You must clearly state the facts of what happened, why the defendant is legally responsible, and the specific harm or loss you suffered. Crucially, you must detail the compensation you are seeking, itemizing all costs and damages. Include full, correct names and addresses for everyone involved. Missing or vague information can cause delays or lead to your claim being rejected outright by the court.

Yes, but only under specific conditions. You cannot sue for a simple accident. You must prove the hiring company’s negligence directly caused your injury—for example, by knowingly failing to fix a dangerous condition or violating safety regulations. The process is a formal personal injury lawsuit, not a workers’ compensation claim. Success depends on strong evidence of their fault, and any compensation may be reduced if your own actions contributed to the incident.

Policies always list what they don’t cover. Key exclusions to scrutinize include intentional acts, professional services (unless you have E&O insurance), contractual liability for certain agreements, pollution, employment practices, and cyber incidents. You must understand these gaps. If your business faces excluded risks, you need separate, specific policies to cover them. Never assume a general liability policy is all-encompassing.