Workers Comp,Built Around You.

In most states, once you have employees (often just one), you’re legally required to carry workers’ comp before their first day on the job. The exact threshold, and which owners or officers can be excluded, varies by state and industry. Since we’re licensed across 28 states, we can walk you through your specific state’s requirement instead of a generic answer that may not apply to you.

Premium is generally driven by three things: your payroll, the NCCI class code assigned to each job role, and your experience modification rate (mod). Get any one of those wrong, especially the class code, and you can end up paying for risk your business doesn’t actually carry. That’s why class code accuracy review is one of the first things we check.

Your experience mod compares your claims history to other businesses in your same class code. A mod of 1.0 is average, above 1.0 often means higher premiums, and below 1.0 often means savings. Mod calculations rely on the same class codes as your policy, so if those codes are wrong, your mod can be wrong too, sometimes compounding the overcharge instead of just adding to it. A mod review can often catch these errors before they cost you another renewal cycle.

At the end of your policy term, your carrier reviews actual payroll and job duties against what was estimated at the start, then adjusts your premium up or down accordingly. Audits done remotely or by phone carry a higher risk of misclassification than an in-person visit, since the auditor isn’t seeing the actual work being done. Having someone review the findings before you accept them can often catch errors worth real money.

A misclassified job role can inflate your premium, throw off your experience mod, and trigger a retroactive adjustment at your next audit. For a business with meaningful payroll, that adjustment can reach five or six figures. It’s one of the most common, and most fixable, issues we find when we review a new client’s policy.

Get the employee appropriate medical care first, then report the claim to your carrier as soon as possible. Most states set a reporting window, and delays can complicate the claim. This is the moment a lot of employers feel most exposed, since it’s not something you deal with every day. It’s also when having a real agent on the phone, not a claims portal, makes the difference.

Yes, though requirements, class codes, and carrier eligibility can all vary by state. A policy that’s compliant in one state isn’t automatically compliant in another. We’re licensed in 28 states and manage multi-state payroll allocation and compliance as a core part of what we do, not an add-on.

The biggest, most durable savings usually come from accuracy (correct class codes and a clean experience mod) rather than just shopping for the lowest quote. Safety program improvements and claims management can also help over time. Results depend on your classification, mod, and claims history, so we won’t promise a number before we’ve actually looked at your policy.