Unlocking Time and Attendance in HR: What Non-Desk Businesses Need
September 17, 2025
No Comments
Read More »
Connecticut workers' compensation insurance: Your guide to requirements and getting a policy
If you’re a Connecticut employer looking to protect both your business and your team, you’re in the right place. At Beyond, we provide the essential information you need to understand how workers’ compensation works and how to stay compliant.
Workers’ compensation insurance protects both Connecticut employers and their employees when a worker is injured or becomes ill due to a job-related incident. It safeguards employees by covering medical treatment and lost wages — and provides peace of mind to employers by minimizing legal exposure related to workplace accidents.
Yes. With few exceptions, all employers in Connecticut are required to have workers’ compensation insurance for their employees as defined under the Workers’ Compensation Act. However, certain business owners or specific roles may be able to elect coverage or elect to be excluded depending on their status, for example, sole proprietors must affirmatively accept the Act to be treated as an employer for insurance purposes, and officers of a corporation, LLC members, or partnership members may be able to elect exclusion using the state’s official coverage election forms.
The Connecticut Workers’ Compensation Commission (WCC) administers the workers’ compensation system (claims, disputes, hearings, awards, and settlements). However, the WCC does not provide workers’ compensation insurance and does not oversee insurers. Insurance market matters (like licensed carriers, assigned risk, and rate filings) are handled through the Connecticut Insurance Department (CID).
Most employers in Connecticut obtain coverage through private insurance carriers. You typically have two main types of policies to choose from:
Premiums are based on an estimated annual payroll total. These premiums are paid upfront, and may be billed quarterly or annually.
Premiums are calculated in real time, based on actual payroll. This helps employers avoid overpaying or underpaying — and makes cash flow easier to manage.
Beyond can help simplify pay-as-you-go workers’ comp by syncing your payroll with your insurance provider, so premiums are accurate every time.
If you’re unable to obtain coverage in the voluntary (private) market, Connecticut has an Assigned Risk Plan administered by the National Council on Compensation Insurance (NCCI). In practice, employers typically work through a licensed agent/broker to apply through the assigned risk process. Connecticut also allows approved employers to pursue self-insurance or group/mutual self-insurance arrangements when eligible.
Failing to maintain required workers’ compensation coverage can lead to serious enforcement actions and civil penalties. Under Connecticut General Statutes § 31-288, an employer found noncompliant may be assessed a civil penalty of not less than $500 per employee or $5,000 (whichever is less) and not more than $50,000. In addition, the statute provides for an additional $100 per day penalty for each day the employer remains out of compliance after a finding of noncompliance (subject to statutory limits).
All employers should post the official WCC “Notice to Employees” in a conspicuous place at each Connecticut workplace. Connecticut also allows employers to designate and post the specific claim-filing location where employees must file workers’ compensation claims (when applicable), consistent with the WCC’s posting notice guidance.
If a worker is hurt or becomes ill because of work, they should report the incident promptly and seek medical care. To formally start a Connecticut workers’ compensation claim, the employee typically files Form 30C (Notice of Claim for Compensation) and sends it to both (1) the appropriate WCC district office and (2) the employer (the WCC provides guidance on where to send each copy and offers electronic claim submission options). The Form 30C instructions also note the filing deadlines: within one year of an accidental injury or within three years from the first manifestation of a symptom of an occupational disease. Separately, when an employee misses at least one work day, the employer (or the insurer) must submit a First Report of Injury (FRI) to the WCC using the state’s reporting process.
Here are helpful links if an incident occurs or you need more details:
Keeping a valid workers’ compensation policy is not only required – it’s a smart business decision. It protects your workforce and shields your business from legal risks tied to workplace injuries or illness. With support from Beyond, managing compliance is easier, so you can focus on running your business with confidence.
