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What Our Plans Cover
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Compensation for death arising fro...
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Compensation for permanent total a...
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Compensation for temporary disable...
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Medical expenses arising from the...
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Occupational diseases listed in th...
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Contract workmen
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Legal costs of defending a claim u...
Who Can Consider This Plan?
- A registered organisation with employees on its payroll
- A minimum group size, commonly seven to twenty depending on the cover
- Employees actively at work on the date cover commences
- Accurate census data — pricing follows the population profile
- Uniform benefit design within each defined grade
What May Not Be Covered?
- Injury not arising out of and in the course of employment
- Injury from the employee being under the influence
- Injury from wilful disobedience of a safety rule
- Injury from wilful removal of safety equipment
- Employees not declared to the insurer
Always check the policy wording before you commit.
Why Choose Wealth & Covers?
- Expert advice to choose the right plan
- Plans from leading insurance companies
- Hassle-free process and documentation
- End-to-end support, including claim assistance
- Dedicated relationship manager
Our Insurance Partners
- Star Health Insurance
- Care Health Insurance
- Niva Bupa Health Insurance
- HDFC ERGO
- ICICI Lombard
- Bajaj Allianz
We represent multiple providers to help you find the most suitable option at the best price.
- Expert Guidance Personalised advice from experienced insurance professionals.
- End-to-End Support From choosing the right plan to claim assistance, we are with you always.
- Claims Assistance Hassle-free claim support to ensure you get what you deserve.
- Transparent Process Clear information, easy documentation and a hassle-free experience.
Overview
Workmen's compensation insurance covers an employer's liability under the Employees' Compensation Act to pay compensation for injury, disablement or death arising out of and in the course of employment. It operates on a no-fault basis: the employee does not have to prove negligence.
For employers in scope it is a statutory obligation rather than a benefit choice. The compensation amounts are set by a formula based on wages, age and the degree of disablement, and the liability exists whether or not the employer has arranged insurance.
It is frequently confused with employer's liability, which is a different thing. Workmen's compensation pays the statutory scale without fault; employer's liability responds when an employee sues in negligence for more than that scale. Most employers with real physical risk need both.
Who should consider it
Employers in manufacturing, construction, mining, transport and any operation with physical risk. Principal employers engaging contractors, who carry liability for contract workmen. Any employer covered by the Act, which is broader than most assume.
Benefits
- Discharges the statutory obligation under the Employees' Compensation Act
- No-fault cover, so claims are settled without proving negligence
- Covers medical expenses arising from a work-related injury
- Extends to contract workmen, where declared
- Legal costs of defending a compensation claim
- Occupational disease cover under the Act's schedule
What is covered, and what is not
Read the right-hand column first. It is the one that decides whether a claim is paid.
Typically covered
- Compensation for death arising from employment
- Compensation for permanent total and partial disablement
- Compensation for temporary disablement
- Medical expenses arising from the injury, where covered
- Occupational diseases listed in the Act
- Contract workmen, where declared to the insurer
- Legal costs of defending a claim under the Act
Typically not covered
- Injury not arising out of and in the course of employment
- Injury from the employee being under the influence
- Injury from wilful disobedience of a safety rule
- Injury from wilful removal of safety equipment
- Employees not declared to the insurer
- Amounts beyond the statutory scale, which employer's liability addresses
- Contractual liabilities assumed beyond the Act
Inclusions and exclusions vary between providers and between plans from the same provider. The wording in your own policy document is what governs — we will walk you through it before you buy.
How it works with us
- 1 We profile the workforce, not just the headcount Age bands, salary bands, locations and dependants. A scheme priced on headcount alone is priced on the wrong data.
- 2 Benefit design before market approach Sum insured basis, family definition, waiting periods and co-payment. These decide the premium far more than the choice of insurer.
- 3 Quotes compared on claims service as well as price A cheap scheme with a slow TPA costs you in employee goodwill every single month.
- 4 Onboarding and employee communication We run the enrolment, produce the cards and explain the scheme to your people. Benefits nobody understands are benefits nobody values.
- 5 Mid-term additions and an annual review Joiners and leavers handled by endorsement, and a renewal built on your actual claims data rather than a standard loading.
Important considerations
The things a brochure tends to leave out. Read these before you decide.
- Declare contract workmen. A principal employer carries liability for them under the Act, and this is the single most common gap in construction and manufacturing.
- Keep the wage roll accurate. Premium is based on it, and a materially understated roll affects both the premium and the claim.
- Add employer's liability alongside. This policy pays the statutory scale; a negligence claim is not capped by that scale.
- Maintain safety records and incident registers. They matter both for the defences available under the Act and for your premium at renewal.
- Occupational disease claims can arrive years later. Health surveillance records are what allow those claims to be assessed properly.
Documents required
- Company registration and GST details
- Employee census — age, gender, salary band and location
- Details of dependants where family cover is included
- Existing policy schedule and claims data, where renewing
- Organisation chart, where cover varies by grade
- Signed proposal form from an authorised signatory
Frequently Asked Questions
Is this legally required?
For employers covered by the Employees' Compensation Act, the liability to pay compensation is statutory and exists whether or not you insure it. Insurance is how most employers meet that obligation without exposing the balance sheet.
How is compensation calculated?
By a statutory formula based on monthly wages, the employee's age and the degree of disablement, with defined amounts for death and for permanent disablement. It does not depend on fault or on negotiation.
Are contract workers covered?
The principal employer carries liability for contract workmen under the Act, so they need declaring to the insurer. This is the most frequent gap we find in construction and manufacturing schemes.
How is this different from employer's liability?
This pays the statutory scale regardless of fault. Employer's liability responds when an employee sues alleging negligence and claims more than the statutory amount. They cover different exposures and most employers with physical risk need both.
Does it cover occupational disease?
Yes, for the diseases listed in the Act's schedule where the employment caused them. Those claims often surface years after exposure, which makes health surveillance records genuinely important.
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