Who Qualifies for Workers Compensation: Your Guide to Eligibility and Coverage Guidelines

Estimated reading time: 20 minutes

If you’re asking who qualifies for workers compensation, the short answer is: most employees — including full-time, part-time, and seasonal workers — qualify if a work-related injury or illness occurs and the employer carries workers’ compensation insurance. If you’re still wondering who qualifies for workers compensation in special cases, like remote work or temp assignments, this guide explains how the rules apply and what to do next. This guide walks through workers comp eligibility requirements, coverage rules, fault, part-time status, and how to file.

This page provides general information and does not constitute legal advice. For advice specific to your situation, contact your state workers' compensation board or a licensed attorney. You can review an example state resource in the Arizona Workers’ Compensation FAQs.

Most employees are eligible for workers’ comp when hurt on the job, a point reinforced by resources such as PMC Insurance’s overview of eligibility requirements, Helping the Hurt’s guide to who qualifies, and Workers Compensation Experts’ eligibility and requirements explainer.

Key Takeaways

• Most employees qualify if the injury or illness is work-related and the employer has coverage; state rules control the details.

• Workers’ comp is a no-fault system, so benefits are typically available even when the worker contributed to the accident, with limited exceptions.

• Part-time, seasonal, and many temporary workers are usually covered; independent contractors often are not unless misclassified.

• Report injuries immediately, seek medical care, document everything, and meet your state’s deadlines to protect your claim.

• If your claim is denied, you can appeal; strengthen your case with medical evidence, witness statements, and proof of employment status and wages.

Table of Contents

• Quick eligibility checklist

• What is workers’ compensation?

• Workers comp eligibility requirements

• Who qualifies for workers compensation

• Workers compensation coverage rules

• Can I get workers comp if it was my fault?

• Workers comp for part-time employees

• Special situations and edge cases

• How to file a claim

• Documentation and evidence you need

• What happens after you file

• Common reasons claims are denied & how to respond

• State-by-state differences and resources

• Practical tips and preventive advice

• Real-world examples / mini case studies

• Conclusion

• FAQ

Quick eligibility checklist

Use this quick list to spot the basics, then tap the links to dive deeper:

• Employee status: You must be an employee, not an independent contractor or most volunteers. See workers comp eligibility requirements (authorities: PMC Insurance, Helping the Hurt, Workers Compensation Experts).

• Work-related: The injury or illness must arise out of and occur in the course of employment. See workers compensation coverage rules (authorities: PMC Insurance, Helping the Hurt).

• No-fault: Benefits usually apply even if you caused the accident, with exceptions for intentional self-harm, intoxication, or serious misconduct. See can I get workers comp if it was my fault (authorities: Helping the Hurt, Workers Compensation Experts).

• Part-time included: Most states cover part-time employees; benefits are based on actual wages. See workers comp for part-time employees (authority: AZICA Workers’ Compensation FAQs).

• Report and file on time: Notify your employer promptly and meet state filing deadlines. See how to file a claim (authorities: PMC Insurance, Workers Compensation Experts).

What is workers’ compensation?

Workers’ compensation is a state-regulated insurance system that provides medical care and wage replacement to employees who suffer job-related injuries or illnesses; it generally limits an employee’s right to sue their employer in exchange for timely benefits.

In plain language, if you’re hurt while doing your job, the insurer pays for reasonable medical treatment and a portion of lost wages while you recover. Most states require employers to carry coverage; exact rules depend on state law.

Because each state sets its own workers compensation coverage rules, eligibility, benefits, and procedures differ. For a helpful overview, see PMC Insurance’s summary of eligibility and procedures, Helping the Hurt’s explanation of who qualifies, and Workers Compensation Experts’ guide to requirements.

Next, let’s unpack who qualifies for workers compensation and exactly which steps protect your claim.

Workers comp eligibility requirements

Workers comp eligibility requirements identify who is covered, what kinds of injuries qualify, and what procedural steps must occur for a valid claim.

