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The most common claim a growing business faces is not dramatic — it is an ordinary termination handled without documentation. Defending one costs real money whether or not the allegation holds up.
Claims about how people were treated — hiring, firing, promotion, conduct. EPLI funds the defence and the settlement.
Allegations that a dismissal breached the law or an agreement.
Claims relating to protected characteristics in hiring, promotion, pay or dismissal.
Claims arising from conduct by managers or colleagues, inside or outside the workplace.
Claims that an employee was penalised for raising a complaint — often pleaded alongside the original allegation.
Harassment and discrimination allegations from customers and vendors, where written in.
Including the many matters resolved before any finding is ever made.
The exposure scales with headcount and management layers — and arrives before most firms have HR infrastructure.
Federal thresholds start attaching at fifteen, state thresholds earlier — exposure scales with headcount.
The risk changes the day you stop managing everyone directly.
Most claims trace to an inexperienced manager handling a hard conversation badly.
Layoffs generate claims at the worst possible time.
Every state adds its own employment law to comply with.
Employment claims against directors are often narrower under D&O than a standalone EPLI policy.
Most EPLI claims are not the cases that make the news. They are procedural — a termination without documentation, a complaint without follow-up. The exposure is process, which is why prevention advice matters as much as the policy.
Yes — smaller firms are sued by employees more often than by anyone else, and they defend claims with fewer resources and less HR infrastructure.
Usually excluded or narrowly sub-limited — the most misunderstood gap in EPLI. If wage and hour exposure matters to you, say so and we will look for the endorsement.
Workers comp responds to injury and illness. EPLI responds to how people were treated — hiring, firing, promotion, conduct.
Yes — failure-to-hire and discrimination claims from applicants are standard EPLI territory.
Carriers set the premium, not us. Pricing runs on headcount, states, industry, turnover and claims history. We shop your risk to A-rated markets and a licensed specialist walks you through the options — free, no obligation, and a licensed specialist reviews your request and walks you through real options.
Both — the entity and individual managers and directors named in a claim.
Claims-made cover applies to claims made during the policy period, generally excluding matters already known — which is a reason to buy before a situation, not after.
Rarely — but documented remediation matters, and we position it to underwriters properly.
