Discrimination, harassment, wrongful termination, retaliation claims from employees. Triggered once W-2 headcount crosses 10-15 — especially in CA / NY / NJ.
Defense costs and settlements / judgments arising from employment-practice claims: discrimination (race, sex, age, disability), sexual harassment, wrongful termination, retaliation, failure to promote, FMLA / ADA violations. Coverage typically extends to claims by employees, applicants, and former employees.
These are public-facing baselines for typical risk profiles. The intake re-derives line-specific limits based on your actual operation, contract obligations, and loss profile.
From the panel that ranks top-3 per line for your risk profile. Each carrier clears the A.M. Best A- floor; final selection is made in the piece-out matrix at quote time.
If I treat my employees fairly I won't get sued.
Fair treatment is necessary but not sufficient. Plaintiff-bar economics drive claim filing regardless of merit; even a baseless claim costs $50K-$150K to defend. EPLI pays defense costs even when the claim fails on merit.
Wage-and-hour is part of EPLI.
Almost always separate — sub-limited, with its own deductible. FLSA / state wage-and-hour litigation is a high-frequency exposure; the sub-limit must be evaluated specifically.
EPLI is only for big companies.
Small-fleet EPLI claim frequency tracks W-2 count: 10 employees is roughly the threshold where claim probability becomes meaningful. EPLI for sub-10-employee fleets is often unnecessary; above 10 it's a routine bind.
Usually no — the policy defines 'employee' specifically. 1099 owner-operators are typically excluded. If you have 1099 misclassification exposure, that's a different conversation.
Yes — defense costs are usually paid inside the policy limit (eroding the limit) or outside the limit (preferred structure). Read the policy language at bind to confirm.
$5K-$25K for small fleets; $25K-$100K for mid; $100K+ for large accounts. Wage-and-hour sub-limits often have separate deductibles.
Jurisdiction-specific. CA, NY, FL allow insurance for punitive damages; some states bar it. Read the policy's punitive-damages clause carefully.
Most modern policies do — defense costs for EEOC charges, state DFEH investigations, and similar regulatory proceedings.
One intake. Per-line submissions to your top 3 carriers. A coordinated binder.