Keeping up with employment practices liability trends can feel like a full-time job. It seems like every day there’s a new regulation, a new technology impacting how we work, or a new type of claim popping up. For businesses and their insurers, understanding these shifts is super important. It’s not just about avoiding lawsuits; it’s about running a smoother operation and making sure everyone feels secure. Let’s break down some of the big things happening in this space.
Key Takeaways
- Technology is changing the game for employment practices liability, from how risks are managed to how claims are handled. Think AI in claims assessment and digital platforms.
- Workplace harassment and discrimination lawsuits continue to be major drivers of claims, making strong internal policies and training more critical than ever.
- New laws and differing regulations across states and globally add layers of complexity for businesses and insurers trying to stay compliant.
- Underwriting and risk management strategies are becoming more specialized, with a focus on exclusions, endorsements, and coordinating different types of coverage.
- The way claims are managed is evolving, with a greater emphasis on good faith practices, alternative dispute resolution, and using data to predict and prevent future issues.
Evolving Landscape Of Employment Practices Liability Trends
The world of employment practices liability (EPL) is always shifting, and keeping up can feel like a full-time job in itself. It’s not just about the old standbys like harassment or discrimination anymore; new challenges pop up constantly, driven by how we work and the tools we use.
Technological Advancements Shaping Risk
Technology has really changed the game for employers. Think about how much data is collected on employees now – performance reviews, disciplinary actions, even personal information. This digital trail can be a goldmine for evidence in a dispute, but it also means employers need to be extra careful about how they store, manage, and protect that data. A simple data breach could lead to a whole new set of EPL claims, especially if sensitive employee information is exposed. The sheer volume and accessibility of digital records mean that documentation and data security are more critical than ever.
Insurtech’s Disruptive Influence
Insurtech companies are shaking things up, and EPL is no exception. They’re using new tech to offer more tailored policies, streamline the application process, and even help with risk management. This means employers might have more options for coverage, and potentially more innovative ways to manage their EPL risks. It’s pushing traditional insurers to adapt, too, which can only be a good thing for policyholders. We’re seeing a move towards more dynamic and data-driven approaches to insurance.
Data Analytics and Predictive Modeling
This is where things get really interesting. Insurers are getting much better at using data analytics and predictive modeling to understand EPL risks. They can look at claims history, industry trends, and even specific company characteristics to get a clearer picture of potential exposures. This helps them underwrite policies more accurately and can also give employers insights into their own risk profiles. It’s about moving from just reacting to claims to trying to anticipate and prevent them before they happen. This data-driven approach is becoming a standard part of how insurers assess risk, helping to forecast litigation trends and refine their underwriting practices.
Key Drivers Of Employment Practices Liability Claims
Workplace Harassment Allegations
Workplace harassment remains a persistent and significant driver of Employment Practices Liability (EPL) claims. This can range from sexual harassment to harassment based on race, religion, age, or disability. The legal landscape around harassment is constantly evolving, with new interpretations and broader definitions emerging. Companies need to be incredibly vigilant about fostering a respectful work environment. This isn’t just about having a policy; it’s about actively training employees and managers, having clear reporting mechanisms, and taking swift, appropriate action when issues arise. Ignoring complaints or handling them poorly can lead to costly lawsuits, reputational damage, and a decline in employee morale. It’s a complex area where perception and documentation are key.
Discrimination Lawsuits
Discrimination lawsuits are another major category impacting EPL claims. These claims arise when employees allege they have been treated unfairly in hiring, promotion, compensation, or termination decisions based on protected characteristics like race, gender, age, national origin, or disability. The legal standards for proving discrimination can be intricate, often involving disparate treatment or disparate impact claims. Employers must ensure their policies and practices are applied consistently and fairly across the board. This includes careful review of hiring criteria, performance evaluations, and promotion processes to avoid any appearance or reality of bias. Even well-intentioned practices can inadvertently lead to discrimination claims if not carefully managed.
Wrongful Termination Litigation
Wrongful termination claims are a substantial component of EPL exposures. While many employment relationships in the U.S. are "at-will," meaning either party can end the relationship for any reason (or no reason), there are numerous exceptions. These exceptions include termination that violates anti-discrimination laws, breaches an employment contract, or goes against public policy. Claims can arise from alleged retaliation for whistleblowing, discrimination, or other protected activities. Proper documentation of performance issues and adherence to established disciplinary procedures are absolutely critical when making termination decisions. A poorly handled termination can quickly escalate into a legal battle, regardless of the initial justification.
