Unlocking Time and Attendance in HR: What Non-Desk Businesses Need
September 17, 2025
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If you’re a Kansas 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 plays a crucial role in protecting Kansas businesses and their employees from the financial impact of job-related injuries or illnesses. For employees, it typically covers medical bills, a portion of lost wages, and rehabilitation costs. For employers, it provides a safeguard against most lawsuits that might otherwise arise from workplace incidents – and it can also cover legal expenses tied to such claims.
Let’s take a closer look at who needs coverage and how it works.
In Kansas, most employers must carry workers’ compensation coverage for employees. Generally, a non-agricultural employer with more than $20,000 in gross annual payroll in a calendar year is required to (1) secure workers’ compensation coverage and (2) ensure work-accident reports are filed as required.
Exemptions may apply in limited situations. Kansas lists exclusions such as certain agricultural pursuits, realtors who qualify as independent contractors, firefighters in a relief association that has waived coverage, and certain owner-operator vehicle drivers covered by their own occupational accident insurance policy. Owners (such as sole proprietors, partners, and LLC members) may be treated differently for coverage purposes, but other employees may still need to be covered if the employer meets the payroll threshold.
Payroll note: When determining whether the law applies, Kansas generally counts all wages paid to all workers (including wages paid inside and outside Kansas). For sole proprietorships and partnerships, wages paid to owners and certain family members may be excluded from the payroll calculation; for corporate employers, payroll is generally counted more broadly.
Medical Care
Injured employees are entitled to medically necessary care for work-related injuries. Employers have the right to select the authorized treating health care provider. If the employee wants to consult a provider of their choice without prior approval, Kansas law allows that, but the employer’s liability for those fees is capped (currently up to $800 total) and that amount cannot be used to obtain a functional impairment rating.
Wage Replacement
If an employee misses work due to a job-related injury or illness, wage-loss benefits may be available. In Kansas, temporary total disability (TTD) benefits generally have a one-week (seven calendar day) waiting period before payments begin. If disability continues for three consecutive weeks, the employee is reimbursed for the waiting period. TTD is generally paid at 66 2/3% of the employee’s average gross weekly wage, subject to statutory minimums and maximums.
Benefit Levels (July 1, 2025 – June 30, 2026)
Because Kansas benefit maximums/minimums are updated on a schedule, it’s best to confirm the current table for the period of injury. For July 1, 2025 – June 30, 2026, Kansas lists: Maximum Weekly Benefit: $869, Minimum Weekly Benefit: $50, and Minimum Weekly Survivors Benefit: $580.
Kansas employers generally have three primary ways to secure workers’ compensation coverage:
Purchase a workers’ compensation insurance policy from a licensed insurance carrier.
Join a group-funded workers’ compensation pool (available to qualifying groups).
Qualify as a self-insurer, if approved and able to demonstrate the financial ability to pay claims.
If you’re unable to obtain coverage through the standard market, ask your licensed agent about Kansas’s assigned risk/residual market option (often used for higher-risk classifications).
Failing to secure required workers’ compensation coverage in Kansas can lead to significant consequences. For employers that are subject to the law, Kansas describes a civil penalty of twice the annual premium or $25,000, whichever is greater, and intentional failure may also be treated as a Class A misdemeanor under Kansas guidance.
Separately, workers’ compensation claims and disputes have filing deadlines. Under Kansas law, an application for a hearing generally must be on file within three years of the date of the accident or within two years of the date of the last payment of compensation, whichever is later. (Other notice/reporting rules may still apply even if this longer deadline has not expired.)
For Employees
Employees should notify their employer as soon as possible after a work-related injury or illness. Kansas law generally requires written notice to the employer within 30 days of the accident (and provides an alternate deadline of 20 days after the employee’s last day of work if the employee is no longer employed).
For Employers
Employers must ensure that work accidents are reported on time through the proper channel (typically to the insurance carrier or group-funded pool/self-insurance administrator). Kansas guidance states that employers must report employee accidents within 28 days when the injury keeps the person from working for more than one day, shift, or turn, and Kansas notes a potential $250 fine for each failure to report.
Workers’ compensation isn’t just a legal requirement – it’s a smart investment that helps protect your business and your team. It provides peace of mind for employees and reduces your exposure to costly legal risks.
Need help understanding or getting coverage? Beyond is here to assist every step of the way.
