New Hampshire
Domestic Staff Insurance
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A Wolfeboro lakehouse hires a live-in nanny, a Bedford estate brings on a full-time grounds crew, and a Portsmouth family adds a part-time housekeeper two days a week. Each of these households just became an employer, and most don’t realize what that means until something goes wrong. New Hampshire employment law triggers workers’ compensation obligations, exposure to employment-related lawsuits, and liability gaps that standard homeowners policies were never designed to cover. A housekeeper who slips on icy steps at your Meredith lakehouse or a caretaker who claims wrongful termination from your Bedford estate can create six-figure problems overnight. Domestic staff insurance in New Hampshire, covering workers’ comp, EPLI, and employer liability through carriers like Chubb, PURE, Berkley One, and Cincinnati, exists specifically for these situations. The challenge is that most families either don’t know these coverages exist or assume their homeowners policy handles everything. It doesn’t. And the financial consequences of that assumption can be severe, especially for families with significant assets exposed to judgment creditors. This guide breaks down what New Hampshire law actually requires, how each coverage layer works, and which carriers tend to build the strongest protection for estate-owning families. If you employ even one person on your property, this is the stuff that keeps you from writing a very large check someday.
Legal Mandates for NH Domestic Employers
New Hampshire has a clear threshold that catches many families off guard. Under NH Workers Compensation Law, most domestic employers are required to carry workers’ compensation coverage once payroll passes the statutory threshold in any calendar quarter. That number is lower than people expect: a part-time housekeeper working two days a week can push you past that limit in a matter of months.
The state enforces these rules through the New Hampshire Department of Labor, and penalties for non-compliance may include fines, stop-work orders, and personal liability for any workplace injuries. Unlike some states that exempt household employers entirely, New Hampshire treats domestic employment seriously once the wage threshold is met.
One common mistake is assuming that paying someone as an independent contractor eliminates the requirement. The state uses its own classification tests, and most domestic workers (including nannies, housekeepers, estate managers, and personal chefs) typically fall squarely into the employee category. If you control when, where, and how the work is performed, that person is likely your employee under NH law regardless of what your 1099 agreement says.
Statutory Benefits and Medical Coverage for Employees
When a covered domestic employee is injured on the job, New Hampshire workers’ comp typically provides medical coverage for reasonable treatment related to the injury, wage replacement at a percentage of the employee’s average weekly wage (subject to state maximums), and permanent impairment benefits if the injury causes lasting disability.
The 2026 IRS optional standard mileage rate for domestic staff is 72.5 cents per mile, which matters when employees drive as part of their duties and mileage-related injuries come into play. Medical costs alone from a serious fall or back injury can easily reach $50,000 to $100,000, and without workers’ comp, that bill lands directly on the employer.
New Hampshire also requires employers to post notice of coverage and report injuries promptly. Failing to carry the required policy doesn’t just expose you to fines, it means you’re personally responsible for the full cost of any claim, with no insurer to share the burden.
By: Tod O’Dowd, CIC, CAPI
President of Avery Insurance Agency
Protecting Assets with Employment Practices Liability Insurance (EPLI)
Mitigating Risks of Wrongful Termination and Harassment Claims
Here’s what keeps estate attorneys up at night: a former employee filing a wrongful termination, discrimination, or harassment claim against a family. These lawsuits happen more often than you’d think in private household settings, partly because the employer-employee dynamic is so personal and partly because the power imbalance can create real or perceived grievances.
EPLI typically covers the legal defense costs and potential settlements arising from claims like wrongful termination or constructive dismissal, sexual harassment or hostile work environment allegations, discrimination based on age, race, gender, or disability, and retaliation claims after an employee raises a complaint.
The average cost to defend an employment practices claim runs between $75,000 and $250,000 even when the employer wins. For families with visible wealth, the target on your back is larger. Plaintiff attorneys know that high-net-worth households often settle to avoid publicity, which makes these claims more likely to be filed in the first place.
