Threats at work without physical contact: NSW workers compensation guide

Threats at work without physical contact can occur through specific verbal or written threat of harm and intimidating conduct creating a fear of violence. The incident history should identify the task, equipment, location and sequence of events rather than relying on the job title alone.

People commonly exposed include workers threatened in person, by telephone or through electronic messages and workers subjected to stalking or intimidating conduct. Employment records should identify each person's task, employer and position in the work area when the incident occurred.

Medical records after a threats at work without physical contact may identify a diagnosed psychological injury where supported and physical symptoms that require their own medical analysis. Each diagnosis should be linked to the event or exposure and to the worker's actual functional change.

After a threats at work without physical contact, immediate reporting and safety records may include incident and security report quoting the threat accurately and message, voicemail, call or CCTV preservation. These records can establish what was known at the time without requiring the worker to repeatedly recount a traumatic event.

• Police event number and safety response where relevant.
• Witness, access and supervisor records.

For a threats at work without physical contact, the first evidence to preserve includes context, identity, prior conduct and any escalation and work task or contact that led to the threat. It is most useful when dates, people, equipment, duties and later medical histories tell a consistent account.

• Changes to access, roster or safety controls.
• Medical evidence and capacity certificate.

Medical and psychological evidence after a threats at work without physical contact may include GP and psychological records identifying diagnosis, timing and functional effect and treatment history and medication where relevant. A diagnosis alone may not answer causation or capacity: the records should explain the work event, symptoms, treatment and practical restrictions.

• Capacity restrictions for contact, location and work systems.
• Evidence should not rely on the word “stress” alone.

After a threats at work without physical contact, an insurer may dispute the insurer says the words were not a threat of violence and the identity or work connection is disputed. The written decision should be answered with evidence directed to those stated reasons.

GP and psychological records identifying diagnosis, timing and functional effect. Treatment history and medication where relevant. If treatment is disputed after a threats at work without physical contact, the request should explain the accepted diagnosis, expected functional benefit and reasonable alternatives.

Work capacity after a threats at work without physical contact may turn on safe contact channels, location, access and public-facing duties and concentration, sleep, vigilance and reliable attendance. Proposed duties must be compared with the real task demands and the worker's ability to sustain them for the proposed hours.

A lasting physical injury is assessed under the NSW method for the affected body system only after the condition is sufficiently stable. The event label does not predict a WPI percentage. Primary psychological impairment is assessed separately under the NSW psychiatric impairment method when the condition is permanent and the legal pathway is established. Diagnosis alone does not determine WPI. Any WPI assessment after a threats at work without physical contact occurs after stabilisation under the NSW method for the accepted body system; the accident or surgery alone does not determine a percentage.

A primary psychological injury is the psychological condition said to arise directly from workplace events. For claims first notified on or after 1 July 2026, the event must fit a relevant-event category and satisfy the additional connection and causation requirements. A secondary psychological injury arises as a consequence of a physical injury, for example depression associated with pain, surgery or loss of mobility after an assault injury. The 2026 primary-injury reforms do not apply to secondary psychological injuries in the same way. The distinction depends on medical causation and the accepted injury history, not simply on which symptoms were noticed first.

A police, SafeWork, workplace, discrimination, Fair Work or protective-order process may exist alongside workers compensation. Those processes have different purposes and do not decide workers compensation automatically. A civil, victims-support or other claim may require separate advice depending on the person involved and circumstances. It should not be described as part of workers compensation without checking eligibility. These issues are separate from workers compensation and depend on the particular facts.

For a threats at work without physical contact, assistance may involve identify the event category, incident date and claim pathway before responding to an insurer and organise incident, safety, medical, psychological and capacity evidence without circulating unnecessary private material. The purpose is to identify the disputed decision and the evidence needed for the next step, not to promise an outcome.