Institutional-grade employment liability forecasting. Solve for premiums, claim exposure, and EEOC litigation risk.
EEOC SYNC
2026 Litigation Data
| Cohort Size | Base Rate |
|---|---|
| 1-10 Employees | $800 |
| 11-25 Employees | $1,500 |
| 26-50 Employees | $2,500 |
| Large (100+) | Custom Quote |
| Sector | Multiplier |
|---|---|
| Low Risk (Tech, Finance) | 0.8x |
| Medium Risk (Retail, Healthcare) | 1x |
| High Risk (Hospitality, Manufacturing) | 1.4x |
| Metric | Value |
|---|---|
| Average Settlement | $40,000 |
| Median Award | $85,000 |
| High-End Verdict | $250,000 |
Employment Practices Liability involves **Extreme Variance** in claim outcomes. Our engine audits risk through institutional actuarial logic, applying NAIC benchmarks to 2026 EEOC litigation data.
Cohort-based claim probability audit
Industry-specific risk multipliers
HR policy and training discounts
"Calibrated against 2026 NAIC market reports, EEOC litigation stats, and BLS employment benchmarks."
A: EPLI protects employers from claims alleging wrongful termination, discrimination, harassment, and other employment-related issues.
A: Any employer with employees faces significant liability. Small businesses are increasingly targeted for wrongful termination and harassment lawsuits where defense costs alone can exceed $50,000.
A: Premiums are based on employee headcount, industry risk classification (NAIC), and the presence of documented HR policies and training programs.
Don't leave your balance sheet exposed to litigation. Initiate your official S-Class actuarial premium audit.
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