/media?parent=32"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/categories?post=32"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/denuncieaquioficial.com.br\/blog\/wp-json\/wp\/v2\/tags?post=32"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}