New contractLakeside Apartments · service contract
Received 9:41 AMInsurance requirementWorkers’ comp + waiver of subrogation
9-page contractReviewing insurance language
Policy summary
Workers’ comp · Electrical
CoversTech injury, medical and wages
Rated onElectrical payroll, by class
CertificatesCheck waiver availability
Class codes set before the audit.Classification and state rules determine the codes.
Claim
Panel replacement · Lakeside
What happenedArc burn during panel testing
Who was hurtEmployee
BenefitsMedical and wages
Help getting the injury reported.Your broker helps you navigate the carrier’s process.
Audit
Year-end payroll audit
Reported payroll$480,000
Audited payroll$526,000 · project overtime
Class codesConfirmed · no change
Keep payroll records ready for the audit.The final premium may change after review.
Required in most statesWhat it does not cover→
Workers’ comp for electrical contractors.
Help your electricians get medical care and wage benefits after a covered work injury. We help you check state requirements, compare coverage and keep payroll changes from catching you off guard.
Medical care and wage benefits under state rules- Owner, employee and subcontractor questions explained
- Help with payroll changes and the premium audit
Prefer to talk? Call +1 802-GOT-RIZA · Sun to Sat, 8am to 8pm ET
When does an electrical contractor need workers’ comp, and what does the audit review?
Workers’ compensation can cover medical care and part of lost wages after a job injury, and it typically includes employer’s liability. State thresholds vary. Premium is based on payroll and class codes, so apprentices, field electricians, office staff, subcontractor records, overtime, and cross-state work all matter when the carrier audits the policy.
How workers’ comp works for any business→Markets we place through.
Is it required where you are?
Most states require workers’ comp once you have employees. The details vary, and we confirm what applies to your crew.
Alabama
Generally required once an Alabama employer has 5 or more employees.
We confirm what applies when you start.
Alaska
Generally required in Alaska with 1 or more employees.
We confirm what applies when you start.
Arizona
Generally required in Arizona with 1 or more employees.
We confirm what applies when you start.
Arkansas
Generally required in Arkansas with 3 or more employees.
We confirm what applies when you start.
California
Generally required in California with 1 or more employees.
We confirm what applies when you start.
Colorado
Generally required in Colorado with 1 or more employees.
We confirm what applies when you start.
Connecticut
Generally required in Connecticut with 1 or more employees.
We confirm what applies when you start.
Delaware
Generally required in Delaware with 1 or more employees.
We confirm what applies when you start.
Florida
Generally required in Florida with 4 or more non-construction employees, or 1 or more construction employees.
We confirm what applies when you start.
Georgia
Generally required in Georgia with 3 or more employees.
We confirm what applies when you start.
Hawaii
Generally required in Hawaii with 1 or more employees.
We confirm what applies when you start.
Idaho
Generally required in Idaho with 1 or more employees.
We confirm what applies when you start.
Illinois
Generally required in Illinois with 1 or more employees.
We confirm what applies when you start.
Indiana
Generally required in Indiana with 1 or more employees.
We confirm what applies when you start.
Iowa
Generally required in Iowa with 1 or more employees.
We confirm what applies when you start.
Kansas
Generally required in Kansas when annual gross payroll exceeds $20,000.
We confirm what applies when you start.
Kentucky
Generally required in Kentucky with 1 or more employees.
We confirm what applies when you start.
Louisiana
Generally required in Louisiana with 1 or more employees.
We confirm what applies when you start.
Maine
Generally required in Maine with 1 or more employees.
We confirm what applies when you start.
Maryland
Generally required in Maryland with 1 or more employees.
We confirm what applies when you start.
Massachusetts
Generally required in Massachusetts with 1 or more employees.
We confirm what applies when you start.
Michigan
Michigan generally requires coverage for employers with 3 or more employees, or 1 employee working at least 35 hours a week for 13 weeks or longer.
We confirm what applies when you start.
Minnesota
Generally required in Minnesota with 1 or more employees.
We confirm what applies when you start.
Mississippi
Generally required in Mississippi with 5 or more regular employees.
We confirm what applies when you start.
Missouri
Generally required in Missouri with 5 or more employees, or 1 or more employees for a construction business.
We confirm what applies when you start.
