Wyoming workers comp requirements decide exactly when an employer must carry coverage, who counts toward the threshold, and the penalty for going without. This guide breaks down the Wyoming workers comp requirements in plain English. (Injured instead of hiring? See our Wyoming settlement and claim guides linked below.) All figures are from Wyoming sources, verified as of October 2026.
Wyoming at a Glance
| Required at | 1 employee(s) |
| Which workers count | There is no minimum headcount. If a business is in an extrahazardous industry, every worker who meets the statute’s definition of “employee” counts from the first hire, regardless of their individual job. The statute does not carve out part-time or seasonal workers. Construction, mining, utilities, manufacturing, logging and the other listed NAICS sectors are covered from the first employee. Legally employed minors, student learners and authorized alien workers are included. |
| Who is exempt | Under W.S. 27-14-102, these are not “employees”: casual laborers, sole proprietors and business partners (unless they elect coverage), corporate officers (unless they elect coverage), an employer’s spouse or dependent living in the employer’s household, private household employees, and private-duty nurses hired by a private party. Workers in industries not on the extrahazardous list are also not covered unless the employer elects coverage. DWS describes ranching as generally non-hazardous, so coverage is optional for most ranches. LLC members are covered only if they elect coverage. |
| Penalty for going without | Breaking any provision of the Wyoming Workers’ Compensation Act, or a final DWS order, is a misdemeanor punishable by a fine of up to 1000, up to 1 year in county jail, or both. If an employer fails to get required coverage (or misses payments by more than 30 days) and an injured employee is awarded benefits, the employer owes the state an amount equal to all awards, and the director can recover it through a civil action. After notice from the Division, the director can get a court injunction that stops the employer from running or continuing a covered business. Knowingly falsifying payroll reports to avoid premium is a misdemeanor (up to 750 fine and/or 6 months) when the avoided premium is under 500. At 500 or more it is a felony (up to 10000 fine and/or 10 years). |
| Monopolistic state? | Yes — must buy from the state fund |
In This Wyoming Guide:
Is Workers’ Comp Required in Wyoming?
Wyoming requires workers’ comp only for employers in industries the law calls “extrahazardous” (listed by NAICS code in W.S. 27-14-108), and those employers must get coverage from the state Division before work begins; employers outside those industries may choose to buy it.
Wyoming Workers’ Comp Requirements at a Glance
Here are the exact Wyoming workers comp requirements every employer should know:
| Employees that trigger the mandate | 1 |
| Which workers count | There is no minimum headcount. If a business is in an extrahazardous industry, every worker who meets the statute’s definition of “employee” counts from the first hire, regardless of their individual job. The statute does not carve out part-time or seasonal workers. Construction, mining, utilities, manufacturing, logging and the other listed NAICS sectors are covered from the first employee. Legally employed minors, student learners and authorized alien workers are included. |
| Who is exempt | Under W.S. 27-14-102, these are not “employees”: casual laborers, sole proprietors and business partners (unless they elect coverage), corporate officers (unless they elect coverage), an employer’s spouse or dependent living in the employer’s household, private household employees, and private-duty nurses hired by a private party. Workers in industries not on the extrahazardous list are also not covered unless the employer elects coverage. DWS describes ranching as generally non-hazardous, so coverage is optional for most ranches. LLC members are covered only if they elect coverage. |
| Owners & officers | Sole proprietors, partners, corporate officers and LLC members are excluded by default. They can opt in by filing a written Affidavit of Coverage with the Wyoming DWS Workers’ Compensation Division. An employer outside the extrahazardous list that elects coverage must cover all of its employees. It can withdraw that coverage only after it has been in effect for at least 2 years and all payments are current. |
| Penalty for going without | Breaking any provision of the Wyoming Workers’ Compensation Act, or a final DWS order, is a misdemeanor punishable by a fine of up to 1000, up to 1 year in county jail, or both. If an employer fails to get required coverage (or misses payments by more than 30 days) and an injured employee is awarded benefits, the employer owes the state an amount equal to all awards, and the director can recover it through a civil action. After notice from the Division, the director can get a court injunction that stops the employer from running or continuing a covered business. Knowingly falsifying payroll reports to avoid premium is a misdemeanor (up to 750 fine and/or 6 months) when the avoided premium is under 500. At 500 or more it is a felony (up to 10000 fine and/or 10 years). |
| Monopolistic state? | Yes — must buy from the state fund |
| State fund | Yes. The state fund is the Wyoming Workers’ Compensation Division within the Wyoming Department of Workforce Services. It is the only source of coverage for extrahazardous employers. |
How to Get Workers’ Comp Coverage in Wyoming
Before starting work in Wyoming, apply to the Wyoming DWS Workers’ Compensation Division to open an employer account and get a statement of coverage. Premiums are based on reported payroll. NCCI and private carriers are not used for mandatory coverage, and there is no assigned-risk pool. DWS Employer Services: (307) 777-6763.
