While employers’ main priority for containing workers’ comp costs should be workplace safety, they also need to keep an eye out for three stealth factors that can nudge their premiums higher.
Where employees work, what they do from day to day and how production technology affects workplace behavior are all often flying below the radar for many employers, who may be hit with higher premiums after an insurer audit and worker reclassification. In addition, technology designed to increase productivity — like wearables — may actually raise the potential for workplace injuries.
These issues often surface only after a claim occurs or when the insurer conducts a premium audit. The end result can be a costly surprise when the employer receives a bill for additional premiums.
Remote work creates jurisdiction issues
Remote work arrangements are now deeply embedded across many industries. Recent workforce surveys show that a large share of employees whose jobs allow it now work remotely either full time or part time, a sharp increase from pre-pandemic years.
When an employee works from another state, injuries may fall under that state’s workers’ compensation laws. If an employer is headquartered in Louisiana but has a remote worker who is injured while performing job duties in Idaho, two jurisdictions may be involved.
If that state exposure is not disclosed on the workers’ compensation application, coverage gaps or disputes can arise.
Many employers assume remote work reduces risk because employees are no longer in warehouses, job sites or manufacturing facilities. In reality, the exposure has shifted rather than disappeared. Without clear documentation of where employees work and what they do, insurers may default toward broader coverage assumptions that result in higher-rated classifications or expanded exposures.
Job creep
Another growing issue is job creep — employees gradually taking on responsibilities outside their original job descriptions. This happens frequently during staffing shortages, growth periods, tight deadlines or in smaller operations. Office staff may help with shipping. Supervisors may step into hands-on roles. Employees often wear multiple hats to keep operations humming.
From an insurer’s perspective, what matters is the work performed, not just the job title listed on payroll. When a claim occurs, carriers examine real-world duties closely. If, for example, a supervisor is injured while helping on the line, the insurer may reclassify payroll, split classifications or apply greater scrutiny across similar roles.
This issue is especially common among small and midsize employers, where flexibility is often necessary. However, without updated job descriptions and internal documentation, that flexibility can translate into higher premiums and audit-related adjustments.
Productivity technology challenges
Employers are increasingly using time-tracking software, performance dashboards, automated scheduling systems and wearable devices to monitor productivity, track output and manage work.
While these tools can improve efficiency, they can also subtly alter behavior. Employees may work faster when metrics show they are falling behind. Breaks may be delayed or skipped. Safety steps may be rushed. Early signs of strain or discomfort may go unreported to avoid appearing less productive.
Over time, this increased intensity can raise injury risk, particularly for repetitive motion and ergonomic injuries. In addition, productivity systems may change the nature of the job itself — by increasing lifting frequency, reducing recovery time between tasks or assigning more physically demanding work than originally intended.
Productivity technology challenges
To address these stealth exposures and reduce the risk of being hit with a premium increase after an audit, employers should take a closer look at:
Where employees are actually working, including out-of-state remote arrangements.
Whether job descriptions reflect real, day-to-day duties.
How often employees perform tasks outside their formal roles.
Whether productivity tools are increasing physical or ergonomic demands.
None of these issues are dramatic on their own. But together, they can quietly drive premium increases, coverage disputes and audit surprises.
Employers who proactively address these trends are better positioned to align coverage with reality — and avoid paying for risks they never intended to assume. If you have questions or concerns about any of the above, please contact us to stave off unpleasant premium surprises.