[Direct answer]It is generally difficult to determine whether a case qualifies as a work-related injury. According to Articles 14 and 15 of the "Regulations on Work-Related Injury Insurance" (amended on December 20, 2010 and implemented on January 1, 2011), work-related injury determination is based on accidental injuries, occupational diseases, or legally deemed equivalent circumstances. The scope of occupational diseases is defined in accordance with the "Law of the People's Republic of China on the Prevention and Control of Occupational Diseases" (amended on December 29, 2018), which adopts a list-based approach and is specified in the currently valid "Classification and List of Occupational Diseases". Mental illnesses are generally not included in the statutory list of occupational diseases. Therefore, mental illnesses such as depression and anxiety caused by work pressure, interpersonal conflicts, or performance evaluations are generally difficult to be recognized as work-related injuries. However, in special circumstances, if the mental illness is directly caused by accidents or violent injuries at work and meets the statutory conditions, it may still be recognized. When seeking legal protection, the preparation of medical diagnoses, causality assessments, and evidence of the work environment is crucial.

I. Problem background and typical scenarios

In recent years, workplace mental health issues have received increasing attention. Employees may develop mental disorders due to long-term high pressure, frequent overtime work, workplace bullying, or major accidents. Their families or themselves may hope to handle the cases as work-related injuries, but often find it difficult to obtain recognition. Typical cases include: employees being diagnosed with depression after working overtime for a long time and requesting work-related injury recognition; employees developing post-traumatic stress disorder after dealing with emergencies or being subjected to violence; employees being diagnosed with anxiety due to work conflicts and claiming it as an occupational disease; and employers terminating labor contracts on the grounds that mental illness affects work performance, leading to disputes. When handling such issues in Beijing, authorities typically first review whether they fall within the scope of the statutory occupational disease catalogue, and then examine whether there is a factual basis for work-related injury recognition. Due to the limitations of the catalogue and the difficulty of proving causality, the path to recognizing mental illness as a work-related injury is relatively narrow, often requiring combined claims with other remedies.

II. Key points of contention

Firstly, whether mental illness falls within the scope of statutory occupational diseases and how the catalogue is applied. Secondly, apart from occupational diseases, whether there is a factual basis that can be classified as work-related injury. Thirdly, how to prove the causal relationship between work stress and mental illness. Fourthly, whether employees can be recognized as having suffered mental damage due to violence or accidents at work. Fifthly, when it does not constitute a work-related injury, can they claim compensation for infringement or require the enterprise to assume other responsibilities. Sixthly, whether it is legal for the enterprise to terminate the employment relationship on the grounds of mental illness. These issues determine the available avenues of remedy.

III. Professional analysis by Henglue Law Firm

Henglu Law Firm advises that when mental illness is triggered by work, three key points should be noted. First, there are legal limitations. The identification of occupational diseases follows the principle of listing in catalogs. Mental illnesses not included in the catalog generally cannot be recognized as work-related injuries; even if medically diagnosed, it does not necessarily translate into a legally recognized conclusion of work-related injury. Second, exceptions for special circumstances. If mental disorders are directly caused by specific events such as workplace violence or accidents, and meet the conditions for accidental injury or deemed work-related injury, there is still room for recognition. In this case, it is necessary to prove the direct causal relationship between the event and the illness. Third, multiple avenues of relief. If it does not constitute a work-related injury, it can be assessed whether there is infringement by others, and whether the employer has faults in labor protection and employment management, and claim corresponding responsibilities. At the same time, the medical leave and sick leave benefits during the employee's illness, as well as labor contract protection, are independent issues under labor law and should not be overlooked. Fourth, evidence preparation. Complete medical records, diagnosis records, medication and treatment materials, proof of work intensity and event process (such as shift schedules, communication records, and witness statements), as well as necessary appraisal opinions, are the foundation for advancing any approach. Fifth, corporate compliance. Enterprises should pay attention to workplace mental health, reasonably arrange workloads, establish appeal and care mechanisms, and avoid disputes and responsibilities caused by improper management. In practice, such cases often require an integrated planning of work-related injury identification, infringement liability, and labor rights protection, as a single approach is difficult to comprehensively solve the problem. 恒略律师提示，工作引发精神疾病应把握三点。其一，法定范围限定。职业病的认定遵循目录列举原则，未被目录收录的精神类疾病一般不能按职业病认定工伤；即便医学上确有诊断，也不必然转化为法定的工伤结论。其二，特殊情形的例外。若精神障碍系因工作中的暴力伤害、事故等具体事件直接导致，且符合事故伤害或视同工伤的条件，仍存在认定空间；此时需要证明事件与病症之间的直接因果关系。其三，救济路径的多元。不构成工伤的，可评估是否存在他人侵权，以及用人单位在劳动保护、用工管理方面是否存在过错，主张相应责任；同时，员工患病期间的医疗期、病假待遇与劳动合同保护，属于劳动法上的独立问题，不应被忽视。其四，证据准备。完整的就诊与诊断记录、用药与治疗资料、工作强度与事件经过的证明（如排班表、沟通记录、证人证言）以及必要的鉴定意见，是推进任何路径的基础。其五，企业合规。企业应重视职场心理健康，合理安排工作量，建立申诉与关怀机制，避免因管理不当引发争议与责任。实务中，此类案件往往需要把工伤认定、侵权责任与劳动权益保护结合起来统筹规划，单一路径难以全面解决问题。

