Employee-count thresholds at which state-specific employment laws kick in, focusing on where states deviate from the federal floor. Each record is one state and one law category (mini-COBRA, mini-WARN, state anti-discrimination, state family leave, workers compensation), giving the state's threshold, the federal threshold for comparison, how they differ, and the statute citation. Answers 'at how many employees does [state law] start applying in [state]' and 'does [state] have a mini-COBRA / mini-WARN / state family leave law'. Companion to the existing regulatory-threshold-triggers asset which covers federal thresholds only.

Facts extracted from state labor department pages, HR education sites, and insurance industry guides; statutory thresholds are not copyrightable

State employment law headcount triggers that deviate from federal thresholds


**State:** Texas

**Law category:** anti-discrimination

**State law name:** Chapter 21 (Texas Labor Code)

**State threshold:** 15

**Federal threshold:** 15

**Key differences:** State law matches the federal 15-employee threshold but adds age as a state-law protected class at 15 employees, whereas the federal ADEA requires 20 employees for age discrimination coverage

**Coverage / scope:** Race, color, gender, religion, national origin, disability, age (state law), genetic information

**Statute citation:** § 21.002(8)(A)

> Texas Unemployment Compensation Act | Unemployment compensation | 15 employees | Any | Title VII , ADA , GINA , Chapter 21 (Texas Labor Code) | Race, color, gender, religion, national origin, disability, age (state law), genetic information |

Source: <https://efte.twc.texas.gov/thresholds_for_coverage.html>

Texas — State employment law headcount triggers that deviate from federal thresholds


**State:** Texas

**Law category:** anti-discrimination

**State law name:** Chapter 21 (Texas Labor Code) - Sexual harassment

**State threshold:** 1

**Federal threshold:** 15

**Key differences:** Texas lowers the threshold for sexual harassment liability to one employee, compared to Title VII's 15-employee threshold. Applies to any employer or individual who acts in the interest of an employer toward an employee.

**Coverage / scope:** Sexual harassment claims; applies to any employer or individual who acts in the interest of an employer toward an employee

**Statute citation:** § 21.141(1)

> Small Employer Health Insurance Availability Act (Texas COBRA) | Health benefit continuation - state law | 4 employees | Any | Immigration Reform and Control Act | National origin/U.S. citizenship | 4 employees | Non-profit | Texas Unemployment Compensation Act | Unemployment compensation | 15 employees |

Source: <https://efte.twc.texas.gov/thresholds_for_coverage.html>

coverage_duration_or_scope, key_differences, law_category, state_law_name, state_threshold, statute_citation


**State:** California

**Law category:** continuation coverage

**State law name:** Cal-COBRA

**State threshold:** 2

**Federal threshold:** 20

**Key differences:** lower threshold (2 vs 20), longer duration (36 months vs 18 months), also serves as extension for employees exhausting federal COBRA

**Coverage / scope:** Up to 36 months

> Employers below this threshold are exempt from federal COBRA but may still be subject to their state’s continuation coverage statute. Understanding State Mini-COBRA Laws: The Basics State mini-COBRA laws are state-enacted statutes requiring employers — typically those too small for federal COBRA — to offer continuation of group health coverage to employees and dependents after a qualifying event. As of 2026, more than 40 states plus the District of Columbia have enacted some form of mini-COBRA law. These laws vary dramatically in their scope: Employer size thresholds — Some states cover employers with as few as 2 employees; others set the floor at 5 or more. Duration of coverage — Ranges from 3 months to 36 months, depending on the state. Qualifying events — Most follow the federal model, but some add additional triggers. Premium requirements — States may cap premiums at 100%–110% of the group rate. Notice obligations — Election periods and employer notification deadlines vary significantly. State-by-State Comparison: Key Mini-COBRA Laws Below is a comparison of state mini-COBRA laws in seven states HR professionals most frequently encounter. California (Cal-COBRA) Employer Size: 2–19 employees Duration: Up to 36 months — one of the longest in the country Premium: Up to 110% of the group rate Key Detail: Cal-COBRA also serves as an extension for employees exhausting federal COBRA. An employee who received 18 months of federal COBRA may receive an additional 18 months under Cal-COBRA, totaling 36 months. Health plans administer Cal-COBRA, not employers directly. New York Employer Size: Fewer than 20 employees (also extends coverage for larger employers) Duration:

Source: <https://hrcertification.com/blog/state-mini-cobra-laws-2026-biid1000358>

California — State employment law headcount triggers that deviate from federal thresholds


**State:** Colorado

**Law category:** continuation coverage

**State law name:** Colorado Mini-COBRA

**State threshold:** Fewer than 20

**Federal threshold:** 20

**Key differences:** mirrors federal COBRA duration (18 months), employees must be notified within 30 days and have 30 days to elect coverage

**Coverage / scope:** Up to 18 months

> Colorado Employer Size: Fewer than 20 employees Duration: Up to 18 months Premium: Up to 102% of the group rate Key Detail: Mirrors federal COBRA duration. Employees must be notified within 30 days of the qualifying event and have 30 days to elect coverage.

