Workers Compensation Insurance for Connecticut
Index
Understanding Workers' Comp Insurance
California's Workers' Comp Insurance Laws
How to Obtain Workers' Comp Insurance in California
Costs Associated with Workers' Comp Insurance
Filing a Workers' Comp Insurance Claim in California
Contact Us
Phone
886-226-4436
Location
9340 Bolsa Ave, Westminster, CA 92683
Workers Comp By City
Workers’ Compensation Insurance for Connecticut
Running a business in Connecticut involves more than providing services or selling products. It also carries a legal and moral obligation to protect your employees from the financial and medical burdens that come with workplace injuries. Workers’ compensation insurance plays a central role in this protection framework. It ensures that employees who suffer job-related injuries or illnesses receive medical care, wage replacement, and other essential benefits, while simultaneously shielding employers from potentially devastating lawsuits.
The state of Connecticut has a robust and well-defined system governing workers’ compensation, designed to strike a balance between employee welfare and employer responsibility. This blog provides an in-depth look at how workers’ compensation insurance operates in Connecticut—from its legal foundation and coverage requirements to employer obligations, claim procedures, premium structures, and enforcement mechanisms.
Legal Framework and Employer Requirements in Connecticut
In Connecticut, workers’ compensation insurance is mandated by state law for nearly all employers. The Connecticut Workers’ Compensation Act (Chapter 568 of the General Statutes) requires that any employer with one or more employees must secure workers’ compensation coverage. This obligation applies whether the employees are full-time, part-time, or seasonal. The statute is enforced by the Connecticut Workers’ Compensation Commission (WCC), which oversees the administration of benefits and compliance across the state.
Employers cannot pass the cost of premiums to employees under any circumstance. The insurance policy must be fully funded by the employer, reflecting the principle that worker protection is a cost of doing business. Even family members employed by a company generally must be covered unless they fall under very narrow exemptions.
Certain business types, such as sole proprietorships or partnerships, may not be required to cover the owners themselves. However, once they hire even a single employee, they must obtain coverage immediately. Limited Liability Company (LLC) members, corporate officers, and volunteers may have specialized status under the law, but careful review with an insurance professional or attorney is crucial to ensure full compliance.
Construction companies in Connecticut face especially strict oversight. Contractors are required to verify that subcontractors maintain proper workers’ compensation coverage. If a subcontractor lacks insurance, the hiring contractor may become liable for that subcontractor’s employees. This chain of liability underscores the importance of verifying coverage through certificates of insurance before work begins.
Failure to comply with the state’s insurance requirements exposes employers to severe consequences, including fines, stop-work orders, and even personal liability for injury claims.
Purpose and Scope of Coverage
Connecticut’s workers’ compensation system operates under the “no-fault” principle, meaning that employees are entitled to benefits for workplace injuries or illnesses regardless of who was at fault. The only requirement is that the injury must have arisen out of and in the course of employment. This principle simplifies the process and prevents the need for employees to pursue costly civil litigation against their employers.
Covered injuries include a wide range of conditions, from acute accidents such as falls, cuts, and machinery injuries to chronic occupational diseases like carpal tunnel syndrome or respiratory illnesses from chemical exposure. Mental or psychological injuries may also qualify if they stem directly from work-related events.
Workers’ compensation insurance covers several categories of benefits. Medical care is provided without any out-of-pocket expenses to the injured worker. This includes doctor visits, surgeries, hospitalization, rehabilitation, and prescription medications. Wage replacement benefits are available if the employee cannot work for a period of time, typically calculated at a percentage of the worker’s average weekly wage, subject to state minimum and maximum limits.
When a work injury leads to a lasting impairment, the worker may qualify for permanent partial disability benefits, which compensate for the loss of function of a body part. In severe cases, when a worker cannot return to their previous job or any suitable work, total disability benefits may be paid. In the tragic event of a fatal injury, death benefits are payable to dependents, and funeral expenses are also covered.