Here’s a look at some common reasons for wrongful termination claims:
- Retaliation: Terminating an employee for reporting harassment, discrimination, or safety violations.
- Breach of Contract: Violating the terms of an explicit or implied employment agreement.
- Public Policy Violations: Firing an employee for refusing to break the law or for exercising a legal right.
- Discrimination: Terminating an employee based on protected characteristics (as mentioned above).
The cost of defending these claims, even if ultimately successful, can be substantial. Beyond legal fees, there’s the disruption to business operations and the potential impact on employee morale and company reputation. Proactive measures are always more cost-effective than reactive legal defense.
Impact Of Regulatory Changes On EPL
New Legislation and Enforcement
Laws and rules around employment practices liability (EPL) are always shifting. It feels like every few months, there’s a new piece of legislation or a change in how existing laws are being enforced. This can make it tough for businesses to keep up. For example, new regulations might expand the definition of harassment or discrimination, or they could introduce stricter requirements for how employers handle employee complaints. Staying informed about these changes is not just a good idea; it’s a necessity for avoiding costly legal battles. Regulators are also becoming more active, meaning they’re more likely to investigate complaints and penalize companies that aren’t following the rules. This increased enforcement means that even small missteps can lead to significant fines and penalties.
State-Specific Regulatory Divergence
One of the trickiest parts of employment law in the U.S. is that it’s not one-size-fits-all. Each state has its own set of laws and regulations that can differ quite a bit from others. What’s perfectly legal in one state might be a violation in another. This creates a complex patchwork for businesses operating in multiple locations. For instance, some states have much broader protections for employees regarding things like wage and hour laws or leave policies. This divergence means companies need to be really diligent about understanding the specific requirements in every state where they have employees. It’s not enough to just follow federal guidelines; you have to dig into the local rules too. This can be a real headache for HR departments and legal teams trying to ensure compliance across the board. The rate filing processes, especially those requiring prior approval, can also vary significantly by state, impacting how quickly insurers can adjust their offerings to reflect these evolving legal landscapes.
Global Compliance Challenges
For companies that operate internationally, the regulatory landscape becomes even more complicated. Different countries have vastly different employment laws, cultural norms, and enforcement approaches. What might be considered standard practice in one country could be illegal or highly frowned upon in another. This requires a deep dive into local laws, which can be a huge undertaking. Think about data privacy laws, for example – they vary wildly from one nation to the next. Then there are issues like differing holiday schedules, leave entitlements, and termination procedures. Companies need to develop robust compliance programs that can adapt to these diverse requirements. It’s a constant balancing act to ensure you’re meeting legal obligations while also respecting local customs and practices. This global complexity means that EPL risk management needs to be a truly international effort, not just a domestic one.
The sheer volume and variation of employment laws across different jurisdictions present a significant hurdle. Companies must invest in specialized legal counsel and compliance resources to navigate this intricate web effectively. Failure to do so can expose them to substantial financial and reputational damage, impacting everything from operational costs to employee morale.
Underwriting And Risk Management Strategies
Specialized Underwriting Expertise
When it comes to Employment Practices Liability (EPL) insurance, you can’t just treat it like any other business policy. It’s a specialized area, and that means the folks doing the underwriting need to really know their stuff. They’ve got to understand the ins and outs of employment law, how different industries operate, and what specific risks each business faces. It’s not just about looking at revenue numbers; it’s about digging into things like employee handbooks, HR policies, and how a company handles employee complaints. Getting this right upfront is key to setting the right price and making sure the coverage actually fits the client’s needs. Without that specialized knowledge, insurers might miss critical exposures, leading to problems down the road. It’s a bit like a doctor needing to specialize; you wouldn’t want a podiatrist performing heart surgery, right?
Policy Exclusions and Endorsements
Every EPL policy has its own set of rules, and understanding what’s included and what’s definitely not is super important. Exclusions are basically carve-outs – things the insurance company won’t cover. This could be things like claims arising from illegal acts or certain types of wage and hour disputes, depending on the policy. On the flip side, endorsements are like add-ons or modifications. They can broaden coverage to include specific risks or clarify terms. For example, an endorsement might be added to specifically cover certain types of discrimination claims that might otherwise be excluded. It’s a balancing act, really. Insurers use these tools to manage their own risk while still providing meaningful protection. For businesses, it means carefully reading the policy and asking questions about anything that seems unclear. It’s all about making sure the policy aligns with the actual risks the business is facing.
