Employment Law Practice Exam 2025 – 400 Free Practice Questions to Pass the Exam

An individual can indeed sue their employer for emotional distress due to workplace harassment under certain circumstances. This legal principle stems from the recognition that employees have the right to work in an environment free from harassment and discrimination.

When considering a claim for emotional distress, the courts typically look for evidence that the employer's conduct was extreme and outrageous, and that the harassment caused severe emotional distress to the employee. Furthermore, the claim can often be tied to violations of other legal frameworks, such as anti-discrimination statutes or tort law related to intentional infliction of emotional distress.

In many jurisdictions, a successful claim for emotional distress in the context of workplace harassment may require the employee to demonstrate that the employer failed to take appropriate remedial actions after being informed of the harassment. This could include a lack of preventive measures, inadequate investigations, or a hostile work environment that the employer did not address.

The other choices do not adequately reflect the legal context surrounding workplace harassment claims. The assertion that individuals can never sue (the first choice) is incorrect, as it overlooks the legal avenues available for harassment claims, including emotional distress. The second option suggests a requirement for a signed contract, which is not universally applicable to claims of emotional distress related to workplace harassment. Finally, the fourth