Can I Get Workers Comp for Burnout? What to Know About Chronic Fatigue and Emotional Exhaustion Claims

Estimated reading time: 14 minutes

Key Takeaways

• Burnout alone is not a diagnosis; workers’ compensation relies on a recognized medical or psychiatric condition and proof that work was a substantial or predominant cause.

• Objective evidence and contemporaneous records (diagnosis, standardized scales, sleep studies, job emails) make or break psychological fatigue and chronic fatigue work injury claims.

• States treat mental and fatigue-related injuries differently; California allows psychiatric claims under strict tests and exclusions, including good-faith personnel action defenses.

• Report early, get a formal diagnosis, and ask your clinician to write a clear work-causation opinion using “predominant cause” language where applicable.

• If denied or delayed, understand appeal options and when to consult counsel; retaliation risks exist in practice even where laws prohibit it.

Table of Contents

• Introduction

• Quick Summary / TL;DR

• What Is Burnout, Chronic Fatigue, and Psychological Fatigue?

• How Workers’ Compensation Treats Psychological and Fatigue‑Related Injuries

• Chronic Fatigue Work Injury Claim — What Evidence You Need

  • Medical Documentation (Required)

  • Objective Findings and Functional Limitations

  • Work Nexus Evidence

  • Administrative and Employment Evidence

  • Witness Evidence

  • Timeliness and Contemporaneous Records

• Stress Leave vs Burnout Claim

  • Definitions

  • When to Use Each

  • Interaction with Employer Policies

  • Suggested Script Lines

• Psychological Fatigue Workers Comp California — State‑Specific Guidance

  • Legal Standards and Statutory Tests

  • Administrative Forms and Timelines

  • Practical Tips and Pitfalls

• Likelihood of Success and Common Outcomes

  • Factors That Increase Success

  • Common Reasons for Denial

  • Possible Benefits

• How to File a Burnout/Chronic Fatigue Workers’ Comp Claim — Step‑By‑Step

  • Filing Steps and Timelines

• Evidence Checklist

• Medical Providers and Diagnosis — What to Ask Your Doctor

• Practical Examples / Mini Case Studies

  • Case Study A — Successful Claim

  • Case Study B — Denied Claim

• When to Get Legal Help / When to Consult a Workers’ Comp Attorney

• Resources and Next Steps

• Visuals, UX and Formatting Guidance

• SEO, Meta, URL Slug, and Keyword Placement Guidance

• Metrics and Measurement Notes

• Word Count, Tone, and Formatting

• Conclusion

• FAQ

• Final Draft Checklist for the Writer

Introduction

Can I get workers comp for burnout? Many employees wonder whether chronic fatigue, emotional exhaustion, or psychological fatigue caused or worsened by work qualify for workers’ compensation — and the answer depends on medical evidence, causation and jurisdiction. This reality is reflected across state systems and recent commentary: successful claims turn on diagnosis, documentation, and the legal standards where you file, as explained by analyses of stress and burnout claims and overview guides to mental health compensability in workers’ comp found in resources like this discussion of burnout’s impact on comp claims and this mental health claims explainer.

This article explains legal standards, the evidence you’ll need, the difference between stress leave vs burnout claim, and step‑by‑step guidance — including psychological fatigue workers comp California specifics.

Legal disclaimer: This article is for informational purposes only and does not constitute legal advice. Workers’ compensation laws vary by state and change over time. For advice specific to your situation, consult a qualified workers’ compensation attorney or your state workers’ compensation board.

Quick Summary / TL;DR

Yes — sometimes. You can get workers’ comp for burnout, chronic fatigue, or psychological fatigue when a licensed clinician diagnoses a recognized condition and medical and factual evidence shows work was the predominant cause. In other words, the question “can I get workers comp for burnout” is really about proof: a solid chronic fatigue work injury claim requires diagnosis, causation, and contemporary records, and psychological fatigue workers comp California claims face additional statutory tests.

• Diagnosis from a physician/psychiatrist required.

• Strong work nexus evidence (timing, emails, witness statements).

• Jurisdictional rules matter — California has specific tests.

For context on jurisdictional differences and why documentation matters, see this burnout and stress claims review and a California-focused overview of workplace stress psychiatric claims.

What Is Burnout, Chronic Fatigue, and Psychological Fatigue?

