Protect your people—and keep your business moving.
Workers’ compensation can provide statutory benefits after a covered work injury or occupational disease. We help North Carolina employers approach coverage, classifications, payroll, and audits with clarity.
Support after a work-related injury
Workers’ compensation benefits are defined by North Carolina law and the policy. Coverage generally addresses an employee’s covered injury or occupational disease arising from employment.
Medical treatment
Covered medical care and related treatment needed for an accepted work injury or occupational disease.
Wage replacement
Partial income benefits may apply when a covered condition keeps an employee from working.
Return-to-work support
Benefits and coordination may support recovery, modified duty, rehabilitation, and a safe return to work.
Disability benefits
Temporary or permanent disability benefits may apply based on medical status and statutory rules.
Death benefits
Eligible dependents may receive statutory benefits after a covered fatal workplace injury or disease.
Employers liability
The policy generally includes employers-liability protection for certain employee claims outside statutory benefits, subject to limits and exclusions.
Know when coverage is required
The North Carolina Workers’ Compensation Act contains detailed counting rules and exceptions. These are the practical starting points most employers should understand.
Most employers must carry coverage
North Carolina generally requires businesses employing three or more people to obtain workers’ compensation insurance or qualify as self-insured, subject to statutory exceptions.
Counting and coverage are different
Sole proprietors, LLC members, and partners are not automatically counted but may elect coverage. Corporate officers may elect exclusion yet generally still count toward the threshold.
A 1099 does not decide status
The Commission considers the actual working relationship. A principal contractor may face liability if a subcontractor lacks required coverage, so current certificates matter.
Prepare before an injury occurs
Covered employers should post Form 17, report injuries promptly to the carrier, and follow Form 19 reporting rules when statutory thresholds are met.
Accurate details produce a stronger submission
- Legal entity, FEIN, years in business, and all work locations or states
- Number of full-time, part-time, seasonal, and temporary workers
- Estimated annual payroll separated by job duties and work classification
- Owner, partner, member, and officer inclusion or exclusion choices
- Subcontractor costs, agreements, and current certificates of insurance
- Current policy, experience modification, and carrier loss runs
- Safety program, training, protective equipment, and return-to-work practices
Payroll and work classification drive the conversation
Pricing commonly begins with a rate assigned to each job classification for every $100 of payroll, then reflects experience and carrier underwriting factors.
Map the workforce
We identify employees, owners, officers, job duties, locations, and subcontracted work.
Organize payroll
We separate estimated payroll by the classifications that best match actual work performed.
Compare markets
We submit accurate information to available carriers and review proposals, service, and price.
Bind and prepare
We help issue proof of coverage and set expectations for claims, certificates, and the annual audit.
Estimated payroll ÷ 100 × classification rate, then adjusted by factors such as experience, claims, schedule credits or debits, fees, and carrier rules. The final audit reconciles estimates with actual payroll and exposures.
We help simplify the paperwork and reduce surprises
Classification accuracy
We ask about real job duties and payroll so the application reflects the workforce as clearly as possible.
Certificates & documentation
We help organize owner elections, payroll records, subcontractor certificates, and supporting paperwork.
Audit & claims support
We help you prepare for the premium audit, report changes, and connect with the carrier after an injury.
Workers’ compensation, made clearer
When is workers’ compensation required in North Carolina?
Most businesses with three or more employees must carry coverage or qualify as self-insured. Exceptions and special rules apply, so confirm your situation with the NC Industrial Commission or qualified counsel.
Do part-time employees count?
Generally, employee counting is not limited to full-time workers. Part-time and other workers may count depending on the actual relationship and applicable law.
Are 1099 contractors automatically excluded?
No. A label or tax form alone does not control employee status. The Commission examines factors such as the degree of control over how the work is performed.
Can owners or officers be excluded?
Rules vary by entity. Sole proprietors, partners, and LLC members may elect coverage. Corporate officers may elect exclusion but generally still count toward the three-person threshold.
What if a subcontractor has no coverage?
A principal contractor may be responsible for injuries to the subcontractor’s employees in some circumstances. Collect and maintain valid certificates throughout the work.
What should we do after an employee is injured?
Get appropriate medical help, notify the carrier immediately, document the event, provide required forms, and follow the carrier and NC Industrial Commission reporting process.
NC Industrial Commission: Insurance Requirements · Information for Employers · Workers’ Compensation Forms
Let’s make workers’ compensation easier to manage.
Tell us about your team, job duties, payroll, and current coverage. We’ll help organize the details and explain available options.
This page provides general insurance information, not a policy contract or legal advice. North Carolina requirements include exceptions and fact-specific rules. Eligibility, benefits, classifications, pricing, limits, exclusions, and availability vary. The issued policy and applicable law control. Consult the NC Industrial Commission or qualified counsel about your specific obligations.