People Problems? Neutralize Them — EPLI for Indian Workplaces
Keep it fair. Keep it covered.
- Legal defence and settlements for employee lawsuits and tribunal claims
- Coverage for sexual harassment, wrongful termination, discrimination and retaliation claims
- HR advisory and hotlines (where available) to prevent claims before they start
Key fact: EPLI covers employment-related claims and is increasingly important in India as workplace awareness, statutory processes and litigation grow. Indian insurers offer EPLI as part of management liability or standalone products with HR support and investigatory cost cover.
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What is EPLI?
EPLI protects employers against claims by past, present or prospective employees alleging wrongful acts – for example, sexual harassment, discrimination, wrongful termination, wage and hour disputes and retaliation. The policy usually covers legal defence, settlements, and sometimes regulatory costs tied to labour enforcement actions.
Why Is This Policy Vital
India’s workplace laws and rising awareness mean HR disputes can escalate quickly; settlements and legal fees are expensive.
A single harassment or termination suit can harm reputation and hiring — EPLI provides financial and reputational support.
EPLI plus HR advisory can reduce claim frequency via better policies and investigations.
Who Needs EPLI?
Startups & Scaleups
fast hires, evolving policies and people risks.
IT / Tech firms
remote work, gig economy exposures and employee disputes.
Retail & Hospitality
high staff turnover and customer-facing incidents.
Manufacturing
union or worker disputes, wrongful termination claims.
Educational & Healthcare institutions
staff conduct and dismissal exposures.
Types / Add-ons Commonly Offered
Wrongful Termination & Retrenchment defence
Sexual Harassment / POSH-related investigatory costs (India-specific)
Discrimination & Harassment
Wage & Hour / Bonus & Commission disputes
Retaliation / Whistleblower defence
Employee PR & Crisis Management (optional)
Coverage - What EPLI Pays For
Legal Defence Costs for employment claims
Settlements & Judgments for employee lawsuits
Investigatory Costs & HR-advice (pre-litigation)
Administrative Fines (where covered)
Reinstatement costs or back pay settlements (if covered)
Mediation / Arbitration expenses
Retaliation and whistleblower defence
POSH/sexual harassment panel investigation costs
Inclusions & Exclusions
Inclusions
Wrongful dismissal & termination claims.
Harassment & discrimination suits, including sexual harassment (POSH) related investigations (if endorsed).
Retaliation & whistleblower claims.
Legal defence and settlement costs, mediation and arbitration.
Exclusions
Intentional illegal acts or criminal conduct by employer.
Bodily injury claims (workmen compensation covers these).
Contractual disputes not employment-related (unless covered).
Known prior acts or pending claims not disclosed at inception.
Insurance Partners
We partner with insurers offering EPLI and HR-advisory add-ons.
FAQ's
No — POSH (Internal Committee) and statutory duties remain; EPLI covers legal defence and settlement costs that may arise from POSH complaints and related litigation.
Wage & hour disputes can be covered as part of EPLI where specified; statutory labour fines may be excluded unless endorsed.
Yes — many insurers offer EPLI for SMEs with suitable limits and HR advisory extras. Premiums reflect headcount and claim history.
Employment contracts, disciplinary records, HR investigation notes, POSH committee reports, emails and witness statements. Timely reporting helps.
It depends on the policy wording and whether contractors are treated as employees for the claim — disclose workforce model to the insurer.
Yes — many EPLI policies cover claims by prospective employees alleging discrimination during hiring, subject to policy wording.
Customers Says..
Ms. Ritu Verma Head People, AppServe
Mr. Suresh Nair HR Lead, FoodChain Co.
Ms. Geeta Rao Founder, CraftBazaar
“Workplace disputes are messy and expensive. EPLI helps you defend fairly, settle smartly, and keep your workplace running. Let’s design a policy that fits your team.”
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