The insurance also provides for vocational rehabilitation services, assisting injured employees in retraining or finding new employment compatible with their physical limitations. This integrated system ensures that injured workers receive both medical and economic support as they recover and reintegrate into the workforce.
Filing and Managing a Claim in Connecticut
When an injury occurs, the process begins with prompt reporting. Connecticut law requires the injured employee to notify the employer as soon as possible after the injury. Delays in reporting can complicate or even jeopardize the claim. The employer must then report the incident to their insurance carrier and to the Workers’ Compensation Commission using prescribed forms, such as the “First Report of Injury.”
Once the insurer receives notice, it must investigate the claim and determine whether to accept or contest liability. If the claim is accepted, medical benefits begin immediately, and the insurer coordinates care with approved healthcare providers. If there is a dispute, the insurer must issue a “Notice of Intention to Contest Liability” and explain the reasons for denial. The worker may then file a formal hearing request with the WCC to resolve the issue.
Temporary total disability benefits are payable when the injured worker is completely unable to work due to the injury. If the employee returns to work but earns less than before, temporary partial disability benefits can make up part of the difference. When maximum medical improvement (MMI) is reached, and the worker still has a permanent impairment, a doctor evaluates the degree of disability according to the Connecticut Permanent Partial Disability Schedule.
Hearings before the Workers’ Compensation Commission are designed to be efficient and accessible, without requiring lengthy court proceedings. Administrative law judges (called Commissioners) have authority to approve settlements, resolve disputes, and enforce compliance. This administrative structure ensures timely and fair resolution of most claims without resorting to civil courts.
For employers, managing claims effectively requires strong internal protocols—prompt reporting, consistent documentation, communication with insurers, and cooperation with return-to-work programs. Proper claim handling not only ensures legal compliance but can significantly influence premium rates in future policy years.
Premium Calculation and Factors Affecting Costs
The cost of workers’ compensation insurance in Connecticut is determined through a combination of payroll data, job classification codes, and the employer’s claims experience. Each type of work is assigned a classification by the National Council on Compensation Insurance (NCCI) based on the relative risk of injury. For instance, office workers are classified under a low-risk code, while construction laborers or manufacturing workers fall into higher-risk categories.
The insurer applies a rate per $100 of payroll for each classification code. These rates vary widely depending on the nature of the work. A business that engages in heavy physical labor or uses machinery will have a higher base rate than a professional services firm.
Experience modification factors—often referred to as “mod rates”—play a significant role in determining final premiums. The mod rate compares an employer’s actual loss history with the average losses expected for similar businesses. Employers with fewer or less severe claims than average may earn a credit that lowers their premium, while those with frequent or costly claims will pay a surcharge. This structure incentivizes strong safety programs and proactive injury prevention.
Insurers may also apply additional policy adjustments or offer premium credits for participation in certified safety programs. The Connecticut Workers’ Compensation Commission encourages workplace safety initiatives through the Safety and Health Division, which assists employers in developing compliance and loss prevention strategies.
Overall, while workers’ compensation insurance is an unavoidable expense, employers can manage costs through disciplined risk management, accurate job classification, effective claim handling, and employee safety education.
Penalties and Legal Consequences for Non-Compliance
Connecticut imposes strict penalties for employers who fail to maintain required workers’ compensation insurance coverage. The Workers’ Compensation Commission has the authority to issue stop-work orders, effectively halting all business operations until coverage is obtained. Each day of non-compliance can result in significant monetary penalties, often up to several hundred dollars per day.
In addition to administrative fines, an uninsured employer becomes directly liable for all medical costs and benefits that would otherwise have been paid by the insurance carrier. If a worker is injured while the employer lacks coverage, the state’s Second Injury Fund may initially pay the benefits, but it will seek reimbursement from the employer—including penalties and legal costs.
