---
title: "Test an NSW psychological injury against section 11A"
url: "https://ailawframework.com/practice/personal-injury-and-compensation/test-a-psychological-injury-against-the-management-action-exclusion/new-south-wales"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A21-WC20261023-3-NSW"
practice_area: "Personal Injury & Compensation (workers compensation, CTP/TAC, medical negligence)"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["NSW"]
last_reviewed: "2026-10-25"
---

# Test an NSW psychological injury against section 11A

> From the account and the employer documents the lawyer selects, table each event against section 11A(1).…

Canonical page: https://ailawframework.com/practice/personal-injury-and-compensation/test-a-psychological-injury-against-the-management-action-exclusion/new-south-wales  
Last reviewed: 2026-10-25

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Personal Injury & Compensation (workers compensation, CTP/TAC, medical negligence)](https://ailawframework.com/practice/personal-injury-and-compensation.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| How AI is used | From the account and the employer documents the lawyer selects, table each event against section 11A(1). Do not decide whether reasonable management action was the significant cause, and do not apply a definition that was not opened. |
| What the lawyer must review | Decide whether reasonable management action was the significant cause. Include action taken or proposed, and the worker's expectation or perception of it. A physical injury is not removed by this section in the cases subsection (4) states. Keep medical details in the firm's system. Apply ASCR rule 9, APP 11, and the Privacy Act notifiable-breach test. |
| Written for | New South Wales |
| Applies to | [Test a psychological injury against the management-action exclusion](https://ailawframework.com/practice/personal-injury-and-compensation/test-a-psychological-injury-against-the-management-action-exclusion.md) |

## Checking plan

**Verify against sources**

The lawyer decides the section 11A question. The tool only tables the events.

- What the AI does: From the account and the employer documents the lawyer selects, table each event against section 11A(1). Do not decide whether reasonable management action was the significant cause, and do not apply a definition that was not opened.
- What the lawyer does: Decide whether the injury is compensable, including the section 11A exclusion.
- Who reviews: Lawyer competent in this practice area
- Basis: Checked against the linked sources on 23 October 2026. Confirm the current instrument before reliance.

## Checks the lawyer makes

1. No compensation is payable for a psychological injury if the significant cause was reasonable management action taken or proposed, or the worker's expectation or perception of that action.
2. The note to subsection (1) says a psychological injury includes a primary and a secondary psychological injury. Reasonable management action is defined in section 3, which was not opened.
3. Subsection (4) leaves a physical injury compensable even if it is a physical symptom or effect of a psychological injury, unless it is merely a physiological effect on the nervous system.
4. Subsection (7) requires accepted medical terminology on the certificate for a weekly-payments claim, not only the words stress or stress condition. A deficient claim is not duly made for section 93 of the 1998 Act until that is met, if the insurer gives the written notice subsection (8) describes.

## Notes

- The opened text of section 11A has subsections (1), (4), (7) and (8). It does not use the words relevant event. Do not replace significant cause with a test from another page.

## Practical guide

Jurisdiction: Workers Compensation Act 1987 (NSW) section 11A

**Deliverable**: An event table against section 11A(1). No compensability decision.

**Inputs**

- Worker's account the lawyer selects
- Employer documents the lawyer selects
- The certificate, if weekly payments are claimed

**Example**: Illustrative example: The file has a performance meeting and a separate assault. The tool puts each event in its own row under section 11A(1). It does not say the meeting was reasonable or was the significant cause.

**Stop and escalate when**

- The lawyer has not selected the events to be tabled.
- The tool is asked to apply the section 3 definition that was not opened.

Checked 2026-10-23.

## Sources

- [Workers Compensation Act 1987 (NSW) section 11A](https://classic.austlii.edu.au/au/legis/nsw/consol_act/wca1987255/s11a.html) (checked 2026-10-23)
- [SIRA: Weekly payments](https://www.sira.nsw.gov.au/workers-compensation/what-you-can-claim/weekly-payments) (checked 2026-10-23)

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*