The Importance of Defense Cost Coverage for Private Families
Defense cost coverage within EPLI policies deserves special attention. Some policies include defense costs within the policy limit (eroding coverage), while others may provide defense costs in addition to the limit. The difference matters enormously when a claim stretches into six figures.
For a family employing multiple staff members across a primary residence in Portsmouth and a vacation property near Lake Winnipesaukee, the exposure multiplies with each employee. A good EPLI policy from a carrier experienced with private households may include duty-to-defend provisions, meaning the insurer selects and pays counsel directly rather than reimbursing you after the fact. This removes the cash-flow burden during litigation and helps ensure experienced employment law attorneys handle the case from day one.
Employer Liability and Excess Personal Liability Integration
Workers’ compensation covers the statutory benefits owed to injured employees, but employer liability (often called “Part B” of a workers’ comp policy) covers claims that fall outside the standard workers’ comp framework. Think of scenarios where an employee alleges that your negligence caused or worsened their injury: a broken railing you knew about, a cleaning chemical you failed to label, or a snow-covered walkway you didn’t treat despite knowing your housekeeper was coming.
These claims can exceed workers’ comp limits significantly, and they’re where personal asset exposure becomes real. Employer liability coverage typically provides $100,000 to $500,000 in protection per occurrence, but for families with substantial estates, that may not be enough.
This is where excess personal liability (umbrella) integration becomes critical. Families working with agencies like Avery Insurance often structure their coverage so that an umbrella policy sits above both the employer liability and EPLI layers, creating a unified defense against claims that exceed primary limits. The key is ensuring your umbrella actually extends over employment-related exposures, many standard umbrella policies explicitly exclude them. Carriers specializing in high-net-worth households tend to build these connections intentionally, which is one reason the carrier selection matters so much.
Tailored Domestic Staff Packages for High-Net-Worth Estates
Not every insurance carrier understands the nuances of insuring a household with a staff of five. The four carriers most consistently considered for NH household employment coverage each bring distinct strengths, and the breadth of coverage will depend on the specific form issued.
| Feature | Chubb | PURE | Berkley One | Cincinnati |
|---|---|---|---|---|
| Domestic Workers’ Comp | Typically available as endorsement | May be coordinated within a broader HNW member program | May be available depending on form | May be added as endorsement to HNW policy |
| EPLI for Households | Typically available with broad defense terms | May offer household EPLI as part of coordinated member coverage | May offer household EPLI on qualifying accounts | Typically bundled within HNW package |
| Umbrella Over Employment | May include coordinated employment-related extension | May extend over employment exposures within a coordinated member program | Case-by-case underwriting | May extend with proper structuring |
| Risk Management Support | Pre-loss home assessments often available | Member-focused risk consulting commonly available on coordinated accounts | Loss-prevention support on qualifying placements | Regional claims handling and agent relationships |
| Best Fit | Larger estates, multiple properties | HNW families seeking a member-owned reciprocal exchange with manuscript-style underwriting | HNW families seeking a newer market option | Families valuing local relationships |
Chubb’s Masterpiece program has long been a benchmark for high-value personal insurance, and their domestic staff endorsements typically integrate cleanly with homeowners and umbrella layers. PURE, as a member-owned reciprocal exchange, takes a manuscript-style underwriting approach that may suit households with coordinated multi-line HNW programs and complex staffing arrangements. Berkley One has expanded its private-client appetite and may offer competitive household employment terms, often with underwriting attention that rivals more established HNW markets. Cincinnati brings a regional sensibility and strong agent relationships that tend to work well for families who prefer a more personal touch.
Comparing Specialized Endorsements and Risk Management Services
Beyond base coverage, the real differentiation typically shows up in endorsements and services. Chubb may offer pre-loss home assessments that can identify hazards before a domestic worker gets hurt, think uneven flagstone paths, inadequate lighting in service areas, or missing handrails in older homes common throughout New Hampshire’s historic communities.
