Start with the purpose of the coverage
Employment practices liability insurance can address specified claims alleging discrimination, harassment, retaliation, wrongful termination, or other covered employment wrongful acts. Claims-made reporting, defense costs, retentions, wage-and-hour treatment, third-party coverage, volunteers, independent contractors, and the definition of insured persons require careful review.
Exposure size and business activity
Connect this decision to the insured operation, credible loss scenarios, current information, policy wording, and requested protection.
Loss experience and risk controls
Connect this decision to the insured operation, credible loss scenarios, current information, policy wording, and requested protection.
Limits, deductibles, and optional protection
Connect this decision to the insured operation, credible loss scenarios, current information, policy wording, and requested protection.
What the policy may help address
Certain discrimination, harassment, and retaliation allegations
Confirm covered causes, insured parties, locations, limits, deductibles, conditions, and exclusions in the actual proposal and issued policy.
Specified wrongful termination and employment-practice claims
Confirm covered causes, insured parties, locations, limits, deductibles, conditions, and exclusions in the actual proposal and issued policy.
Defense costs for covered employment allegations
Confirm covered causes, insured parties, locations, limits, deductibles, conditions, and exclusions in the actual proposal and issued policy.
Details to examine for this decision
- Claims-made trigger, retroactive date, reporting duties, retention, and defense within the limit
- Wage-and-hour, benefits, labor, contract, bodily injury, and intentional-act exclusions
- Third-party claims, volunteers, interns, contractors, subsidiaries, and multi-state employment
Information to prepare
A complete submission helps distinguish the account and reduces avoidable follow-up. Prepare current records rather than relying on estimates from a prior policy period.
- Employee counts, payroll, locations, turnover, and workforce structure
- Handbook, applications, job descriptions, complaint, discipline, and termination procedures
- Prior EPLI coverage, claims, circumstances, demand letters, and agency charges
Questions the review should answer
How does the program address claims-made trigger, retroactive date, reporting duties, retention, and defense within the limit?
Document the answer in the proposal, applicable forms, endorsements, schedules, or written underwriting confirmation. Do not rely only on a certificate or marketing summary.
How does the program address wage-and-hour, benefits, labor, contract, bodily injury, and intentional-act exclusions?
Document the answer in the proposal, applicable forms, endorsements, schedules, or written underwriting confirmation. Do not rely only on a certificate or marketing summary.
How does the program address third-party claims, volunteers, interns, contractors, subsidiaries, and multi-state employment?
Document the answer in the proposal, applicable forms, endorsements, schedules, or written underwriting confirmation. Do not rely only on a certificate or marketing summary.
Frequently asked questions
What should a business prepare for a Employment Practices Liability Insurance (EPLI) cost factors review?
Useful starting information includes employee counts, payroll, locations, turnover, and workforce structure, handbook, applications, job descriptions, complaint, discipline, and termination procedures, prior epli coverage, claims, circumstances, demand letters, and agency charges. The specialist may request additional details based on the operation and available insurance markets.
Why should Employment Practices Liability Insurance (EPLI) be reviewed separately from other policies?
Employment practices liability insurance can address specified claims alleging discrimination, harassment, retaliation, wrongful termination, or other covered employment wrongful acts. Claims-made reporting, defense costs, retentions, wage-and-hour treatment, third-party coverage, volunteers, independent contractors, and the definition of insured persons require careful review. The policy should also be coordinated with related property, liability, vehicle, people, contract, and continuity exposures.
Coverage descriptions are general and do not amend a policy. Eligibility, availability, limits, deductibles, exclusions, definitions, and terms vary by risk and insurance market. Actual policy documents control.