I think this is something that would be helpful even for employees and employers to know. It seems to me that while the employees should be held responsible for their mistakes, employers should also know that they cannot reasonably hold employees liable for the unforeseen damages of those mistakes.
Hadley v. Baxendale was ruled on in 1854. However, today's laws are more complex because companies have to meet compliance and quality standards and so do the sub contracting companies that they do business with.
In Canada, this can be important in employment law. Supreme Court of Canada has said employers need to act in good faith in manner of termination of an employee. Since termination of contract by either side by providing reasonable notice is known by both sides at contract formation, it is "NOT" reasonably foreseeable damages for mental distress would result from termination. It "IS" reasonably foreseeable mental distress would result if dismissal carried out unfairly or in bad faith.