Source: <https://hrcertification.com/blog/state-mini-cobra-laws-2026-biid1000358>

Colorado — State employment law headcount triggers that deviate from federal thresholds


**State:** Illinois

**Law category:** continuation coverage

**State law name:** Illinois Mini-COBRA

**State threshold:** Fewer than 20

**Federal threshold:** 20

**Key differences:** shorter duration (12 months vs 18 months), applies to insured health plans only (not self-funded)

**Coverage / scope:** Up to 12 months

> Illinois Employer Size: Fewer than 20 employees Duration: Up to 12 months Premium: Up to 102% of the group rate Key Detail: Applies to insured health plans only (not self-funded). The shorter duration means employers must be precise in notices about the coverage window.

Source: <https://hrcertification.com/blog/state-mini-cobra-laws-2026-biid1000358>

Illinois — State employment law headcount triggers that deviate from federal thresholds


**State:** Minnesota

**Law category:** continuation coverage

**State law name:** Minnesota Mini-COBRA

**State threshold:** 2

**Federal threshold:** 20

**Key differences:** lower threshold (2 vs 20), mirrors federal COBRA duration (18 months), continuation coverage must be identical to coverage at time of qualifying event

**Coverage / scope:** Up to 18 months

> Fewer than 20 employees Duration: Up to 18 months Premium: Up to 102% of the group rate Key Detail: Mirrors federal COBRA duration. Employees must be notified within 30 days of the qualifying event and have 30 days to elect coverage. Minnesota Employer Size: 2–19 employees Duration: Up to 18 months Premium: Up to 102% of the group rate Key Detail: Continuation coverage must be identical to the coverage the employee had at the time of the qualifying event.

Source: <https://hrcertification.com/blog/state-mini-cobra-laws-2026-biid1000358>

Minnesota — State employment law headcount triggers that deviate from federal thresholds


**State:** New York

**Law category:** continuation coverage

**State law name:** New York Mini-COBRA

**State threshold:** Fewer than 20

**Federal threshold:** 20

**Key differences:** applies to all insured group health plans regardless of employer size, extends coverage beyond federal COBRA period for employers with 20+ employees, longer duration (36 months vs 18 months), lower premium cap (102% vs no federal cap)

**Coverage / scope:** Up to 36 months

> New York Employer Size: Fewer than 20 employees (also extends coverage for larger employers) Duration: Up to 36 months Premium: Up to 102% of the group rate Key Detail: Applies to all insured group health plans regardless of employer size. For employers with 20+ employees, New York law extends coverage beyond the federal COBRA period.

Source: <https://hrcertification.com/blog/state-mini-cobra-laws-2026-biid1000358>

New York — State employment law headcount triggers that deviate from federal thresholds


**State:** Oregon

**Law category:** continuation coverage

**State law name:** Oregon Mini-COBRA

**State threshold:** Fewer than 20

**Federal threshold:** 20

**Key differences:** shorter duration (9 months vs 18 months), employees have only 10 days to elect continuation (vs 60 days federal)

**Coverage / scope:** Up to 9 months

> Continuation coverage must be identical to the coverage the employee had at the time of the qualifying event. Oregon Employer Size: Fewer than 20 employees Duration: Up to 9 months Premium:

Source: <https://hrcertification.com/blog/state-mini-cobra-laws-2026-biid1000358>

Oregon — State employment law headcount triggers that deviate from federal thresholds


**State:** Texas

**Law category:** continuation coverage

**State law name:** Texas Mini-COBRA

**State threshold:** Fewer than 20

**Federal threshold:** 20

**Key differences:** shorter duration (6 months vs 18 months), no administrative surcharge (100% vs 102% federal), employer must notify insurer within 30 days of qualifying event

**Coverage / scope:** Up to 6 months (9 months for disability-related events)

> Texas Employer Size: Fewer than 20 employees Duration: Up to 6 months (9 months for disability-related events) Premium: Up to 100% of the group rate (no administrative surcharge) Key Detail: Among the more limited state laws. Employers must notify the insurer within 30 days of the qualifying event.

Source: <https://hrcertification.com/blog/state-mini-cobra-laws-2026-biid1000358>


**State:** Texas

**Law category:** continuation coverage

**State law name:** Small Employer Health Insurance Availability Act (Texas COBRA)

**State threshold:** 2

**Federal threshold:** 20

**Key differences:** Texas COBRA applies to employers with 2-50 employees, far below the federal COBRA threshold of 20. Provides nine months of continuation coverage for employers not covered by federal COBRA, and six months of additional coverage after federal COBRA ends for employers with 20-50 employees.

**Coverage / scope:** Nine months for employers with 2-19 employees (not covered by federal COBRA); six months after federal COBRA exhaustion for employers with 20-50 employees

**Statute citation:** Texas Insurance Code, Sections 1501.002(4, 14)

> Texas Insurance Code, Sections 1501.002(4, 14) : Top of Page "'Small employer' means a person who employed an average of at least two employees, but not more than 50 eligible employees on business days during the preceding calendar year and who employs at least two employees on the first day of the plan year. The term includes a governmental entity ..." "'Employee' means an individual employed by an employer.", meaning that the common-law <https://efte.twc.texas.gov/ics_contract_labor.html> direction and control test for employment applies in this statute. For employers with 20 to 50 employees, the six months of state health benefit continuation coverage begins after the federal COBRA period ends;

Source: <https://efte.twc.texas.gov/thresholds_for_coverage.html>

coverage_duration_or_scope, key_differences, state_law_name, state_threshold


**State:** California

**Law category:** layoff notification

**State law name:** Cal-WARN

**State threshold:** 75

**Federal threshold:** 100

**Key differences:** lower threshold (75 vs 100 employees), applies to plant closings, mass layoffs, and relocations

**Coverage / scope:** 60 days

> California (Cal-WARN) California's WARN Act covers employers with 75 or more employees, according to the <https://edd.ca.gov/en/jobs_and_training/Layoff_Services_WARN/> California Employment Development Department . [ 6 ] The threshold is 75 workers, not the federal 100, per the <http://www.dir.ca.gov/dlse/Cal-WARNAct.html> California DIR . [ 7 ] Cal-WARN requires 60 days of written notice, matching the federal period.

