Per l'accertamento della sussistenza di danni conseguenti a mobbing non è sufficiente allegare una documentazione medica che indichi come «verosimile» la natura lavorativa di una patologia, soprattutto se questa si limita a riportare circostanze riferite dal lavoratore; è necessario fornire elementi di prova aggiuntivi, senza i quali il danno non può ritenersi provato (Tribunale di Cosenza, sentenza 557/2023)..

Eccessivamente generica la descrizione di una condotta vessatoria che, contrariamente a quanto espresso dalla giurisprudenza, non definisca con precisione quali sono i comportamenti posti in essere, con intento persecutorio, contro la vittima del mobbing in modo ripetuto nel tempo (Tribunale di Cosenza, sentenza 557/2023).

Non può essere accolta la richiesta di una CTU volta esclusivamente ad accertare e quantificare la sussistenza di asserite lesioni, avendo solo la finalità, inammissibile, di verificare circostanze non provate con altri mezzo. In questo caso, deve ritenersi generica la prova del collegamento tra la condotta mobizzante e il danno alla salute (Tribunale di Cosenza, sentenza 557/2023)..

Deve ritenersi inadeguata a dimostrare l'origine lavorativa della sindrome depressiva, la documentazione medica il cui riferimento all'ambiente lavorativo venga solo riferito dalla paziente al medico; solo occasionalmente, in un certificato, il collegamento tra la patologia e lo stress lavorativo viene definito «verosimile», senza ulteriori elementi e spiegazioni (Tribunale di Cosenza, sentenza 557/2023).

Come ricordato anche dalla Cassazione chi intende ottenere un risarcimento del danno per mobbing deve fornire prova del nesso di causalità, non potendo limitarsi a denunciare la semplice potenzialità lesiva del datore di lavoro.Un approccio rigoroso, non sempre seguito dalla giurisprudenza di merito, che dovrebbe disincentivare un utilizzo distorto delle consulenze tecniche d'ufficio, che non possono diventare strumenti per colmare eventuali lacune probatorie. (Cassazione civile sent. n. 29047/2017).

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