In the employment practices liability market, the law that ended forced arbitration for sexual assault or harassment is likely to increase pressure on insurers responsible for paying for litigation in the short term.
Here are two claim scenarios where employment practices liability policies saved the day for independent agencies.
A new workplace comes with new risks—and independent insurance agents should make their clients aware of the employment practices liability exposure.
What EPLI underwriters learned—and what cyber underwriters have come to understand—is that protecting companies from costly claims must start with being proactive about risk management.
While this highly connective and interactive virtual environment produces productive conversations and important discussions, it also can introduce employment practices liability insurance risks to your business.
Many businesses are cautious heading into the economic headwinds of a recession and may drop coverage to save money, making selling EPLI even more challenging.
Employers continue to deal with EPLI concerns relating to the impact of COVID-19, as well as increased legislative activity at both the state and federal level.
As more offices reopen and employees are being asked to return to the office, agents can play a pivotal role in helping clients avoid employment practices liability insurance (EPLI) claims.
As more offices reopen and employees return to work, employers are expecting to see an increase in discrimination and retaliation claims and whistleblowers reporting unsafe workplace conditions.
Like the driver who realizes they should have buckled their seatbelt after an accident, employment practices liability insurance is a coverage that most small businesses think they don’t need.
