Addressing a gap in protection
Unfortunately, it's not uncommon for nannies, housekeepers, private assistants, gardeners and other private staff to take their employers to court. Features of our EPLI coverage include:
Sufficient financial protection
We offer covrage up to an annual limit of $250,000.
Choice of attorney
You can choose your defense representation from a national panel of preeminent defense firms. Most insurers leave you out of this process entirely.
Defense costs outside policy limits
Legal fees won't diminish your financial protection, because we pay defense costs outside of your policy limits. With other providers, legal fees can quickly erode your coverage.
Employment Crisis Fund™
For high-profile incidents related to an EPLI claim, up to $25,000 can be used toward a public relations firm to help minimize damage to your reputation.
We're at your service
Even if the allegations are false, a liability lawsuit could drag on for months, bring grief to your family and cost thousands to defend. If the staff member leaks his/her claim to the media, your reputation also could suffer irreparable damage.
Our exceptional claims professionals are skilled in handling the potential consequences of a liability lawsuit and will be there to support you every step of the way.
Frequently asked questions
Aren't I already covered for employee-driven lawsuits under my personal excess liability or workers' compensation policy?
No, those policies only cover bodily injury claims; employment practices liability is excluded.
If my part-time nanny sued me, would I be covered?
Yes, provided he/she works more than 15 hours per week.
I employ more than five private staff members. Would I be fully covered?
Our EPLI endorsement only covers up to five staff members. If you employ more, we offer excellent coverage on a separate EPLI policy.
Can I purchase more than $250,000 of coverage?
Higher coverage limits can be obtained by purchasing a separate EPLI policy. Our separate EPLI policy provides limits of up to $5 million.
Here are just a few scenarios that EPLI coverage can address:
- A gardener was fired for habitual tardiness. He subsequently sued his employer for wrongful termination, stating he was never advised of set working hours.
- After several years of employment, a housekeeper was let go; her employer felt she was not doing an adequate job. The employer hired a new housekeeper, who happened to be younger. The original employee sued for wrongful termination and age discrimination.
- A live-in nanny, who worked for a prominent family for over ten years, sued her employer for sexual harassment and wrongful termination.