Source: <https://layoffcalculator.com/insights/state-mini-warn-guide>


**State:** Illinois

**Law category:** layoff notification

**State law name:** IL-WARN

**State threshold:** 75

**Federal threshold:** 100

**Key differences:** lower threshold (75 vs 100 employees)

**Coverage / scope:** 60 days

**Statute citation:** 820 ILCS 65

> Illinois | IL-WARN (820 ILCS 65) | 75 | 60 | No

Source: <https://layoffcalculator.com/insights/state-mini-warn-guide>

coverage_duration_or_scope, federal_threshold, key_differences, law_category


**State:** New Jersey

**Law category:** layoff notification

**State law name:** NJ WARN

**State threshold:** 100

**Federal threshold:** 100

**Key differences:** same threshold as federal (100 employees), longer notice period (90 days vs 60 days), mandatory severance pay (one week per year of service)

**Coverage / scope:** 90 days

**Statute citation:** N.J.S.A. 34:21-1

> New Jersey | NJ WARN (N.J.S.A. 34:21-1) | 100 | 90 | Yes

Source: <https://layoffcalculator.com/insights/state-mini-warn-guide>

New Jersey — State employment law headcount triggers that deviate from federal thresholds


**State:** New York

**Law category:** layoff notification

**State law name:** NY-WARN

**State threshold:** 50

**Federal threshold:** 100

**Key differences:** lower threshold (50 vs 100 employees), longer notice period (90 days vs 60 days federal)

**Coverage / scope:** 90 days

> New York | NY-WARN | 50 | 90 | No

Source: <https://layoffcalculator.com/insights/state-mini-warn-guide>


**State:** Tennessee

**Law category:** layoff notification

**State law name:** TN Plant Closing Act

**State threshold:** 50-99 (partial)

**Federal threshold:** 100

**Key differences:** lower threshold (50-99 employees, partial coverage), applies to plant closings below federal threshold

**Coverage / scope:** 60 days

> Tennessee | TN Plant Closing Act | 50-99 (partial) | 60 | No

Source: <https://layoffcalculator.com/insights/state-mini-warn-guide>

Tennessee — State employment law headcount triggers that deviate from federal thresholds


**State:** Washington

**Law category:** layoff notification

**State law name:** WA Mini-WARN

**State threshold:** 50

**Federal threshold:** 100

**Key differences:** lower threshold (50 vs 100 employees), effective July 27, 2025

**Coverage / scope:** 60 days

**Statute citation:** RCW 50.110

> Washington | WA Mini-WARN (RCW 50.110, eff. July 27, 2025) | 50 | 60 | No

Source: <https://layoffcalculator.com/insights/state-mini-warn-guide>

Washington — State employment law headcount triggers that deviate from federal thresholds


**State:** Wisconsin

**Law category:** layoff notification

**State law name:** WI Business Closing & Mass Layoff Law

**State threshold:** 50

**Federal threshold:** 100

**Key differences:** lower threshold (50 vs 100 employees)

**Coverage / scope:** 60 days

**Statute citation:** Wis. Stat. § 109.07

> Wisconsin | WI Business Closing & Mass Layoff Law (Wis. Stat. § 109.07) | 50 | 60 | No

Source: <https://layoffcalculator.com/insights/state-mini-warn-guide>

Wisconsin — State employment law headcount triggers that deviate from federal thresholds


**State:** Texas

**Law category:** other

**State law name:** Texas Unemployment Compensation Act (for-profit/government)

**State threshold:** 1

**Federal threshold:** 1

**Key differences:** Mirrors the federal threshold; both federal and state unemployment compensation laws apply to for-profit employers and government entities with at least one employee

**Coverage / scope:** Unemployment compensation for for-profit and government employers

**Statute citation:** Texas Labor Code, Chapter 201, §§ 201.021(a) and 201.023

> 1 employee | For-profit/government | Federal Unemployment Tax Act and Texas Unemployment Compensation Act | Unemployment compensation

Source: <https://efte.twc.texas.gov/thresholds_for_coverage.html>

coverage_duration_or_scope, key_differences, law_category, state_law_name, statute_citation


**State:** Texas

**Law category:** other

**State law name:** Texas Unemployment Compensation Act (non-profit)

**State threshold:** 4

**Federal threshold:** 1

**Key differences:** Non-profit employers in Texas must have four or more employees to be covered by the state unemployment compensation act, compared to the federal threshold of one employee

**Coverage / scope:** Unemployment compensation for non-profit employers

**Statute citation:** Texas Labor Code, Chapter 201

> 4 employees | Non-profit | Texas Unemployment Compensation Act | Unemployment compensation

Source: <https://efte.twc.texas.gov/thresholds_for_coverage.html>

coverage_duration_or_scope, federal_threshold, key_differences, law_category, state_law_name, statute_citation


