Workers' comp requirements by state

Required for every employer with one or more employees, with a state-created insurer guaranteeing coverage is always available.

Required for virtually every employer in California with even one employee, full-time or part-time.

Required for essentially every employer in Connecticut from the first employee, with only narrow exceptions such as certain casual domestic work.

Required for essentially every employer with employees, with construction rules that reach through to subcontractors.

Required for most employers, but the trigger threshold differs sharply between construction and non-construction industries.

Required once an employer regularly has three or more employees.

Required for most employers, with an exemption limited to businesses whose gross annual payroll falls below a set threshold.

Required for virtually every employer with even one employee, with narrow exemptions for certain agricultural and domestic work.

Required for employers with one or more employees, with a state-created insurer available as a guaranteed market.

Required for all employers with one or more employees, and Massachusetts enforces the rule with stop-work orders and daily fines.

Required based on employee counts and hours worked, with different triggers for private employers, agricultural employers, and household help.

Required for every employer with one or more employees, and Nevada enforces the mandate strictly, including against sole proprietors in construction.

Required for virtually every employer with employees, with no small-business exemption.

Required for nearly all employers with employees, with very few exceptions.

Required once a business regularly has three or more employees, including certain officers and LLC members.

Required for nearly all employers with employees, but coverage must be purchased exclusively through the state — private policies are not an option.

Required for nearly all employers with employees, regardless of business size.

Required for employers with four or more employees, with an additional exemption tied to very small annual payroll.

Workers' compensation is optional for most private employers, but going without it removes traditional legal protections and must be reported to the state.

Required for virtually all employers with employees, and Vermont applies the rule aggressively in construction and trade work.

Required once a business regularly employs three or more workers, with subcontractor employees often counting toward the total.