Whether an inmate must show a significant injury to establish an Eighth Amendment excessive-force claim.
Holding
No. A significant injury is not a prerequisite to an Eighth Amendment excessive-force claim, although the extent of injury remains relevant evidence.
Reasoning
The Eighth Amendment forbids the unnecessary and wanton infliction of pain. In excessive-force cases, the central question is whether officials applied force in a good-faith effort to maintain or restore discipline or instead maliciously and sadistically for the purpose of causing harm.
The extent of the inmate’s injury may help a court determine whether force plausibly appeared necessary or whether the force instead demonstrated wantonness. Courts may also consider the need for force, the relationship between that need and the amount of force used, the threat reasonably perceived by officers, and efforts to temper the response. But the absence of a serious injury does not itself end the constitutional inquiry.
The objective seriousness requirement is context-specific. Extreme deprivation is required for conditions-of-confinement claims, and a serious medical need is required for medical-care claims, because those claims concern the ordinary hardships and limits of imprisonment. Deliberately malicious force is different: contemporary standards of decency are violated whenever officers maliciously and sadistically use force to cause harm, whether or not a significant injury results.
A contrary rule would permit physical punishment that was torturous or inhumane so long as it caused less than an arbitrarily defined amount of injury. The Eighth Amendment cannot turn on whether prison officials succeed in causing visible or medically serious harm.
The Court did not make every unwanted contact actionable. De minimis uses of force generally fall outside the Eighth Amendment unless the force is of a kind repugnant to the conscience of mankind. Hudson’s bruising, swelling, loosened teeth, and cracked dental plate were not de minimis, so his injuries could not justify dismissal.