Does workers compensation insurance cover injuries sustained during non-work hours?

No, injuries occurring outside of work hours or during personal activities are not covered.

Are intentional injuries covered?

No, injuries inflicted deliberately by an employee are excluded from coverage.

Will this insurance help if an employee engages in illegal activities?

No, injuries sustained while committing illegal acts are not covered by workers compensation insurance.

Do self-inflicted injuries qualify for coverage?

Typically, no. Injuries that an employee inflicts upon themselves intentionally are excluded.

Is there coverage for professional negligence claims?

No, claims related to professional errors or omissions require separate professional liability insurance.

Are temporary injuries covered?

Yes, as long as they occur in the course of employment, but the coverage only applies within the policy limits for that injury.

Coverages

Connecticut Workers Compensation Insurance

CONNECTICUT WORKERS’ COMPENSATION INSURANCE: WHO NEEDS IT AND HOW IT WORKS

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Table of Contents

OVERVIEW OF WORKERS’ COMPENSATION IN CONNECTICUT

Connecticut’s workers’ compensation system aims to provide money and medical care to workers who get hurt or sick on the job. The Connecticut Workers’ Compensation Commission (WCC) manages and enforces these laws making sure employers and employees do what they’re supposed to.

Who Needs Coverage?

Connecticut law says all employers with one or more workers must have workers’ compensation insurance. This rule applies to full-time, part-time, and seasonal employees. Some people, like sole proprietors or independent contractors, don’t need coverage. But be careful – calling someone an independent contractor can result in big legal trouble.

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WHO NEEDS WORKERS’ COMPENSATION INSURANCE IN CONNECTICUT?

In Connecticut, every employer with one or more employees must have workers’ compensation insurance. This rule applies to full-time, part-time, and seasonal workers to protect them if they get hurt or sick because of their job.

Industries with Specific Coverage Requirements

Construction Businesses Need to provide coverage for all employees, including subcontractors, to ensure everyone stays protected on job sites.
Out-of-State Employers: Companies that do business in Connecticut must insure employees who work in the state, even if the company’s main office is somewhere else.

Who Is Exempt?

Sole Proprietors and Partners – Don’t need coverage unless they bring on employees.
Corporate Officers and LLC Members – Can choose not to have coverage by submitting a waiver to the state.
Household Employees – People who work in homes for less than 26 hours a week don’t need to be covered.

Consequences of Non-Compliance

Fines and Legal Actions
Liability for Medical Expenses
Potential Business Shutdowns

Benefit Type

Coverage Details

Medical Benefits

Covers doctor visits, hospital care, surgery, prescriptions, and rehabilitation. Employees may choose their physician within employer-mandated networks.

Temporary Total Disability (TTD)

Pays 75% of the worker’s after-tax wage if they cannot work at all during recovery.

Temporary Partial Disability (TPD)

Covers partial lost wages for employees working light-duty or reduced hours.

Permanent Partial Disability (PPD)

Compensation based on injury severity and impairment ratings.

Permanent Total Disability (PTD)

Lifetime wage benefits for workers unable to perform any job.

Death Benefits

Dependents receive two-thirds of the worker’s wages, plus up to $4,000 for funeral expenses.

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WORKERS’ COMPENSATION BENEFITS IN UPDATED WORKERS’ COMPENSATION RATES IN CONNECTICUT FOR 2025

For contractors, rates vary based on the specific type of work performed. Here are estimated rates for some common contractor roles:

General Contractors: $6.50 – $12.00 per $100 of payroll
Roofing Contractors: $15.00 – $30.00 per $100 of payroll
Electricians & Plumbers: $4.00 – $7.50 per $100 of payroll
Carpenters: $7.00 – $12.50 per $100 of payroll
Masonry Workers: $10.00 – $18.00 per $100 of payroll

Connecticut workers’ compensation provides medical coverage, wage replacement, and death benefits to employees injured on the job. Benefits depend on the severity of the injury and whether the worker can return to work.

FINDING THE RIGHT WORKERS’ COMPENSATION POLICY FOR YOUR BUSINESS SIZE

Small Businesses (1-10 Employees)

Opt for basic state-mandated coverage to meet compliance and avoid penalties.
Look for insurers that specialize in small businesses to get better service and pricing.

Mid-Sized Businesses (10-50 Employees)

Consider enhanced liability protection if employees work in high-risk environments (e.g., construction, manufacturing).
Take advantage of group discounts if available through industry associations.

Larger Businesses (50+ Employees)

Consider self-insurance if you have a stable financial position and want more control over claims handling.
Invest in comprehensive safety training to reduce claims and maintain lower premium rates.

WORKERS’ COMPENSATION AND INDEPENDENT CONTRACTORS IN CONNECTICUT: WHAT YOU SHOULD KNOW

Do Workers’ Compensation Laws Cover Independent Contractors?

Connecticut law doesn’t extend workers’ compensation coverage to independent contractors under a company’s insurance. However, some key exceptions exist:

Misclassified independent contractors might have the right to receive workers’ compensation benefits.
Some industries require independent contractors to get workers’ comp insurance (like construction and trucking).
A hiring company’s policy may need to cover subcontractors working under a general contractor.

How to Figure Out If a Worker Is an Independent Contractor or an Employee

Connecticut uses the ABC Test to classify workers. A worker is considered as an independent contractor if they meet all three conditions:

The worker has freedom from control and direction by the hiring company.
The work falls outside the usual business of the hiring company.
The worker runs an independent business of the same type.

Example:

A freelance web designer working for a construction company = Independent contractor.
A carpenter with a full-time job at a construction company = an employee.

When Should Independent Contractors Get Their Own Workers’ Comp Insurance?

Some industries allow independent contractors to get their own workers’ compensation insurance. Here are some examples:

Construction: Connecticut law says many independent contractors in construction must have coverage.
Trucking: Many trucking companies want to see proof of coverage before they hire.
Freelancers & Consultants: Some clients ask for workers’ comp coverage as part of their contract.

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Frequently Asked Questions

The following are common questions about Workers’ Compensation Insurance.

How do I know if my business needs workers' compensation insurance in Connecticut?

If you have at least one employee, you are legally required to carry workers’ compensation insurance. Exceptions apply to sole proprietors, certain corporate officers and household employees working fewer than 26 hours per week.

What happens if I don’t have workers' compensation insurance?

Failing to carry workers’ compensation insurance can result in fines of $100 per day, stop-work orders, and legal liability for medical costs and lost wages.

How much does workers’ compensation insurance cost in Connecticut?

The cost depends on industry risk, payroll size, and claims history. Estimated rates per $100 of payroll.

How are workers’ compensation claims filed in Connecticut?

The injured employee must report the injury, seek medical treatment, and file Form 30C (Notice of Claim for Compensation) with the Connecticut Workers’ Compensation Commission.

Is workers' compensation insurance required for part-time employees?

Yes. In Connecticut, part-time employees must be covered under a company’s workers’ compensation policy.

Where can I get workers’ compensation insurance in Connecticut?

You can obtain coverage from private insurance carriers, the Connecticut Assigned Risk Pool, or by applying for self-insurance if you meet financial stability requirements.