The claims your own employees bring, which general liability excludes.

Harassment and wrongful termination claims are common in high-turnover hospitality and are excluded from general liability.

Wrongful termination and harassment claims from retail staff are excluded from general liability.

Employment claims from professional staff are frequent, expensive and excluded from general liability.

Practices are small employers with high stakes, and employment claims are excluded elsewhere.

A large hourly workforce on rotating shifts, doing physically demanding work under supervision, produces employment claims at a rate few operators expect.

Harassment and wrongful termination claims are common in late-night hospitality and general liability does not touch them.

Harassment and wrongful termination claims are common in hospitality and sit outside general liability.

Harassment and wrongful termination claims are common in late-night venues and sit entirely outside general liability.

A large, fast-turning hourly workforce is where employment claims come from.

Brokerages hire fast, pay on commission and fire quickly, which is the profile these claims come from.

Large, young, high-turnover behavioral staff teams generate employment claims.

High turnover, shift work and a large hourly workforce produce wage, discrimination and wrongful termination claims.

Co-employment means a discrimination, harassment or wrongful termination claim arising at the client names you alongside them.

Tech employment claims — misclassified contractors, terminated engineers, offer letters — are decided on documents, and none of them touch general liability.

Growth-stage hiring and its reversals generate the claims general liability never touches.

A W-2 bench working under client direction is a dual-employment exposure. Claims can name the agency, the client, or both, and the agency’s policy answers first.

Small companies, fast hiring and personal working relationships are the profile these claims come from.

Coaches and staff, paid or stipended, bring employment claims with them.

Short-season hiring at volume produces employment claims out of proportion to its length.

A young, seasonal, high-turnover workforce is the profile these claims come from.

Young seasonal staff at volume, hired and released quickly.

Seasonal and student staff across food, bar and front desk.

Hiring a hundred teenagers each spring is an employment practices exposure.

The fastest growing claim type against residential landlords, and not a property claim.

Fair housing complaints against associations are common and are not D&O.

A heavily regulated residential relationship, and not a property claim.

A firm that litigates employment matters is not exempt from them.

Busy-season overtime and classification disputes are the common pattern.

Small organizations with informal HR are where these claims start.

A regulatory and civil exposure that E&O does not always include.

Commission disputes and turnover make this a frequent claim in the trade.

Joint-employer arguments pull the brand in, and the brand will look to you.

You make the selection decisions, so the discrimination claim is yours.

High-stress, grant-funded workplaces with informal HR are where these claims begin.

Small staffs with volunteer oversight are where employment claims start.

General liability does not cover discrimination. A denied accommodation request is a common source of complaints.

Excluded from general liability, and frequent wherever commission and scope-of-practice disputes meet.

The states where employment claims are most frequent are the states where this is hardest to price. They price it.

Wage and hour claims are the common ones in shops paying flat rate.