Moreover, the employer may lose the protection of the “exclusive remedy” rule. This means the injured worker could pursue a civil lawsuit for damages, including pain and suffering, which are normally excluded from workers’ compensation claims. The employer’s personal and business assets could be at risk in such cases.
The combination of fines, stop-work orders, reimbursement obligations, and civil liability makes non-compliance one of the most serious business risks in Connecticut. Maintaining valid and continuous coverage is not simply a regulatory duty but a vital safeguard for business continuity.
Industry-Specific Applications and Challenges
Connecticut’s economy is diverse, encompassing sectors such as healthcare, finance, manufacturing, construction, and education. Each industry faces unique challenges in implementing effective workers’ compensation practices.
In construction, employers must navigate strict safety regulations under both state law and federal OSHA standards. Common injuries include falls, equipment accidents, and repetitive strain injuries. Contractors must also manage subcontractor verification diligently to avoid liability exposure.
In manufacturing, which remains a strong sector in Connecticut, hazards range from machine operation to exposure to chemicals or loud environments. Employers often implement ergonomic assessments, lockout-tagout protocols, and rotational shift systems to reduce injury risks.
The healthcare and social assistance sectors, employing a large portion of the state’s workforce, experience high rates of lifting and patient-handling injuries. Workers’ compensation claims in these industries frequently involve back strain and repetitive motion injuries. Employers can mitigate these by investing in lifting aids, safe-patient handling programs, and staff wellness initiatives.
In hospitality and service industries, such as restaurants and retail, slips and falls are the most common injuries. Proper housekeeping, slip-resistant flooring, and employee awareness programs can significantly lower claims.
Even professional and technical services, though considered low-risk, are not immune. Office environments generate claims for repetitive motion injuries, ergonomic issues, and stress-related conditions. Employers can address these with ergonomic training, flexible schedules, and wellness programs.
Understanding the nuances of each industry’s exposure allows employers to tailor safety measures and claim management strategies effectively, ensuring both compliance and cost control.
The Role of Safety Programs and Prevention
A proactive safety culture is one of the most effective tools for controlling workers’ compensation costs. Connecticut law not only encourages but rewards employers who implement formal safety programs. The Workers’ Compensation Commission provides extensive educational resources, training programs, and assistance through its Safety and Health Division, helping employers meet compliance obligations and foster safe workplaces.
Regular safety meetings, documented inspections, and employee training sessions can substantially reduce injury rates. Employers should maintain detailed safety manuals, accident investigation procedures, and emergency response protocols. Return-to-work programs are equally important; they allow employees to resume light or modified duties while recovering, which can reduce disability duration and insurance costs.
Involving employees in safety planning is also key. Workers who actively participate in hazard identification and preventive planning tend to have fewer injuries and a stronger sense of responsibility toward maintaining safe conditions.
Ultimately, prevention is the foundation of an efficient workers’ compensation strategy. The fewer claims an employer has, the better their experience modifier, leading to lower premiums and a healthier, more productive workforce.
Employer Obligations: Compliance, Reporting, and Communication
Operating a compliant workers’ compensation program requires proactive engagement from the employer. First and foremost, Connecticut law mandates that employers conspicuously display a “Notice to Employees” poster at the workplace. This notice informs employees of their rights under the Workers’ Compensation Act, provides insurer contact details, and outlines the steps employees must take if injured on the job.
When an injury occurs, the employer must act swiftly. Employers are required to complete and submit a “First Report of Injury” (Form 30C) to both their insurance carrier and the Workers’ Compensation Commission. Timely reporting is crucial because delays can hinder benefit delivery, complicate claims, and expose employers to penalties.
In non-emergency situations, employers should direct injured employees to approved medical providers. Connecticut allows employers to designate preferred providers, but if none are specified, employees may seek care from any licensed physician. Employers must ensure that the injured worker receives prompt medical evaluation and care, and that all communication with the insurer is well-documented.
