26th May 2016
Why do stress risk assessments suddenly matter?
In Bailey v Devon Partnership NHS Trust the High Court accepted, on the particular facts, that the statutory duty to carry out a risk assessment directly informed the extent of the common law duty of care.
It is widely understood that you can’t be liable in negligence for failing to carry out a stress risk assessment, where an employee subsequently suffers psychiatric injury. Employers know that generic risk assessments form part of their duties under health and safety legislation, but that seems far removed from liability for causing a “stress injury”, not least because breach of the Management of Health and Safety at Work Regulations 1999 which provides for risk assessments, does not create civil liability of itself.
However, in Bailey v Devon Partnership NHS Trust [2014] WL 3387689, for the first time, the High Court accepted argument that the statutory duty to carry out a risk assessment directly informed the extent of the common law duty of care. The Judge’s reasoning included the stark statement that employers should now be taken to be more aware that workplace stress can cause crippling psychiatric injury, by comparison with 15 years ago. It is necessary to look at the detail of the judgment in order to understand the potential ramifications.
HHJ Cotter QC continued that “such a risk assessment may well then (and this is a question of fact) put an employer on clear notice of the need to take adequate steps to prevent an employee or employees from injury. Such steps may include a more detailed personal assessment…which may then provide indications of impending harm to health arising from stress at work which are plain enough for any reasonable employer to realise that he should do something about it“.
Foreseeability of injury to the particular employee is probably the biggest practical hurdle to succeeding in a negligence claim. Here the claimant found an ingenious way around that although despite showing a breach of duty of care the claimant did not actually succeed because medical evidence showed that if different steps had been taken it would not actually have prevented her ultimate break down. Nevertheless, the decision is certain to relied upon again by claimants and the argument is likely to gain traction in any case involving a large employer which has tools available (in this case an individual stress risk assessment tool, which was not applied) which would have revealed the vulnerability of this individual and the need to make changes in the working environment to protect their health.
This does no more that bring the law on “stress” into line with other areas of work-place personal injury claim. It is now incumbent on employers to ensure that risk assessments include potential psychiatric injury and are suitable and sufficient to deal with the risks which they identify.
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