Montana
Generally required in Montana with 1 or more employees.
We confirm what applies when you start.
Nebraska
Generally required in Nebraska with 1 or more employees.
We confirm what applies when you start.
Nevada
Generally required in Nevada with 1 or more employees.
We confirm what applies when you start.
New Hampshire
Generally required in New Hampshire with 1 or more employees.
We confirm what applies when you start.
New Jersey
Generally required in New Jersey with 1 or more employees.
We confirm what applies when you start.
New Mexico
Generally required in New Mexico with 3 or more employees; construction employers generally need coverage with 1 or more.
We confirm what applies when you start.
New York
Virtually all New York employers must provide coverage when they have 1 or more employees.
We confirm what applies when you start.
North Carolina
Generally required in North Carolina with 3 or more employees.
We confirm what applies when you start.
North Dakota
Generally required in North Dakota before employing 1 or more employees.
We confirm what applies when you start.
Ohio
Generally required in Ohio with 1 or more employees.
We confirm what applies when you start.
Oklahoma
Generally required in Oklahoma with 1 or more employees.
We confirm what applies when you start.
Oregon
Generally required in Oregon with 1 or more employees.
We confirm what applies when you start.
Pennsylvania
Generally required in Pennsylvania with 1 or more employees.
We confirm what applies when you start.
Rhode Island
Generally required in Rhode Island with 4 or more employees.
We confirm what applies when you start.
South Carolina
Generally required in South Carolina with 4 or more regular employees.
We confirm what applies when you start.
South Dakota
South Dakota does not generally require private employers to carry workers’ compensation coverage.
We confirm what applies when you start.
Tennessee
Generally required in Tennessee with 5 or more employees; construction and coal-mining employers generally need coverage with 1 or more.
We confirm what applies when you start.
Texas
Most Texas private employers can choose whether to carry workers’ compensation coverage.
We confirm what applies when you start.
Utah
Generally required in Utah with 1 or more employees.
We confirm what applies when you start.
Vermont
Generally required in Vermont with 1 or more employees.
We confirm what applies when you start.
Virginia
Generally required in Virginia when an employer regularly has more than 2 employees.
We confirm what applies when you start.
Washington
Generally required in Washington with 1 or more employees.
We confirm what applies when you start.
West Virginia
Generally required in West Virginia with 1 or more employees.
We confirm what applies when you start.
Wisconsin
Wisconsin generally requires coverage at 3 or more employees, or after paying $500 or more in combined gross wages in a calendar quarter.
We confirm what applies when you start.
Wyoming
Generally required in Wyoming for employees working in covered industries.
We confirm what applies when you start.
District of Columbia
Generally required in Washington, DC with 1 or more employees.
We confirm what applies when you start.
Look after the crew behind the work.
From an injury to a bigger payroll, these examples show what deserves attention.
Employee injury
If an electrician is burned while testing a panel.
A panel test flashes. An electrician is treated for burns and misses six weeks.- Covered injuries may qualify for medical care and a portion of lost wages under state law.
- The claim is reported once, and the return-to-work plan stays visible.
Claim
Panel replacement · Lakeside
What happenedArc burn during panel testing
Who was hurtEmployee
BenefitsMedical and wages
Workers’ comp benefits vary by state
Help getting the injury reported.Your broker helps you navigate the carrier’s process.
The audit
If project payroll was not what you estimated.
- The year ends. The carrier audits payroll and class codes.
- Overtime, apprentices, and field employees coded as office are common audit findings.
- We help review job duties and payroll. Applicable classification rules determine the codes.
Audit
Year-end payroll audit
Electricians · field$362,000
Apprentices · field$118,000 · project overtime
Office dutiesCheck eligibility for a separate code
Audit ready
Keep payroll records ready for the audit.The final premium may change after review.
The requirement
If the property manager wants proof before you start.
- The service agreement asks for a certificate and a waiver.
- State law and the contract can impose different thresholds.
- We match the state rule and the contract before the crew shows up.
Requirement
Lakeside Apartments · service contract
HIRE 1Hiring the first electricianConfirm the state’s threshold and exceptions.
CONTRACT STARTProperty manager asks for a certificate and a waiverIssued from the policy as written.