Recordkeeping is another critical aspect of compliance. Employers must maintain accurate records of employee wages, job classifications, payroll, and injury history. These records are used to determine insurance premiums and assist in claim investigations. Furthermore, if a business uses subcontractors—particularly in construction—it must verify that those subcontractors maintain their own workers’ compensation insurance. Failure to do so can result in the hiring company being deemed the “statutory employer,” assuming full liability for any injuries incurred.
Consequences of Non-Compliance
Failing to secure workers’ compensation insurance in Connecticut is a serious violation with steep consequences. Employers found without proper coverage may face fines of up to $500 for each day of noncompliance, as determined by the Workers’ Compensation Commission. In addition to monetary penalties, the Commission has the authority to issue a “stop work order,” which immediately halts business operations until proper coverage is secured.
Beyond these administrative actions, uninsured employers also face significant civil liability. If an employee suffers an injury while the employer is uninsured, the employer may be held personally responsible for all related medical expenses, wage replacement, and potential penalties. The injured worker may also have the right to pursue damages in civil court, which can greatly exceed the costs of standard insurance premiums.
The consequences extend beyond financial risk. Noncompliance can lead to reputational damage, strained employee relations, and potential criminal charges for willful neglect. These outcomes serve as powerful reminders that maintaining continuous workers’ compensation coverage is not optional—it is an essential component of lawful and ethical business operation in Connecticut.
The Claims Process
When a work-related injury or illness occurs, the claims process begins immediately with the employee notifying the employer. In Connecticut, an employee must formally file a written “Notice of Claim for Compensation” (Form 30C) with both the Workers’ Compensation Commission and the employer. This must be done within one year of the injury or within three years from the first manifestation of a work-related disease.
Once the employer is notified, they must report the injury to their insurer and provide all relevant documentation. The insurer then reviews the claim, investigates the circumstances of the injury, and determines whether the claim will be accepted or contested. If the claim is accepted, benefits for medical treatment, wage replacement, and rehabilitation are initiated promptly.
In cases where a dispute arises—such as disagreements over compensability, the extent of disability, or the adequacy of medical care—the Workers’ Compensation Commission acts as the adjudicating body. The Commission provides hearings and mediation services to resolve conflicts efficiently.
Throughout this process, both the employer and employee have specific responsibilities. The employer must cooperate with the insurer’s investigation, provide access to records, and support the worker’s recovery efforts. The employee must follow prescribed medical treatments, attend scheduled evaluations, and report any return-to-work readiness to the employer. This collaborative process ensures that both parties remain accountable and that the injured worker receives appropriate benefits.
Benefits Provided Under Connecticut Workers’ Compensation
Workers’ compensation benefits in Connecticut cover a broad spectrum of needs arising from occupational injuries and illnesses. Medical benefits are comprehensive, encompassing doctor visits, hospital care, diagnostic tests, physical therapy, and necessary medications. There is no deductible or co-payment required from the employee; all medical costs related to the injury are fully covered.
In addition to medical care, injured workers may be eligible for wage replacement benefits. These are typically calculated as 75% of the employee’s average weekly wage (after taxes), ensuring that the worker maintains a reasonable level of income during recovery. Connecticut law also provides for temporary total disability benefits, temporary partial disability benefits (if the employee can perform limited duties), and permanent partial disability benefits for lasting impairments.
Vocational rehabilitation is another key component of the system. If an injured worker cannot return to their previous job, the program may offer job retraining or placement assistance. Furthermore, death benefits are available to dependents in the event of a fatal work-related injury, ensuring financial stability for the deceased worker’s family.
Premium Costs and Determining Factors
Workers’ compensation insurance premiums in Connecticut are influenced by several variables. Insurers calculate premiums primarily based on an employer’s payroll size, industry classification, and claims history. Each type of job is assigned a classification code reflecting its inherent risk level; for example, construction workers face higher risks than office staff, and therefore carry higher premiums.
