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Staffing Agency Insurance Coverage Checklist

A free, fifteen-minute self-review to confirm your staffing agency coverage is complete — tick what you can confirm, and walk into your next policy review informed.

Pull out your current policy’s declarations pages, coverage forms, and client service agreements, and give yourself about fifteen minutes — staffing has more moving parts than most businesses. Check the box next to anything you can confirm. Anything you can’t confirm isn’t a problem — it’s simply a good question to bring to your insurance advisor. The goal is to walk in informed.

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AWorkers’ Compensation — Your Largest Exposure

Workers’ comp covers all placed workers (required in every state except Texas; I am the employer of record).
Class codes reflect the actual duties and hazards of each assignment — rates vary enormously by job type.
Payroll and assignment records are accurate and duty changes are reported (this drives my audit and claims).
I carry coverage in every state I place workers, and I monitor my experience modification rate (MOD).

BStaffing-Specific WC Endorsements

Alternate Employer Endorsement in place so the client is covered under my WC for the temp on their site.
Waiver of Subrogation provided where client contracts require it.

CCo-Employment & Contract Risk Transfer

I understand the agency and client are often co-employers — shared liability for the placed worker.
My client service agreements allocate liability and include indemnification/hold-harmless language.
Clients are named additional insured where required, and contracts specify who supervises the worksite.

DEmployment Practices Liability (EPLI) — Elevated for Staffing

EPLI covers discrimination, harassment, wrongful termination, and retaliation.
It responds to claims from all three groups: my in-house staff, the temps I place, and job applicants.
Third-party EPLI is addressed — claims tied to my placed workers at client worksites.
Wage & hour exposure is reviewed (often excluded or requires specific coverage).

EProfessional Liability / Staffing E&O

E&O for placement errors: negligent screening/hiring, misrepresentation, a failed or wrongful placement.
Limit reflects the volume and value of my placements and client contracts.
I understand common exclusions (wage & hour, bodily injury/property damage, the firm’s own pure EPLI).

FGeneral Liability & Placed-Worker Operations

General liability for third-party bodily injury/property damage — at my office and at client worksites.
Operations of my placed workers at client sites are contemplated by the policy.

GPlaced-Worker Conduct — Crime & Abuse

Coverage for client claims from a placed worker’s theft or misconduct (third-party crime / fidelity), with negligent screening/supervision considered.
Employee dishonesty / crime coverage for my own operation.
If I place workers in sensitive settings (healthcare, education, childcare), abuse & molestation coverage is in place with its own limit, and background screening is documented.

HData, Benefits, Auto, Property & Umbrella

Cyber for the large volume of applicant/worker PII I hold (SSNs, employment records) and breach response.
Employee Benefits Liability for errors administering benefit programs.
Commercial / hired & non-owned auto if my staff or placed workers drive; property for my office; umbrella above primary limits.

ISpecialty Placements, Limits & Review

Coverage is matched to what I place — e.g., professional/malpractice for healthcare staffing, tech E&O for IT, assault & battery for security.
My program meets every client contract’s insurance requirements (limits, AI, waiver, alternate employer).
Reviewed at least annually and whenever I enter a new industry or state.

?Questions Worth Asking Your Broker

“Do my workers’ comp class codes match the actual duties of each assignment, in every state I place workers?
“Do I have the Alternate Employer Endorsement and Waiver of Subrogation my clients require before a temp starts?
“Does my EPLI cover claims from placed temps and applicants — not just my in-house staff — and does it reach third-party worksites?
“Do I have staffing E&O for a negligent-placement or bad-screening claim, and is wage & hour addressed?
“If a placed worker steals from or harms a client, am I covered — and is abuse & molestation in place for sensitive placements?
“Does my cyber coverage reflect the volume of worker SSNs and records I hold?

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Frequently Asked Questions

How do I use the staffing agency insurance checklist?

Pull out your current policy's declarations pages and coverage forms and give yourself about fifteen minutes. Tick the box next to anything you can confirm. Anything you can't confirm isn't a problem — it's simply a good question to bring to your broker. You can tick items right on this page, download the PDF, or print it.

Is this checklist insurance advice?

No. It is a free educational self-review tool to help you have a more informed conversation with a licensed professional. It affords no coverage and is not insurance, legal, or financial advice. Only the language in your actual policy governs what is and isn't covered.

Can Cory Washington & Co. review my staffing agency coverage with me?

Yes. Bring your completed checklist and we'll review your program line by line, market your account across multiple carriers, and explain the trade-offs in plain English. Cory Washington & Co. LLC is licensed in all 50 states.

This checklist is a free educational tool from Cory Washington & Co. to help you review your own coverage and have a more informed conversation with a licensed insurance professional. It is general information only — not insurance, legal, or financial advice, and not a recommendation to buy, change, or cancel any policy. Coverage terms, availability, limits, and requirements vary by policy, carrier, and state, and only the language in your actual policy governs what is and isn’t covered. Checking or leaving blank any item above does not indicate that you are adequately insured or under-insured. Using this checklist does not create a client, agency, or fiduciary relationship. Always consult a licensed professional about your specific situation.

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