{"id":707,"date":"2015-01-13T17:10:43","date_gmt":"2015-01-13T17:10:43","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=707"},"modified":"2015-01-13T17:10:43","modified_gmt":"2015-01-13T17:10:43","slug":"stress-at-work-why-worry","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/stress-at-work-why-worry\/","title":{"rendered":"Stress at work: Why worry?"},"content":{"rendered":"<p><a href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft size-medium wp-image-1295\" src=\"https:\/\/www.tayloremmet.co.uk\/blogsite\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg 300w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-150x150.jpg 150w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg 400w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a>Most employers know that if they breach the laws which govern workplace relations then they can expect to receive claims for unfair dismissal, discrimination or breach of contract (even if there is no written contract).<\/p>\n<p>Many employers will also have experienced personal injury claims brought by employees who have suffered industrial injuries at work.<\/p>\n<p>What is much less common is a claim for stress at work which is brought as a claim for negligence just like a personal injury claim. Stress at work is on the increase and therefore most HR managers have had to grapple with the issues caused by employees who have been signed off with work related stress or been involved in situations where employees have raised grievances or complaints that they are suffering from stress at work.<\/p>\n<p>But what are the legal issues involved in a stress at work case and how likely are such claims to succeed?<\/p>\n<p>The Court of Appeal usefully recapped the case law on stress at work claims in the recent case of <span style=\"text-decoration: underline;\"><em>Yapp v Foreign and Commonwealth Office<\/em><\/span>. In order to succeed employees have to show the following:<\/p>\n<ul>\n<li>A breach of\u00a0the duty of care by the employer.<\/li>\n<li>This has caused the employee injury.<\/li>\n<li>An injury of that type was reasonably foreseeable.<\/li>\n<\/ul>\n<p>In order to claim personal injury the employee must be suffering from a psychiatric injury such as depression and this illness must have been caused by the employee\u2019s employment. It can be difficult for the employee to link the\u00a0 psychiatric injury to their employment if there are other potential causes but often the main difficulty for employees is showing that their employer should have reasonably foreseen that the working environment would result in that type of injury.<\/p>\n<p>In the <em><span style=\"text-decoration: underline;\">Yapp<\/span><\/em> case Mr Yapp was appointed British High Commissioner in Belize. A year later he was withdrawn from the post and suspended, pending\u00a0investigation into\u00a0misconduct allegations. His suspension was lifted but he developed a depressive illness and had to undergo heart surgery. He commenced proceedings complaining that the withdrawal of his post and the way the disciplinary process was conducted resulted in stress and\u00a0caused his depressive illness.<\/p>\n<p>The Court of Appeal agreed that there had been a breach of the duty of care and that this had caused Mr Yapp\u2019s illness but in a reminder of how difficult it can be for employees to show foreseeability it decided that the injury was too remote from the actions of the employer. The Court came to the conclusion that it was wrong to find that it was reasonably foreseeable that the employer\u2019s conduct in withdrawing the claimant from his post might lead him to develop a psychiatric illness.\u00a0In a reassuring Judgment for employers the Court stated that it would be exceptional that an apparently robust employee, with no history of any psychiatric ill health, would develop a depressive illness as a result of even a very serious set back at work.<\/p>\n<p>The risk for employers is, however, significantly increased if they become aware that an employee is susceptible to this type of illness. The classic example of this is where an employee returns to work after a period off with stress or depression. Case law suggests that an employee suffering a second stress related illness is much more likely to be successful because the employer is aware that a re-occurrence of this type of illness is likely.<\/p>\n<p>Once the employer is aware of the potential for a stress-related illness developing, the employer needs to take remedial steps to prevent the workplace giving rise to such an illness. Each case will be different but most stress claims are generated in scenarios where there was either bullying at work or there was an excessive workload.\u00a0Employers\u00a0can address these situations in a number of different ways including sabbaticals, redistributing work, counselling and buddying.<\/p>\n<p>Whilst the claimant in the <em><span style=\"text-decoration: underline;\">Yapp<\/span><\/em> case was unsuccessful the case highlights the possibility that employers can be vicariously liable for causing psychiatric illness to their employees. As successful employees are regularly awarded career losses, six figure compensation\u00a0awards\u00a0are not unusual and therefore it is a good idea to be alive to the potential for this type of claim and\u00a0what to do to minimise your liability.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Most employers know that if they breach the laws which govern workplace relations then they can expect to receive claims for unfair dismissal, discrimination or breach of contract (even if there is no written contract). Many employers will also have experienced personal injury claims brought by employees who have suffered [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1295,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[15],"tags":[31,7,39,18,148],"class_list":["post-707","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-compensation","tag-employment-law","tag-employment-rights","tag-hr","tag-stress-at-work"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Stress at work: Why worry? | Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/stress-at-work-why-worry\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Stress at work: Why worry? | Blogs\" \/>\n<meta property=\"og:description\" content=\"Most employers know that if they breach the laws which govern workplace relations then they can expect to receive claims for unfair dismissal, discrimination or breach of contract (even if there is no written contract). 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