Layered Coverage Coordination
For larger organizations, or those with significant exposure, a single EPL policy might not be enough. This is where layered coverage comes into play. Think of it like stacking different blankets on your bed for extra warmth. You have a primary layer of coverage, which is the first line of defense. Then, you might have excess or umbrella policies that kick in once the primary layer is exhausted. The tricky part is making sure these layers work together smoothly. You don’t want gaps where nobody’s covering the loss, and you certainly don’t want overlaps where multiple insurers are paying for the same thing unnecessarily. This coordination requires careful attention to attachment points (where one layer ends and the next begins) and ensuring the policy language is consistent across all layers. It’s a complex puzzle, but getting it right provides a much more robust safety net against potentially massive claims.
Effective underwriting and risk management for EPLI isn’t a one-size-fits-all situation. It demands a deep dive into a company’s HR practices, legal compliance, and overall workplace culture. Insurers need to be proactive, not just reactive, in assessing these exposures. This involves detailed questionnaires, reviewing company policies, and sometimes even site visits or interviews with key personnel. The goal is to identify potential problem areas before they escalate into costly claims. It’s about building a partnership where the insurer understands the insured’s business and provides tailored risk management advice alongside appropriate coverage.
Claims Handling And Dispute Resolution
When an employment practices liability claim arises, how it’s handled can make a big difference. It’s not just about paying out; it’s about fairness, speed, and following the rules. The goal is usually to sort things out without a huge court battle, which can get expensive and messy for everyone involved.
Good Faith Claims Settlement Practices
At its core, handling claims in good faith means being honest, prompt, and fair. This isn’t just a nice idea; it’s a legal requirement. Insurers have to investigate claims thoroughly, communicate clearly with the policyholder, and make decisions based on the policy terms and the facts. Unreasonable delays, unjustified denials, or just plain ignoring a claim can lead to serious trouble, like accusations of bad faith. This can mean paying out more than the policy limit, plus penalties.
- Timely Acknowledgment: Confirm receipt of the claim quickly.
- Thorough Investigation: Gather all necessary facts and documents.
- Clear Communication: Explain coverage decisions and next steps.
- Fair Valuation: Accurately assess damages based on policy terms.
Insurers must document every step of the claims process. This paper trail is vital if a dispute arises later, showing that decisions were made reasonably and in good faith.
Alternative Dispute Resolution Mechanisms
Going to court isn’t always the best route. There are other ways to resolve disputes that can be faster and less costly. Mediation, for example, involves a neutral third party helping the insurer and the claimant talk through their issues and find common ground. Arbitration is similar, but the arbitrator makes a binding decision. These methods can help settle disagreements over coverage or the amount of a settlement without the need for a full trial. It’s often about finding a practical solution that works for both sides. For instance, disagreements over the scope of damages or the interpretation of a policy exclusion might be good candidates for mediation or arbitration.
Bad Faith Litigation Exposure
When claims aren’t handled properly, it can open the door to bad faith litigation. This is where a policyholder claims the insurer acted unreasonably or unfairly. The consequences can be severe, including damages that go beyond the policy limits. This risk highlights why insurers need robust claims handling procedures and well-trained staff. Paying attention to the details and treating claimants fairly from the start is the best defense against these costly legal battles. Regulators also keep a close eye on how claims are managed, and unfair claims practices can lead to significant penalties.
The Role Of Technology In Claims Management
Digital Claims Platforms
Remember when filing an insurance claim meant mountains of paperwork and endless phone calls? Those days are fading fast. Today, many insurers are moving claims processing onto digital platforms. This means you can often start a claim, upload documents, and track its progress all online or through an app. It’s designed to make things quicker and more straightforward for everyone involved. This shift aims to streamline the entire claims lifecycle, from the initial report to the final settlement. It’s a big change from how things used to be done, and honestly, it’s about time.
Automated Triage Systems
Once a claim is filed, especially a complex one like those involving employment practices liability, it needs to be routed to the right people. That’s where automated triage systems come in. These systems use algorithms to quickly assess incoming claims, figure out their complexity, and send them to the adjusters or legal teams best equipped to handle them. This helps speed things up, particularly with claims that might have long-tail exposure, meaning they could take a while to fully develop. It’s like having a super-efficient assistant sorting through everything before it even hits a desk. This helps manage the complex claims lifecycle effectively.
