Employment
Practices (EPLI)
Defense against workplace discrimination, wrongful termination, harassment, and the emerging frontier of AI-driven hiring bias. Protection for employers navigating the intersection of human resources and automated decision-making.
The AI / Modern Angle
AI hiring tools are now used by 83% of Fortune 500 companies — and they're becoming the single largest source of new EPLI claims. Automated resume screeners, AI interview analyzers, and algorithmic performance evaluators are producing disparate impact outcomes that expose employers to class-action litigation at unprecedented scale. The EEOC has signaled aggressive enforcement against AI-driven employment discrimination, and New York City's Local Law 144 now requires bias audits of automated employment tools. Our EPLI coverage explicitly addresses algorithmic hiring discrimination, automated performance review bias, and AI-facilitated workplace surveillance claims.
Core Coverage Points
Wrongful Termination
Defense and indemnity for wrongful dismissal claims, including those triggered by algorithmic performance management systems.
AI Hiring Bias
Coverage for disparate impact claims arising from automated resume screening, AI interview analysis, and algorithmic candidate ranking.
Workplace Surveillance
Protection against claims related to AI-powered employee monitoring, productivity tracking, and sentiment analysis tools.
Discrimination Defense
Coverage for race, gender, age, disability, and other protected class discrimination claims — both human-driven and algorithmic.
Harassment & Retaliation
Defense costs and settlements for workplace harassment claims and whistleblower retaliation allegations.
Where HR Meets
Machine Learning
Employment practices liability has fundamentally changed. Every AI tool in your HR pipeline — from screening to promotion — is a potential litigation trigger. We help you understand and insure against these risks with policies that reflect how modern workplaces actually operate.
Our coverage is complemented by proactive risk assessments of your automated HR tools, helping you identify bias vectors before they become claims.
"After implementing an AI resume screener, we faced a class-action EEOC complaint within 18 months. Ocean Falls' EPLI coverage was the only policy that explicitly covered algorithmic hiring discrimination."