PURE may provide access to member-focused risk and employment-practice consulting resources that can help review hiring documents, employee handbooks, and termination procedures before they become litigation fodder. This kind of proactive risk management is exactly the consultative approach that independent agencies like Avery Insurance use to uncover vulnerabilities most families don’t realize they have.
Berkley One’s HNW platform may offer loss-prevention support and household-specific risk services, particularly for families newer to the private-client space. Cincinnati pairs their coverage with regional claims adjusters who tend to understand New Hampshire-specific issues like ice dam injuries, seasonal staffing fluctuations, and the unique risks of lakefront and mountain properties from the Seacoast to Hanover.
PURE: Member-Owned Reciprocal Exchange Approach for Domestic Staff
PURE operates as a member-owned reciprocal exchange built specifically for responsible high-net-worth families, which tends to translate into a more tailored underwriting posture for household employment exposures. For families with domestic staff, PURE may offer coordinated household employer coverage as part of a broader HNW program, with workers’ comp endorsements, EPLI, and umbrella layers structured to work together rather than as bolt-on parts. Their strength typically shows up on coordinated multi-line accounts, where the household, auto, valuables, and excess liability all sit with one carrier and the staff-related exposures are underwritten as part of the same picture.
Best Practices for Managing NH Household Employment Risks
Implementing Safety Protocols and Employment Agreements
The insurance claim that never happens is the one that costs you nothing. Families employing domestic staff should treat safety with the same seriousness as any small business. Start with written employment agreements that clearly define job duties, hours, compensation, and termination procedures. These documents are your first line of defense in any employment dispute.
Practical safety measures for NH estates include:
- Keeping walkways and service entrances clear of ice and snow (a leading cause of domestic worker injuries in New England)
- Providing proper equipment for cleaning, landscaping, and maintenance tasks
- Installing adequate lighting in all work areas, including basements, garages, and outbuildings
- Maintaining Material Safety Data Sheets for all chemicals stored on the property
- Conducting brief safety orientations for new staff members
These steps cost almost nothing but can prevent claims that run into tens of thousands of dollars. They also demonstrate good faith if a claim does arise, which can influence both the outcome and your future premiums.
Annual Audits and Policy Reviews for NH Estate Owners
Insurance needs shift as your household changes. Hiring a new staff member, adding a seasonal property caretaker, or increasing hours for existing employees can all trigger coverage gaps or compliance issues. An annual review with your insurance advisor helps ensure that payroll figures reported to your workers’ comp carrier match reality, EPLI limits remain adequate as staff size changes, umbrella coordination still extends over all employment-related exposures, and new endorsements or carrier options are evaluated.
Avery Insurance’s consultative model is built around exactly this kind of ongoing review, helping families identify shifts in their risk profile before a gap turns into a claim. For families with properties across New Hampshire (from Portsmouth and Bedford to Wolfeboro and Hanover) seasonal staffing changes make these reviews especially important.
Frequently Asked Questions
Do I need workers’ comp if my nanny only works part-time? If your domestic payroll exceeds New Hampshire’s statutory quarterly threshold, generally yes. Part-time status alone doesn’t create an exemption, and the NH Department of Labor applies its own classification tests.
Does my homeowners policy cover employment lawsuits from household staff? Almost never. Standard homeowners policies typically exclude employment practices claims. You usually need a separate EPLI policy or a high-value homeowners program that includes this coverage as an endorsement.
How much does EPLI cost for a private household? Premiums typically range from $800 to $3,000 annually depending on the number of employees, coverage limits, and claims history. It’s a fraction of what a single lawsuit costs to defend.
Can I bundle domestic staff coverage with my home and auto insurance? Often yes. Carriers like Chubb, PURE, Berkley One, and Cincinnati typically design their HNW programs to coordinate these coverages, which may improve claims handling and total premium efficiency.
What happens if my employee gets hurt and I don’t have workers’ comp? You may be personally liable for medical costs, lost wages, and potential penalties from the state. Without a policy in place, there’s effectively no ceiling on your exposure.
