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Cover · EPLI
Employment practices (EPLI).
Wage, harassment, discrimination and wrongful-termination cover — sized to your actual workforce, not a generic template.
What it is
Employment practices liability defends and pays claims by employees, candidates and former employees — including wage-and-hour, harassment, discrimination, retaliation and wrongful termination. It's the most likely real-dollar loss for any firm with a payroll.
When you need it
The triggers
we hear most.
You have employees — even a handful, and especially if any are distributed.
Wage-and-hour and harassment claims don't need a big team to land. Employment law varies by state, and distributed teams compound the exposure — EPLI is what defends and pays for the claims that follow.
An employee or candidate has filed a complaint or claim.
Whether it's the EEOC, a state agency or a private lawsuit, EPLI defends and pays for wage, harassment, discrimination, retaliation and wrongful-termination claims — including the legal cost of getting the case dismissed.
You're scaling headcount fast or terminating roles.
Growth and contraction are when EPLI claims spike. New hires bring discrimination exposure; terminations create wrongful-termination and severance disputes. Both are exactly what EPLI is built for.
An investor or board is asking what employment cover you carry.
EPLI is increasingly a baseline expectation for any company with W-2 employees. Investors and boards ask because they know it's the most-likely real-dollar loss for a growing firm.
What it covers
Inside the
policy.
Wage and hour claims
Cover (often sub-limited) for wage-and-hour and FLSA class-action defence costs — the fastest-growing employment claim by both frequency and severity.
Harassment, discrimination and retaliation
Defence and indemnity for claims by employees, candidates and former employees alleging harassment, discrimination or retaliation based on protected characteristics.
Wrongful termination
Claims that a termination breached employment law, contract or public policy — including severance disputes and constructive-dismissal allegations.
Third-party EPLI
Optional extension covering claims by non-employees (customers, vendors, the public) alleging harassment or discrimination by your staff.
What it doesn't
Where buyers
get caught out.
Unpaid wages owed
The wages themselves are usually excluded — EPLI defends the claim and pays related damages, but doesn't reimburse the wages your employee should have been paid.
ERISA and benefits administration
Benefits-administration errors and ERISA violations sit with fiduciary liability or employee benefits liability, not EPLI.
Workers' compensation losses
Employee injury claims sit with workers' comp — though some EPLI forms cover retaliation claims tied to a comp filing.
Who buys it
Industries we
place this for.
Tech & AI startups
EPLI for distributed and remote teams scaling through funding rounds and reorganisations.
See the pageRestaurants & food service
EPLI sized to a high-turnover, tipped-employee workforce — the most common employment claim source in food service.
See the pageProfessional services
EPLI for firms where partners, principals and senior staff carry meaningful employment exposure.
See the pageHealthcare practices
EPLI for medical and dental practices with clinical and admin staff — sized to multi-provider operations.
See the pageNon-profits
EPLI for organisations with paid staff and volunteers — covering wage, harassment and discrimination across both.
See the pageReal estate & property
EPLI for property-management staff and on-site personnel who deal with tenants and the public daily.
See the page Why Nomos
How we place
this line.
Forms that match real exposure
Employment law varies sharply by state — California in particular has rules of its own. We pick forms that respond to the actual exposure of where your firm employs people, not a generic template.
Wage-and-hour where it matters
Many forms sub-limit wage-and-hour cover heavily or exclude it. We surface what's actually available and price the trade-offs so you're not surprised at first claim.
Underwritten on your HR posture
Carriers credit firms with handbooks, training and proper offboarding. We package your HR documentation so underwriters price you correctly the first time.
From field notes
What we're writing
on this.
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Get a quote
EPLI sized to
your real workforce.
Tell us about your team and any recent or pending claims. We'll shop carriers that price employment risk thoughtfully and bind to the EPLI cover you actually need.
Forms picked to match real exposure
Wage-and-hour trade-offs explained
HR posture packaged for underwriters
Third-party EPLI where it matters