Burnout = a workplace‑linked syndrome of emotional exhaustion, depersonalization, and reduced professional efficacy. It is a descriptive occupational phenomenon, not a standalone DSM diagnosis; it often overlaps with depression or anxiety disorders. Many practitioners and courts emphasize that “burnout” is descriptive, while benefit eligibility pivots on an underlying clinical condition, a distinction noted in professional commentary on psychiatric injury claims such as this WILG discussion and in practice updates like this analysis of burnout’s impact on claims.

CFS (also called myalgic encephalomyelitis) = a complex medical disorder defined by persistent, unexplained fatigue that is not substantially relieved by rest and that causes significant functional impairment; diagnosed according to CDC/clinical criteria by a qualified physician. Because CFS can be triggered or worsened by overwork or post-infectious processes, a chronic fatigue work injury claim must be supported by clinical criteria and physician opinion, not just self-report.

Psychological fatigue = pervasive mental or emotional exhaustion resulting from prolonged stressors; may be a symptom within recognized psychiatric disorders. For emotional exhaustion workers compensation claims, the diagnosis (e.g., major depressive disorder, generalized anxiety disorder, PTSD) and the causation narrative tie symptoms back to job duties or events.

For workers’ comp purposes, the label “burnout” alone is usually insufficient. Compensable claims require a recognized medical or psychiatric diagnosis (e.g., major depressive disorder, generalized anxiety disorder, PTSD, or CFS) and evidence tying the diagnosis to work. In California, for example, workers bringing psychiatric claims must fit statutory criteria, as summarized in accessible resources like this California overview.

If you’re exploring broader mental health coverage and proof requirements, this in‑depth guide to mental health workers’ comp claims provides additional context.

How Workers’ Compensation Treats Psychological and Fatigue‑Related Injuries

Most jurisdictions require that the work be at least a substantial or predominant cause of the condition; injured workers must produce medical diagnosis and causation linking condition to work. General guides to psychiatric coverage emphasize the need for a diagnosis from a licensed clinician and a clear nexus to the job, as explained in an overview of mental health claims and insurer-facing summaries like this explanation of stress-related coverage. Legal commentators likewise stress that a successful emotional exhaustion workers compensation claim depends on clinician opinions and corroborating proof, not just self‑reported stressors, as noted in burnout-and-comp claim research.

Objective medical findings strengthen claims. Examples include lab results that support fatigue etiologies, sleep studies, neurocognitive testing, standardized psychiatric assessments (PHQ‑9 for depression, GAD‑7 for anxiety), and functional capacity evaluations. These instruments corroborate symptoms beyond subjective descriptions and can be persuasive to adjusters and judges. If you expect to undergo an FCE, learn how those tests influence disability and return‑to‑work decisions in this functional capacity evaluation guide.

States vary. Some limit coverage for ordinary work stress, while others allow psychiatric claims if statutory criteria are met. California, for instance, requires a DSM diagnosis, employment duration thresholds, predominant causation, and bars claims arising solely from good‑faith personnel actions, as summarized in easy‑to‑read resources such as mental health comp overviews and employer-facing summaries like this stress coverage page.

If you are evaluating whether you qualify at a high level, our primer on who qualifies for workers’ compensation can help you spot common eligibility issues before you file.

Chronic Fatigue Work Injury Claim — What Evidence You Need

Evidence wins claims. Below is a detailed, practical checklist of what to gather for a chronic fatigue work injury claim or an emotional exhaustion workers compensation case, plus why each item matters.

Medical Documentation (Required)

• Formal diagnosis on clinician letterhead (DSM‑5 diagnosis for psychiatric disorders, CDC/clinical criteria if CFS). Include dates of onset, symptom timeline, treatment plan, and explicit statement on work causation (e.g., “To a reasonable degree of medical probability, the claimant’s major depressive disorder is predominantly caused by work duties”).

• Preferred clinicians: psychiatrists, psychologists, board‑certified internists/occupational medicine physicians; include medication lists, therapy notes, and any objective testing (neurocognitive testing, sleep studies, lab work).

Include a work‑causation paragraph in the treating provider’s report; without it, most claims fail. Commentary on stress and burnout claims underscores the decisive role of clear medical opinions and thoroughly documented records, as discussed in this analysis of claim outcomes and a California stress claim guide.

Objective Findings and Functional Limitations

• Functional Capacity Evaluation (FCE), results of standardized psychiatric scales (PHQ‑9, GAD‑7), sleep study results, or neurocognitive testing — include copies.

Objective data provides third‑party confirmation that symptoms limit work capacity. If your insurer schedules testing or an independent exam, track what is ordered and why. For broader steps when insurers resist approvals, see strategies in our guide to common denial tactics.

