The claims your own employees bring, which general liability excludes.
Employment practices liability covers wrongful termination, discrimination and harassment claims brought by employees and applicants.
Tell us the situation.
A licensed human replies the same business day — not an auto-responder, and not five producers calling at once. We shop it across our carriers and tell you if the policy you already have is the right one.
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What employment practices businesses actually need.
Wrongful termination
Claims that a dismissal was unlawful.
Without it — Defence alone routinely exceeds what a small employer holds in cash.
Discrimination and harassment
Claims based on a protected characteristic, including third-party claims from customers where the form includes them.
Without it — These are the highest-frequency employment claims and none of them touch general liability.
Defence costs
Legal costs, which typically erode the limit rather than sitting outside it.
Without it — A claim you win still costs six figures to win.
Where employment practices shows up.
- Assisted Living & Residential Care
A large hourly workforce on rotating shifts, doing physically demanding work under supervision, produces employment claims at a rate few operators expect.
- Last Mile & Delivery Contractors
A large, fast-turning hourly workforce is where employment claims come from.
- Play & Behavioural Therapy
Large, young, high-turnover behavioural staff teams generate employment claims.
What employment practices operators ask us.
Is this the same as workers compensation?
No, and they are opposite halves of employer risk. Workers compensation answers when an employee is physically injured. Employment practices liability answers when an employee says they were treated unlawfully. One is a body, the other is a decision, and neither policy covers the other’s claim.
We have fewer than ten employees. Do we need it?
High-turnover and small employers are not exempt from claims — they are more exposed, because they rarely have an HR function reviewing decisions. A single wrongful termination claim can cost more than several years of premium, and the trigger is usually a routine dismissal handled informally.