Making the Right Choice for Your Household
Protecting your family’s assets while treating your domestic employees fairly isn’t complicated, but it does require intentional planning. The right combination of NH workers’ compensation, EPLI, and employer liability coverage, structured through a carrier that understands high-value households, helps eliminate the financial surprises that catch unprepared families off guard. Whether you employ a single part-time housekeeper or a full estate staff, the coverage framework is the same: statutory compliance first, then lawsuit protection, then excess liability to tie it all together. Reach out to an independent advisor who can evaluate your specific staffing situation and build a protection plan that actually fits your life, not just a generic template. Your household staff deserves proper coverage, and your family deserves the peace of mind that comes with knowing the gaps are closed.
Request Coverage through Avery Insurance to get started.
ABOUT THE AUTHOR:
Tod O’Dowd, CIC, CAPI
I'm the President of Avery Insurance Agency, a family-owned independent agency serving individuals and businesses across New England and in 40+ states. With a hands-on, consultative approach to personal and commercial risk, I help clients — from high-net-worth homeowners and contractors to restaurant owners and property managers — find the right coverage without the guesswork of working with a single-carrier agent.
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What does it mean that Avery is an independent insurance agency?
An independent agency like Avery is not tied to any single insurance company. We represent multiple top-rated carriers, which means we can shop the market on your behalf and recommend the coverage that truly fits your needs — not the one that benefits any single insurer.
This independence gives you access to more options and unbiased advice. Our advisors are compensated to serve your interests, not to push a specific product. That is a significant advantage over captive agents who can only offer one carrier’s policies.
How much does it cost to work with an Avery advisor?
There is no direct cost to you for working with an Avery advisor. Independent agents are compensated through commissions paid by the insurance carriers when a policy is placed. You receive expert guidance, market comparisons, and ongoing service at no extra charge.
In fact, many clients find that working with Avery saves them money. Our advisors know how to identify the right coverage levels so you are not paying for protection you do not need, and you are not left exposed where you do.
Does Avery help with claims?
Yes — and this is one of the most important things that sets Avery apart. When you have a claim, our in-house claims advisors go to work for you. We guide you through the process, communicate with the insurance company, and advocate for a fair and timely outcome.
Several of our team members hold professional claims designations, including AIC and AINS. We do not just help you file paperwork — we actively represent your interests to make sure you receive the full benefit your policy provides.
Where in New Hampshire does Avery provide coverage?
Avery serves clients throughout the state of New Hampshire from our offices in Wolfeboro and Portsmouth. Whether you live in the Lakes Region, the Seacoast, the White Mountains, or the Merrimack Valley, an Avery advisor is ready to help you find the right coverage.
Our advisors understand the specific risks that come with living and doing business in New Hampshire — from harsh winter weather to seasonal watercraft exposure. We apply that local knowledge to every coverage recommendation we make.
How does Avery handle high-value homes and assets?
Avery offers a dedicated Premier Client Services program for clients with homes valued over .5 million, significant investment portfolios, fine art collections, jewelry, yachts, and other complex assets. This program pairs you with a specialist who understands the unique risks of high-net-worth households.
Through carriers that specialize in high-value personal lines, we provide guaranteed replacement cost coverage, agreed value policies, and comprehensive risk management strategies. Your advisor will conduct a detailed review of your full asset portfolio to make sure nothing is overlooked or underinsured.
How often should I review my insurance coverage?
Avery recommends a full coverage review at least once a year. Major life events — buying a home, starting a business, adding a vehicle, getting married, or making significant home improvements — are all good triggers for an immediate review outside your annual cycle.
Insurance needs change over time, and policies that were right for you a few years ago may leave gaps today. Avery advisors proactively reach out to clients for annual reviews and keep up with changes in the insurance market that could affect your coverage or premium. Our goal is to make sure you are always protected and never paying for coverage that no longer fits.
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