Can I Receive Workers Compensation for Stress?

Trusted Content

Pond Lehocky Giordano

Filed in:

Blog Posts, Workers' Compensation

Table of Contents

Quick Answer

Workplace stress claims are typically denied because they stem from ordinary job duties rather than a medically diagnosable condition caused by an extraordinary work event or environment. 

Work‑related stress is a common experience for many employees. Most people feel pressure from tight deadlines, heavy workloads, or interpersonal conflicts at work. But when does that stress cross the line into something so profound that it becomes compensable under workers’ compensation law?

This article explains stress and workers’ compensation, how mental injuries must be linked to work, and when you may be able to claim benefits for stress-related injuries caused by your job duties.

What Is Workers’ Compensation?

Workers’ compensation is a state‑based insurance system that provides medical care and wage replacement when employees are injured or become ill because of their job. Each state administers its own workers’ compensation laws, so coverage rules vary from one jurisdiction to another. In general, an injury or illness must arise “out of and in the course of employment” to be compensable. 

Stress-related injuries are difficult to prove, which is why it’s important to consult with an experienced workers’ compensation attorney before filing a claim.

Stress Is Not Automatically Covered

It’s essential to start with a key point: Everyday workplace stress, like meeting deadlines, dealing with a demanding boss, or routine workplace pressures, is generally not enough to qualify for workers’ compensation benefits in most states. Workplace stress claims are typically denied because they stem from ordinary job duties rather than a medically diagnosable condition caused by an extraordinary work event or environment. 

That means the question “Is stress leave covered by workers’ compensation?” doesn’t have a simple yes or no answer. Coverage depends on the severity and cause of the stress, as well as your state’s workers’ compensation laws.

Even though routine stress isn’t usually compensable, mental health conditions that meet specific standards can be covered if you can show your job caused them and are severe enough to affect your ability to work.

Here are scenarios where a stress‑related workers’ compensation claim might succeed:

When Experiencing Stress Leads to a Diagnosable Mental Injury

Employees may receive benefits when work‑related stress causes a diagnosable mental health injury such as anxiety disorder, depression, post‑traumatic stress disorder (PTSD), or other mental condition. 

Extraordinary or Unusual Work Events

Some states require that the stress be caused by an extraordinary or sudden work event, rather than by typical job pressures like excessive workloads. For example, a violent incident at work, a traumatic event, or an on‑the‑job accident with lasting psychological effects may qualify. 

Physical and Psychological Injury Combined

In many states, stress or psychological injury claims are more likely to succeed if they stem from a physical workplace injury. For example, someone who develops anxiety after a serious work accident might have a stronger basis for a claim. 

State‑Specific Laws that Recognize Purely Physical Stress Injuries

Some states explicitly allow compensation for mental‑only injuries when linked to work. In states like Pennsylvania, for example, you can claim workers’ compensation benefits for psychological injury that affects your ability to work if you can show a clear connection to your job. 

State Variations on Psychiatric Conditions Matter

Coverage for stress and mental injuries varies significantly by state. A national snapshot from the National Conference of State Legislatures shows that 34 states have some form of mental health‑related workers’ compensation coverage. Still, seven states explicitly exclude mental health injuries. The nature of allowable claims and proof requirements also differs widely.

Because coverage varies so much by jurisdiction, the question “Can I claim workers’ compensation for stress?” often hinges on your specific state’s statutes, definitions of injury, and case law. A condition covered in Pennsylvania, California, or New York might face different legal barriers in another state.

Federal Workers and Psychiatric Injuries

Federal employees and certain specialized worker classes are covered under federal workers’ compensation programs like the Federal Employees’ Compensation Act (FECA), administered by the U.S. Department of Labor (for federal civilian employees). These programs have their own rules for compensable conditions, including stress and mental injury, based on federal standards and medical evidence.

Proof You Need for a Physical Injury Claim

To pursue a workers’ comp claim for stress or a related mental injury, you must usually provide strong evidence that your condition is work‑related:

Medical documentation and diagnosis from a licensed mental health professional linking your condition to work.
Detailed medical records showing the severity of your symptoms and their impact on your ability to work.
Evidence tying the condition to workplace events or conditions, such as incident reports, personnel records, witness statements, or expert opinions.

Without clear documentation and proof of causation, claims for stress or anxiety are often denied. Workers’ compensation laws in many states require that a physical injury be “more than ordinary,” and courts and insurers usually scrutinize psychological claims more heavily than physical ones. 

Why Stress and Workers’ Compensation Claims Are Challenging

There are a few common challenges associated with stress‑based workers’ compensation claims:

Establishing causation is harder with mental health conditions because life circumstances outside of work can also influence stress and anxiety.
The burden of proof is usually on the employee to show that the injury arose out of employment.
Some states still treat mental‑only injuries with restrictive standards, requiring extraordinary work events or sudden exposure before they are compensable.

These hurdles mean many workers need the help of medical experts or experienced attorneys to build a compelling claim.

How Stress Leave and Workers’ Comp Intersect

While workers’ compensation is not the same as stress leave, it can overlap with other employment protections. For example, if your stress or mental health condition qualifies as a serious health condition, you may be entitled to job‑protected leave under the federal Family and Medical Leave Act (FMLA) while you pursue medical treatment. FMLA leave is separate from workers’ comp but can be used concurrently in some cases. The U.S. Department of Labor provides guidance on using FMLA for both physical and mental health conditions. 

What to Do if You’re Considering Filing a Claim for Mental Stress

If you believe your work has caused stress or a mental health condition that affects your ability to work, here’s a practical plan:

Seek medical evaluation from a licensed practitioner familiar with work‑related injuries.
Document everything related to your symptoms, events at work, and medical treatment.
Notify your employer promptly about your injury as required by your state’s workers’ compensation laws.
Consult a workers’ compensation attorney experienced in psychological injury claims. These cases require careful legal strategy.

In states that support it, receiving workers’ compensation for stress depends on a variety of work-related factors, including the nature of your stress and whether you can prove your job caused it. Every day work stress typically isn’t compensable, but serious, diagnosed mental injuries linked to work—including anxiety, PTSD, and depression—can qualify in many states. Substantial medical evidence and legal support are critical to successfully pursuing these claims.

For more information about your rights and what workers’ comp covers, talk to the workers’ compensation lawyers at Pond Lehocky. You can contact us today for a free consultation.