Waiver subject to policy termsCheck the state and the contract
Before the audit, not after.
What the auditor will ask for, gathered up front.
Payroll by role, with overtime shown separatelyElectricians, apprentices, shop, sales, and office. Overtime premium is often excluded from the base.
Certificates from every subcontractorLow-voltage, trenching, controls, and other subs. Without proof, their payroll can be charged to your policy.
Owner and officer status on recordIncluded or excluded, and the form that says so.
Placing the policy is half the job.
We stay for the other half. Four things that happen when a broker is on the account.
Meet the property manager’s requirements.
Keep the crew rolling.
Certificate and waiver requests checked before work
Job duties reviewed against classification rules
Payroll updated as the crew grows for the season- One broker on the phone at audit time
Requirement review3 of 3 matched
✓
Workers’ compStatutory limits
Matched✓
Employer’s liability$1M each accident
Matched✓
Waiver of subrogationBlanket
MatchedActivityToday
9:41Contract received and read
9:43Requirements checked against the policy
9:47Certificate drafted for Lakeside Apartments · service contract
PDF
Certificate packageLakeside · ready to send
Send COIMeet the property manager’s requirements.
Keep the crew rolling.
- Certificate and waiver requests checked before work
- Job duties reviewed against classification rules
- Payroll updated as the crew grows for the season
- One broker on the phone at audit time
New contractLakeside Apartments · service contract
Received 9:41 AMInsurance requirementWorkers’ comp + waiver of subrogation
9-page contractReviewing insurance language
Requirement review3 of 3 matched
✓
Workers’ compStatutory limits
Matched✓
Employer’s liability$1M each accident
Matched✓
Waiver of subrogationBlanket
MatchedActivityToday
9:41Contract received and read
9:43Requirements checked against the policy
9:47Certificate drafted for Lakeside Apartments · service contract
PDF
Certificate packageLakeside · ready to send
Send COIHire the next electrician.
Keep coverage in step.
- New hires and their work discussed before they start
- Apprentices coded for the work they do, not the office
- Payroll estimate updated, not discovered at audit
- Changes coordinated through your broker
Coverage reviewAccount record
UpdatedTechs on payroll5→7✓
Seasonal helpers0→2✓
Payroll endorsementIssued✓
Same account, same brokerCertificate updated · sent
ActivityToday
9:52Techs on payroll updated, 5 to 7
10:05Seasonal helpers updated, 0 to 2
11:20Payroll endorsement, carrier confirmed
COI
CertificateCertificate updated · sent
SentReport the injury once.
We stay on it.
- Help reporting an injury promptly
- Help reaching the carrier and tracking next steps
- Return to work planned with the adjuster
- We chase status so you do not have to
ClaimPanel replacement · Lakeside
ReportedWhat happenedArc burn during panel testing
Who was hurtEmployee
AdjusterAssigned by the carrier
StatusClaim review
Status checked by your brokerYour broker is on the thread
ActivityToday
9:14Reported once, to your broker
9:31Sent to the carrier with the file attached
10:05Adjuster assigned, direct line on file
CL
Next stepAdjuster call, your broker on the line
On calendarRenewal is a comparison,
not a rubber stamp.
- Payroll and changes to your crew reviewed before renewal
- Available carriers considered for your work
- Experience mod and price compared side by side
- Stay or switch, your call
CompareCurrent vs option
Side by sideCrewLast year’s estimate→Current payroll✓
Claims recordPrior loss runs→Updated loss runs✓
Payroll basisFlat estimate→By season✓
Option BSelected✓
Stay or switch, your callIllustrative comparison, not a quote
ActivityToday
MonCurrent policy received, terms read
WedOptions placed side by side, coverage first
FriIllustrative comparison, not a quote, packet drafted
PDF
Renewal packetReady to sign
OpenWhat changes the price.
Five things that move the price for an electrical crew, and what the auditor will test.
01
Payroll by role.
Field and qualifying office roles may be treated differently. A job title alone does not establish a separate code. Keep overtime records so the carrier can apply the relevant rules.
02
Class codes.
The code has to match the work. Reclassification at audit is where the surprise bills come from.
03
Owner and officer status.
Included or excluded, allowed or not, depends on entity type and state.
04
Subcontractor certificates.
