What an accounting practice should carry above E&O
Accountants over-rely on professional liability as their whole insurance programme. Here are the four other lines that actually matter for a CPA practice in 2026.
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Wholesale appetite: EPLI
Employment practices we place.
Wage, harassment, discrimination and wrongful-termination cover — sized to the actual workforce, not a generic template. Already appointed? Send us the account. New here? Apply for appointment below.
Employment practices liability defends and pays claims by employees, candidates and former employees — including wage-and-hour, harassment, discrimination, retaliation and wrongful termination. It's the most likely real-dollar loss for any firm with a payroll.
The triggers
we hear most.
The account has employees — even a handful, and especially if any are distributed.
Wage-and-hour and harassment claims don't need a big team to land. Employment law varies by state, and distributed teams compound the exposure — EPLI is what defends and pays for the claims that follow.
An employee or candidate has filed a complaint or claim.
Whether it's the EEOC, a state agency or a private lawsuit, EPLI defends and pays for wage, harassment, discrimination, retaliation and wrongful-termination claims — including the legal cost of getting the case dismissed.
It's scaling headcount fast or terminating roles.
Growth and contraction are when EPLI claims spike. New hires bring discrimination exposure; terminations create wrongful-termination and severance disputes. Both are exactly what EPLI is built for.
An investor or board is asking what employment cover the account carries.
EPLI is increasingly a baseline expectation for any company with W-2 employees. Investors and boards ask because they know it's the most-likely real-dollar loss for a growing firm.
Inside the
policy.
Wage and hour claims
Cover (often sub-limited) for wage-and-hour and FLSA class-action defence costs — the fastest-growing employment claim by both frequency and severity.
Harassment, discrimination and retaliation
Defence and indemnity for claims by employees, candidates and former employees alleging harassment, discrimination or retaliation based on protected characteristics.
Wrongful termination
Claims that a termination breached employment law, contract or public policy — including severance disputes and constructive-dismissal allegations.
Third-party EPLI
Optional extension covering claims by non-employees (customers, vendors, the public) alleging harassment or discrimination by the insured's staff.
Where buyers
get caught out.
Unpaid wages owed
The wages themselves are usually excluded — EPLI defends the claim and pays related damages, but doesn't reimburse wages an employee should have been paid.
ERISA and benefits administration
Benefits-administration errors and ERISA violations sit with fiduciary liability or employee benefits liability, not EPLI.
Workers' compensation losses
Employee injury claims sit with workers' comp — though some EPLI forms cover retaliation claims tied to a comp filing.
Industries we
place this for.
Tech & AI startups
EPLI for distributed and remote teams scaling through funding rounds and reorganisations.
See the pageRestaurants & food service
EPLI sized to a high-turnover, tipped-employee workforce — the most common employment claim source in food service.
See the pageProfessional services
EPLI for firms where partners, principals and senior staff carry meaningful employment exposure.
See the pageHealthcare practices
EPLI for medical and dental practices with clinical and admin staff — sized to multi-provider operations.
See the pageNon-profits
EPLI for organisations with paid staff and volunteers — covering wage, harassment and discrimination across both.
See the pageReal estate & property
EPLI for property-management staff and on-site personnel who deal with tenants and the public daily.
See the page
How we place
this line.
Appetite matched in-house
Every submission gets matched internally against the carrier relationships most likely to write it — not shopped blind into a dozen inboxes.
Every hour risks the client
A slow market costs you the account. Matched submissions move straight to underwriting, and you're kept posted, even when the answer is no.
Just send the file
No 40-page form, no repeated questions. Send what you've got and we take it from there.
What we're writing
on this.
Why grantor insurance requirements are getting harder to meet
Foundations, federal grantors and city contracts are tightening their insurance asks. Non-profits whose programmes used to clear with $1M GL increasingly need to upsize.
Read the piece
Insurance for your Series A: what investors actually expect
Closing a priced round triggers a specific set of insurance requirements. Here's what investors look for, what your board will require, and what's cheap to defer.
Read the piece
Interested?
Get appointed.
Apply to become an appointed Nomos Wholesale partner — same-day appetite matching, direct access to E&S and specialty markets.
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Not sure it fits?
Try our appetite.
Send us the submission — we'll see what fits. We can worry about the paperwork later.