Artificial Intelligence in Claims Assessment
Artificial intelligence (AI) is starting to play a bigger role in how claims are assessed. AI can analyze vast amounts of data, including policy documents, claim histories, and even legal precedents, to help adjusters make more informed decisions. It can spot patterns that a human might miss, potentially identifying fraud or flagging claims that require closer scrutiny. While AI isn’t replacing human adjusters entirely, it’s becoming a powerful tool to support their work, making the assessment process more consistent and potentially faster. It’s a fascinating area to watch as it develops.
The integration of technology into claims management isn’t just about speed; it’s also about consistency and fairness. By standardizing processes and reducing human error, these tools can help ensure that claims are handled according to policy terms and legal standards, which is vital for maintaining trust between insurers and policyholders. This also helps in managing the risk of manifestation trigger litigation by providing a clearer audit trail.
Here’s a quick look at how these technologies are changing things:
- Digital Platforms: Offer self-service options and real-time claim tracking.
- Automated Triage: Prioritizes claims based on urgency and complexity.
- AI Assessment: Assists in data analysis, fraud detection, and decision support.
These advancements are helping insurers manage long-tail exposure claims more effectively, ensuring that even claims that surface years later are handled with the same level of efficiency and accuracy.
Emerging Employment Practices Liability Exposures
Cybersecurity and Data Breach Implications
It’s not just about hackers anymore. When an employee’s personal information gets exposed due to a company’s weak digital security, it can lead to some serious employment practices liability (EPL) claims. Think about it: if sensitive data like social security numbers or medical records are compromised, employees could sue for negligence. This isn’t just a standard data breach issue; it’s about the employer’s duty to protect their workforce’s private information. The costs can pile up quickly, including notification expenses, credit monitoring for affected individuals, and potential legal fees if a lawsuit arises. Companies need to treat employee data security with the same seriousness as customer data.
Gig Economy Worker Classifications
The way we work is changing, and so are the risks. More and more businesses are using independent contractors or gig workers. The big question here is whether these workers are truly independent or if they should be classified as employees. Misclassifying workers can lead to a cascade of problems, including back wages, overtime pay, benefits, and tax liabilities. EPL policies are increasingly being scrutinized to see how they handle claims stemming from these classification disputes. It’s a complex area, and getting it wrong can be incredibly expensive.
Employee Benefits Litigation
Employee benefits are a huge part of compensation, and disputes over them are on the rise. This can range from issues with retirement plans, like 401(k)s, to health insurance coverage and other perks. For instance, if a company mismanages its pension fund or fails to provide accurate information about benefits, employees might take legal action. These lawsuits can be costly, involving complex financial calculations and regulatory compliance issues. It’s a growing area of exposure that employers and their insurers need to watch closely.
The lines between traditional employment and newer work arrangements are blurring. This creates new challenges for employers trying to stay compliant and avoid costly legal battles. Proactive management and clear policies are more important than ever.
Litigation Trends Affecting Insurers
Contribution and Indemnity Claims
When multiple insurance policies cover the same loss, disputes can arise over which insurer pays what. This often leads to contribution claims, where one insurer seeks to recover a portion of a payout from another insurer that also provided coverage. Similarly, indemnity claims can emerge, particularly in commercial contexts, where one party (or their insurer) seeks to be reimbursed by another party deemed responsible for the loss. These situations require careful analysis of policy language, attachment points, and the specific circumstances of the loss to determine liability allocation. It’s a complex area where understanding the interplay between different policies is key.
Reinsurance Disputes
Reinsurance is essentially insurance for insurance companies. Insurers transfer some of their risk to reinsurers to manage their own exposure, especially for large or catastrophic losses. However, disagreements can occur between primary insurers and their reinsurers regarding coverage interpretations, claim handling, or the validity of the original policy. These disputes can be intricate, often involving complex financial arrangements and legal interpretations of reinsurance contracts. Resolving these issues is vital for the financial stability of the insurers involved.