What Workers’ Comp Covers in Wyoming
Workers’ compensation is a no-fault system: an injured employee gets benefits without having to prove the employer did anything wrong, and in exchange gives up the right to sue for most workplace injuries. A typical Wyoming policy pays for medical treatment tied to a work injury, part of the wages lost while the worker recovers, longer-term disability benefits if the injury is permanent, and death benefits to a family.
It also includes employers-liability coverage, which protects the business if an injury still leads to a lawsuit.
Employees vs. Independent Contractors in Wyoming
The most common way employers get the Wyoming workers comp requirements wrong is by assuming a worker is an “independent contractor” who does not count. State agencies look at how the work is actually controlled, not the label on a 1099. If Wyoming decides a contractor was really an employee, the business can owe back premiums and penalties as if coverage should have been in place all along.
When you are close to the employee threshold, confirm each worker’s status with your state board before you decide you are exempt.
Other Wyoming workers’-comp rules: Wyoming decides coverage by industry (NAICS-code list in W.S. 27-14-108), not by employee count. It is one of the 4 monopolistic states and does not allow self-insurance for mandatory coverage. An employer subject to the act may not begin business or work in Wyoming without applying for coverage and getting a statement of coverage from the Division.
Employers in non-listed industries may opt in, but only for all employees, and can withdraw only after 2 years with payments current. Coverage rules can change, so confirm your situation with Wyoming DWS and a licensed attorney.
Understanding Wyoming Workers Comp Requirements
The Wyoming workers comp requirements exist so injured employees get care and lost wages without having to sue. For most employers, the Wyoming workers comp requirements come down to one number: the employee count that triggers the mandate, shown in the table above. Once you hit that count, Wyoming workers comp requirements apply whether you planned for them or not, and the penalty for going without is real.
If any part of the Wyoming workers comp requirements is unclear, your state board can confirm the threshold, the exemptions, and how to get covered.
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Frequently Asked Questions
Is workers’ comp required in Wyoming?
Wyoming requires workers’ comp only for employers in industries the law calls “extrahazardous” (listed by NAICS code in W.S. 27-14-108), and those employers must get coverage from the state Division before work begins; employers outside those industries may choose to buy it.
What is the penalty for not having workers’ comp in Wyoming?
Breaking any provision of the Wyoming Workers’ Compensation Act, or a final DWS order, is a misdemeanor punishable by a fine of up to 1000, up to 1 year in county jail, or both.
If an employer fails to get required coverage (or misses payments by more than 30 days) and an injured employee is awarded benefits, the employer owes the state an amount equal to all awards, and the director can recover it through a civil action. After notice from the Division, the director can get a court injunction that stops the employer from running or continuing a covered business.
Knowingly falsifying payroll reports to avoid premium is a misdemeanor (up to 750 fine and/or 6 months) when the avoided premium is under 500. At 500 or more it is a felony (up to 10000 fine and/or 10 years).
Can a Wyoming employer buy workers’ comp from a private insurer?
No. Wyoming is a monopolistic state, so employers must buy workers’ compensation from the state fund rather than a private carrier. Some add separate stop-gap/employers-liability coverage privately.
Official Wyoming Sources & Resources
- Wyoming Wyoming Department of Workforce Services, Workers’ Compensation Division: https://dws.wyo.gov/dws-division/workers-compensation/employers/
- Wyoming Workers’ Comp Statute: https://wyoleg.gov/statutes/compress/title27.pdf
- U.S. Department of Labor — Workers’ Comp: dol.gov
- Insurance Information Institute: iii.org
These Wyoming workers comp requirements were last verified against official sources in October 2026. Rules and penalties change — confirm the current figure with your state workers’-comp board or a licensed agent.
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Disclaimer: This guide is informational only and is not legal, medical, or financial advice. Workers Comp Explained is an independent educational resource, not a law firm or insurer. Workers’ comp benefits, settlement values, deadlines, and requirements vary by state and by the specific facts of your injury and change over time, and any settlement figures here are illustrative only.
Confirm your rights and any deadline with your state’s workers’ compensation board and a licensed attorney before you act.