european-union tort
Is it illegal to deliberately cause someone stress?
<p>It is not legal in most countries to disrupt someone's success, but mental stress does cause disruption. Thus, the question is: Is deliberately causing someone distress illegal? And if so, in which forms?</p>
<p>I am primarily looking for answers to the European Union, but I am interested to see answers to other jurisdictions as well.</p>

<p><strong>At the time of the question this was likely illegal in at least one country within the European Union, in the UK</strong></p>
<p>where the case may — regardless of Brexit — still be similarly illegal to this day.</p>
<p>In Common Law systems under tort theory (including in the UK), it is not legal to <a href="https://en.wikipedia.org/wiki/Intentional_infliction_of_emotional_distress" rel="nofollow noreferrer">intentionally inflict severe emotional or less frequently, &quot;mental&quot; distress</a> upon another under certain circumstances, and the wrongdoer may be liable for damages towards the sufferer.</p>
<p>Another tort, <a href="https://en.wikipedia.org/wiki/Negligent_infliction_of_emotional_distress" rel="nofollow noreferrer">negligent infliction of emotional distress</a>, may also entitle one to damages although this cause of action is not available in all States of the United States.</p>

<p>Depending on the degree of stress. A court has to observe the stress objectively as in based on the reasonable person and if it has caused damage psychologically. It does not have the resources to do otherwise and analyse subjectively by looking into their minds.</p>

<p>I do not believe it is ‘illegal’ however, I think it acts more as a civil wrong at this point in time, depending on the country you are in. Illegal would imply that it can be trailed criminally which in some cases might not be possible. </p>

<p>As for Australia, it would come into question under the fair work act when it comes to employment matters and the obligations on the employers to ensure the health and safety of employees. </p>