1. Employment relationship: Are you an “employee” or an “independent contractor”?

   States use different tests to decide. The control test asks whether the employer controls how, when, and where the work is done. The economic reality test looks at whether the worker is economically dependent on the employer. The ABC test presumes the worker is an employee unless all three are true: (A) free from the employer’s control, (B) performs work outside the employer’s usual business, and (C) is engaged in an independently established trade.

   Example: A warehouse associate assigned shifts, supervised on-site, and using company equipment is likely an employee. A licensed electrician running their own business and servicing many clients is likely an independent contractor.

   Misclassification is common; check the tests and your documents if you’re unsure (W-2 vs. 1099, schedules, supervision). See the discussion of status tests in PMC Insurance’s eligibility overview and AZ Hurt on the Job’s guide to applying for workers’ comp. These tests also matter for workers comp for part-time employees when employers mistakenly treat them as contractors.

2. Work-related injury or illness: Did the harm “arise out of” and occur “in the course of” employment?

   “Arising out of” means the job caused or contributed to the injury. “In the course of” means it happened during work, at a location or time connected to the job. Example: slipping on an oily floor in the employer’s shop during your shift qualifies; twisting an ankle while running personal errands on your day off does not.

   See guidance on causal connection and course of employment in PMC Insurance’s explanation of work-relatedness.

3. Occurrence during the course of employment: On-site, at a client site, or while traveling for work can qualify.

   Commuting is usually excluded (the “going-and-coming” rule), but travel that your employer requires — such as a special errand, visiting a client, or business travel — is often covered. Example: A salesperson injured while driving to a client meeting is typically covered; a routine commute to your normal office generally is not.

   For examples and exceptions, see Helping the Hurt’s overview of where coverage applies.

4. Timely reporting: Report immediately, and file within your state’s deadline.

   Most states require prompt notice to your employer and set filing windows with the state. Deadlines range from days to months, depending on the state. The safest course is to notify your employer right away and submit required forms as soon as possible. See notice and filing guidance in PMC Insurance’s timeline guidance and Workers Compensation Experts’ state-specific overview.

5. Medical evidence linking the injury to work: Documentation is essential.

   Ask your treating physician to document causation, diagnosis, and work restrictions. Objective findings like imaging or diagnostic tests strengthen your case. Keep copies of visit notes, referrals, and restrictions, and share them with the insurer. See medical proof and causation guidance in PMC Insurance’s eligibility article and Workers Compensation Experts’ evidentiary checklist.

Exceptions: occupational disease and cumulative trauma

Occupational disease means an illness caused by workplace exposures over time (for example, chemical exposure). Cumulative trauma refers to repetitive-motion injuries like carpal tunnel syndrome. These conditions may develop gradually, so your report and claim should include work history, exposure descriptions, and a medical opinion linking your job to your condition. See examples in Helping the Hurt’s discussion of occupational and cumulative injuries.

State exemptions and industry exceptions

Some states have small-employer exemptions or special rules for certain industries, such as domestic workers or seasonal farm labor. Always check your state’s requirements and deadlines through your state board; the AZICA Workers’ Compensation FAQs is a helpful example of what state FAQs look like and the kind of deadlines and rules you may see.

If you’re dealing with a special situation, jump to Special situations and edge cases or scan state-by-state differences and resources.

Who qualifies for workers compensation

Most employees qualify when the injury or illness is job-related and the employer has coverage. Below are common worker categories and how rules usually apply.

Full-time employees

Full-time employees are almost always covered if they’re injured in the course of employment. Example: A factory worker hurt while clearing a jam on the assembly line typically qualifies for medical care and wage replacement.

Coverage principles are outlined in PMC Insurance’s eligibility overview and Helping the Hurt’s who-qualifies guide. Verdict: Typically qualify; report promptly and follow your state’s procedures.

