In tema di obbligo di protezione ex art. 2087 c.c., la dimensione organizzativa assume rilevanza quale fattore di rischio per la salute dei lavoratori, atteso che l'art. 28 del T.U. n. 81 del 2008, ulteriore specificazione del più generale canone presidiato dall'art. 2087 c.c., impone al datore di lavoro la valutazione di tutti i rischi per la sicurezza e la salute dei lavoratori, ivi compresi quelli collegati allo stress lavoro-correlato; ne consegue che, ove il datore di lavoro indebitamente tolleri l'esistenza di una condizione di lavoro lesiva della salute, per configurare la responsabilità datoriale è sufficiente che l'inadempimento, imputabile anche solo per colpa, si ponga in nesso causale con un danno alla salute. Nella specie la Cassazione aveva cassato la sentenza impugnata che, pur avendo accertato che il lavoratore versava "in condizioni di sostanziale inoperosità", con progressivo "svuotamento" delle mansioni affidate, non aveva verificato se dalla condotta del datore di lavoro, anche se colposa, erano causalmente derivati danni alla persona del lavoratore a contenuto non patrimoniale.

Pertanto deve ritenersi al di là delle denominazioni, lungo la falsariga della responsabilità dolosa o anche colposa del datore di lavoro che indebitamente tolleri l'esistenza di una condizione di lavoro lesiva della salute secondo il paradigma di cui all'art. 2087 c.c., è comunque configurabile la responsabilità datoriale a fronte di un mero inadempimento - imputabile anche solo per colpa - che si ponga in nesso causale con un danno alla salute e ciò secondo le regole generali sugli obblighi risarcitori conseguenti a responsabilità contrattuale (artt. 1218 e 1223 c.c.)».

Mentre si resta al di fuori della responsabilità ove i pregiudizi derivino dalla qualità intrinsecamente ed inevitabilmente usurante della ordinaria prestazione lavorativa o tutto si riduca a meri disagi o lesioni di interessi privi di qualsiasi consistenza e gravità, come tali non risarcibili.

Cassazione civile del 15.11.2022 n. 33639 

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