Emotional labor; Labor psychology; Organizational psychology; Brasilian justiciary; Federal Law Court.

Emotional labor is the effort of workers to express appropriate emotions in the work environment, to comply with the rules of conduct and behavior on organization or professional activity. Understanding how workers express and regulate emotions in the organizational environment hasbecome a relevant topic in scientific discussions. Through the diagnosis of emotional labor among government employees in a Brazilian federal court, this study identified emotional labor, in its dimensions - emotional work de/mands and emotional regulation strategies, in surface action and deep action, and its relation with the mental and emotional health of judicial government employees. Comparing general data with the personal and organizational variables that most impact the well-being of government employees demonstrated that work in the judicial area, in customer service to external customers and in direct contact with magistrates are most affected by emotional work, because of the intensity and variety of social interactions. This result confirms CNJ research that points to a marked worsening in the physical, mental and emotional health of judiciary employees and magistrates due to the return to face-to-face activities after the COVID-19 pandemic, when social interactions at work were intensified by the resumption of in-person work. As possibilities for organizational intervention, reviewing training programs for judges, employees and managers was listed, with the incorporation of people's socio-emotional development; the promotion of greater integration public servers and magistrates; the role of the health division in welcoming, screening and forwarding cases of mental and behavioral disorders; and the need for better action by the people management sector on several fronts, such as inadequate capacity and imbalance in the qualitative and quantitative distribution of the workforce. However, the proposed interventions meet the objective of minimizing the context of uneasiness among court employees, but are not effective in definitively solving the problems identified without a change in the organizational culture.