Part-time employees

Most states cover part-time employees without any minimum-hours requirement. Example: A part-time retail cashier who slips on a wet floor and fractures a wrist during a shift is generally covered; benefits are calculated from the worker’s average wages.

See the state FAQ example confirming coverage principles for part-time workers in the Arizona Workers’ Compensation FAQs (AZICA). Verdict: Typically qualify; see workers comp for part-time employees for wage calculations.

Seasonal and temporary workers

Seasonal and temp workers are often covered, though the liable employer may be the staffing agency rather than the host company. Example: A temp assigned by an agency to a warehouse who sprains an ankle unloading a truck usually files through the staffing agency’s insurer.

Learn more about temporary worker eligibility in Helping the Hurt’s overview of temp and seasonal coverage. Verdict: Typically qualify; ask the staffing agency for claim forms if you are on assignment.

Minors and student workers

Minors and student workers are commonly covered when performing permitted work. States may impose extra protections or penalties if minors are injured. Example: A high school intern performing approved tasks at a manufacturing facility and injured during a supervised activity may qualify for benefits.

See how one state discusses coverage for different worker types in the AZICA Workers’ Compensation FAQs. Verdict: Often qualify; check your state’s permitted work rules.

Volunteers and interns

Volunteers and unpaid interns are usually excluded, unless a state statute or the organization’s policy specifically provides coverage. Example: A nonprofit may choose to cover volunteers under its policy, but this is not guaranteed by default.

See a discussion of who is typically covered and who is not in PMC Insurance’s eligibility article. Verdict: May not qualify; check whether your state or organization explicitly extends coverage.

Independent contractors and gig workers

Independent contractors and gig workers are generally not covered, but misclassification is common. Use the control, economic reality, and ABC tests to evaluate status. Helpful documents include W-2 vs. 1099 forms, payroll records, schedules, employer-provided tools, and the written contract.

See the state-focused application and misclassification overview in AZ Hurt on the Job’s guide to applying for workers’ comp and the status tests summaries in PMC Insurance’s eligibility resource. Verdict: Often do not qualify unless misclassified; if unsure, file and raise misclassification with the state board.

Worker-type comparison table

Workers compensation coverage rules

Coverage rules describe the kinds of injuries/conditions and circumstances that qualify for benefits.

Covered injuries and conditions

Covered conditions usually include acute injuries (fractures, sprains), occupational illnesses from toxic or infectious exposures, and repetitive stress injuries like carpal tunnel. Some states also recognize work-related mental health claims, such as PTSD after a workplace assault, when medical evidence links the condition to the job.

See coverage categories in Helping the Hurt’s coverage guide and overview of eligibility elements in Workers Compensation Experts’ resource.

On-site vs off-site coverage

On-site injuries are commonly covered. Off-site injuries can be covered if you’re performing job duties at a client site or traveling for work. The “going-and-coming” rule generally excludes routine commutes, but employer-required travel, special errands, and business trips are typical exceptions.

See examples and exclusions in PMC Insurance’s overview of work-relatedness and scenarios in Helping the Hurt’s coverage explainer.

Remote/telework considerations

Remote injuries can be covered if they occur while performing job tasks during working time. Example: A remote support agent strains their back lifting employer-issued equipment to set up for a required video meeting. Evidence such as time logs, meeting invites, and emails helps prove the work nexus.

See remote-work examples and rules in Helping the Hurt’s discussion of telework coverage.

Exclusions and disqualifying conduct

Common exclusions include intentional self-harm, injuries during the commission of a crime, and injuries caused by intoxication or illegal drug use (each state defines “intoxication” and proof differently). Horseplay that goes beyond normal workplace banter and becomes deliberate dangerous conduct can also bar benefits.

Review typical exclusions in PMC Insurance’s eligibility resource and supporting detail on exclusions and proofs in Workers Compensation Experts’ overview.

