The WCB provides coverage for psychological injuries caused by work-related incidents, including psychological injuries caused by:
- Traumatic events
- Work-related harassment
A psychological injury can be the result of a one-time event or of cumulative work-related traumatic events or harassment.
Psychological injuries caused by traumatic events
Like work-related incidents that cause physical injuries, exposure to work-related traumatic events can cause psychological injuries. For example:
- A paramedic responding to serious accidents throughout their career.
- A construction worker witnesses a serious fall.
- A security guard is violently attacked during a recent shift.
While the signs of injury may not always be visible, each of these individuals has been exposed to a traumatic event and could be entitled to compensation for a work-related injury.
To be entitled to compensation, a worker must be diagnosed with a trauma or stressor-related disorder by a psychologist or psychiatrist following work-related exposure to a traumatic event.
Traumatic events are defined as actual or threatened death, serious injury, or sexual violence.
If the above criteria are met, the WCB presumes that the diagnosed condition is work-related, unless proved otherwise.
Psychological injuries caused by work-related harassment
Work-related harassment can take many forms, including verbal aggression, personal attacks, and other intimidating or humiliating behaviors.
Some examples include, but are not limited to, the following:
- Conduct that is based on personal characteristic such as:
- Race, creed, religion, colour
- Sex, sexual orientation, gender identity
- Marital status, family status, pregnancy
- Disability, physical size or weight
- Age, nationality, ancestry or place of origin
- Inappropriate sexual conduct that is known, or ought reasonably to be known, to the person responsible for the conduct to be unwelcome – such as:
- Sexual solicitation or advances
- Sexually suggestive remarks
- Jokes or gestures
- Circulating or sharing inappropriate images
- Unwanted physical contact
The full definition of workplace harassment can be found in the WCB’s Psychological or Psychiatric Condition Policy (POL-01) or in the Workplace Harassment Regulations of the Occupational Health and Safety (OHS) Act. The definition is the same in both reference documents.
To determine eligibility for compensation, the WCB assesses whether the harassment occurred and was related to work, and whether it led to a psychological injury that has been diagnosed by a psychologist or psychiatrist.
Explore these resources for more information:
- FAQ for employers – Psychological injuries caused by work-related harassment
- Sample scenarios of psychological injury claims caused by work-related harassment
Work-related harassment and employer responsibilities
Employers who know, or reasonably ought to know, that harassment is occurring in their workplace must make sure that:
- the source of the harassment is identified and the harassment is stopped; and
- reasonable steps are taken to deal with the effects, and to prevent or minimize future incidents.
You must also make sure the issue is properly investigated.
See more about workplace harassment investigations.
See more about psychological health in the workplace.
As highlighted in the OHS Act Workplace Harassment Regulations, employers must, in consultation with the workplace health and safety committee or representative (if any), develop and implement a written policy to prevent and investigate harassment. This policy must be easily available to all workers. Explore the requirements of a workplace harassment policy.
Benefits for accepted psychological injuries
When a claim for psychological injury is accepted, the WCB may provide the following:
- Health care benefits such as medication, psychological or counselling assessments and services, etc.
- Temporary wage loss benefits.
- Expense reimbursement for necessary treatment and services.
- Return to work programs and services.
- And more.