The experience modification factor, commonly known as the “e-mod,” also plays a pivotal role in determining costs. This factor adjusts premiums based on the employer’s historical claims record. A company with few or low-cost claims will likely enjoy a reduced premium, while one with frequent or severe claims will pay more. This system incentivizes strong safety programs and proactive risk management.
Other considerations include the size of the deductible chosen, the presence of return-to-work programs, and whether the employer participates in safety initiatives recognized by the Connecticut Workers’ Compensation Commission. Periodic audits conducted by insurers ensure that payroll data and classifications remain accurate, preventing underreporting or misclassification that could distort premium assessments.
Risk Management and Cost Control Strategies
Employers in Connecticut can take several proactive steps to manage risk and reduce the long-term cost of their workers’ compensation coverage. A strong safety culture is the foundation of effective cost control. Employers should conduct regular hazard assessments, enforce the use of personal protective equipment, and provide ongoing training tailored to their specific industry.
Implementing a return-to-work program is another essential strategy. By offering modified or light-duty assignments, employers enable injured workers to resume employment sooner, which reduces the duration and cost of wage replacement benefits. Early engagement in recovery and rehabilitation not only lowers claim costs but also boosts morale and productivity.
Prompt reporting of injuries is equally vital. Delayed reporting can complicate claims, increase medical costs, and create suspicion among insurers. Employers should train supervisors and staff on the proper procedures for incident reporting and ensure that employees understand their rights and responsibilities under the law.
Finally, maintaining open communication with insurers, medical providers, and employees can prevent misunderstandings and disputes. Regularly analyzing claim trends can help identify recurring problem areas within the workplace, allowing targeted safety improvements. Over time, these efforts can yield significant premium savings and contribute to a safer, more efficient work environment.
Determining Workers’ Compensation Premiums in Connecticut
Premiums for workers’ compensation insurance in Connecticut are calculated based on several core factors, including payroll, job classification codes, and an employer’s experience modification rate (EMR). The National Council on Compensation Insurance (NCCI) establishes the classification codes used to categorize jobs according to risk level. Clerical or office-based positions typically carry low-risk classifications, while industries like construction, manufacturing, and healthcare involve higher-risk categories that result in higher base rates.
The EMR is a key determinant of premium pricing. It reflects the employer’s claims history compared to industry averages. A company with few or no claims will benefit from a lower EMR, reducing premium costs, whereas a history of frequent or severe claims can lead to surcharges. Insurers may also apply their own adjustments, known as loss cost multipliers, to account for administrative expenses and underwriting preferences, meaning rates can vary between carriers.
Employers can manage costs by ensuring accurate job classifications, maintaining clean payroll records, and regularly reviewing policy details with their insurance agent. Even small misclassifications can lead to overpayment or audit issues. Additionally, fostering a culture of safety and promptly reporting incidents can positively influence future EMR ratings and premium renewals.
Safety Programs and Risk Management in Connecticut
Safety is the cornerstone of controlling workers’ compensation expenses. In Connecticut, insurers often reward employers who demonstrate a strong commitment to workplace safety through reduced premiums or dividend programs. Establishing an effective safety program goes beyond mere compliance—it cultivates a proactive culture that values employee wellbeing and risk prevention.
Comprehensive safety programs typically include regular hazard assessments, employee training sessions, and continuous improvement through incident analysis. Training workers in proper equipment use, ergonomic techniques, and emergency preparedness significantly lowers the likelihood of accidents. Employers who create open communication channels, such as safety committees or anonymous reporting systems, often see measurable improvements in workplace morale and claim reduction.
A well-documented safety program not only protects workers but also demonstrates to insurers that the employer is serious about risk management. This can lead to favorable underwriting decisions, premium credits, and enhanced reputation within the industry. In the long run, investing in safety initiatives yields substantial returns through lower claims frequency, improved productivity, and stronger employee retention.