**State:** Texas

**Law category:** other

**State law name:** Texas Payday Law

**State threshold:** 1

**Federal threshold:** 1

**Key differences:** State payday law applies to any private-sector employer with at least one employee, matching FLSA's general applicability but specifically addressing anything relating to employee pay under Texas state law

**Coverage / scope:** Anything relating to employee pay

**Statute citation:** Texas Labor Code, Chapter 61, § 61.001(4)

> 1 employee | Any private-sector employer | Texas Payday Law | Anything relating to employee pay

Source: <https://efte.twc.texas.gov/thresholds_for_coverage.html>


**State:** Alabama

**Law category:** workers compensation

**State threshold:** 5 or more

**Key differences:** Sole proprietor or partner: Excluded but have the option to include themselves. Corporate officer or member of an LLC: Alabama includes you, but you have the option to exclude yourself.

**Coverage / scope:** Includes officers of a corporation or members of an LLC.

> Alabama | 5 or more | Includes officers of a corporation or members of an LLC. | Sole proprietor or partner: Excluded but have the option to include themselves. Corporate officer or member of an LLC: Alabama includes you, but you have the option to exclude yourself.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Alabama — State employment law headcount triggers that deviate from federal thresholds


**State:** Alaska

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but have the option to include themselves. For-profit corporate officers: Included but can elect to be exempted. Member of an LLC: Excluded, but you have the option of being included.

**Coverage / scope:** Includes all employees.

> Alaska | 1 or more | Includes all employees. | Sole proprietor or partner: Excluded but have the option to include themselves. For-profit corporate officers: Included but can elect to be exempted. Member of an LLC: Excluded, but you have the option of being included.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Alaska — State employment law headcount triggers that deviate from federal thresholds


**State:** Arizona

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Domestic workers do not need coverage. Sole proprietors do not need coverage. Independent contractors do not need to be covered. Employees may voluntarily reject coverage in writing, which the employer must file with the carrier.

**Coverage / scope:** Mandatory regardless of the number of workers, whether part-time, full-time, minors, immigration status, or family members.

> Arizona | 1 or more | Mandatory regardless of the number of workers, whether part-time, full-time, minors, immigration status, or family members. | Domestic workers do not need coverage. Sole proprietors do not need coverage. Independent contractors do not need to be covered. Employees may voluntarily reject coverage in writing, which the employer must file with the carrier.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Arizona — State employment law headcount triggers that deviate from federal thresholds


**State:** Arkansas

**Law category:** workers compensation

**State threshold:** 3 or more

**Key differences:** Sole proprietor or partner: Excluded but have the option to include themselves. Corporate officers or member of an LLC: Included but can elect to be exempted.

**Coverage / scope:** Includes all employees.

> Arkansas | 3 or more | Includes all employees. | Sole proprietor or partner: Excluded but have the option to include themselves. Corporate officers or member of an LLC: Included but can elect to be exempted.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Arkansas — State employment law headcount triggers that deviate from federal thresholds


**State:** California

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Roofers must carry coverage even with no employees. Sole proprietor: Excluded but may include themselves. Directors and officers must be included unless the corporation is fully owned by the directors and officers.

**Coverage / scope:** May include gig economy workers.

> California | 1 or more | May include gig economy workers. | Roofers must carry coverage even with no employees. Sole proprietor: Excluded but may include themselves. Directors and officers must be included unless the corporation is fully owned by the directors and officers.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>


**State:** Colorado

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may include themselves. Some limited, part-time domestic and maintenance workers may not need coverage. Corporate officers and LLC members are included, but if you own at least 10% you can opt out.

**Coverage / scope:** Includes all employees, even part-time.

> Colorado | 1 or more | Includes all employees, even part-time. | Sole proprietor or partner: Excluded but may include themselves. Some limited, part-time domestic and maintenance workers may not need coverage. Corporate officers and LLC members are included, but if you own at least 10% you can opt out.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>


**State:** Connecticut

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietors: Excluded but may opt in. Partners: Included but may opt out. Corporate officers and LLC members: Included but may opt out.

**Coverage / scope:** Includes all employees.

> Connecticut | 1 or more | Includes all employees. | Sole proprietors: Excluded but may opt in. Partners: Included but may opt out. Corporate officers and LLC members: Included but may opt out.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Connecticut — State employment law headcount triggers that deviate from federal thresholds


**State:** Delaware

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may include themselves. Immediate family member of a sole proprietor or partner: Included but may opt out. Corporate officers or LLC members: Included, but up to eight officer-stockholders or four LLC members may exclude themselves.

**Coverage / scope:** Includes all employees.

> Delaware | 1 or more | Includes all employees. | Sole proprietor or partner: Excluded but may include themselves. Immediate family member of a sole proprietor or partner: Included but may opt out. Corporate officers or LLC members: Included, but up to eight officer-stockholders or four LLC members may exclude themselves.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Delaware — State employment law headcount triggers that deviate from federal thresholds


**State:** Florida

**Law category:** workers compensation

**State threshold:** 4 or more

**Key differences:** Officers and LLC members may exempt themselves. Sole proprietors and partners are not required but may opt in. Construction: coverage required with one or more employees. Agriculture: required with six or more employees.

