Gradual Onset Psychological Injuries
Understand what’s covered and how to get help
People can experience physical or psychological injuries at work. Psychological injuries may happen suddenly after a traumatic event, or gradually as serious work stressors happen over time.
A gradual onset psychological injury (GPI) is caused by repeated, significant stressors at work—most often ongoing bullying or harassment. Feeling stressed about things like missing deadlines, difficult tasks, or not getting along with a co-worker is normal—and not usually covered by WCB.
This page explains what GPIs are covered and provides links to next steps.
Have a different kind of injury?
Get information on traumatic psychological injury, PTSD, or physical injury claims.
Watch this short video to learn what’s covered—and what isn’t—when it comes to gradual onset psychological injuries.
Find out if your situation might be covered
Every situation is different. Complete the psychological self-assessment to see if what you’re experiencing might be covered by WCB.
What a covered workplace GPI is—and isn’t
What’s covered
Nova Scotia’s Workers’ Compensation Act covers gradual onset and traumatic psychological injuries when:
- The injury is caused by a significant, and ongoing harmful behaviour at work—usually bullying or harassment.
- A WCB-approved registered psychologist or psychiatrist diagnoses the injury.
- The injury is caused completely or mostly by things that happen in the workplace.
What’s generally not covered
The legislation excludes day-to-day pressures that are part of normal workplace relations or management decisions. Examples include:
- Expressing different opinions
- Making a valid complaint through proper processes (e.g., labour relations)
- Changing duties, working conditions, or hours
- Expecting workers to meet performance targets or deadlines
- Firing, laying off, transferring, promoting, or reorganizing workers
- Disciplining, supervising, or giving feedback about performance
GPIs can also be caused by things you experience outside of work. However, injuries that are not work-related are not covered by WCB.
Rare exceptions
Coverage usually applies to bullying and harassment. In rare situations, WCB may cover GPIs caused by other workplace stressors if all of the following are true:
- They went on for a long time (not a one-time incident)
- They were very serious or extreme
- They were beyond normal job pressures like deadlines, feedback, or performance management
Bullying and harassment examples
Some behaviours or comments that may indicate workplace bullying or harassment:
- Verbal aggression
- Insulting or demeaning names
- Vandalizing personal belongings
- Sabotaging work
- Spreading gossip or rumours
- Hazing or humiliating rituals
- Threats or personal attacks about someone’s private life or personal characteristics
- Inappropriate sexual conduct
Learn more about workplace bullying and harassment.
Resources, next steps, and related pages
- How to open a psychological injury claim – Step-by-step guidance for starting a gradual onset psychological injury claim
- Your psychological injury support team – Meet the people who will guide you through your claim and recovery
- How a psychological injury claim is decided – Learn what information WCB gathers, who reviews your claim, and how decisions are made
- Return to work for psychological injury – Find out how WCB works with you, your employer, and health care providers to plan an early and safe return to work
- Psychological safety resources – Explore tools and information to help promote psychologically safe workplaces
Worker webinar: New service model and the GPI claims process
Summary:
- Introduces Gradual Onset Psychological Injuries (GPI) as a newly recognized compensable condition under Nova Scotia’s Workers’ Compensation legislation, addressing mental health impacts that develop over time due to chronic workplace stressors.
- Explains the eligibility requirements — a diagnosed psychological injury caused primarily by significant work-related stressors beyond typical job pressures, supported by medical evidence.
- Outlines the assessment and decision-making process used by WCB, including collaboration between case managers, psychological experts, and employers to ensure fair and evidence-based outcomes.
- Highlights the importance of early recognition, communication, and supportive workplace culture in preventing psychological harm and facilitating recovery for affected workers.
- Emphasizes WCB’s ongoing commitment to education, consistency, and transparency through its new service model and resources to guide both employers and workers.
Intended Audience:
- Employers, supervisors, HR professionals, and workers seeking to understand WCB Nova Scotia’s approach to Gradual Onset Psychological Injuries, claim criteria, and best practices for promoting mental health in the workplace.