Work Nexus Evidence

• Job description showing duties and hours; work schedules; supervisor emails assigning increased workload; documented incidents (dates/times); performance reviews showing decline coinciding with onset.

These items draw a straight line from job demands to symptoms and disability. They also help your clinician write a strong causation opinion supported by facts rather than impressions.

Administrative and Employment Evidence

• Sick leave requests, short‑term disability paperwork, FMLA certifications, employer disciplinary records, accommodation requests, and HR correspondence.

Administrative files prove timing and care-seeking behavior. Their consistency with medical records increases credibility, a common theme in commentary on stress‑related claims like this review of burnout claims.

Witness Evidence

• Signed statements from coworkers or supervisors corroborating changes in workload, observed symptoms, or specific workplace incidents.

Neutral corroboration helps decision-makers trust your account. Witnesses often fill gaps where documentation is sparse.

Timeliness and Contemporaneous Records

• Emphasize contemporaneous reporting: doctor visits dated near onset, early reports to supervisor/HR, emails timestamped — delays weaken claims.

Late reporting and gaps in treatment are among the most common reasons for denial. For more on deadlines and statutes, review our explainer on the workers’ comp time limit to file.

Stress Leave vs Burnout Claim

Definitions

Stress leave = employer/benefit‑based leave (short‑term disability, FMLA, paid time off) taken for medical reasons; governed by employment/benefits rules. Burnout claim = a workers’ compensation claim asserting a work‑related injury/illness seeking medical care and wage replacement under comp statutes. Employer and insurer resources distinguish these processes and highlight different proofs and benefits, as summarized in this stress coverage overview and in professional perspectives like this WILG discussion of psychiatric claims.

When to Use Each

If you need immediate treatment, take stress leave/short‑term disability while you obtain a formal diagnosis. If that diagnosis and medical opinion links the condition to work, file a workers’ comp claim as soon as possible. This sequencing preserves your health and creates documented timelines that support causation later.

Interaction with Employer Policies

Filing for FMLA or short‑term disability does not automatically create a comp claim — but documentation from those processes helps establish medical history and timing. Save every letter and timestamped email. Consider reviewing a general step‑by‑step claim filing guide when you are ready to transition from leave to comp.

Suggested Script Lines

• To doctor: “Please document a diagnosis, symptom onset date, and your opinion on whether work was a primary cause.”

• To employer/HR by email (time‑stamped): “I am reporting work‑related symptoms and will be seeking medical care. Please advise what leaves or forms I should complete.”

Psychological Fatigue Workers Comp California — State‑Specific Guidance

In California, psychological fatigue workers comp California claims can succeed — but they must meet statutory and case‑law tests. The rules are concentrated in Labor Code provisions and WCAB precedent interpreted in plain‑English guides.

Legal Standards and Statutory Tests

Cal. Labor Code § 3208.3 and WCAB precedent require: (1) a recognized psychiatric diagnosis (DSM disorder), (2) employment of at least six months (may be cumulative), (3) work was the predominant cause (51%+), and (4) the injury did not arise solely from lawful, good‑faith personnel actions (e.g., routine discipline). See readable summaries from Nolo on California psychiatric injuries and this California stress claims guide.

Ordinary work stress rarely qualifies unless the stressor was extraordinary or the employee’s job duties were unusually severe; catastrophic or unusual events (e.g., workplace assault) are more likely to be compensable. This concept appears in practitioner resources, including WILG’s discussion of psychiatric claims.

Administrative Forms and Timelines

In California, file DWC‑1 (Workers’ Compensation Claim Form) — and seek immediate medical attention. The DWC’s educational materials also address strategies for preventing psychiatric injuries and emphasize early reporting and care, as noted in this DWC resource. If you need help pulling and completing the form, this DWC‑1 form download guide provides step‑by‑step instructions.

Practical Tips and Pitfalls

• Tip: Seek psychiatric evaluation early and ask the clinician to address work causation explicitly.

• Pitfall: Long delays between onset and reporting to employer or clinician substantially reduce success odds.

• Tip: Keep copies of all emails, schedules, and contemporaneous evidence showing workload increases.

Early reporting and solid documentation are echoed throughout practical resources, including this discussion of burnout claim pitfalls, the DWC’s psychiatric injury prevention guidance, and accessible summaries of legal standards such as Nolo’s overview and the California stress claim guide.

