Workers' comp for electrical crews

Where comp claims come from on electrical jobs

These are fictional examples. How a real claim resolves depends on your state, your policy and the facts.

The MCC bucket

Example scenario: A journeyman troubleshooting a starter in a plant's motor control center gets second-degree burns on his hands and face when a fault flashes over. Comp covers the burn unit, follow-up care and weekly wage benefits while he's off the job.

The rooftop array crew

Example scenario: An Indiana shop wires a rooftop array on a warehouse. Two installers spend a week setting modules while a journeyman lands the DC conductors and the inverter. Under NCCI's scopes, rooftop panel installation is classed as roofing (5551) and the electrical work as 5190. Indiana's 2026 advisory rates put those at $4.160 and $0.901 per $100 of payroll, so how the time cards split matters at audit.

The Texas attic

Example scenario: A Houston-area service shop has opted out of comp. A helper steps between ceiling joists and falls through into a living room. He sues for negligence, and as a non-subscriber the shop can't argue that he was careless or that he accepted the risk.

Audits, rates and what workers comp for electrical contractors costs

Your premium starts as payroll divided by 100, times the rate for each class, then your experience mod adjusts it. The premium you pay up front is only a deposit, set from the payroll you expect. After the year ends, an auditor checks actual payroll by class and bills or refunds the difference.

Subs are the classic audit surprise. If a sub can't show a comp certificate, the auditor may count them as your payroll: at least 90% of a labor-only contract or 50% of a labor-and-materials contract when their real payroll isn't available. Collect certificates before they start. Our guide to 1099 subs and comp covers the details.

For scale, Indiana's 2026 advisory rate for 5190 is $0.901 per $100 of payroll, against $1.277 for conduit work and $1.428 for line work. Carriers file their own deviations, and other states differ. What you pay depends on your payroll and class codes, revenue, loss history, the type of electrical work you do and the limits you pick. Get a quote for your electrical business →

Who needs it most

Any shop with employees, and in most states that means your first apprentice or helper. The stakes climb with the work. Commercial and industrial shops work at height, near energized gear and on GC sites that often won't let a crew through the gate without a comp certificate. Utility and line contractors run payroll in 7538 and 6325, both rated above inside wiring in Indiana's 2026 filing. Growing shops also get audited on payroll they never reported, so call us before a big hiring push, not after.

Ohio, Texas and the gaps comp doesn't fill

Ohio: state fund plus stop-gap

Ohio comp comes only from the Bureau of Workers' Compensation, unless you qualify to self-insure. Carriers don't quote it. The BWC policy has no employer's liability, so Ohio shops usually add stop-gap employer's liability as an endorsement on their GL, which private carriers can provide.

Texas non-subscribers

Texas lets most private employers skip comp. Non-subscribers must notify employees, and they lose key defenses if an injured worker sues. Public building and construction contracts still require comp, subs included. Talk to a Texas employment attorney before opting out.

Occupational accident insurance

Occupational accident pays scheduled medical and wage benefits after a work injury. It isn't workers' comp and doesn't restore the defenses a Texas non-subscriber gives up. It's used by non-subscribers and some 1099 owner-operators.

Employment practices liability (EPLI)

Comp and GL don't cover claims of wrongful firing, discrimination, harassment or retaliation from employees or applicants. EPLI does, usually on a claims-made basis, and defense costs often reduce the limit. It's worth a look once you're hiring and letting people go. Get a quote for your electrical business →

Workers' comp requirements by state

The hiring trigger varies. Florida requires comp for construction employers with even one employee. Illinois treats electrical work as extra-hazardous, with no headcount threshold. Georgia, North Carolina and Virginia start at three regular employees. Michigan starts at three, or sooner once a single worker has put in 35-plus hours weekly for 13 weeks. See Florida, Illinois, North Carolina and Michigan.

Ohio and Texas run on the rules above; see Ohio and Texas. Owner exemptions differ everywhere, so confirm yours with your state's comp agency or state page.