All 21 licensed states
Church Insurance by State
Insurance is regulated state by state — workers' compensation thresholds, carrier appetite, and property risks all change at the state line. Choose your state below for a guide written for houses of worship in your market. We serve religious organizations nationwide: 1-866-964-6660.
States We Serve
Licensed in 21 states
- Church Insurance in TexasTexas is the only state where workers' compensation is generally optional for private employers — including churches. But opting out (“nonsubscribing”) means losing the legal protections that come with coverage: an injured employee can sue the church directly, and the church loses key common-law defenses. For most congregations with paid staff, workers' comp — or a carefully structured alternative — is still the prudent choice. We'll walk your board through both paths, including pay-as-you-go options that fit part-time and seasonal payrolls.Read the Texas guide
- Church Insurance in FloridaFlorida requires workers' compensation for non-construction employers — including churches and religious nonprofits — with four or more employees, counting part-time staff. A church with a pastor, an administrator, a musician, and a custodian on payroll is at the threshold. Smaller congregations can still buy coverage voluntarily, and often should: without it, an injured employee's only recourse is against the church itself. Pay-as-you-go options work well for seasonal Florida staffing.Read the Florida guide
- Church Insurance in GeorgiaGeorgia requires workers' compensation for any employer — churches included — with three or more workers, including regular part-time employees. A church with a pastor, secretary, and part-time custodian is over the line. Nonprofit status is not an exemption. We help Georgia congregations get compliant with pay-as-you-go workers' comp that tracks actual payroll instead of estimates.Read the Georgia guide
- Church Insurance in CaliforniaCalifornia requires workers' compensation from the first employee — there is no minimum threshold, and churches are not exempt. Even one part-time office administrator triggers the requirement, and penalties for going without coverage are severe. Clergy on payroll are employees for this purpose. Our pay-as-you-go programs keep premiums matched to actual payroll.Read the California guide
- Church Insurance in North CarolinaNorth Carolina requires workers' compensation for employers — churches included — with three or more employees, counting part-time staff. Nonprofit status does not exempt a church. If your congregation has a pastor and two more paid workers, you're required to carry coverage. Pay-as-you-go workers' comp keeps it affordable for small staffs.Read the North Carolina guide
- Church Insurance in OhioOhio is a monopolistic workers' comp state: coverage must be purchased through the Ohio Bureau of Workers' Compensation (BWC), not from private insurance carriers, and employers with one or more employees must carry it — churches included. What we do: make sure your BWC coverage coordinates with the rest of your program, and add the pieces BWC doesn't provide (like employers' liability “stop gap” coverage, which Ohio churches need on their package policy because BWC doesn't include it). Many Ohio congregations don't know they're missing stop gap until a claim finds the hole.Read the Ohio guide
- Church Insurance in PennsylvaniaPennsylvania requires workers' compensation for every employee, from the first one — full-time or part-time, churches included. Pennsylvania also offers a formal religious exception (Section 304.2) for employees who are members of recognized sects that conscientiously oppose insurance benefits — a process relevant to Plain communities that we can help document correctly. For everyone else, pay-as-you-go coverage keeps small church payrolls compliant without big deposits.Read the Pennsylvania guide
- Church Insurance in New YorkNew York requires workers' compensation broadly, but religious nonprofits get meaningful carve-outs: clergy performing only religious duties, teachers performing only teaching duties, and employees performing exclusively non-manual work are exempt when employed by a religious organization. The catch is the word “only” — a custodian, a musician, or an administrator who also shovels snow or moves furniture counts as manual labor, and one such employee triggers the coverage requirement. Most congregations with any support staff need a policy. We structure this correctly so an audit doesn't become a penalty.Read the New York guide
- Church Insurance in VirginiaVirginia requires workers' compensation for employers who regularly employ more than two part-time or full-time employees — in practice, three or more, and churches and nonprofits are explicitly included in the count. Charitable status is not an exemption, and penalties for going uninsured are steep (civil penalties up to $250/day). A pastor, an administrator, and a part-time custodian put a Virginia church over the line. Pay-as-you-go coverage keeps compliance affordable.Read the Virginia guide
- Church Insurance in New JerseyNew Jersey requires workers' compensation for every employer with employees — there is no minimum threshold, and churches and religious nonprofits are included. Even one part-time administrator triggers the requirement, and uninsured-employer penalties are severe. Pay-as-you-go coverage keeps small congregation payrolls compliant without big deposits.Read the New Jersey guide
- Church Insurance in ConnecticutConnecticut requires workers' compensation from the first employee — full-time or part-time, churches included. There is no charitable exemption. Pay-as-you-go options fit the part-time staffing patterns of most Connecticut congregations.Read the Connecticut guide
- Church Insurance in VermontVermont requires workers' compensation for all employers with employees — one part-time worker is enough, and churches are included. Pay-as-you-go coverage keeps compliance affordable for congregations with a single pastor or part-time staff.Read the Vermont guide
- Church Insurance in MassachusettsMassachusetts requires workers' compensation for all employees — there is no minimum threshold, and churches and nonprofits are included. Even part-time staff must be covered, and penalties include stop-work orders. Pay-as-you-go keeps small payrolls compliant.Read the Massachusetts guide
- Church Insurance in DelawareDelaware requires workers' compensation for every employer with one or more employees — churches included, part-time staff counted. Pay-as-you-go coverage keeps small church payrolls compliant without large deposits.Read the Delaware guide
- Church Insurance in MarylandMaryland requires workers' compensation for all employers with employees — from the first one, churches and nonprofits included. Pay-as-you-go options match premiums to actual payroll for part-time and seasonal staff.Read the Maryland guide
- Church Insurance in South CarolinaSouth Carolina requires workers' compensation for employers with four or more employees — part-time staff count toward the threshold, and churches are included. Smaller congregations can carry coverage voluntarily, and often should. Pay-as-you-go keeps it matched to real payroll.Read the South Carolina guide
- Church Insurance in MichiganMichigan requires workers' compensation for employers with three or more employees at any one time — or even one employee who works 35 or more hours per week for 13 or more weeks. Most churches with a full-time pastor meet that second test, so assume coverage is required and let us confirm the details. Pay-as-you-go keeps it affordable.Read the Michigan guide
- Church Insurance in KansasKansas uses a payroll test instead of a headcount: workers' compensation is required once an employer's gross annual payroll exceeds roughly $20,000 (certain agricultural labor excluded). A church with even one modestly paid staff member usually crosses that line. We'll run your numbers and set up pay-as-you-go coverage that tracks actual payroll.Read the Kansas guide
- Church Insurance in KentuckyKentucky requires workers' compensation from the first employee — churches included. Narrow statutory exemptions exist for certain religious-organization workers (for example, people performing services in exchange for aid or sustenance rather than wages); we'll confirm how your staff classifies so an audit never becomes a problem. Pay-as-you-go keeps small payrolls compliant.Read the Kentucky guide
- Church Insurance in ArizonaArizona requires workers' compensation for every employer with one or more employees — full-time or part-time, churches included. Pay-as-you-go coverage matches premium to actual payroll as your staff grows.Read the Arizona guide
- Church Insurance in NevadaNevada requires workers' compensation for every employer with one or more employees — churches included, part-time staff counted. Pay-as-you-go coverage keeps premiums matched to actual payroll.Read the Nevada guide
Provident Financial Group is licensed in these 21 states, and more state guides are added monthly. Don't see yours? We can still help — call us or request a quote and we'll confirm your options when we contact you.
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Church insurance by state
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