Under FMLA, eligible full-time employees in the U.S. can take up to 12 weeks of unpaid, job-protected leave per year for a serious health condition—and crucially, that includes burnout and mental health. In the U.K., workers can use Statutory Sick Pay (SSP) for up to 28 weeks.
Recognizing that the normative considerations that support the restriction are less deeply rooted in the nature of the tort than the Palsgraf perspective supposes should, in turn, open up room to relax or remodel those restrictions in appropriate cases. Take the live issue of whether the developers of large language models may be held liable to persons injured by their models’ “defamatory” outputs.255 It may be dubious to characterize these outputs as communications or publications made by the developers,256 and the models themselves are not (for now, at least) legally cognizable as agents who can commit torts and subject developers to vicarious liability.257 Thus, the tort of defamation arguably supplies no redress for the victims of such defamatory outputs. Contra the logic of the Palsgraf perspective, however, nothing in the normative nature of the defamation tort precludes extending either the tort of defamation or negligence (or negligence-like forms of products liability) in order to afford such redress.
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