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Employment Practices Liability (EPLI)

In 2019, plaintiffs filed 428 new class-action securities cases in U.S. courts

Discrimination claims result in defense and settlement costs totaling $160,000 on average, illustrating how severely these claims can impact an organization’s bottom line.

Each year the Equal Employment Opportunity Commission (EEOC) files an average of 93,366 charges against employers for workplace discrimination, including sexual harassment, age, race, disability and equal pay discrimination. It is important to ensure your clients adopt guidelines for proper employment practices to mitigate their exposure and limit financial losses.

Burns & Wilcox can provide EPLI Coverage and consultative resources to assist your clients with instituting policies and procedures for hiring, terminating and running their business in accordance with the law.

Coverage Details and Features


  • All risk coverage for violation of any state, federal, or local civil rights or anti-discrimination law
  • Fair Labor Standards Act (FLSA) Coverage
  • Protection from wrongful employment practices such as workplace harassment, retaliation,
    failure to promote, demotion, invasion of privacy, defamation, and more
  • Covers wrongful termination including constructive discharge
  • Punitive damages where insurable by state law
  • Prior Acts Coverage
  • Vicarious Liability Coverage included for all intentional acts
  • Third-Party Discrimination Coverage
  • Defense costs outside coverage limits
  • Worldwide coverage

Additional Benefits

  • EPLI hotline staffed by EPLI attorneys
  • Web-based loss control system
  • Web-based human resources system

Target Classes

(including but not limited to)

  • Full-time employees
  • Part-time employees
  • Independent contractors
  • Temporary employees
  • Lease employees
  • Seasonal employees


Burns and Wilcox Videos

EEOC & Employment Practices Liability

Did you know the average settlement of an EEOC retaliation claim can cost a company almost $475,000? This is a risk that cannot be ignored...

1min 43sec

Ask an Expert

What kind of protection does employment practices liability insurance (EPLI) provide?
Any organization that has employees should have EPLI coverage because they are at risk for a lawsuit. EPLI provides business organizations protection against employment claims, including wrongful termination, sexual harassment, racial discrimination and retaliation. An EPLI policy will not cover physical bodily injury, sexual abuse, molestation, or property damage – those risks must be addressed by a separate line of coverage.
Why is it important for an employer to have EPLI coverage?
We see more EPLI claims than any other line management liability insurance. Whether your client is a small start-up company or a major conglomerate comprised of thousands of workers, disagreements, misunderstandings and misconduct are bound to occur. Often, employers rely on their business owner insurance package to protect them against employment claims, but those packages typically include insubstantial EPLI lines. It’s important that retail brokers and agents inform their clients about the more comprehensive EPLI coverage that is available.
Are there other overlooked risks retail agents and brokers can help protect their clients against?
In 2009, the federal government enacted the Fair Labor Standards Act (FLSA) which set national standards for minimum wage, overtime pay, record keeping and youth employment. Wage and hour claims are one of the most common grievances and involve workers filing suits, largely in class action form, for low wages. As a result, we’ve seen an increase in business owners seeking supplemental FLSA and wage and hour coverage to bundle with their EPLI policy.

At Burns & Wilcox our expertise becomes your expertise. Our marketing materials are designed to help you give your clients what they want to hear – yes to almost any hard-to-place-risk.




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