**Coverage / scope:** Four or more part- or full-time employees, including corporate officers and LLC members.

> Florida | 4 or more | Four or more part- or full-time employees, including corporate officers and LLC members. | Officers and LLC members may exempt themselves. Sole proprietors and partners are not required but may opt in. Construction: coverage required with one or more employees. Agriculture: required with six or more employees.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Florida — State employment law headcount triggers that deviate from federal thresholds


**State:** Georgia

**Law category:** workers compensation

**State threshold:** 3 or more

**Key differences:** Up to five officers may waive coverage on themselves.

**Coverage / scope:** Three or more full-time, part-time, temporary, and seasonal W-2 workers.

> Georgia | 3 or more | Three or more full-time, part-time, temporary, and seasonal W-2 workers. | Up to five officers may waive coverage on themselves.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Georgia — State employment law headcount triggers that deviate from federal thresholds


**State:** Hawaii

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may opt in. Corporate officer owning at least 50%: Excluded but may opt in. LLC members: Included.

**Coverage / scope:** Includes all employees.

> Hawaii | 1 or more | Includes all employees. | Sole proprietor or partner: Excluded but may opt in. Corporate officer owning at least 50%: Excluded but may opt in. LLC members: Included.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Hawaii — State employment law headcount triggers that deviate from federal thresholds


**State:** Idaho

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietors, partners, corporate officers (owning at least 10%), and LLC members are automatically excluded but can opt in.

**Coverage / scope:** Includes full-time, part-time, seasonal, and occasional employees.

> Idaho | 1 or more | Includes full-time, part-time, seasonal, and occasional employees. | Sole proprietors, partners, corporate officers (owning at least 10%), and LLC members are automatically excluded but can opt in.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Idaho — State employment law headcount triggers that deviate from federal thresholds


**State:** Illinois

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietors, partners, corporate officers, LLC members: Not typically required but may opt in. Hazardous industries: Anyone in construction, trucking, or other extra-hazardous work must be covered, even owners.

**Coverage / scope:** Full-time, part-time, and most family members working for the business.

> Illinois | 1 or more | Full-time, part-time, and most family members working for the business. | Sole proprietors, partners, corporate officers, LLC members: Not typically required but may opt in. Hazardous industries: Anyone in construction, trucking, or other extra-hazardous work must be covered, even owners.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Illinois — State employment law headcount triggers that deviate from federal thresholds


**State:** Indiana

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Licensed real estate agents are not employees. Independent contractors in building or construction must certify with the Indiana Worker's Compensation Board annually for an exemption.

**Coverage / scope:** Full- and part-time employees.

> <https://www.workcompone.com/coverage-by-state/indiana/> Indiana | 1 or more | Full- and part-time employees. |

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Indiana — State employment law headcount triggers that deviate from federal thresholds


**State:** Iowa

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Qualifying contractors are not employees. Full-time sole proprietors, partners, or LLC members: Excluded but may opt in. Corporate officers: Included, but up to four may exclude themselves via the rejection form.

**Coverage / scope:** Includes all employees.

> <https://www.workcompone.com/coverage-by-state/iowa/> Iowa | 1 or more | Includes all employees. |

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Iowa — State employment law headcount triggers that deviate from federal thresholds


**State:** Kansas

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Independent contractors with no employees may exempt themselves. Sole proprietors and partners: Excluded but may opt in. Corporate officers owning 10% or more may opt out. LLC members are treated like partners and excluded, but may opt in.

**Coverage / scope:** Full- and part-time employees.

> Kansas | 1 or more | Full- and part-time employees. | Independent contractors with no employees may exempt themselves. Sole proprietors and partners: Excluded but may opt in. Corporate officers owning 10% or more may opt out. LLC members are treated like partners and excluded, but may opt in.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Kansas — State employment law headcount triggers that deviate from federal thresholds


**State:** Kentucky

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietors: Excluded but may opt in. Independent contractors: Excluded. Corporate officers: Included but may file a written rejection. Partners or LLC members: Exempt under certain conditions. Out-of-state employers with work in Kentucky must provide Kentucky coverage.

**Coverage / scope:** Includes all employees.

> Kentucky | 1 or more | Includes all employees. | Sole proprietors: Excluded but may opt in. Independent contractors: Excluded. Corporate officers: Included but may file a written rejection. Partners or LLC members: Exempt under certain conditions. Out-of-state employers with work in Kentucky must provide Kentucky coverage.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Kentucky — State employment law headcount triggers that deviate from federal thresholds


**State:** Louisiana

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Subcontractors may need to show proof of coverage. Licensed real estate agents are exempt. Sole proprietors, officers, and partners are counted but may opt out. LLC members are included but may opt out if they own 10% or more. Certain domestic, nonprofit, and public roles may be exempt.

**Coverage / scope:** One or more employees working in Louisiana.

> Louisiana | 1 or more | One or more employees working in Louisiana. | Subcontractors may need to show proof of coverage. Licensed real estate agents are exempt. Sole proprietors, officers, and partners are counted but may opt out. LLC members are included but may opt out if they own 10% or more. Certain domestic, nonprofit, and public roles may be exempt.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Louisiana — State employment law headcount triggers that deviate from federal thresholds


**State:** Maine

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may opt in. Corporate officer: Included but may opt out if owning 20% or more of voting stock. LLC member: Excluded but may opt in.

