Courts have been consistently clear that ordinary occupational stress, even a demanding job, isn't itself grounds for a claim. What matters is whether your employer knew, or should have known, that you were at real risk of a psychiatric injury, and failed to take reasonable steps in response.
That typically means there was some warning: a formal complaint, a period of sickness absence linked to stress, a request for support that wasn't acted on. We'll give you a straight assessment of whether your situation reaches that bar, rather than taking on a claim that doesn't.
What kinds of situation can support a stress at work claim?
A known, excessive workload
That continued despite you or others raising concerns.
Bullying or harassment
That your employer was aware of and didn't properly address.
A return to work after stress-related absence
Without appropriate adjustments being made.
A specific traumatic workplace incident
Contributing to a diagnosable psychiatric injury.
A formal grievance or complaint about workload or conditions
That went unaddressed.
What if I was partly at fault?
Contributory factors are considered on the specific facts, but this is less commonly relevant in stress claims than in physical injury claims.
What you could receive
Stress at work claims require a diagnosed psychiatric injury, not general unhappiness at work, supported by medical evidence. Compensation covers general damages for the psychiatric injury, and special damages for financial losses, including lost earnings.
We'll talk you through what's realistic for your situation once we've reviewed the details. We won't overpromise, and we won't quote a figure before we've properly understood your case.