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Workers’ Compensation Insurance

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Workers Compensation Insurance

A smarter approach to workers' compensation insurance and compliance

Like most employers, you’re required by federal law to have workers’ compensation insurance for your employees. At the same time, states have their own rules, and they can create additional compliance headaches for your organization.

By understanding the applicable regulations and identifying coverage options that reduce employment practices liability risks to your organization, you can meet your compliance requirements, lower your costs and still protect your employees the way they deserve.

Contact a HUB broker to get started. 

$62 billion

Cost to U.S. employers in workers' compensation insurance claims.

Learn how one company reduced their costs.

Can misclassifying your employees make you liable?

“To be, or not to be?” — as an employer, that’s a question you need to ask about the people working for you. Should they be regarded as employees or independent contractors?  It’s an important distinction, given that if you classify them the wrong way you could be on the hook for retroactive workers’ compensation insurance (not to mention federal and state taxes) if those individuals are laid off. 
So how do you determine if a worker is an employee or an independent contractor? The first step is to explore the business relationship that exists between your organization and the worker. The general rule is the more control your organization has over the worker, the greater chance he or she will be considered to be an employee. 
According to the IRS, worker classification can be determined by the following criteria:
  • 6 Steps to Crack Down on Claims by Creating a Healthy Environment

    Healthy, safe, positive work environments — it’s more critical than ever that you have a handle on where and how your people do their work. While each industry and organization faces its own unique risks, you can address those concerns by following these steps.

    Start the Slideshow
    Introduce pre-hire screenings
  • Step #1: Introduce pre-hire screenings

    Healthy employees are less likely to get injured on the job and will recover faster should they sustain an injury.

    Have a third party perform physicals and functional capacity evaluations to assess a prospective employee’s ability to meet the physical requirements of each job. Make sure only qualified employees are hired and they are capable of carrying out the work they are expected to perform.

    Maintain or enhance the physical workspace
  • Step #2: Maintain or enhance the physical workspace

    Safe working conditions, in which sites are well maintained and regularly evaluated for hazards will reduce injuries. You can also go a step further and support a healthy environment by:

    • Setting aside areas for stretching or other exercise
    • Offering healthy food options at company meetings and functions
    • Providing access to stairwells, indoor and/or outdoor walking trails
    • Ergonomic workstations

    Focus on the work itself
  • Step #3: Focus on the work itself

    The nature of a job often poses the greatest risks. Establish work rules, train employees to carry out tasks safely and provide the necessary tools they need. And for jobs that are especially injury-prone, implement a daily check-in routine.

    Promote the physical and emotional health of workers
  • Step #4: Promote the physical and emotional health of workers

    Without the right balance of physical and emotional health, stress and anxiety can increase injury and illness. Adopt formal wellness initiatives to support employees in their quest for better, healthier living.

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    Companies that have promoted employee wellness and safety have seen a drop in workers' compensation insurance and disability claims by as much as 30% and a decrease in short-time sick leave by as much as 32%.

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