Return-to-Work and Injury Management Strategies
Return-to-work programs are among the most effective tools for managing workers’ compensation costs while supporting employee recovery. These programs provide modified or transitional duties for injured employees, allowing them to remain engaged with their employer while gradually resuming full capacity. Connecticut encourages the adoption of return-to-work initiatives because they minimize wage replacement costs, reduce claim duration, and prevent long-term disability cases.
For employers, a structured return-to-work policy demonstrates compassion and practicality. It helps maintain employee morale, reduces the risk of skill degradation, and preserves productivity. Insurers also favor businesses that implement such programs because they lead to better claim outcomes and overall satisfaction among injured workers.
Effective return-to-work strategies require collaboration between the employer, medical provider, and insurance adjuster. Medical professionals can help define appropriate work restrictions, while employers can identify tasks that align with the worker’s temporary limitations. Transparent communication and regular check-ins are essential to ensure that the transition back to work proceeds smoothly without risking re-injury.
Preventive Strategies and Continuous Improvement
Preventing workplace injuries is far more effective and economical than dealing with their aftermath. In Connecticut, employers who integrate preventive strategies into daily operations often experience substantial cost savings and improved employee relations. Prevention begins with education—ensuring that employees understand the risks inherent in their roles and how to mitigate them through proper procedures and mindfulness.
Regular safety audits and inspections are invaluable in identifying potential hazards before they result in injury. Management should encourage workers to participate in identifying risks, as those closest to the work are often best positioned to spot unsafe conditions. Employers can also use data from past incidents to predict patterns and implement targeted interventions.
Continuous improvement is a critical element of prevention. By analyzing incident reports and conducting post-injury reviews, employers can pinpoint root causes and refine safety practices. Investing in new technologies, equipment upgrades, and employee wellness programs further strengthens preventive efforts. Ultimately, a culture that emphasizes health, safety, and accountability leads to a more resilient and productive workforce.
Claims Management and Dispute Resolution in Connecticut
Efficient claims management is essential for maintaining compliance and controlling costs. When an injury occurs, employers should provide immediate medical attention, complete all required documentation, and report the incident promptly to their insurer and the Workers’ Compensation Commission. Timely reporting allows for faster claim processing and helps avoid penalties or disputes.
Throughout the claim process, clear communication between all parties—the employer, employee, healthcare provider, and insurer—is crucial. Employers should maintain records of every communication, medical report, and claim document to ensure transparency and accuracy. Proactive engagement reduces misunderstandings and fosters trust between the injured worker and management.
If disputes arise over eligibility, treatment, or compensation, Connecticut offers a well-defined dispute resolution system. The Workers’ Compensation Commission facilitates mediation, pre-hearing conferences, and formal hearings to resolve conflicts efficiently. Employers are encouraged to cooperate with employees and insurers to settle disagreements informally whenever possible, as litigation can increase costs and strain workplace relationships. By prioritizing fairness and open communication, businesses can achieve timely resolutions that support both recovery and compliance.
Industry and Rate Trends in Connecticut
Workers’ compensation rates in Connecticut reflect a combination of statewide industry trends and individual employer performance. The NCCI collects data across all sectors to establish base rates for specific job classifications, ensuring consistency and fairness. As in most states, industries involving manual labor or physical hazards—such as construction, manufacturing, and warehousing—carry higher rates than office-based or administrative roles.
In recent years, Connecticut has demonstrated a relatively stable workers’ compensation market. The state’s emphasis on workplace safety, coupled with advancements in claims management technology, has contributed to moderate rate adjustments compared to national averages. Insurers are increasingly using predictive analytics to assess risk more accurately, allowing well-managed companies to benefit from competitive pricing.
Nonetheless, market pressures such as inflation, medical cost increases, and evolving workforce dynamics can influence future rate trends. Employers should remain vigilant, review their policies annually, and explore carrier options to ensure they are receiving optimal coverage at the most favorable rate. Proactive engagement with insurance providers allows businesses to anticipate changes and adjust their strategies accordingly.