Aggravation of pre-existing conditions

Aggravation of a pre-existing condition is often compensable to the extent work worsened the underlying problem. Document your baseline condition and obtain a medical opinion explaining how work aggravated it, supported by diagnostics where possible.

See aggravation examples and proof ideas in Helping the Hurt’s guide.

Can I get workers comp if it was my fault?

Yes — workers' compensation is generally a no-fault system, so most work-related injuries are covered regardless of employee fault.

No-fault exists to provide quick medical care and wage replacement while limiting lawsuits against employers. That means running too fast, slipping, or making a mistake on the job does not usually disqualify you.

Learn more about the no-fault framework in Helping the Hurt’s no-fault explainer and the standard eligibility elements in Workers Compensation Experts’ overview.

Fault exceptions and examples

• Intentional self-injury: Deliberately harming yourself at work typically bars benefits. Example: Stabbing yourself to avoid a task is not covered.

• Serious and willful misconduct: Deliberate dangerous behavior, fighting, or gross negligence can defeat claims. Example: Intentionally disabling a machine guard and getting hurt.

• Intoxication/drug use: Many states deny claims if intoxication is the primary cause; proof can include toxicology reports and witness statements.

• Criminal activity: Injuries while committing a felony are typically excluded.

Workers’ comp vs third-party lawsuits

Workers’ comp benefits usually replace the right to sue your employer. But you may still sue a negligent third party (for example, a careless delivery driver) while also receiving comp benefits. Example: A forklift operator injured by a vendor’s driver may get comp and also bring a negligence claim against the vendor.

Borderline fault scenarios

• Rushing and tripping while delivering inventory: Typically covered.

• Playfully racing forklifts in the warehouse: Likely barred as horseplay or serious misconduct.

Workers comp for part-time employees

Part-time employees generally qualify for workers compensation if injured in the course of their employment; eligibility is not usually tied to a minimum number of work hours.

Many states treat part-time and full-time employees the same for eligibility; benefits are simply based on actual wages. See confirmation and examples in the Arizona Workers’ Compensation FAQs (AZICA) and the general eligibility discussion in PMC Insurance’s workers’ comp eligibility overview.

Benefits calculation for part-time workers

Wage replacement depends on your average weekly wage (AWW), typically calculated from recent earnings. The percentage paid varies by state.

• Example: If a part-time worker averages 20 hours/week at $15/hour, AWW = $300; the temporary disability benefit percentage (state dependent) applies to that AWW.

• Example: If your hours fluctuate, your AWW may be based on a look-back period (for instance, the last 13 weeks) or a fair estimate of typical earnings.

Exact formulas differ by state, so check your state’s board guidance or FAQs, like the structure shown in AZICA’s FAQ document.

Myths about part-time coverage

• No universal minimum hours rule: Some employers mistakenly believe part-time status excludes coverage; state laws generally say otherwise.

• Coverage vs. benefit amount: Eligibility is separate from how much you’re paid; your AWW drives the benefit amount.

Gig and on-call nuances

Gig workers on apps or platforms are often treated as independent contractors, not employees. If that’s wrong, gather evidence of control (schedules, app directives, required equipment) and consider a misclassification claim. See status and misclassification basics in PMC Insurance’s article on eligibility and state FAQ examples.

Special situations and edge cases

Independent contractors / 1099 workers

Apply the control, economic reality, and ABC tests. Evidence that helps prove employee status includes payroll records, W-2s, timesheets, supervisor instructions, employer-provided tools, and the written contract. If you think you’re misclassified, file your claim and tell the state board you believe you were an employee.

See misclassification steps and application guidance in AZ Hurt on the Job’s applying for workers’ comp resource and the status tests summarized by PMC Insurance.

Remote/telework injuries

Establish the work nexus with time-stamped messages, meeting invites, task lists, and medical notes linking your condition to the tasks you performed. Example: A remote analyst develops tendonitis from prolonged, repetitive data entry. Doctor’s notes referencing the tasks and timing are persuasive.