Likelihood of Success and Common Outcomes

Factors That Increase Success

1. Contemporaneous medical records linking symptoms to work.

2. Objective medical testing or standardized psychiatric scales.

3. Employer documentation (emails, schedules) showing increased workload or specific incidents.

4. Witness statements.

5. No predominant non‑work causes.

These success drivers appear repeatedly in legal and insurer commentary, including mental health comp overviews, practical reviews of burnout/stress claims like this analysis, and a discussion of pitfalls and timing reflected in this resource.

Common Reasons for Denial

• Delayed reporting to employer or clinician.

• Only self‑diagnosis; no formal psychiatric or medical evaluation.

• Primary cause traced to non‑work stressors.

• Injury stemming solely from lawful, good‑faith personnel action.

If your claim is denied, learn next steps and timelines in this detailed guide on how to appeal a workers’ comp denial.

Possible Benefits

• Medical treatment (therapy, psychiatric medications, sleep studies, cognitive testing).

• Temporary disability/wage replacement (percentage varies by state and by average weekly wage calculations).

• Permanent disability (if a long‑term impairment is rated after maximum medical improvement).

• Vocational rehabilitation (if you cannot return to the same job, re‑training may be available in some states).

For an overview of what workers’ comp typically covers, see this benefits explainer.

How to File a Burnout/Chronic Fatigue Workers’ Comp Claim — Step‑By‑Step

Filing Steps and Timelines

1. Get medical help immediately. Book an appointment with a psychiatrist/occupational medicine physician. Bring a written symptom timeline and work history.

2. Report to employer in writing. Sample email: “Subject: Reporting work‑related health condition — [Name]. I am experiencing [symptoms] that began on [date]. I am seeking medical care and believe these symptoms are related to my work duties. Please advise on required forms and leave options. — [Name, date/time].”

3. Fill out state claim form. In California, complete the DWC‑1 claim form promptly. For background and prevention guidance related to psychiatric injuries, see the DWC’s official resource.

4. Collect documentation. Follow the Evidence Checklist section below and gather all medical, employment, and witness records. If you need a general primer on the end‑to‑end filing process, consult our comprehensive filing guide.

5. Cooperate with the insurer. Respond to requests, attend an IME if scheduled, and bring your medical records and job history summary. Keep copies of all communications.

6. If denied, appeal or request a hearing. Psychiatric causation can be complex; consider legal help if denial persists. A practical legal overview for stress claims is available on this page.

7. Timelines. File as soon as practicable; statutes of limitation vary by state. In California, prompt reporting is critical; review state guidance and ensure you meet deadlines set out by your jurisdiction and employer. The DWC resource above includes timing considerations for psychiatric injuries, and our guide to workers’ comp filing deadlines explains typical timeframes.

Evidence Checklist

• Treating clinician’s written diagnosis with DSM/clinical criteria and date of onset.

• Treating clinician’s written opinion on work causation (use “predominant cause” language where applicable).

• Copies of all medical records, therapy notes, medication lists, and test results (FCE, sleep studies, PHQ‑9/GAD‑7).

• Contemporaneous symptom timeline (date/time stamped).

• Employer reports: incident reports, performance reviews, job description, work schedules.

• Time‑stamped emails/texts about workload, assignments, or disciplinary actions.

• Records of leave requests, FMLA paperwork, and short‑term disability forms.

• Signed witness statements from coworkers/supervisors.

• Copy of claim form filed (DWC‑1 in CA) and any insurer communications.

• Notes from IMEs or independent evaluations.

Legal and medical commentary echoes that detailed documentation and objective findings improve outcomes in stress and fatigue claims; for an overview, see this analysis of burnout/stress claim impacts.

Medical Providers and Diagnosis — What to Ask Your Doctor

• What to ask your treating clinician to write: “Please document (1) a clear DSM/clinical diagnosis, (2) date of symptom onset, (3) objective findings or test results if any, (4) functional limitations, and (5) your professional opinion on work causation — e.g., ‘To a reasonable degree of medical probability, the claimant’s [diagnosis] is predominantly caused by [work duties/incidents].’”

• Which specialists to see: psychiatrists (for DSM diagnosis and medication), clinical psychologists (testing and therapy), occupational medicine physicians (work causation and return‑to‑work guidance), neurologists/sleep specialists (if fatigue/CFS concerns).

• Note about clinicians: “Counselors/social workers can provide treatment but often cannot provide the medical opinion required for comp claims — prioritize physicians, psychiatrists, or psychologists who can diagnose and opine on causation.”

