2248 NE Division St
Bend, OR 97703
971-270-2278
2248 NE Division St
Bend, OR 97703
971-270-2278
Employers Practices Liability Insurance (EPLI)
Hiring, training, and managing people is part of running a business, and sometimes disputes happen. Employer Practices Liability Insurance, often called EPLI, helps protect your company when an employee, applicant, or even a customer claims harassment, discrimination, wrongful termination, or retaliation. Lambert Insurance LLC builds EPLI coverage that fits your team and your risk.
Comprehensive Protection
Employment practices liability claims can blindside even the best employers. Whether it's a former employee claiming wrongful termination, a harassment allegation, or discrimination charges that seem to come out of nowhere, these situations can quickly spiral into expensive legal battles.
An EPLI policy steps in to handle legal defense costs, settlements, and judgments - even when the claims are completely groundless. The coverage often extends beyond your employees too, protecting you when customers or vendors make harassment or discrimination allegations against your staff.
What Is Covered by EPLI?
EPLI focuses on claims tied to employment decisions and workplace conduct. That includes allegations such as wrongful dismissal, hostile work environment, or failure to promote. Coverage is designed to help you respond quickly and professionally when an accusation is made.
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A former employee says they were fired unfairly after a restructuring. An applicant claims they weren’t hired due to age or disability. A customer alleges harassment by a staff member. In each case, EPLI helps you manage the response and the cost.
Who Needs Employer Practices Liability Insurance?
Any business with employees or regular contractors benefits from EPLI. If you hire, coach, review, or terminate staff, this coverage belongs on your insurance checklist.
Protect your people and your business with confidence. Call (971) 270-2278 to talk with Lambert Insurance LLC about EPLI.
Allegations of wrongful termination, discrimination, harassment, retaliation, and some third-party claims like harassment by employees toward customers.
No—any employer faces people risk. Small teams benefit from defense coverage and carrier HR resources.
Often excluded; some policies offer sublimits for defense only. Terms vary—review endorsements carefully.
Most carriers use panel counsel; some allow consent or reimbursement for pre-approved non-panel firms.
Employee handbooks, anti-harassment training, consistent documentation, clear job descriptions, and objective performance reviews.
Consider headcount, turnover, prior incidents, industry risk, and legal environment; $1M is a common starting point.
Workforce size, claims history, HR practices, training programs, industry, limits/deductibles, and venue (jurisdiction).
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