**Coverage / scope:** Includes all employees.

> Maine | 1 or more | Includes all employees. | Sole proprietor or partner: Excluded but may opt in. Corporate officer: Included but may opt out if owning 20% or more of voting stock. LLC member: Excluded but may opt in.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Maine — State employment law headcount triggers that deviate from federal thresholds


**State:** Maryland

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Some officers and LLC members may exclude themselves. Sole proprietors and partners are automatically excluded and must elect to include themselves.

**Coverage / scope:** Includes all employees.

> Maryland | 1 or more | Includes all employees. | Some officers and LLC members may exclude themselves. Sole proprietors and partners are automatically excluded and must elect to include themselves.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Maryland — State employment law headcount triggers that deviate from federal thresholds


**State:** Massachusetts

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Domestic employees working under 16 hours a week. LLC members, LLP partners, and sole proprietors of unincorporated businesses. Officers owning at least 25% may request an exemption. Commission-only real estate agents. Certain lease-basis taxi drivers.

**Coverage / scope:** Includes all employees, including family members.

> Massachusetts | 1 or more | Includes all employees, including family members. | Domestic employees working under 16 hours a week. LLC members, LLP partners, and sole proprietors of unincorporated businesses. Officers owning at least 25% may request an exemption. Commission-only real estate agents. Certain lease-basis taxi drivers.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Massachusetts — State employment law headcount triggers that deviate from federal thresholds


**State:** Michigan

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Agricultural employers: required at three or more full-time employees. Sole proprietorship: spouse, child, or parent may be excluded. Stock corporation: officers owning 10% or more may be excluded. Partners may be excluded. LLC managers owning 10% or more may be excluded.

**Coverage / scope:** Includes all employees.

> Michigan | 1 or more | Includes all employees. | Agricultural employers: required at three or more full-time employees. Sole proprietorship: spouse, child, or parent may be excluded. Stock corporation: officers owning 10% or more may be excluded. Partners may be excluded. LLC managers owning 10% or more may be excluded.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Michigan — State employment law headcount triggers that deviate from federal thresholds


**State:** Minnesota

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor: You and immediate family can opt out if there are no other employees. Partner: Excluded if all employees are partners or immediate family, but may opt in. Officers and LLC members: Exempt if all employees are officers, members, or immediate family, but may opt in.

**Coverage / scope:** Includes all employees.

> Minnesota | 1 or more | Includes all employees. | Sole proprietor: You and immediate family can opt out if there are no other employees. Partner: Excluded if all employees are partners or immediate family, but may opt in. Officers and LLC members: Exempt if all employees are officers, members, or immediate family, but may opt in.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Minnesota — State employment law headcount triggers that deviate from federal thresholds


**State:** Mississippi

**Law category:** workers compensation

**State threshold:** 5 or more

**Key differences:** Sole proprietor, partner, or LLC member: Excluded but may opt in. Corporate officer: Included but may opt out. Employee owning 15% or more stock may exempt themselves.

**Coverage / scope:** Includes all employees.

> Mississippi | 5 or more | Includes all employees. | Sole proprietor, partner, or LLC member: Excluded but may opt in. Corporate officer: Included but may opt out. Employee owning 15% or more stock may exempt themselves.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Mississippi — State employment law headcount triggers that deviate from federal thresholds


**State:** Missouri

**Law category:** workers compensation

**State threshold:** 5 or more

**Key differences:** Railroad, postal, and maritime workers are covered under federal law. Farm labor, domestic servants in a private home, occasional laborers, and qualified real estate agents are exempt.

**Coverage / scope:** Includes all employees.

> Missouri | 5 or more | Includes all employees. | Railroad, postal, and maritime workers are covered under federal law. Farm labor, domestic servants in a private home, occasional laborers, and qualified real estate agents are exempt.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Missouri — State employment law headcount triggers that deviate from federal thresholds


**State:** Montana

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor, partner, or LLC member: Excluded but may opt in. Corporate officer: Included but may opt out.

**Coverage / scope:** All employees working in the state, full- and part-time.

> Montana | 1 or more | All employees working in the state, full- and part-time. | Sole proprietor, partner, or LLC member: Excluded but may opt in. Corporate officer: Included but may opt out.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Montana — State employment law headcount triggers that deviate from federal thresholds


**State:** Nebraska

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Full-time sole proprietors, partners, or LLC members: Excluded but may opt in. Corporate officer: Included but may opt out if owning 25% or more stock.

**Coverage / scope:** Includes all employees.

> Nebraska | 1 or more | Includes all employees. | Full-time sole proprietors, partners, or LLC members: Excluded but may opt in. Corporate officer: Included but may opt out if owning 25% or more stock.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Nebraska — State employment law headcount triggers that deviate from federal thresholds


**State:** Nevada

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietors and partners: Excluded but may opt in. Sole proprietors licensed as contractors or subcontractors must carry coverage. Officers and LLC members: Included but may opt out.

**Coverage / scope:** Includes all employees.

> Nevada | 1 or more | Includes all employees. | Sole proprietors and partners: Excluded but may opt in. Sole proprietors licensed as contractors or subcontractors must carry coverage. Officers and LLC members: Included but may opt out.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Nevada — State employment law headcount triggers that deviate from federal thresholds


**State:** New Hampshire

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may opt in. Officers and LLC members: Included, but up to three executive officers may opt out. Officers actively working at a construction site cannot be exempt.