These expectations align with general best practices for mental health claims in comp systems, summarized in this overview of mental health claims and commentary on stress/burnout cases.

If you need to understand treatment rights and provider rules more broadly, review our explainer on what benefits workers’ comp covers and how to navigate the provider process in your state.

Practical Examples / Mini Case Studies

Case Study A — Successful Claim

• Facts: Employee worked 60‑hour weeks for 12 months; documented workload increase via emails; onset of insomnia and depressive symptoms on [date]; psychiatric evaluation within two weeks.

• Evidence used: Psychiatrist report with DSM diagnosis and work‑causation opinion; supervisor emails; coworker statements.

• Outcome: Claim accepted; treatment covered; temporary disability paid; vocational rehab considered.

• Lesson: Early reporting + clinician causation opinion + contemporaneous employer records = success.

These patterns match insights discussed in burnout and stress claims research and are consistent with the requirements of emotional exhaustion workers compensation cases.

Case Study B — Denied Claim

• Facts: Office worker self‑diagnosed burnout after long hours but waited 6 months to seek care; no formal diagnosis; minimal documentation.

• Evidence lacking: No treating psychiatrist/physician causation letter; no contemporaneous employer records.

• Outcome: Claim denied for lack of medical causation and delayed reporting.

• Lesson: Don’t rely on self‑diagnosis; seek medical documentation and report promptly.

If you’re facing a denial, learn the procedural steps and common defenses in our guide to appealing workers’ comp denials.

When to Get Legal Help / When to Consult a Workers’ Comp Attorney

Contact an attorney if your claim is denied, if causation is disputed, if the insurer delays or refuses treatment, if you suffer retaliation or termination after filing, or if you are offered a settlement you do not understand.

Attorney roles include: collecting evidence, obtaining independent medical reviews, filing appeals/hearings, negotiating settlements, protecting employment rights. For overviews of psychiatric claim complexities and stress‑related disputes, see this practitioners’ discussion and this explainer on stress claims. If you encounter threats or discipline after reporting, learn options in our guide to retaliation for filing workers’ comp.

Resources and Next Steps

• California DWC — Preventing Psychiatric Injuries (forms/guidance)

• Nolo on California psychiatric injuries overview

• Atticus: workers’ comp for mental health overview

• Solovtei Tell article: impact of burnout on claims

• RM Injury Law CA guide: workplace stress claims

• WILG blog on psychiatric claims

• Invictus Law: stress in workers’ compensation

• The Hartford: stress and workers’ compensation

For a broader look at California’s system mechanics, timelines, and worker protections, you can also review our California workers’ comp laws guide.

Visuals, UX and Formatting Guidance

To help readers scan and act quickly during a stressful time, consider structuring the page with an anchorable table of contents at the top that links to key sections: TL;DR, Definitions, Evidence, Filing steps, CA specifics, Checklist, FAQ, Case studies, and Resources. Use short paragraphs and bullet lists so injured workers can identify next steps at a glance.

Simple inline emphasis can highlight two helpful micro‑callouts: “What to say to your doctor” (use the exact script language provided in the Medical Providers section) and “Sample email to HR” (the Step‑By‑Step section includes copy‑paste text). Designers can consider an infographic titled “Steps to file a burnout workers’ comp claim” with six icons: recognize symptoms → report to employer → get medical diagnosis → collect evidence → file DWC‑1/claim form → cooperate/appeal.

Suggested visuals (for design reference): clinician consult, a timestamped email screenshot (mock), and a checklist graphic titled “Evidence to Support a chronic fatigue work injury claim.” Place the primary keyword near the top of the page title and ensure the California‑specific H2 visibly includes “psychological fatigue workers comp California.”

SEO, Meta, URL Slug, and Keyword Placement Guidance

Title (include the primary keyword): Can I Get Workers Comp for Burnout? What to Know About Chronic Fatigue and Emotional Exhaustion Claims.

Meta description (150–160 characters): “Can I get workers comp for burnout? Learn when chronic fatigue, emotional exhaustion, and psychological fatigue may be compensable — with CA‑specific steps.”

URL slug suggestion: /can-i-get-workers-comp-for-burnout

Header and keyword placement notes:

• H1: Use the title with the primary keyword once.

• First paragraph: include the primary keyword in the first sentence.

• H2s to include non‑primary keywords where natural, for example:

  • “Chronic fatigue work injury claim: evidence you need.”

  • “Stress leave vs burnout claim.”

  • “Psychological fatigue workers comp California — state‑specific guidance.”