Regulatory Enforcement Actions
Insurers operate under a watchful eye of regulatory bodies. When an insurer is perceived to be mishandling claims, engaging in unfair market practices, or failing to meet solvency requirements, regulatory enforcement actions can follow. These actions can range from fines and penalties to more severe sanctions. The threat of regulatory scrutiny significantly influences how insurers manage their claims processes and policy language. Staying compliant with ever-changing regulations is a constant challenge and a major driver of legal activity for insurance companies.
The legal landscape for insurers is constantly shifting. Beyond direct disputes with policyholders, insurers must contend with a web of inter-company claims, reinsurance disagreements, and the ever-present possibility of regulatory intervention. These external legal pressures directly impact operational strategies, underwriting guidelines, and the very language used in insurance policies. Proactive legal defense and a deep awareness of these trends are not just defensive measures, but strategic necessities for long-term viability in the insurance market.
Here are some common types of litigation insurers face:
- Contribution Claims: Disputes over sharing payouts when multiple policies cover the same loss.
- Indemnity Claims: Seeking reimbursement from a responsible third party or their insurer.
- Reinsurance Disputes: Disagreements between primary insurers and reinsurers over coverage or claim handling.
- Regulatory Enforcement Actions: Actions taken by state or federal regulators for non-compliance or unfair practices.
- Bad Faith Litigation: Allegations that an insurer acted dishonestly or unfairly in handling a claim, potentially leading to damages beyond policy limits. Coverage litigation often stems from these disputes.
These legal battles can have far-reaching consequences, influencing future underwriting decisions and policy wording to prevent similar issues from arising again. Insurers must be prepared to defend their actions and interpretations vigorously.
Mitigating Employment Practices Liability Risks
Proactive Risk Control Measures
Preventing employment practices liability (EPL) claims before they happen is always the best strategy. It’s about building a workplace culture where issues are addressed early and fairly. This means having clear, well-communicated policies that everyone understands. Think about your employee handbook – is it up-to-date? Does it cover things like harassment, discrimination, and proper complaint procedures? Making sure these documents are solid is a big first step. Also, consider implementing regular training sessions for both employees and managers. Training helps everyone know what’s expected and how to handle sensitive situations appropriately. It’s not just a box-ticking exercise; it genuinely helps reduce misunderstandings and potential conflicts.
A strong risk control program isn’t just about avoiding lawsuits; it’s about creating a better, more respectful work environment for everyone. When employees feel heard and protected, they’re more likely to be engaged and productive.
Here are some key areas to focus on:
- Policy Development and Review: Regularly update and review your employee handbook, anti-harassment policies, and equal employment opportunity statements. Ensure they align with current laws and best practices.
- Training Programs: Conduct mandatory training for all employees on topics like harassment prevention, diversity and inclusion, and respectful workplace conduct. Provide specialized training for managers on handling employee issues and investigations.
- Complaint Investigation Procedures: Establish a clear, confidential, and prompt process for employees to report concerns. Ensure investigations are thorough, impartial, and well-documented.
- Performance Management: Implement fair and consistent performance evaluation processes. Document all disciplinary actions and ensure they are based on objective criteria.
- Exit Interviews: Conduct exit interviews to gather feedback from departing employees, which can sometimes reveal underlying issues or trends.
Employee Training and Policy Development
When it comes to training, it’s not a one-and-done deal. Think of it as an ongoing conversation. Employees need to understand not just what the rules are, but why they exist. This helps build a culture of respect and accountability. For managers, the training needs to go deeper. They are often the first line of defense when an issue arises, so they need to know how to respond effectively, document conversations, and escalate problems when necessary. This kind of proactive approach can significantly cut down on the likelihood of claims. It’s also about making sure your policies are actually being followed in practice, not just sitting on a shelf. A well-written policy is useless if no one knows about it or adheres to it. We’ve seen many cases where a lack of clear policy or inadequate training led directly to significant legal exposure.
Claims Data Analysis for Trend Identification
Looking at the claims you’ve already handled can tell you a lot about where your risks lie. It’s like a report card for your EPL practices. By analyzing claims data, you can spot patterns. Are there a lot of claims related to a specific department? Is there a particular type of allegation that keeps coming up? Identifying these trends allows you to focus your risk management efforts where they’re needed most. For example, if you see a spike in discrimination claims, you might need to revisit your hiring and promotion policies or provide additional training on unconscious bias. This data-driven approach helps you move from reacting to problems to proactively preventing them. It’s about using past experiences to shape a safer future. Understanding these patterns can also help in coordinating layered coverage more effectively, as you’ll have a clearer picture of potential future exposures.
