ACORD 170 (EPLI Application)
The ACORD application form for Employment Practices Liability Insurance submissions.
What It Is
The ACORD 170 is the Employment Practices Liability Insurance (EPLI) application supplement. It captures information about the applicant's employee count, HR policies, hiring and termination practices, employee handbook, prior employment-related claims, and risk management practices.
The form includes detailed questions about the company's procedures for handling discrimination complaints, sexual harassment allegations, wrongful termination actions, and wage and hour disputes. It also addresses whether the company has an HR department, uses employment attorneys, and conducts anti-harassment training.
EPLI underwriting heavily weighs the quality of an organization's HR practices, making the ACORD 170 a critical factor in both coverage availability and pricing.
Why It Matters for Brokers
Employment practices claims are among the fastest-growing areas of liability for businesses. Brokers who help clients present their HR practices effectively on the ACORD 170 can secure broader coverage at better rates. The ACORD 170 also serves as a risk management tool — by requiring clients to answer detailed questions about their HR practices, it often identifies gaps that the broker can help address before they become claims.
Real-World Example
A staffing firm with 500 temporary workers and 35 internal employees applies for EPLI coverage. The broker completes the ACORD 170 documenting the firm's written employee handbook (updated within 12 months), mandatory anti-harassment training program, formal complaint investigation procedure, and an employment attorney on retainer. The firm's clean claims history over 5 years, combined with strong HR practices documented on the ACORD 170, results in a preferred quote with a $10,000 retention.
Common Mistakes
- 1Overstating the quality of HR practices (e.g., claiming annual training when it is actually ad-hoc), which can void coverage if discovered during a claim.
- 2Not disclosing prior EEOC charges or employment-related demand letters, which are material facts carriers must evaluate.
- 3Failing to update the ACORD 170 when the company experiences significant changes in employee count or HR structure.
How brokerageaudit.com Handles This
Submission Intake guides brokers through the ACORD 170 with plain-language explanations of each HR-related question and flags responses that are inconsistent with the company's size and industry.