Self-Insurance and Alternative
Coverage Options
Some Connecticut employers—particularly large, financially stable organizations—opt for self-insurance as an alternative to purchasing traditional coverage. Under this arrangement, the employer assumes direct responsibility for paying workers’ compensation claims. To qualify, businesses must meet stringent financial requirements, demonstrate adequate reserves, and establish a structured claims management program.
Self-insurance offers potential cost savings for companies with strong safety records and predictable loss patterns. However, it also carries higher administrative responsibility and financial exposure. Employers must manage claims in compliance with state regulations and may be required to post security deposits or bonds as proof of solvency.
For small or high-risk employers who cannot obtain coverage in the voluntary market, Connecticut provides access to the assigned risk pool administered by the NCCI. Although premiums in this pool tend to be higher, it ensures that every business can meet its legal coverage obligations and protect its employees.
Compliance, Documentation, and Audit Preparedness
Maintaining accurate documentation is a critical aspect of compliance with Connecticut’s workers’ compensation laws. Employers should retain records of all employee classifications, payroll data, safety training sessions, injury reports, and claim correspondence. These records are often reviewed during insurance audits to verify premium accuracy and ensure regulatory compliance.
Audits are routine and not inherently punitive; they serve to confirm that the employer’s reported payroll and classifications align with actual operations. However, discrepancies can result in back premiums or penalties. Employers can prepare for audits by keeping organized files, reconciling payroll systems, and ensuring that independent contractors have proper coverage documentation.
Compliance also extends to verifying that subcontractors maintain workers’ compensation insurance. Employers may be held liable for injuries sustained by uninsured subcontractor employees. Therefore, obtaining certificates of insurance before work begins is a crucial protective measure that prevents legal complications and unexpected costs.
Does Connecticut require workers' compensation insurance?
Yes — in Connecticut, employers are required by law to carry workers’ compensation insurance for their employees.
The requirement applies when a business has at least one employee (whether full-time, part-time, seasonal, etc.).
There are only limited exceptions — for example, certain sole proprietors or household employees working fewer than 26 hours per week may be excluded.
What is workers comp insurance in CT?
In Connecticut, workers’ compensation insurance is a state-mandated system designed to provide certain benefits to employees who suffer work-related injuries or illnesses. Under the Connecticut Workers’ Compensation Commission and the Department of Administrative Services and the relevant statutes (primarily Title 31 of the Connecticut General Statutes), this system requires virtually all employers who have even one employee to obtain insurance coverage or otherwise secure liability for their workers.
Here’s how it works: if you are injured while performing duties in the course of your employment, or you contract an occupational illness that arises out of your work, you are eligible to submit a claim under workers’ comp. The coverage typically includes payment of necessary medical treatment tied to the injury or illness, reimbursement for mileage or travel to obtain treatment, and partial wage replacement in the event you must miss work because of the injury.
The system also imposes obligations on employees and employers: the employee should promptly report the injury or illness to the employer (or supervisor) to avoid delays or potential denial of coverage, and the employer must submit the First Report of Injury and cooperate with the insurer.
How much is workers' comp insurance in CT?
In Connecticut, the cost of workers’ compensation insurance varies significantly depending on the industry, payroll size, claims history and risk level of the work. On average, for small businesses, it may come out to around US $65 per month.
However, if you look at industry-specific rates (expressed as dollars per $100 of payroll) you’ll see that for higher-risk jobs the rate might be, for example, roughly US $8.35 per $100 of payroll for tree-trimming work.
Additionally, the state has among the higher average workers’ comp rates in the U.S.: one source says Connecticut’s rates are about 27% higher than the national average.
REQUEST A QUOTE
Speak with a CA Workers Compensation Insurance specialist today!
Learn More About Workers Comp. Insurance
