Lessons Learned from an 11-Month-Old Workers’ Comp Law

By: | February 26, 2026

Michelle Kerr is Workers’ Compensation Editor and National Conference Chair for Risk & Insurance. She can be reached at [email protected].

If you blinked, you might have missed the expansion of New York’s workers’ comp coverage for mental health claims. Signed into law in December 2024, it was repealed barely a year later. The expansion broadened the pool of workers allowed to file claims for “extraordinary work-related stress.” While it seemed like a progressive step forward at the time, its speedy reversal offers valuable lessons. 

The expansion extended mental health coverage beyond first responders to the entire workforce. Any employee experiencing a “mental injury premised upon extraordinary work-related stress” could file a claim. The Workers’ Compensation Board could not dismiss claims simply because the stress wasn’t greater than what “usually occurs in the normal work environment.” 

The Fatal Flaw 

N.Y. lawmakers had the right idea but the wrong execution. “Extraordinary work-related stress” means … what, exactly? What is the objective measure of extraordinary stress? I’m not aware of one.  

So how do you distinguish between the norms of a demanding job and a compensable mental injury? Is a high-pressure deadline ordinary or extraordinary? Difficult coworkers? A demanding boss? Organizational restructuring? 

Without clear parameters, every stressed-out employee could potentially file a claim, and administrative law judges would face their own extraordinary stress, unravelling this nebulous standard one case at a time. 

Not surprisingly, experts anticipated a flood of claims and litigation. But the law’s own uncertainty was its undoing, and it was repealed before that flood could occur. 

It’s Not Over 

NY’s repeal is not the end of the conversation. California, Connecticut, and other states have enacted similar expansions. So what does that mean to the ongoing conversation about mental health, worker health and workers’ comp? 

According to the National Council on Compensation Insurance, mental health claims cost more than six times as much as physical-only claims. The National Safety Council confirms that mental health distress increases workplace incident risk. 

New York’s failure means you should act now, before your state considers passing laws with the potential to cause chaos. 

Assess and Address Gaps 

Think about what your mental health infrastructure looks like, from both proactive and reactive angles. How well documented is it? If such an expansion were to succeed in your state, having a documented, proactive program will help you show that an employee’s workplace stress wasn’t “extraordinary” because your organization was actively managing it. 

Consider reviewing your organization’s EAP. Is it robust and accessible or does it exist to check the right boxes? Create clear protocols for employees seeking mental health support. Train managers to recognize distress before it becomes a crisis. Document everything — the resources you offer, the training you provide, the accommodations you make. 

Consider your return-to-work programs. Are they equipped to handle mental health claims? These require different accommodations than physical injuries — flexibility around therapy appointments, graduated schedules, temporary workload adjustments. 

Thinking around mental health has changed dramatically, with greater openness normalized by the pandemic. Younger employees expect mental health support as a core benefit.  

The Bottom Line 

States are responding to constituent pressure to address workplace mental health, they’re just struggling with how to operationalize it within existing workers’ comp frameworks. That doesn’t make the underlying problem disappear — it just postpones the eventual reckoning. 

The question for your organization: If your state passed a similar law tomorrow, could you prove that workplace stress isn’t extraordinary in your environment? What evidence would you present? 

A thoughtful approach can help build a stronger program for your workforce while strengthening your organization’s defense against unfounded claims — a win for all. Don’t wait for legislation to force your hand. & 

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