See remote-coverage examples in Helping the Hurt’s discussion of telework claims.

Travel and commute

Routine commuting is usually excluded, but travel that is part of your job or a special errand directed by your employer is often covered. Example: A traveling sales representative injured while driving between client sites typically qualifies.

For exceptions to the going-and-coming rule, review Helping the Hurt’s coverage explanations.

Volunteers/interns

Most volunteers and unpaid interns are not covered unless the employer’s policy or state law extends benefits. Ask HR for the coverage policy and check your state’s rules. See the typical inclusions and exclusions described by PMC Insurance.

Occupational disease claims

Latency and cumulative exposure can complicate these claims. Build the medical nexus with a treating physician’s opinion, exposure history, safety data sheets, and coworker statements about conditions. Examples include chemical exposure, dust-related lung diseases, or repetitive-motion injuries.

For more, see Helping the Hurt’s overview of occupational disease and cumulative trauma and the evidentiary items in Workers Compensation Experts’ eligibility guide.

Pre-existing conditions

When work aggravates an existing condition, the aggravation alone is often compensable. Ask your physician to distinguish baseline symptoms from new, work-related worsening, citing imaging or tests when possible. See examples of aggravation and proof in Helping the Hurt’s guide.

How to file a claim

1. Seek medical care.

   Get emergency care when needed. For non-emergencies, many states let employers designate a provider for the initial visit; follow the rule but preserve your right to a second opinion. Tell the provider you were injured at work so your records reflect causation. See initial steps in PMC Insurance’s how-to guidance.

2. Notify your employer immediately.

   Report verbally and in writing. Sample notice: “I was injured on [date] at [location] while performing [task]. Witnesses: [names]. Please consider this my formal notice.” Email it to your supervisor and HR, and keep proof of delivery. This protects who qualifies for workers compensation under your state’s notice rules.

3. Complete an incident report.

   Ask for the employer’s accident form and submit detailed facts: time, place, task, mechanism of injury, and witnesses. Request copies and note the date submitted.

4. Preserve evidence.

   Take photos or video of the scene and equipment. Collect names and contact information for witnesses. Save timecards, schedules, emails or texts showing you were on duty. These items help satisfy workers comp eligibility requirements and coverage rules.

5. Collect employment and pay documents.

   Gather recent pay stubs, your job description, employment agreement, and W-2 or 1099 — these help prove status and average weekly wage (important for part-time workers).

6. Obtain employer/insurer forms and file with the state if required.

   Complete the employer’s accident report and any worker claim form. Some states require filing directly with the board. Review examples of what state resources look like in the AZICA Workers’ Compensation FAQs and see filing steps summarized in PMC Insurance’s guide.

7. Observe deadlines.

   Report as soon as possible (24–72 hours is a practical target). State filing windows often range from 30 days to one year; verify your exact deadline using your state’s board resources, like those modeled by Workers Compensation Experts’ state-by-state guidance.

8. If denied, act quickly.

   Request the denial letter with reasons. File any internal appeal, follow the state agency appeal process, organize medical and employment evidence for hearing, and consider legal help if the denial cites misclassification, lack of causation, or alleged misconduct. See appeals overviews in Workers Compensation Experts’ guide and Helping the Hurt’s eligibility article.

Typical timeframes (examples, not guarantees): report to employer as soon as possible; file with the state within 30 days to 1 year depending on your state; insurer investigation 2–8 weeks; benefits begin within weeks after approval.

Documentation and evidence you need

• Medical records and physician statements: Ask for a clear opinion on causation, diagnosis, treatment plan, work restrictions, and any anticipated permanent impairment. This supports workers comp eligibility requirements. See evidentiary needs described by Workers Compensation Experts.

• Employer incident report and correspondence: Emails or texts to HR/supervisors show timely notice, which impacts who qualifies for workers compensation and protects your deadlines. See timeline reminders in PMC Insurance’s guidance.

