This chapter focuses on the issues concerning the assessment of and reporting on work-related stress for civil litigation. The courts in the UK have developed a set of broad principles which they expect to be addressed in any assessment of workplace stress for litigation purposes. The key things that the courts have identified are: that there should be some identifiable 'injury'; that such injury should have been foreseeable; that the employer should have complied with their duty of reasonable care; and that any psychological injury should be able to be attributed to some causal factor within the employment setting. While an 'Indicator Tool' has been developed to allow organizations to assess psychosocial hazards in a workplace environment, it is important to also have some assessment of the actual behavioural functioning of the individual. Finally, in some occupational settings there may be particular hazards which are unique to a particular group.