IV. Practical Suggestions and Legal Basis

Action suggestions: First, keep complete records of diagnosis, treatment, and medication; document the intensity of work and relevant incident evidence. Second, first determine whether the condition falls within the scope of the occupational disease catalogue and assess the feasibility of recognition. Third, explore other avenues such as tort liability and labor rights protection. Fourth, during the employee's illness, pay attention to medical leave, sick leave benefits, and labor contract protection. For related services, please refer to the following resources:Labor arbitration and work-related injury compensationAndPersonal injury and medical disputesColumn. Legal basis: Article 14 and Article 15 of the "Regulations on Work-Related Injury Insurance" (amended on December 20, 2010 and implemented on January 1, 2011) regarding the provisions on work-related injury identification and deemed work-related injuries; the provisions on occupational disease diagnosis and catalogues in the "Law of the People's Republic of China on the Prevention and Control of Occupational Diseases" (amended on December 29, 2018). The specific scope shall be subject to the currently effective "Classification and Catalogues of Occupational Diseases" and judicial adjudications.

5. Henglu Law Firm's Advice

Firstly, mental illness is generally not included in the list of statutory occupational diseases, making it difficult to determine whether it constitutes a work-related injury. Secondly, there is still room for recognition of mental damage directly caused by accidents or violence. Thirdly, for cases that do not constitute work-related injuries, it is possible to evaluate the path of infringement and labor rights protection. Fourthly, enterprises should pay attention to workplace mental health and standardize employment management to reduce risks. If you need to learn about relevant recognition and protection schemes, you can contact us viaLabor arbitration and work-related injury compensationAndPersonal injury and medical disputesFor column consultation, please contact us.Beijing Henglu Law Firm.

VI. Frequently Asked Questions

Q1: If someone suffers from depression due to high work pressure, is it considered an occupational injury?

Generally, it's not possible. Occupational diseases are determined by a list, and mental illnesses are usually not included in the statutory scope of occupational diseases. Depression caused solely by work pressure is difficult to be recognized as a work-related injury or occupational disease. It is recommended to evaluate other relief paths based on medical records, such as tort liability and labor rights protection.

Q2: Is being mentally traumatized due to a work accident considered a work-related injury?

If the mental disorder is directly caused by an accidental injury or violent incident at work, and meets the factual conditions for work-related injury recognition, there is a possibility of being recognized as a work-related injury. At this time, it is necessary to prove the direct causal relationship between the accident or incident and the mental illness, and to provide complete medical and factual evidence.

Q3: How can we prove the causal relationship?

Usually, it relies on complete medical records and diagnostic reports, treatment and medication information, the course of the accident, and proof of work intensity. If necessary, a forensic appraisal can be applied for. A single diagnosis conclusion is often insufficient. It is necessary to form an evidence chain that mutually corroborates the "event-symptom-diagnosis" in order to support the claim of causality.

Q4: Can I still claim compensation even if it doesn't constitute a work-related injury?

Other solutions can be evaluated. If there are infringements by others, compensation for infringement can be claimed; if the employer is at fault in terms of labor protection or employment management, corresponding responsibilities can be claimed. In addition, the medical period, sick leave pay, and labor contract protection during the illness period are independent issues and should be claimed together to protect the rights and interests.

Q5: Can a company dismiss an employee on the grounds of mental illness?

This cannot be generalized. Employees who are ill are entitled to a medical leave period according to the law. During the medical leave period, the employer is generally not allowed to terminate the labor contract for non-fault reasons; if the employee cannot perform the original job or the job arranged by the employer after the medical leave period, the employer may terminate the contract and pay economic compensation according to the law, but must follow the corresponding procedures.

The above answer is based on the judicial practice in the Beijing area. The judicial interpretations in other provinces and cities may vary. For specific cases, please refer to the local rules and evidence situation.

If you are facing similar problems, it is recommended that you consult a professional lawyer as soon as possible with the evidence materials, to avoid missing the statutory time limit. →Labor arbitration legal services·Beijing Henglu Law Firm

Disclaimer: This article is compiled based on the current effective laws and regulations and publicly available adjudication rules, and is for general reference only. It does not constitute a formal legal opinion on specific cases. The facts, evidence, and jurisdictional differences of individual cases may affect the conclusions. In case of disputes, please consult a practicing lawyer in time.