• Witness statements and visual evidence: Gather names and short written statements; photos of the scene and injuries; request any surveillance footage promptly.

• Pay stubs, timecards, schedules, and contract: Prove your status (employee vs. contractor) and average weekly wage — critical for part-time workers’ benefits.

• Records of pre-existing conditions: Baseline medical evidence helps distinguish prior problems from new aggravations under the coverage rules.

• Disciplinary records or drug test results (if relevant): If intoxication or misconduct is alleged, collect all context, chain-of-custody documentation, and witness accounts to address “can I get workers comp if it was my fault” issues.

What happens after you file

Insurer investigation

The insurer reviews your claim, requests medical records, and may schedule an Independent Medical Examination (IME). An IME is a checkup by a doctor chosen by the insurer to provide opinions about causation, treatment, and work capacity. Prepare by bringing your timeline, job duties, and prior records.

Acceptance or denial

You receive a written notice explaining approval or denial. Approval letters outline authorized benefits and any provider rules; denial letters should list reasons and appeal steps.

Benefits explained

• Medical benefits: Payment for reasonably required treatment related to the work injury.

• Temporary disability: Wage replacement while you heal. Many states pay a percentage of your AWW for Temporary Total Disability (TTD) or Temporary Partial Disability (TPD). Percentages and caps vary by state.

• Permanent disability: If you have lasting impairment, benefits may be based on a rating by a physician or a state schedule.

• Vocational rehabilitation: Training, job placement, or retraining services if you cannot return to your prior work.

• Lump-sum settlements: A one-time payment that resolves some or all benefits; understand what rights you’re releasing and any tax implications before agreeing.

For the benefit types and dispute processes, see Workers Compensation Experts’ description of benefits and procedures and Helping the Hurt’s rundown of eligibility and coverage.

Appeals and dispute resolution

If denied, you can pursue administrative hearings, mediation, or settlement conferences through the state process. Consider a lawyer for complex disputes, high-dollar claims, or when an IME conflicts with your treating physician’s opinions.

Estimated lifecycle (examples, not promises): investigation 2–8 weeks; benefit payments begin within weeks after approval; disputes and hearings can take months to over a year depending on complexity.

Common reasons claims are denied & how to respond

• Late reporting: Remedy by producing earlier emails or texts, submitting a sworn statement, and citing witness testimony. See deadline reminders in PMC Insurance’s eligibility resource.

• Lack of medical causation: Obtain an independent medical opinion, ask your treating doctor to write a causation statement, and submit supportive diagnostics. See evidence tips in Workers Compensation Experts’ guide.

• Employment status disputed (independent contractor): Provide payroll records, W-2, schedule, and evidence of employer control; raise misclassification with the state, following frameworks summarized by PMC Insurance.

• Injury occurred off-duty/non-work activity: Show proof you were performing job duties (timecards, emails, dispatch logs). See the course-of-employment scenarios in Helping the Hurt.

• Fraud or suspected intoxication: Collect exculpatory evidence, chain-of-custody records for tests, and witness statements addressing your behavior at the time.

Procedurally, request the written denial, follow internal and state appeal steps, compile evidence, and consider legal counsel for contested issues and hearings. See appeal processes summarized in Workers Compensation Experts’ overview.

State-by-state differences and resources

State law controls who is covered, employers’ obligations to carry insurance, reporting and filing deadlines, provider choice, and benefit formulas. These differences affect outcomes even when facts are similar.

• Find your state’s board site to confirm deadlines, forms, provider rules, and benefit rates. For an example of what a state FAQ looks like, see the Arizona Workers’ Compensation FAQs (AZICA).

• Use general guides like PMC Insurance’s eligibility overview and Workers Compensation Experts’ state-by-state oriented guide as high-level references, then verify specifics on your state site.

Action tip: Bookmark your state board’s page and calendar the notice and filing deadlines immediately after an injury.

