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October 16, 2026
EPL
redy
redy index
The REDY Index leverages CRC Group’s collection of actionable data—the wholesale industry’s largest. It provides critical pricing analysis monthly, giving you a snapshot of the marketplace. The REDY Index generates instant intelligence on pricing trends by industry or coverage, enabling our retail partners to set accurate data-driven expectations with their clients. Removing the guesswork empowers CRC team members to negotiate competitively, consistently producing better outcomes, better deliverables, and better results.
Monthly Renewal Pricing Analysis
Results displayed above reflect average CRC Group EPL renewal pricing changes by month (over the previous 12 months). Results are limited to brokerage accounts that renewed in the same month as the prior year with the same total account limits. To remove outliers, the top and bottom 1% of accounts by YoY % change have been removed, as well as the top and bottom 1% of accounts by rate online (Premium/Limit*100). The REDY Index is intended for educational purposes only as individual accounts typically differ from average pricing trends.
Ongoing + Emerging EPL Issues
Preliminary Q3 2026 EPL REDY Index data indicate modest upward premium pressure: +1.5% in July, +1.6% in August, and +0.9% in September. These are premium changes, not exposure-adjusted rates. Competitive capacity and carrier appetite continue to support well-performing accounts despite emerging exposures and claims severity.
DEI rollbacks and layoffs continue to raise reverse-discrimination and related employment risks. Political-affiliation claims warrant attention where state law protects that status. AI use in hiring, promotion, and termination increases exposure to discrimination amid evolving regulations and litigation. Technology vendors may also face litigation over automated employment decisions. Employers should document decision criteria and retain human oversight.
Retention pressure remains selective, particularly for mass and class claims, rather than across all accounts. Risks in California, New York, and other employee-friendly jurisdictions continue to receive closer scrutiny from underwriters. Healthcare, staffing, hospitality, retail, auto dealers, law firms, and portions of technology remain under scrutiny. Pay-transparency restrictions warrant careful review of placement terms rather than assumptions of uniform coverage.
Supplemental defense benefits for wage-and-hour/FLSA, BIPA, and IRCA exposures are policy- and jurisdiction-specific, not indemnity guarantees. Standard EPL should not be assumed to provide broad wage-and-hour indemnity. Pay equity, employee privacy, sexual harassment, and social inflation remain underwriting concerns. Buyers should compare exclusions, separate retentions, and defense sublimits while maintaining consistent employment practices.