For claims from your own crew.
As a contractor adds employees, it takes on employment-practices exposure: claims of wrongful termination, discrimination, harassment, and wage disputes that workers comp and general liability do not cover. EPLI is the coverage that responds.
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Why growing contractors need it
The moment you have a crew, you have employment exposure. A terminated worker, a discrimination or harassment allegation, or a wage-and-hour dispute can produce a claim, and defending even a baseless one is expensive. Construction's hiring patterns, seasonal labor, and crew turnover only add to the exposure, and neither workers comp nor general liability covers it.
What EPLI covers
EPLI responds to wrongful termination, discrimination, harassment, retaliation, and similar claims, paying defense costs and settlements or judgments. Some policies extend to third-party claims, such as a client or vendor alleging discrimination by your staff. Wage-and-hour exposure is often limited and should be reviewed specifically, since it is a common construction claim.
How we handle it
We size EPLI to your headcount and the states you operate in, since employment law varies, set a limit that accounts for defense costs, and check whether bundling it within a management liability package makes sense. We also point you to practical hiring and documentation practices that lower both claims and premium.
Common questions.
What does EPLI cover for contractors?
Do small contractors need EPLI?
Does EPLI cover wage-and-hour claims?
Can EPLI be bundled?
If an employee filed a claim, are you covered?
Employment claims are common as crews grow, and defense alone is expensive. We confirm EPLI fits your headcount and states.
Cover the claims that come from inside.
Tell us about your crew and states and we will place EPLI that fits.