Without valid proof on file, payments to low-voltage, trenching, controls, or other subs can be charged to your policy at audit.
05
Claims history and experience mod.
Past claims move the rate for years. What changed since matters to the underwriter.
Protect the rest of your business too.
The lines that usually sit beside it for an electrical contractor, with different protection for each.
The job
AnchorEvery jobFire, property damage, completed work
General liability
Explore general liability→Protection for covered damage to other property and injuries to people outside your crew.
Fleet
Scheduled3 vans · 1 box truckBusiness-owned, hired and non-owned
Commercial auto
Explore commercial auto→Liability and optional protection for work vehicles, separate from general liability.
Gear on site
Travels$35,000Meters, cable pullers, thermal cameras
Tools & equipment
Explore tools & equipment→When meters, testers, cable pullers, and other gear leave the shop.
The limit
If required$5M askedWhen the contract wants more than the policy carries
Umbrella
Explore umbrella→Extra liability limits above specified underlying policies, subject to the umbrella’s terms.
A better renewal starts with the policy you already have.
Already insured? Send it once. We compare it with today’s options.
Send
PDFCurrent policy.pdfGeneral liability · Auto · Workers’ comp
Policy received
Compare
Liability limit$1M$2M
Deductible$2,500$1,000
Annual premium$6,840$6,420
Choose
Current policy$6,840 / year
Option A$6,420 / yearSelected
Plain answers before the next job.
What electrical contractors ask about workers’ comp.
Do I need workers’ comp if I only use subcontractors?
Whether an electrical contractor using only subcontractors needs workers’ comp depends on the state and on whether those workers are treated as employees. An uninsured sub may create both an injury exposure and an audit charge. A certificate is useful evidence, but worker status depends on the facts, not the label. What changes the answer is the state’s test, the subcontract, how the work is supervised, and what coverage the subcontractor actually carries, so those records should be reviewed before the quote and kept for the audit.
How does seasonal payroll affect the audit?
Workers’ comp premium starts with estimated payroll and is adjusted to actual payroll at audit. A contractor that adds apprentices for a large project, works substantial overtime, or moves people between field and office roles can finish far from the original estimate. The carrier may bill or return the difference. Overtime premium can receive different treatment when it is recorded correctly. What changes the answer is how payroll is separated by role, class code, and state, so the estimate should be updated during the year instead of waiting for the audit.
Can I exclude myself as the owner?
Often, depending on entity type and state, an owner can elect to be excluded from workers’ comp. Exclusion can reduce the payroll used to rate the policy, but it can also mean the owner has no workers’ comp benefits after an electrical injury. A general contractor or project owner may still require evidence that working owners are covered. What changes the answer is the entity, ownership percentage, state election rules, and contract, so the decision and any required form should be documented rather than assumed.
What if a helper is an independent contractor?
Calling a helper an independent contractor does not decide whether workers’ comp applies; the facts of the relationship do. A helper who follows your schedule, rides in your van, uses your tools, and works under your supervision may look like an employee to a state board or auditor even with a 1099. Riza does not make the legal classification. What changes the answer is the state’s test and how the work is actually arranged, so the contract, certificate, and working relationship should be reviewed with the appropriate legal or tax adviser.
Is workers’ comp required in my state?
Most states require workers’ comp once a business has employees, but the threshold and exceptions vary, and construction contracts can require it even when a statutory exception might apply. Owners, officers, family members, and independent contractors may receive different treatment. The state lookup above gives the general starting point. What changes the answer is where the business operates, who performs the work, and how the entity is organized, so confirm the current rule before the first hire or before a crew enters a new state.
Does it cover a tech hurt on an out-of-state job?
A worker hurt on an out-of-state job may be covered when the policy and other-states provisions fit the facts, but workers’ comp obligations are state specific. A short project across a border is different from regularly dispatching electricians into a second state or hiring there. The destination state may require its own listing or policy treatment. What changes the answer is where the employee was hired, where the business is based, how often the crew travels, and how long the project lasts, so tell the broker before mobilization.
Let’s get the crew covered right.
Tell us about your people and your work. We’ll help with the insurance questions.
Prefer to talk? Call +1 802-GOT-RIZA · Sun to Sat, 8am to 8pm ET