**Coverage / scope:** Includes all employees, including family members.

> New Hampshire | 1 or more | Includes all employees, including family members. | Sole proprietor or partner: Excluded but may opt in. Officers and LLC members: Included, but up to three executive officers may opt out. Officers actively working at a construction site cannot be exempt.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

New Hampshire — State employment law headcount triggers that deviate from federal thresholds


**State:** New Jersey

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Corporate officers must be covered, but partners, LLC members, and the principal owner of a sole proprietorship do not need coverage.

**Coverage / scope:** Includes all employees.

> New Jersey | 1 or more | Includes all employees. | Corporate officers must be covered, but partners, LLC members, and the principal owner of a sole proprietorship do not need coverage.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

New Jersey — State employment law headcount triggers that deviate from federal thresholds


**State:** New Mexico

**Law category:** workers compensation

**State threshold:** 3 or more

**Key differences:** Sole proprietor or partner: Excluded but may opt in. Officers and LLC members: Included but may opt out if owning 10% or more. Contractors must be licensed by the Construction Industries Division and provide coverage if their employees must be licensed. Real estate salespersons are exempt.

**Coverage / scope:** Includes all employees.

> New Mexico | 3 or more | Includes all employees. | Sole proprietor or partner: Excluded but may opt in. Officers and LLC members: Included but may opt out if owning 10% or more. Contractors must be licensed by the Construction Industries Division and provide coverage if their employees must be licensed. Real estate salespersons are exempt.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

New Mexico — State employment law headcount triggers that deviate from federal thresholds


**State:** New York

**Law category:** workers compensation

**State threshold:** 5 or more

**Key differences:** Sole proprietors, partners, and one- and two-person corporations do not have to carry coverage but may opt in.

**Coverage / scope:** Includes all employees.

> New York | 5 or more | Includes all employees. | Sole proprietors, partners, and one- and two-person corporations do not have to carry coverage but may opt in.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

New York — State employment law headcount triggers that deviate from federal thresholds


**State:** North Carolina

**Law category:** workers compensation

**State threshold:** 3 or more

**Key differences:** Officers may waive their own coverage but still count toward the three-employee rule. Truck drivers must be covered even if treated as owner-operators. Agricultural employers are exempt unless they have 10 or more full-time, non-seasonal workers. Directly employed domestic servants are exempt.

**Coverage / scope:** Includes all employees.

> North Carolina | 3 or more | Includes all employees. | Officers may waive their own coverage but still count toward the three-employee rule. Truck drivers must be covered even if treated as owner-operators. Agricultural employers are exempt unless they have 10 or more full-time, non-seasonal workers. Directly employed domestic servants are exempt.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

North Carolina — State employment law headcount triggers that deviate from federal thresholds


**State:** North Dakota

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor, partner, officer, or LLC member: Excluded but may opt in. Independent contractors are exempt after filing the verification application. General contractors must secure coverage for subcontractors until the subs obtain their own. (Monopolistic state fund.)

**Coverage / scope:** Includes all employees.

> North Dakota | 1 or more | Includes all employees. | Sole proprietor, partner, officer, or LLC member: Excluded but may opt in. Independent contractors are exempt after filing the verification application. General contractors must secure coverage for subcontractors until the subs obtain their own. (Monopolistic state fund.)

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

North Dakota — State employment law headcount triggers that deviate from federal thresholds


**State:** Ohio

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may opt in. Corporate officer: Included but may opt out. LLC member: Depends on the LLC's tax treatment (corporation, sole proprietor, or partnership). (Monopolistic state fund.)

**Coverage / scope:** All employees working in the state.

> <https://www.workcompone.com/coverage-by-state/ohio/> Ohio | 1 or more | All employees working in the state. |

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Ohio — State employment law headcount triggers that deviate from federal thresholds


**State:** Oklahoma

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may opt in. Officers and members owning 10% or more stock: Excluded but may opt in. "Family five or fewer": if you have up to five employees who are all immediate family, you are exempt.

**Coverage / scope:** Includes all employees.

> <https://www.workcompone.com/coverage-by-state/oklahoma/> Oklahoma | 1 or more | Includes all employees. |

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Oklahoma — State employment law headcount triggers that deviate from federal thresholds


**State:** Oregon

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** More than 30 exemptions are outlined in Oregon law.

**Coverage / scope:** Includes all employees.

> Oregon | 1 or more | Includes all employees. | More than 30 exemptions are outlined in Oregon law.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Oregon — State employment law headcount triggers that deviate from federal thresholds


**State:** Pennsylvania

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** A business may be exempt if all workers are executive officers, domestic workers, federal workers, sole proprietors, or general partners.

**Coverage / scope:** Includes all employees.

> Pennsylvania | 1 or more | Includes all employees. | A business may be exempt if all workers are executive officers, domestic workers, federal workers, sole proprietors, or general partners.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Pennsylvania — State employment law headcount triggers that deviate from federal thresholds


**State:** Rhode Island

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded. Officers and LLC members: Included but may opt out. Commission-only licensed real estate brokers, salespersons, and appraisers are exempt.

**Coverage / scope:** Includes all employees.

> Rhode Island | 1 or more | Includes all employees. | Sole proprietor or partner: Excluded. Officers and LLC members: Included but may opt out. Commission-only licensed real estate brokers, salespersons, and appraisers are exempt.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Rhode Island — State employment law headcount triggers that deviate from federal thresholds


**State:** South Carolina

**Law category:** workers compensation

**State threshold:** 4 or more

**Key differences:** Subcontractors may be treated as employees and covered under the general contractor's policy if they do not carry their own.