Future Outlook For Employment Practices Liability
Anticipating New Legal Challenges
The employment landscape is always shifting, and with it, the types of claims employers face. We’re seeing new legal challenges pop up regularly, often driven by evolving societal norms and technological changes. For instance, issues around remote work policies, like data privacy and the blurring lines between work and personal life, are becoming more common. Companies need to stay ahead of these curveballs. It’s not just about reacting to lawsuits; it’s about proactively understanding where the legal risks might be heading.
Adapting to Shifting Workforce Dynamics
Workforce dynamics are changing fast. The rise of the gig economy, the increasing demand for flexible work arrangements, and the growing emphasis on diversity, equity, and inclusion all create new areas of potential liability. For example, how companies classify their contract workers can lead to significant legal battles if not handled correctly. Similarly, ensuring that DEI initiatives are robust and legally sound is becoming paramount. It’s a complex puzzle, and getting the pieces right requires constant attention. Insurers are watching these trends closely, adjusting their underwriting for climate risks and other emerging exposures.
The Importance of Continuous Monitoring
Given all these changes, continuous monitoring is key. This means keeping a close eye on legislative updates, court decisions, and industry best practices. It also involves regularly reviewing internal policies and procedures to make sure they align with current legal requirements and societal expectations. Think of it like keeping your software updated – you do it to prevent problems down the line. Companies that invest in ongoing risk assessment and adapt their practices accordingly will be much better positioned to handle the evolving EPL environment. This proactive approach helps manage potential litigation risk and protects the business.
Looking Ahead
So, what does all this mean for businesses and their employment practices? It’s clear that the landscape of employment law is always shifting, and staying ahead of the curve is pretty important. We’ve seen how technology is changing things, from how claims are handled to how risks are assessed. It’s not just about having the right insurance policy anymore; it’s about actively managing your workplace to avoid issues in the first place. Paying attention to employee relations, having clear policies, and dealing with concerns quickly can make a big difference. As things keep evolving, staying informed and adaptable will be key to protecting your company.
Frequently Asked Questions
What is Employment Practices Liability Insurance (EPLI)?
EPLI is like a special shield for businesses. It helps protect them if an employee sues for unfair treatment, like being fired without a good reason, being discriminated against, or being harassed at work. It can help pay for legal costs and any money the business might have to pay the employee.
What kinds of things can lead to an EPLI claim?
Lots of things can trigger a claim! Common issues include claims of workplace harassment, discrimination based on things like race or gender, and wrongful termination, where an employee believes they were fired unfairly. It can also cover things like not promoting someone fairly or not hiring them for a biased reason.
How is technology changing EPL?
Technology is a big deal! New tools help companies figure out risks before they become problems. Also, companies are using more data to understand trends and prevent issues. Online platforms are making it easier to manage insurance claims, and sometimes even using smart computer programs to help sort things out faster.
Are there new kinds of risks businesses face now?
Yes, new challenges keep popping up. For example, if a company’s computer systems get hacked and employee information is stolen, that can lead to lawsuits. Also, with more people working as freelancers or contractors (the ‘gig economy’), figuring out if they are truly independent or should be treated as employees can cause legal headaches.
Why is it important for businesses to have clear policies and train employees?
Having clear rules about how people should be treated at work and making sure everyone understands them is super important. It’s like having a rulebook for the workplace. When employees and managers know what’s expected and what’s not allowed, it helps prevent problems and lawsuits from happening in the first place.
What happens when a business needs to make an EPLI claim?
When a claim happens, the insurance company steps in to help. They have experts who look into what happened, figure out if the policy covers it, and work towards a solution. Sometimes this means negotiating a settlement, and other times it might involve going to court. The goal is to handle it fairly and efficiently.
How do new laws affect EPL insurance?
Governments are always making new rules or changing old ones. These new laws can create new types of risks for businesses, which in turn affects their EPL insurance. Companies and their insurers need to stay updated on these changes, especially since laws can be different from one state to another.
What should a business look for in an EPLI policy?
When choosing an EPLI policy, businesses should pay close attention to what’s covered and what’s not. Some policies have specific exclusions, meaning certain types of claims won’t be paid for. It’s also smart to make sure the coverage amounts are enough for potential risks and to understand how different policies might work together if a business has multiple insurance plans.