Practical tips and preventive advice

• Report injuries promptly and in writing: “I was injured on [date] at [location] while performing [task]. Witnesses: [names]. Please consider this my formal notice.” Send by email and keep proof.

• Follow medical advice: Attend appointments, follow restrictions, and keep treatment records. Refusing treatment can harm your claim.

• Document everything: Keep a folder (digital and physical) with forms, emails, photos, and letters.

• Get witness contacts and preserve the scene: Capture photos and collect names before conditions change.

• For employers: Post coverage notices, provide claim forms promptly, cooperate with investigations, and do not retaliate for filing a claim.

For more on basic requirements and timelines, see PMC Insurance’s primer on eligibility requirements and Helping the Hurt’s practical overview.

Real-world examples / mini case studies

Case 1: Part-time store clerk, wet floor

A part-time clerk slips on a wet aisle and fractures an ankle during a shift. The incident report, supervisor emails, and photos confirm the hazard. The clerk qualifies for medical treatment and wage replacement, calculated using AWW from part-time earnings. State FAQs like the AZICA document show how part-time workers are treated for eligibility and benefits.

Case 2: Employee at fault (rushing)

A shipping worker rushes to meet a deadline, trips, and suffers a fracture. Because of the no-fault system, the worker still qualifies unless an exclusion applies (for example, intoxication). This aligns with explanations in Helping the Hurt’s no-fault discussion.

Case 3: Freelance contractor at a client site

A freelance graphic designer falls at a client office. As a 1099 contractor with self-directed tasks and no employer control, the designer is likely not covered by the client’s comp policy. If evidence shows control similar to an employee (set hours, supervision, employer tools), a misclassification argument may exist. See status tests and misclassification notes in PMC Insurance’s eligibility guide.

Case 4: Remote worker with carpal tunnel

A remote data specialist develops carpal tunnel from prolonged, repetitive typing. Time logs, work emails, and a physician’s opinion link the condition to job tasks. The claim is typically covered if the medical nexus is clear. See telework considerations and cumulative trauma examples in Helping the Hurt’s coverage discussion.

Conclusion

When you understand who qualifies for workers compensation, you can move quickly and confidently: report immediately, get medical care, document every step, and meet your state’s deadlines. If your case involves part-time hours, remote work, temp assignments, or disputed job status, gather the right evidence and consider a consultation with a workers’ compensation lawyer.

This page provides general information and does not constitute legal advice. For advice specific to your situation, contact your state workers' compensation board or a licensed attorney.

Need help now? Get a free and instant case evaluation by US Work Accident Lawyers. See if your case qualifies within 30-seconds at https://usworkaccidentlawyer.com.

FAQ

Who qualifies for workers compensation?

Most employees — including full-time, part-time, and seasonal workers — qualify if the injury or illness is work-related and the employer has coverage. See the full breakdown in Who qualifies for workers compensation, and compare guidance from PMC Insurance, Helping the Hurt, and the AZICA state FAQ example.

What are workers comp eligibility requirements?

You must be an employee, be hurt or made ill by work, report and file on time, and have medical evidence linking the condition to your job. Details are in Workers comp eligibility requirements and summarized by PMC Insurance and Workers Compensation Experts.

Can I get workers comp if it was my fault?

Usually yes — workers’ comp is no-fault, with exceptions for intentional self-harm, serious misconduct, intoxication, or crimes. See Can I get workers comp if it was my fault? and supporting explanations from Helping the Hurt and Workers Compensation Experts.

What are workers compensation coverage rules?

They define covered injuries (acute, occupational, cumulative trauma), covered circumstances (on-site, client site, work travel), and exclusions (intentional harm, intoxication, horseplay). See Workers compensation coverage rules for examples and sources.

Do part-time employees get workers comp?

Yes, most do; benefits are based on actual earnings, not a minimum-hours threshold. See Workers comp for part-time employees and the state FAQ example from AZICA.