• Use each secondary keyword at least once across the article: chronic fatigue work injury claim; emotional exhaustion workers compensation; stress leave vs burnout claim; psychological fatigue workers comp California.

If you want process reminders while drafting, refer to our general overview of what workers’ compensation is and how it works.

Metrics and Measurement Notes

Primary performance indicator: organic traffic for the primary keyword “can I get workers comp for burnout.” Secondary indicators: time on page (aim for 4+ minutes), checklist engagement, and reader progression through sections like Evidence, Filing Steps, and CA specifics. Monitor internal link click‑throughs (e.g., claim filing, benefits, deadlines) to confirm that readers are finding and using next‑step resources.

Word Count, Tone, and Formatting

• Target length: comprehensive and detailed, with short, scannable paragraphs and lists that prioritize clarity.

• Tone: empathetic, practical, and trustworthy; use plain language; define necessary terms.

• Formatting: use descriptive H2/H3 headings, bulleted checklists, and sample scripts in italics where helpful. Avoid jargon and long blocks of text.

For additional context on what to do after reporting and how to navigate the process if things go wrong, see our practical guidance on steps to take after a work injury and what to expect if an employer or insurer resists your claim.

Conclusion

Burnout is real, and the fear and confusion that follow persistent exhaustion or psychological symptoms are real, too. Workers’ compensation can help, but the path depends on diagnosis, evidence, and your state’s rules. Anchor your claim in medical facts, link your condition to work with contemporaneous records, and report as soon as you can. California adds extra requirements and exclusions for psychiatric injuries, so pay close attention to the statutory tests and forms. If you hit obstacles — delays, denials, or workplace friction — preserve your documentation and consider getting legal guidance, especially on causation.

Above all, focus on your health. Seek care promptly, communicate clearly with your clinician and employer, and keep copies of everything. With the right evidence and timing, many workers do qualify for benefits for major depressive disorder, anxiety, PTSD, or CFS that work predominantly caused or aggravated. And if your claim is denied, that is not the end of the road — appeals and additional medical reviews may still secure the treatment and wage support you need.

Need help now? Get a free and instant case evaluation by US Work Accident Lawyers. See if your case qualifies within 30-seconds at https://usworkaccidentlawyer.com.

FAQ

Is burnout a compensable injury?

Only when a licensed clinician diagnoses a recognized psychiatric or medical disorder and evidence shows work was the predominant cause. This is the core of emotional exhaustion workers compensation claims and addresses the question “can I get workers comp for burnout,” as discussed in practitioner resources like this WILG overview.

Does FMLA or stress leave affect my workers’ comp claim?

They don’t prevent a comp claim; documents from FMLA/leave can support timing and treatment but are separate processes. For a general explanation of stress leave versus comp, see this resource on stress and workers’ comp.

Will I lose my job if I file?

Retaliation is illegal in many places, but risks exist in practice — preserve documentation and consult counsel if threatened. Keep copies of emails and performance notes, and consider reviewing our guide to retaliation protections.

What if my employer says it’s personal stress?

Document objective links to work and obtain a clinician’s opinion on causation; employer assertions are a common basis for denial. A thorough chronic fatigue work injury claim rests on medical evidence, objective testing if available, and contemporaneous job records.

Final Draft Checklist for the Writer

• Primary keyword “can I get workers comp for burnout” appears in the title and first paragraph.

• All provided keywords appear at least once, naturally integrated.

• California‑specific legal guidance included with citation to DIR CA (https://www.dir.ca.gov/dwc/FORMS/PreventingPsychiatricInjuries.pdf) and Nolo (https://www.nolo.com/legal-encyclopedia/california-workers-comp-recovering-mental-emotional-injuries.html).

• Evidence checklist, step‑by‑step filing guide, FAQ, two case studies, and CTAs are present.

• Include the exact legal disclaimer (verbatim) near the top and full version at the bottom.

• Hyperlink all source URLs listed in this plan where referenced in the article.

• Create and attach a downloadable PDF checklist titled “Burnout & Chronic Fatigue Claim Documentation.”

• Use anchorable TOC and include at least one infographic or checklist visual.

• Keep tone empathetic, non‑judgmental, and avoid promising outcomes; use “may” and “can” language appropriately.

Legal disclaimer: This article is for informational purposes only and does not constitute legal advice. Workers’ compensation laws vary by state and change over time. For advice specific to your situation, consult a qualified workers’ compensation attorney or your state workers’ compensation board.