**Coverage / scope:** Includes all employees.

> <https://www.workcompone.com/coverage-by-state/south-carolina/> South Carolina | 4 or more | Includes all employees. |

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

South Carolina — State employment law headcount triggers that deviate from federal thresholds


**State:** South Dakota

**Law category:** workers compensation

**State threshold:** Not mandated

**Key differences:** South Dakota does not legally require employers to carry workers' compensation insurance. Coverage is strongly recommended, because going without it removes the legal protections the system provides and exposes the business to lawsuits.

**Coverage / scope:** n/a

> <https://www.workcompone.com/coverage-by-state/south-dakota/> South Dakota | Not mandated | n/a |

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

South Dakota — State employment law headcount triggers that deviate from federal thresholds


**State:** Tennessee

**Law category:** workers compensation

**State threshold:** 5 or more

**Key differences:** Owners must also cover themselves unless they request an exemption. (Construction and coal mining have stricter rules.)

**Coverage / scope:** Includes all employees.

> Tennessee | 5 or more | Includes all employees. | Owners must also cover themselves unless they request an exemption. (Construction and coal mining have stricter rules.)

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Tennessee — State employment law headcount triggers that deviate from federal thresholds


**State:** Texas

**Law category:** workers compensation

**State threshold:** Not required

**Key differences:** Texas is the only state where private employers can opt out entirely. Companies with government building or construction contracts must carry coverage. Public and educational employers must carry coverage.

**Coverage / scope:** n/a

> Texas | Not required | n/a | Texas is the only state where private employers can opt out entirely. Companies with government building or construction contracts must carry coverage. Public and educational employers must carry coverage.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Texas — State employment law headcount triggers that deviate from federal thresholds


**State:** Utah

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Some workers may not count: agricultural, casual or domestic workers, and real estate and insurance brokers. Businesses with no employees may not be required to carry coverage.

**Coverage / scope:** Includes full- and part-time employees.

> Utah | 1 or more | Includes full- and part-time employees. | Some workers may not count: agricultural, casual or domestic workers, and real estate and insurance brokers. Businesses with no employees may not be required to carry coverage.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Utah — State employment law headcount triggers that deviate from federal thresholds


**State:** Vermont

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may opt in. Officers and LLC members: Included but may opt out.

**Coverage / scope:** Includes all employees.

> Vermont | 1 or more | Includes all employees. | Sole proprietor or partner: Excluded but may opt in. Officers and LLC members: Included but may opt out.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Vermont — State employment law headcount triggers that deviate from federal thresholds


**State:** Virginia

**Law category:** workers compensation

**State threshold:** 2 or more

**Key differences:** Executive officers may reject coverage with proper notice to the employer and the Virginia Workers' Compensation Commission.

**Coverage / scope:** Includes full-time, part-time, seasonal, and temporary workers, minors, trainees, immigrants, and family members.

> <https://www.workcompone.com/coverage-by-state/virginia/> Virginia | 2 or more | Includes full-time, part-time, seasonal, and temporary workers, minors, trainees, immigrants, and family members. |

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Virginia — State employment law headcount triggers that deviate from federal thresholds


**State:** Washington

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded but may purchase elective coverage. Officers and LLC members: May purchase elective coverage, or exclude themselves if they meet criteria. (Monopolistic state fund.)

**Coverage / scope:** Includes all employees.

> Washington | 1 or more | Includes all employees. | Sole proprietor or partner: Excluded but may purchase elective coverage. Officers and LLC members: May purchase elective coverage, or exclude themselves if they meet criteria. (Monopolistic state fund.)

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Washington — State employment law headcount triggers that deviate from federal thresholds


**State:** West Virginia

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Included but may opt out. Corporate officer: Included but may opt out. LLC members: Included but may opt out; up to four managers, officers, or members may be excluded.

**Coverage / scope:** Includes all employees.

> West Virginia | 1 or more | Includes all employees. | Sole proprietor or partner: Included but may opt out. Corporate officer: Included but may opt out. LLC members: Included but may opt out; up to four managers, officers, or members may be excluded.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

West Virginia — State employment law headcount triggers that deviate from federal thresholds


**State:** Wisconsin

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietors, partners, and LLC members are not employees and are excluded but may opt in. Corporate officers are included but may be excluded under certain conditions.

**Coverage / scope:** Includes full-time, part-time, family members, and minors.

> Wisconsin | 1 or more | Includes full-time, part-time, family members, and minors. | Sole proprietors, partners, and LLC members are not employees and are excluded but may opt in. Corporate officers are included but may be excluded under certain conditions.

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Wisconsin — State employment law headcount triggers that deviate from federal thresholds


**State:** Wyoming

**Law category:** workers compensation

**State threshold:** 1 or more

**Key differences:** Sole proprietor or partner: Excluded. Officers and LLC members: Excluded but may opt in. (Monopolistic state fund.)

**Coverage / scope:** All employees working in the state.

> Wyoming | 1 or more | All employees working in the state. | Sole proprietor or partner: Excluded. Officers and LLC members: Excluded but may opt in. (Monopolistic state fund.)

Source: <https://www.workcompone.com/blog/minimum-number-of-employees-for-workers-comp-in-every-u-s-state/>

Wyoming — State employment law headcount triggers that deviate from federal thresholds